The main objective of this study is to empirically examine the associations between work goals (intrinsic and extrinsic) and early retirement intentions, with the mediating mechanism of work passion ...and the moderating role of flexible HR practices, spouse's health, and position level (employees' position level in organizations, e.g., junior manager at lower level, deputy manager at middle level, or senior manager at upper level etc.). Data for the study was collected through survey-based questionnaires distributed to a sample of 350 female employees from different public and private sector organizations in Pakistan. Testing of the hypotheses was conducted using structural equation modeling (SEM) with WarpPLS software. The findings indicate that employees' work goals are positively related to the level of passion they feel about their work. However, this has a negative impact on their early retirement intentions. Besides, the results show that this work passion mediates the relationship between work goals and early retirement intentions. Furthermore, flexible HR practices, position level, and spouse's health moderate the relationship between work passion and early retirement intentions. The study's theoretical and managerial contributions and limitations are also discussed at the end of the article.
This article examines work-related factors and their impact on the retirement decision-making process. We particularly focus on organisational human resources policies and normative climate regarding ...retirement. Organisations create opportunities and conditions for career extension via their personnel instruments. The normative climate may encourage or discourage retirement. We use a ten-year follow-up study among 1,458 older employees in the Netherlands aged 50–59 at baseline. Results reveal that older workers are sensitive to social approval earned from their co-workers and supervisor. A social climate that supports working up to higher ages is an important requisite for reducing the attractiveness of the early retirement option. Retirement intentions, formed in the years prior to retirement, are shaped by workplace norms and supervisors' attitudes. Results indicate that in order to delay retirement, policy initiatives cannot be reduced to altering financial restrictions surrounding retirement but need to address the forces at the organisational level that channel workers out of employment.
This study applies Feldman and Beehr's three-step model to examine retirement as a decision-making process leading from retirement thoughts to retirement plans and from retirement plans to actual ...retirement. The results show that retirement thoughts have a clear independent effect on retirement plans as measured by intended retirement age. Furthermore, retirement plans have an isolated effect on retirement patterns. Intended retirement age is the strongest predictor of actual retirement age. Retirement intentions can be thought to represent the effect of unobservable characteristics on retirement, such as preference and motivation. Retirement plans materialise with quite high accuracy. Several key factors are associated with intended and actual retirement age in a similar manner. Unemployment and higher income are connected with earlier planned and actual retirement. Health has a pronounced effect: better health is conducive to later retirement while weaker health (sickness absences) is conducive to earlier retirement. This applies both to retirement intentions and actual retirement and to the difference between the two. The most important way for organisations to extend working lives is to look after the health of older employees. Giving older workers an increased sense of control and lowering job demands helps to prevent premature retirement. Supporting older workers’ continued employment is significant for the retention of older workers, while layoffs targeting older workers shorten working lives.
Purpose
To study the workers’ perception of the quality of work community and its association with intention to retire early, separately among women and men working in Finnish postal service.
Methods
...A questionnaire survey was sent to all Finnish postal services employees aged ≥ 50 years in 2016 and 44% (
n
= 2096) replied to the survey (mean age 56.3, 40% women). Employee’s intention to retire before statutory retirement was measured on a scale of 1–5 and dichotomized. The quality of work community was defined by four composite variables: equality at work, flexibility at work, supportive work environment and health or other reason and trichotomized by their tercile values. Odds ratio (ORs) and their 95% confidence intervals (CIs) for associations of quality of work community with intention to retire were calculated separately for men and women using log binomial regression models adjusted for potential confounders.
Results
About one-third of respondents intended to retire early with no significant gender difference in retirement intention. Low equality at work (women OR 2.77, 95% CI 1.60–4.81; men 2.84, 1.80–4.48) and low flexibility at work (women 3.30, 1.94–5.60; men 2.91, 1.88–4.50) was associated with higher likelihood of intention to retire. Among women intention to retire was found less likely due to low supportive work environment (0.52, 0.31–0.89) and among men due to intermediate health or other reason (0.65, 043–0.98).
Conclusion
The results highlight the importance of the quality of work community as well as the promotion of work-related health in order to encourage employees to remain at workforce for longer.
PurposeBased on goal content theory (GCT), this study examines the associations between different work goal contents (intrinsic and extrinsic goals) and early retirement intentions and reveals the ...underlying mechanisms of abovementioned relations.Design/methodology/approachThe paper tested the proposed model by using a sample of 265 workers in China using a two-wave survey.FindingsFindings(1) employees' intrinsic and extrinsic goals are both negatively related to early retirement intentions, and the effect of extrinsic goals on early retirement intentions is more significant. (2) Work passion was found to be a strong mediator between work goal content and employees' early retirement intentions. (3) Human resource (HR) practices’ flexibility significantly moderates the relationship between work passion and early retirement intentions.Originality/valueThe contribution of the current study is that this study first takes into account individuals’ psychological and organizational factors, aiming to reveal the differential effect of different work goals on individuals' early retirement intentions as well as the mediating effect of work passion and the moderating effect of HR practices’ flexibility in the abovementioned relations.
Falling retention in UK general practice is a well-described problem but there has been little previous research into its underlying causes. Poor psychosocial work conditions may help explain falling ...workforce morale and early retirement from the profession.
To explore the impact upon morale and retirement decisions of changes in psychosocial aspects of UK general practice over the course of a career.
Biographical narrative interviewing method (BNIM) was used to obtain and analyse career narratives of 12 London general practitioners (GPs), aged 55-65, half of whom had retired. Findings were theorized using the Job Demands-Control-Support (JDCS) model.
A spontaneous, consistent theme was evident across all 12 interviews: changes in the psychosocial work environment had contributed to a steady decline in morale. Sequential, multilayered reductions in autonomy were the most commonly cited causes for reduced enthusiasm. Increasing demands in the form of both a rising workload as well as a complaints culture drained energy and morale. The GPs described increasingly fragmented teams and therefore reduced social support for the role. Nonetheless, retirement decisions were not straightforward, provoking complex emotions.
The combination of increasing demands with reduced autonomy puts practitioners under intense strain, diminishing the satisfaction they derive from their work and affecting retirement decisions. The Job Demands-Control-Support (JDCS) model is an empirically tested model that could be used to inform improved work design in general practice.
This paper estimates the impact of social pension programs on retirement planning in rural China, focusing on the New Rural Pension Scheme (NRPS). Retirement planning is defined as an individual's ...intention to detach from the workforce at a given age instead of working for as long as physically possible. We also consider an individual's self‐reported health characteristics and subjective life expectancy. Overall, we find that the NRPS does not incentivize younger workers (those under 60 years of age) to plan their retirement; instead, they are more likely to remain in the workforce permanently to compensate for the additional costs. However, the NRPS provides a greater incentive for older workers (those 60 years of age and older) to plan their retirement than if there was no scheme. This result is particularly relevant for older unhealthy workers with a longer subjective life expectancy. We also find evidence that mental health status is key for the effectiveness of the policy.
Purpose
Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, ...firms can help reduce early retirement intention.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, firms can help reduce early retirement intention.
Originality/value
The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
This study aimed to verify the structural relationship between physical self-concept, occupational instability, and retirement intention among South Korean minor league baseball players. Snowball ...sampling was used to recruit 180 minor league players who belonged to the South Korean professional baseball team and were active as of December 2020; data were collected through an online survey. Frequency analysis, psychometric validation, descriptive statistical analysis, and path analysis were performed. The results revealed that for these participants, (1) physical self-concept had a significant negative effect on their occupational instability; (2) physical self-concept did not directly affect their retirement intention; and (3) occupational instability had a significant positive effect on their retirement intentions. These results suggest the need to devise a plan addressing the practical difficulties experienced by professional minor league baseball players and improve the physical self-concept of these players to adapt to involuntary retirement. Additionally, a supportive environment should be created to reduce mental health risks.
Objectives: This study investigates whether different shift work schedules, compared to day work, are associated with need for recovery (NFR), future disability, and retirement intentions for ...employees employed within different economic sectors over the course of their careers. Shift work exposure duration and the healthy worker effect are also examined. Methods: Data from the prospective Maastricht Cohort Study was used. Subsamples of industry (N=1877, all men) and healthcare (N=818, 624 women and 194 men) workers were separately investigated. GEE and Cox regression analyses were performed to investigate NFR longitudinally. Future disability was investigated using Cox regression, and retirement intentions were investigated using logistic regression analysis. Results: Compared to industry day workers, 3-shift industry workers were at risk of becoming a case of elevated NFR during follow-up; 3- and 5-shift industry workers were at risk for future disability. In healthcare, irregular shift work was a risk factor for disability among older shift workers. No significant results were found regarding retirement intentions. Findings were probably an underestimation as exposure duration to shift work and the healthy worker effect affected the results. Conclusions: Shift work was associated with higher levels of NFR and a higher risk of disability. However, shift work is a multifaceted concept as different types of shift work schedules are differently associated with these outcomes. Different shift work types exist and shift work schedules allow for optimization, indicating that measures to prevent adverse outcomes should be tailored for different types of shift work and over the course of the work career.
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