Work Aging and Retirement最新文献_第8页

Gender Differences in Retirement Behavior: How Family, Work, and Pension Regime Explain Retirement in Chile 退休行为的性别差异:家庭、工作和养老金制度如何解释智利的退休

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-03-25 DOI: 10.1093/WORKAR/WAAA024

A. Canales, V. Salinas, Andrés Biehl

{"title":"Gender Differences in Retirement Behavior: How Family, Work, and Pension Regime Explain Retirement in Chile","authors":"A. Canales, V. Salinas, Andrés Biehl","doi":"10.1093/WORKAR/WAAA024","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAA024","url":null,"abstract":"\u0000 While there is vast research on the Chilean pension system, its financial sustainability, and overall effects on the economy, the literature is scanter about gender differences in retirement and its determinants in the context of a high-income developing country with low rates of female labor market participation and less generous welfare provisions. This study seeks to address these gaps. Employing data from the Longitudinal Social Protection Survey (LSPS), we conduct survival analyses to (a) estimate differences in the risk of retirement between men and women, and to (b) investigate how the decision of retirement is influenced by family, work/socioeconomic factors, and pension regimes. Our analyses focused on the age of the first pension receipt. We carry out supplemental analyses on whether pension receipt leads to permanent exit from the labor market. Our results showed that women have a higher risk of receiving their first pension and retire earlier than men. We found that different work experiences prompt women to leave the labor market earlier than men. These results differ from prior research in developed countries that indicated that in countries with low female labor participation rates, women retire later than men.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"24 1","pages":"107-128"},"PeriodicalIF":3.7,"publicationDate":"2021-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78824424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Does a Growth Mindset Enable Successful Aging? 成长型思维模式能让衰老成功吗?

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-03-25 DOI: 10.1093/WORKAR/WAAA029

Peter A. Heslin, J. Burnette, N. Ryu

引用次数: 6

Diet Quality of Workers and Retirees: A Cross-sectional Analysis of the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil) 工人和退休人员的饮食质量:巴西成人健康纵向研究(ELSA-Brasil)的横断面分析

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-03-25 DOI: 10.1093/WORKAR/WAAA034

Vanderlei C da Silva, B. Gorgulho, D. Marchioni, P. Lotufo, I. Benseñor, A. C. Chiavegatto Filho

{"title":"Diet Quality of Workers and Retirees: A Cross-sectional Analysis of the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil)","authors":"Vanderlei C da Silva, B. Gorgulho, D. Marchioni, P. Lotufo, I. Benseñor, A. C. Chiavegatto Filho","doi":"10.1093/WORKAR/WAAA034","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAA034","url":null,"abstract":"\u0000 The objective of this study was to cross-sectionally analyze the diet quality of active workers and retirees to identify possible differences by gender and subgroups of working and nonworking retirees using baseline data from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil), a cohort study of employees of six higher education centers in Brazil. In the first phase of the study, which occurred between 2008 and 2010, the diets of 7,667 participants between 50 and 69 years of age (3,393 [44%] men and 4,274 [56%] women) were analyzed using a Food Frequency Questionnaire. Diets were evaluated using the Brazilian Healthy Eating Index-Revised. We used logistic regression models stratified by sex and adjusted for demographic, social, and health conditions to calculate the odds ratio (OR) and 95% confidence interval (95% CI) for the association of diet quality with working and nonworking retirees. Using active workers as the reference group, the results showed better diet quality among male retirees who were no longer working (OR: 1.58; 95% CI: 1.03–2.41), whereas no difference was detected in male retirees who returned to work (OR: 1.17; 95% CI: 0.80–1.72) in the adjusted models. Among women, the association did not remain significant after multivariate adjustment for confounders. Our results showed gender differences in diet quality between workers and working and nonworking retirees possibly because of worse diet quality among men than among women. Work cessation after retirement is mandatory to improve diet quality among male retirees.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"13 1","pages":"143-153"},"PeriodicalIF":3.7,"publicationDate":"2021-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78374406","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Too Old for Agility? Employee Age and Readiness for Change Toward Scrum—The Moderating Roles of Age Climate and Subjective Age 太老了，不能敏捷?员工年龄与scrum变革准备——年龄气候和主观年龄的调节作用

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-03-11 DOI: 10.1093/WORKAR/WAAB005

Ivan Dražić, C. Schermuly

{"title":"Too Old for Agility? Employee Age and Readiness for Change Toward Scrum—The Moderating Roles of Age Climate and Subjective Age","authors":"Ivan Dražić, C. Schermuly","doi":"10.1093/WORKAR/WAAB005","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAB005","url":null,"abstract":"\u0000 While demographic change is leading to an aging workforce in many parts of the world, more and more companies are implementing agile forms of collaboration. These enable better adaptation to change through constant, iterative learning but require a corresponding mindset from the employees. According to meta-analytical findings, willingness to learn is negatively correlated with employee age, whereas willingness to change is not. We examined the relationship between employee age and readiness for change toward Scrum—the predominant framework of agile project management—focusing on moderating effects. We hypothesized that readiness for Scrum does not decrease with employee age per se, but that it depends on age climate and subjective age. Using an animated explainer video, we created a scenario in which Scrum gets implemented in the participants’ work area. We tested our hypotheses using two studies with age-heterogeneous samples (N1 = 146, N2 = 198), differing in their mean ages (M1 = 36.9, M2 = 41.6). Across studies, and consistent with expectations, readiness for Scrum increased with age when employees reported lower levels of subjective age. Regarding age climate, the results were mixed: In Study 1, readiness for Scrum increased with age when participants perceived a more negative age climate, whereas in Study 2, it increased in a more positive age climate. Results of the three-way interaction in Study 1 suggest a complex interplay between age identity and age climate. We interpret these results in light of existing theory and discuss possible implications for research and practice.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"26 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90030271","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Older Workers With Disabilities: A Person-Centered Approach to Understanding the Effect of Comorbidity on Work Outcomes 老年残疾工人:以人为中心的方法来理解共病对工作结果的影响

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-03-03 DOI: 10.1093/WORKAR/WAAA028

Gregory R. Thrasher, Karen S. Markel, L. Barclay

引用次数: 0

Feeling Out of Place: Internalized Age Stereotypes Are Associated With Older Employees’ Sense of Belonging and Social Motivation 感觉格格不入:内化的年龄刻板印象与年长员工的归属感和社会动机有关

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-01-18 DOI: 10.1093/workar/waaa005

George E. Rahn, S. Martiny, Jana Nikitin

{"title":"Feeling Out of Place: Internalized Age Stereotypes Are Associated With Older Employees’ Sense of Belonging and Social Motivation","authors":"George E. Rahn, S. Martiny, Jana Nikitin","doi":"10.1093/workar/waaa005","DOIUrl":"https://doi.org/10.1093/workar/waaa005","url":null,"abstract":"\u0000 Older employees are not only confronted with subtle negative stereotypes about cognitive decline, but they also tend to internalize these negative stereotypes (i.e., they agree with the idea that intellectual performance declines in old age and they feel affected by this decline). Previous research has shown that internalizing negative age stereotypes has detrimental effects on work-related outcomes. Little is known about how internalized negative stereotypes shape older employees’ social emotions and social motivation. In the present research, we argue that older adults who internalize negative age stereotypes feel insecure about their belongingness in the workplace and this has negative motivational consequences. Four out of five studies and an aggregate analysis with a total of N = 1,306 older employees (age 50–76 years) supported this hypothesis. Internalized age stereotypes were negatively related to social approach motivation toward coworkers through reduced sense of belonging in the workplace and low positive affect. In addition, internalized age stereotypes were positively related to social avoidance motivation. Investigations of the causality of these relationships revealed mixed results. We discuss these findings from the perspective of socioemotional aging and the need to belong. In sum, the present research adds to knowledge on the role of internalized negative stereotypes for older employees’ social lives and, potentially, their success in the work domain.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"46 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79491661","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 23

Age and Context Effects in Daily Emotion Regulation and Well-Being at Work 年龄和环境对日常情绪调节和工作幸福感的影响

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-01-18 DOI: 10.1093/workar/waz014

S. Scheibe, D. Moghimi

{"title":"Age and Context Effects in Daily Emotion Regulation and Well-Being at Work","authors":"S. Scheibe, D. Moghimi","doi":"10.1093/workar/waz014","DOIUrl":"https://doi.org/10.1093/workar/waz014","url":null,"abstract":"\u0000 With aging, emotion regulation competence is thought to improve, which benefits occupational well-being. Past research on aging and emotion regulation at work has mainly focused on one-time measurements of habitual strategy use. Yet, emotion regulation is a response to changing situational requirements. Using an event-based daily diary approach, we examined whether age moderates the extent to which three characteristics of negative work events (intensity, controllability, and interpersonal nature) predict the adoption of four emotion-regulation strategies (positive reappraisal, distraction, emotion acceptance, and expressive suppression) and subsequent well-being outcomes (job satisfaction and fatigue). Employees (N = 199) aged between 18 and 62 years and of diverse occupational backgrounds reported 1,321 daily negative work events and their emotion-regulatory responses. Results suggest that the emotion-regulation strategies that employees spontaneously use are a function of the intensity and interpersonal nature of events (less so of controllability) and that event characteristics have indirect effects on daily well-being through acceptance and suppression. Younger and older workers responded overall similarly to variations in event characteristics. However, we found age differences in the relationship between event intensity and strategy use. Contrary to predictions of stronger tailoring of strategies to context with age, older workers were more stable in strategy use at higher levels of event intensity, increasing less in suppression and decreasing less in acceptance. Indirect effects of event intensity on well-being point at the adaptive nature of these age-related shifts in strategy use. Findings shed light on adaptive emotion-regulation in daily work life and the role of employee age.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"23 4 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88109040","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 13

Adaptation or Exploration? Understanding Older Workers’ Plans for Post-Retirement Paid and Volunteer Work 适应还是探索?了解高龄员工退休后的领薪及义工计划

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-01-15 DOI: 10.1093/WORKAR/WAAA027

H. van Solinge, M. Damman, D. Hershey

{"title":"Adaptation or Exploration? Understanding Older Workers’ Plans for Post-Retirement Paid and Volunteer Work","authors":"H. van Solinge, M. Damman, D. Hershey","doi":"10.1093/WORKAR/WAAA027","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAA027","url":null,"abstract":"\u0000 Numerous investigations have sought to understand the types of individuals who engage in post-retirement work. However, little is known about why older adults are motivated to engage. The aim of the present article is to examine the extent to which two possible mechanisms—adaptation (adjusting to the loss of work role) and exploration (retirement as opportunity to engage in activities in line with personal values)—play a role in explaining planning for paid work or volunteering after retirement. Analyses are based on large-scale survey data collected in 2015 among older workers in the Netherlands (N = 6,278). Results show that the large majority of older Dutch workers have plans for post-retirement paid and/or volunteer work. Moreover, both mechanisms appear to contribute to the understanding of post-retirement work plans, yet in different ways. Specifically, older workers who expect to miss latent work functions are more likely to have plans for post-retirement work, with their general values guiding the type of work they gravitate toward. Having plans for post-retirement paid work was more prevalent among older workers who attached more importance to personal growth, whereas having plans for volunteer work was more prevalent among older workers who had a stronger social orientation. Moreover, results suggest that men, more often than women, translate the anticipated loss of latent work functions into plans for post-retirement paid work. These insights regarding the motivational antecedents of post-retirement work plans are highly relevant in light of policy discussions of active and healthy aging.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"24 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77871244","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

Trade Union Responses to Ageing Workplaces: Lessons from the UK 工会对工作场所老龄化的反应:来自英国的经验教训

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-01-15 DOI: 10.1093/WORKAR/WAAA033

C. Ball, M. Flynn

{"title":"Trade Union Responses to Ageing Workplaces: Lessons from the UK","authors":"C. Ball, M. Flynn","doi":"10.1093/WORKAR/WAAA033","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAA033","url":null,"abstract":"\u0000 In 2017, European-level unions and business associations agreed a framework for national and workplace level employers and union representatives to take collaborative action to design workforce responses to demographic ageing. This article discusses how unions are responding to pressures to extend working life in the UK. Drawing on industrial relations and social movement literature, it argues that unions pursue the twin strategies of working in partnership with like-minded employers to reorient workplaces towards an age friendly model while organizing and campaigning with members to secure conditions consistent with active and healthy ageing. Resisting an erosion of pension and retirement rights and extending employment protection are examples of this approach, but numerous lower profile initiatives by workplace representatives are also reflective of their having an age friendly agenda. Using qualitative data from focus group discussions with union representatives in two sectors, the article shows that union responses are rooted in both of the dominant models of British unionism—the organizing and partnership models—and argues that literature on social movements helps to understand how union representatives reconcile the competing pressures.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"28 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87319981","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles 年龄对不同工作角色下员工绩效与高绩效工作制度关系的调节作用

IF 3.7 2区经济学

Work Aging and Retirement Pub Date : 2021-01-15 DOI: 10.1093/WORKAR/WAAA032

Nikolaos Pahos, E. Galanaki, B. Heijden, J. D. Jong

{"title":"The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles","authors":"Nikolaos Pahos, E. Galanaki, B. Heijden, J. D. Jong","doi":"10.1093/WORKAR/WAAA032","DOIUrl":"https://doi.org/10.1093/WORKAR/WAAA032","url":null,"abstract":"\u0000 High performance work systems (HPWS) have been shown to associate with performance at diverse levels. In this article, we study the effects of employee age on the relationship between HPWS and employee performance. We use a role-based measurement of employee performance, which introduces five roles that an employee can hold within an organization, namely the roles of Job holder, Career seeker, Innovator, Team member, and Organization member. Integrating social exchange theory with lifespan theories (i.e., future time perspective and socio-emotional selectivity theory), we propose that HPWS have different associations with job roles for older employees. Using 342 pairs of supervisors and their subordinates, that are nested in 111 service organizations, multilevel analyses show that HPWS positively associate with employee performance in the Organization member role. Moreover, the relationships between HPWS and performance in the Job holder and the Career seeker roles are weaker for older than for younger employees. The results are discussed in the light of the challenges they pose for the management of an aging workforce.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"273 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2021-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77542820","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5