The Intention to Paid and/or Unpaid Activities in Retirement. A Study of Older Workers in Germany

Micheel, Frank

doi:10.1080/08959420.2019.1685354

Cited by 7 publications

(6 citation statements)

References 42 publications

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“…Grossman and Gruenewald, 2017) attracting far less attention. A third and less frequent (21 articles, 9.5%) context of generativity in later life was work (Micheel, 2021).…”

Section: Resultsmentioning

confidence: 99%

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Older age as a time to contribute: a scoping review of generativity in later life

2021

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Research on later-life generativity has promoted a new view of older persons that, far from the traditional images of disability, dependence and frailty, recognises their capacities, and potential to continue growing, while underlining their participation and contributions to families, communities and society. The goal of this study was to carry out a scoping review on later-life generativity, the first one conducted on this topic as far as we know, to show how studies in this area have evolved, which aspects of generativity in later life have been studied, and the methodological and epistemological approaches that are dominant in this area of inquiry. Our scoping review shows that research into generativity in later life has grown steadily over the past 30 years, and particularly during the last decade. However, our results also show how such growing interest has focused on certain methodological approaches, epistemological frameworks and cultural contexts. We identify four critical gaps and leading-edge research questions that should be at the forefront of future research into generativity in later life, gaps that reflect biases in the existing literature identified in the study. These are classified as methodological, developmental, contextual and ‘dark-side’ gaps.

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“…Grossman and Gruenewald, 2017) attracting far less attention. A third and less frequent (21 articles, 9.5%) context of generativity in later life was work (Micheel, 2021).…”

Section: Resultsmentioning

confidence: 99%

“…In the case of the community, with the extension of working lives, generativity can be expressed in paid later-life employment ( e.g. Micheel, 2021). Once older people have left paid work, volunteering is the most frequent activity associated with generativity in later life.…”

Section: Introductionmentioning

confidence: 99%

Older age as a time to contribute: a scoping review of generativity in later life

2021

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“…A positive relationship between generativity and attitudes to continuing work (bridge employment) was reported by many authors (Dendinger et al 2005 ; von Bonsdorff et al 2009 ; Zhan et al 2015 ). Micheel ( 2019 ) concluded that people scoring higher on the generativity scale were less inclined not to work at all than to take paid or unpaid jobs. Hess et al ( 2020 ) concluded that generativity motives are less important than financial one—people which main motive is knowledge sharing state that they want to work significantly fewer hours and days.…”

Section: Generativity and Individual Outcomesmentioning

confidence: 99%

Does generativity matter? A meta-analysis on individual work outcomes

et al. 2022

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Ongoing demographic changes and global population ageing require organisations to pay special attention to their employment policies. With working life extension and age management increasingly included in discussions about reactive versus proactive personnel policies, the term ‘generativity’ gains special importance as an approach to managing a generationally diverse workforce. Generativity can be understood as an attitude of openness towards the younger generations that focuses on exchanging values, knowledge, and experiences with them. It is a source of positive emotions and better social relationships, personal fulfilment, good energy, and aliveness. In the paper, generativity is discussed in the framework of two theories: the socio-emotional selectivity theory (SST) and successful ageing theory (SOC). The aim of this paper is to assess the relationship between generativity and individual work outcomes. We considered both in-role and extra-role outcomes analysed in the job context. Meta-analysis is conducted of studies that investigate generativity and its relationships with motivational outcomes (job satisfaction, engagement, work motivation, affective commitment, self-efficacy), cognitive outcomes (attitudes toward retirement, career success, self-control), personal outcomes (wellbeing, health, job strain), relational outcomes and extra-role behaviours (organisational citizenship behaviour and sustainable behaviour). The analysis examines 65 independent samples that included 30,540 individuals, and considers the role of three moderators—the cultural context, the measurement method and age. It demonstrates that generativity has significant and positive motivational, cognitive and extra-role behaviour outcomes for workers and that it improves their well-being.

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“…In their study, however, employment after retirement is identified from survey answers. The share of older employees who indicate that they intend to work after retirement in surveys even is between a third and a half (Micheel et al 2010;Micheel 2021). Money also is sunny in a retiree's world: financial incentives and work after retirement differences in individual and establishment characteristics prior to retirement between employees who continue to work after retirement and those who do not.…”

Section: Descriptive Statisticsmentioning

confidence: 99%

Money also is sunny in a retiree’s world: financial incentives and work after retirement

Lorenz

Zwick

2021

J Labour Market Res

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This paper assesses the impact of financial incentives on working after retirement. The empirical analysis is based on a large administrative individual career data set that includes information about 2% of all German employees subject to social security or in marginal employment until age 67 and their employers in the period 1975–2014. We use the classical labor supply model and differentiate between the impact of (potential) labor and non-labor (pension entitlements) income. A Heckman-type two step selection model corrects for endogeneity. We show that labor income has a positive and non-labor income a negative impact on the decision to work after retirement. Especially individuals who can substantially increase their earnings in comparison to their pension entitlements accordingly have a higher probability to work. Men are more attracted by labor earnings incentives than women. Also individuals who work until retirement are easier attracted to work after retirement by higher labor income than those with gaps between employment exit and retirement. Our results allow the calculation of the impact of changes in taxes on labor and non-labor income and changes in earnings offers by employers on work after retirement for different demographic groups.

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The Intention to Paid and/or Unpaid Activities in Retirement. A Study of Older Workers in Germany

Cited by 7 publications

References 42 publications

Older age as a time to contribute: a scoping review of generativity in later life

Older age as a time to contribute: a scoping review of generativity in later life

Does generativity matter? A meta-analysis on individual work outcomes

Money also is sunny in a retiree’s world: financial incentives and work after retirement

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