{"title":"Intention to Remain at Work until Legal Retirement Age: A Comparative Analysis Among Different Age Subgroups of Employees","authors":"C. Hellemans, Caroline Closon","doi":"10.5964/EJOP.V9I3.614","DOIUrl":null,"url":null,"abstract":"The paper is an empirical contribution to the intention to remain at work until legal retirement age among different age subgroups of employees. Three groups of antecedents are analyzed: health condition, professional competence, and psychosocial work conditions, among two age groups of employees: 40- to 49-year-old employees and employees 50 years of age or older. The participants are employees from the service industry who are subject to annual control by occupational medicine (n = 280). They completed the VOW/QFT (Vragenlijst Over Werkbaarheid / Questionnaire sur les Facultes de Travail), a self-report questionnaire measuring several dimensions to understand the intention to remain at work. Hierarchical regression analyses tested the hypotheses. Results show there is clearly distinctive process between employees who were 40–49 years old and those over 50 in the explanation of intention to work until the lawful retirement age. Among the first group, perceived health and increase in abilities explained the intention to remain (psychosocial aspects were not an incremental explanation); among the second, it was the possibility of participation that motivated them to work. Implications concern the management of age and career: These are not the same factors that explain the intention to remain at different stages of the career. This research clarifies the respective roles of health, professional competence, and work conditions to understand the intention to remain by studying their incremental explanations and distinguishing two subgroups of age.","PeriodicalId":117577,"journal":{"name":"Europe’s Journal of Psychology","volume":"26 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2013-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"11","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Europe’s Journal of Psychology","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.5964/EJOP.V9I3.614","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
引用次数: 11
Abstract
The paper is an empirical contribution to the intention to remain at work until legal retirement age among different age subgroups of employees. Three groups of antecedents are analyzed: health condition, professional competence, and psychosocial work conditions, among two age groups of employees: 40- to 49-year-old employees and employees 50 years of age or older. The participants are employees from the service industry who are subject to annual control by occupational medicine (n = 280). They completed the VOW/QFT (Vragenlijst Over Werkbaarheid / Questionnaire sur les Facultes de Travail), a self-report questionnaire measuring several dimensions to understand the intention to remain at work. Hierarchical regression analyses tested the hypotheses. Results show there is clearly distinctive process between employees who were 40–49 years old and those over 50 in the explanation of intention to work until the lawful retirement age. Among the first group, perceived health and increase in abilities explained the intention to remain (psychosocial aspects were not an incremental explanation); among the second, it was the possibility of participation that motivated them to work. Implications concern the management of age and career: These are not the same factors that explain the intention to remain at different stages of the career. This research clarifies the respective roles of health, professional competence, and work conditions to understand the intention to remain by studying their incremental explanations and distinguishing two subgroups of age.
本文是一个实证贡献的意愿继续工作,直到法定退休年龄在不同年龄的员工亚组。在40至49岁的雇员和50岁以上的雇员两个年龄组中,分析了三组前因:健康状况、专业能力和社会心理工作条件。参与者为职业医学年度控制对象服务行业雇员(n = 280)。他们完成了VOW/QFT (Vragenlijst Over Werkbaarheid / Questionnaire sur les faculty de Travail),这是一份自我报告问卷,测量了几个维度,以了解继续工作的意愿。层次回归分析检验了这些假设。结果表明,40-49岁的员工与50岁以上的员工在工作到法定退休年龄的意向解释上存在明显的差异过程。在第一组中,感知到的健康和能力的提高解释了留下的意图(社会心理方面不是一个渐进的解释);在第二种情况下,是参与的可能性激励他们工作。对年龄和职业生涯管理的影响:这些因素与解释在职业生涯的不同阶段停留的意图不同。本研究通过研究健康、专业能力和工作条件的增量解释和区分两个年龄亚群,阐明了健康、专业能力和工作条件各自的作用,以理解留下来的意图。