Working Beyond 65: Predictors of Late Retirement for Women and Men MBAs

Frieze, Irene Hanson; Olson, Josephine E.; Murrell, Audrey J.

doi:10.1080/08952841.2011.540485

Cited by 26 publications

(17 citation statements)

References 37 publications

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“…In our sample we have not found gender differences in the preference typology and related concepts, which is contrary to what some sources suggest in terms of retirement preferences and policy responsiveness (de Grip, Fourage and Montizaan 2013;Frieze, Olson and Murrell 2011;Walters 2005;Nicolaisen, Thorsen and Eriksen 2012;but see Warner, Hayward and Hardy 2010). We propose interpreting it as gender irrelevance of work value if operationalized as more general activity orientation.…”

Section: Summary and Discussioncontrasting

confidence: 54%

Preference theory in advanced age and the older Czech workforce

Vidovičová¹

2014

human

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In this article we make use of preference theory developed by Hakim (2000) in the context of reconciling work and family to cover and explain different patterns of retirement exit paths and retirement satisfaction levels in the Czech Republic. We propose that lifestyle preferences and values may help to explain why some older workers continue to work while others are determined to retire as early as possible. Three types are identified among the 55-65 age group: work oriented, retirement oriented, and adaptive. The data shows that self-perception of the respondent as being active or more rest-oriented is associated with actual labour market activity of the respondent. Different types also perceive and evaluate labour market exit differently, and most importantly they differ in their reaction to various labour market and pension policies and family/partnership conditions. In the discussion we challenge the notion of active ageing as a general "one-size-fits-all" policy and urge that more attention be paid to the role of individual values and preferences when looking at the organisation of latter life roles.

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Section: Summary and Discussioncontrasting

confidence: 54%

Preference theory in advanced age and the older Czech workforce

Vidovičová¹

2014

human

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“…Upcoming problems could often be solved by further education, work adjustments, shorter and more frequent breaks, and regular health controls [5]. Individuals retirement plans also effects of if they want to spend more time with relatives or in leisure pursuits [4] [19] [29] [30] [31]. People are less likely to continue working if their partner has already retired and many couples plan their retirement together [32].…”

Section: Introductionmentioning

confidence: 99%

The Influence of Work Environmental and Motivation Factors on Seniors’ Attitudes to an Extended Working Life or to Retire. A Cross Sectional Study with Employees 55 - 74 Years of Age

Nilsson

2017

JSS

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Aim: The aim of this study was to investigate difference between whether individuals think they can work, and want to work until 65 years or not. Methods: A cross/sectional study including survey of 1949 employees aged 55 -74 years. Results: Working environments were the most significant differences between the groups associated to if the respondents think they can work beyond 65 years or not. Motivation factors were the most significant differences between the groups associated with if the respondents want to work beyond 65 years or not. Conclusions: A satisfying work environment is important to whether people think they can work or not. Nevertheless, whether people want to work is depending on whether the employees are satisfied with the factors that promote their motivation for work. If society wants more people to work until an upper age, it is important to improve both work environmental factors and motivation factors in their work situation.

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“…It is possible that the relationship between gender and retirement decision making is moderated by gender role expectations. Although previous research has investigated gender differences in retirement patterns (Frieze, Olson, & Murrell, ), the impact of gender role expectations remains unexamined.…”

Section: Discussionmentioning

confidence: 99%

Predicting End‐of‐Career Transitions for Baby Boomers Nearing Retirement Age

Boveda

Metz

2016

The Career Development Quart

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Retirement has traditionally been conceptualized as a point-in-time decision to physically and psychologically withdraw from the workforce on reaching a certain age. However, the expectations of older workers demonstrate a new retirement paradigm, with many more retirement trajectories. The purpose of this study was to examine actual career decisions being made by older workers and to understand sociodemographic factors that might differentiate their career trajectories. Data from the Health and Retirement Study (Juster & Suzman, 1995) were analyzed using multinomial logistic regression to compare 4 retirement trajectories (i.e., no retirement, full retirement, bridge employment, and encore career). Gender, age, education, marital status, health, and wealth differentially predicted the odds of pursuing each of the 4 retirement decisions. Career practitioners may use these results to help baby boomers make retirement decisions and provide them with appropriate education, guidance, and resources. Additional research is needed to examine other factors salient to each of the retirement trajectories.

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Working Beyond 65: Predictors of Late Retirement for Women and Men MBAs

Cited by 26 publications

References 37 publications

Preference theory in advanced age and the older Czech workforce

Preference theory in advanced age and the older Czech workforce

The Influence of Work Environmental and Motivation Factors on Seniors’ Attitudes to an Extended Working Life or to Retire. A Cross Sectional Study with Employees 55 - 74 Years of Age

Predicting End‐of‐Career Transitions for Baby Boomers Nearing Retirement Age

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