Ältere im Betrieb
Die zunehmende Alterung und die abnehmende Zahl der Erwerbspersonen sowie die Anhebung des Rentenalters bleiben nicht ohne Auswirkungen auf die Betriebe. Es ist eine alter(n)ssensible Personalpolitik gefordert, die sich der verändernden Altersstruktur im Betrieb stellt. Die Infoplattform bietet zum Thema Ältere im Betrieb Literaturhinweise, Volltexte und Informationen über Forschungsprojekte. Es werden die Positionen der Politik, der Verbände und Betriebe sowie die wissenschaftliche Auseinandersetzung mit dem Thema deutlich.
In dieser Infoplattform sind erstmals alle Literaturhinweise - neben der Themeneinordnung - dem Punkt "wissenschaftliche Literatur" oder "politik-/praxisbezogene Literatur" zugeordnet. "Wissenschaftliche Literatur" beinhaltet Veröffentlichungen in SSCI-Journals, referierten Zeitschriften, wissenschaftlichen Veröffentlichungsreihen und Discussion Papers. "Politik/Praxis" bezieht sich auf die aktuelle politische Diskussion bzw. auf betriebs-praktische Hinweise zum Thema Ältere im Betrieb.
- Wissenschaft / Politik und Praxis
- Ergebnisse aus dem IAB
- Arbeitsmarktsituation Älterer
- Auswirkungen des demografischen Wandels
- betriebliche Personalpraxis vs. alter(n)ssensible Personalpolitik
- Berufsausstieg und Übergang in Rente
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Literaturhinweis
Crowded Career Ladders? Intra-Firm Spillovers of Raised Retirement Age (2026)
Zitatform
Badalyan, Sona (2026): Crowded Career Ladders? Intra-Firm Spillovers of Raised Retirement Age. (IAB-Discussion Paper 01/2026), Nürnberg, 70 S. DOI:10.48720/IAB.DP.2601
Abstract
"Ich untersuche, wie verzögerte Renteneintritte die internen Arbeitsmärkte von Unternehmen verändern, und nutze dazu eine deutsche Reform, die das frühestmögliche Renteneintrittsalter von Frauen um mindestens drei Jahre angehoben hat. Die Reform erhöhte die Beschäftigungsdauer älterer Frauen und führte zugleich zu einem Rückgang sowohl interner Beförderungen als auch externer Einstellungen jüngerer Beschäftigter. Die größten Verluste tragen dabei Arbeitnehmer mittleren Alters, die auf der Karriereleiter den verbleibenden älteren Beschäftigten am nächsten stehen. Die Spillover-Effekte sind klar strukturiert: Beförderungsverdrängung tritt vor allem in dichten internen Arbeitsmärkten mit intensiver Konkurrenz auf, während Rückgänge bei Neueinstellungen in dünnen externen Arbeitsmärkten mit hohen Fluktuationskosten am stärksten sind. Die Verdrängungseffekte konzentrieren sich innerhalb von Jobzellen, während Beschäftigte in anderen Jobzellen profitieren können, wenn verbleibende ältere Arbeitnehmer über firmenspezifisches Humankapital verfügen. Insgesamt stützen die Ergebnisse Theorien der Stellenrestriktionen (slot constraints), ergänzt um Mechanismen firmenspezifischen Humankapitals." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Older Workers, Training and Innovation: A Comparative Study of Germany and Great Britain (2026)
Zitatform
Baktash, Mehrzad B., Uwe Jirjahn & Wen Wang (2026): Older Workers, Training and Innovation: A Comparative Study of Germany and Great Britain. In: Journal of the Knowledge Economy, Jg. 17, H. 4, S. 10601-10633. DOI:10.1007/s13132-026-03222-0
Abstract
"The demographic development in many industrialized countries gives rise to the question as to how an aging workforce affects firm performance and how firms can adjust to demographic change. We address this question by examining the relationship between the share of older workers and the innovativeness of firms in Germany and Britain – Germany as the prototype of a coordinated and Britain as the prototype of a liberal market economy. Considering product, process and marketing innovations, our empirical analysis shows that a negative influence of older workers on innovativeness is more pronounced in Germany than in Britain. For both countries, we find that employer provided training mitigates this negative influence. In Britain, training partially even tends to turn an older workforce into an opportunity for innovativeness. However, the type of training that helps firms adjust to an older workforce differs sharply between the two countries. In Britain, off-the-job training plays a crucial role while on-the-job training is the crucial adjustment mechanism in Germany. Our findings conform to theoretical considerations suggesting that the degree to which firms can adjust to an ageing workforce and the way in which they can adjust depend on the institutional framework of the respective country." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pension Reform Effects in Times of Technological Change and Shifting Task Composition (2026)
Zitatform
Boockmann, Bernhard, Natalie Herdegen & Martin Kroczek (2026): Pension Reform Effects in Times of Technological Change and Shifting Task Composition. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 246, H. 1-2, S. 107-134. DOI:10.1515/jbnst-2024-0036
Abstract
"We study heterogeneity in the effects of a pension reform in Germany: the introduction of the old-age pension for the very long-term insured, which lowered the threshold for full pension receipt from age 65 to 63. Using a regression discontinuity design (RDD) and rich administrative pension data, we estimate the effects of the reform on eligible workers who differ in a number of occupational characteristics. Transitions into the new early retirement scheme occurred more frequently from jobs involving mainly manual and routine tasks, which contributed to the changing composition of tasks in the workforce. While the introduction of new technologies, materials and machines in an industry was associated with more workers claiming early retirement, workers affected by frequent PC use and new PC programmes were less likely to use the early retirement scheme." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Early retirement for workers in physically demanding jobs? An ageing society conundrum (2026)
Zitatform
Dalen, Hendrik P. van & Kène Henkens (2026): Early retirement for workers in physically demanding jobs? An ageing society conundrum. In: Ageing & Society, Jg. 46, S. 1-22. DOI:10.1017/s0144686x25100378
Abstract
"To what extent should workers in physically demanding jobs be given the possibility of earlier retirement? This is one of the many pressing pension reform issues that ageing societies face. This article examines the extent to which such special treatment is supported by the general public. We uniquely combine a representative survey (2,136 respondents) with a vignette study to explore what respondents in the Netherlands consider a fair public pension age for 29 jobs that differ by level of physical demand. We also examine whether these pension ages are associated with other attributes that are important in an ageing society, such as the presence of chronic health conditions and informal care-giving responsibilities – such attributes may affect support for the special provisions for workers in physically demanding jobs – and control for stereotypical views about older workers. The findings reveal notable differences in public pension ages, indicating that workers in highly physically demanding jobs should be given the opportunity to retire earlier and those working in physically ‘light’ jobs should work slightly beyond the standard public pension age. We compare these differences to existing special retirement programmes for physically demanding or arduous jobs. Interestingly, non-work factors – namely, chronic health conditions and care-giving responsibilities – weigh more heavily in deciding a fair or reasonable public pension age. This suggests that organizations and policy makers facing an ageing society will have to deal with a broader set of problems than can be solved by offering early retirement programmes for specific jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Retirement decisions in the age of COVID-19 pandemic: are older employees in digital occupations working longer? (2026)
Zitatform
Gallo, Giovanni & Amparo Nagore García (2026): Retirement decisions in the age of COVID-19 pandemic: are older employees in digital occupations working longer? In: Review of Economics of the Household, S. 1-34. DOI:10.1007/s11150-025-09827-9
Abstract
"This paper investigates the retirement response to the pandemic and to the resulting acceleration in the adoption of new technologies. Using the European Union Statistics of Income and Living Conditions datasets and leveraging the natural experiment of many workers being forced to work from home in Europe during the lockdown, we compare the retirement response of older workers in digital occupations (i.e. more exposed to the accelerated adoption of new technologies) versus non-digital occupations to detect any differences in retirement behaviour, which we interpret as digitalization effects. In addition, we analyze changes in retirement decisions by gender and geographic area. We find that retirement rates increased during COVID-19 in Europe, especially in Mediterranean countries and among women. This trend may be linked to gender occupational segregation. In Mediterranean countries, digitalization increases female retirement, likely due to challenges in balancing digital work and family responsibilities while working from home. In Eastern countries, and to a lesser extent in Northern countries, digitalization leads to postponing retirement among women, likely due to greater gender equality in unpaid work. In contrast, the retirement age for men is less affected by the pandemic with no significant differences between digital and non-digital occupations. This may exacerbate the existing gender gap in labor force participation and pension outcomes." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Gender differences in retirement decisions and outcomes: a systematic literature review and recommendations for future research (2026)
Zitatform
Harris, America & Ulrike Fasbender (2026): Gender differences in retirement decisions and outcomes: a systematic literature review and recommendations for future research. In: Work, Aging and Retirement, Jg. 12, H. 3, S. 293-333. DOI:10.1093/workar/waaf011
Abstract
"Gender plays a complex and critical role in retirement decisions and outcomes. Despite its relevance, many reviews of the retirement literature have given little attention to gender-specific factors. Previous single-gender reviews also lack comparative analyses, shedding little light on where gender differences in retirement lie. To address this gap, we aim to integrate research on gender differences in retirement decisions using a comparative approach. Our systematic literature review reveals how gender interacts with factors such as marital status, pensions, work history, and traditional gender norms to shape differential retirement decisions and outcomes between men and women. The life course perspective, gender role theory, and joint retirement behavior are identified as key theories referenced in the literature to explain gender differences. We group key antecedents of gendered retirement decisions into family, macroeconomic, work-related, and individual factors; and identify key differentials in postretirement activities. By examining gender’s interaction with key factors, we elucidate why men and women experience different retirement decisions and outcomes, thereby disentangling gender’s complexity in retirement. We further contextualize the findings across countries and cohorts to explain differences in women’s retirement decisions across space and time. Finally, we identify the lacunae in the current literature and provide recommendations for future research, aiming to inform policies that promote gender equality in retirement decision-making and outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beschäftigung im Alter: Chancen und Herausforderungen (2026)
Hennrich, Jonas; Schaller, Daria;Zitatform
Hennrich, Jonas & Daria Schaller (2026): Beschäftigung im Alter. Chancen und Herausforderungen. In: Ifo-Schnelldienst, Jg. 79, H. 04, S. 43-50.
Abstract
Das ifo Institut befragt in Zusammenarbeit mit Randstad Deutschland quartalsweise deutsche HR-Abteilungen zu personalpolitisch relevanten Themen. In jedem Quartal werden neben sich jährlich wiederholenden Standardfragen auch wechselnde Sonderfragen zu arbeitsmarktrelevanten Aspekten untersucht. Im ersten Quartal beschäftigte sich die Umfrage mit der (Aktiv-)Rente sowie älteren Beschäftigten. 36 % der Betriebe glauben, dass die Aktivrente ein wirksames Mittel gegen den Arbeits- und Fachkräftemangel ist. Die Umfrage zeigt weiter die Bedeutung des Themas: Bereits jetzt beschäftigen 70 % der Unternehmen Mitarbeitende im Ruhestand. Wissenserhalt und Know-how-Transfer sind die häufigsten Gründe. Zudem sind 37 % der Beschäftigten in den befragten Unternehmen über 50 Jahre. Entsprechend ergreifen 38 % der Unternehmen Maßnahmen, um Mitarbeitende länger im Unternehmen zu halten. Am häufigsten (87 %) bieten die Unternehmen älteren Beschäftigten flexible Arbeitsmodelle an. Die Betriebe schätzen an älteren Beschäftigten vor allem deren Erfahrung bzw. Fachwissen und Zuverlässigkeit." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Erwerbsbeteiligung von Frauen ab 45: Empirische Evidenz zum Einfluss finanzieller Anreize (2026)
Zitatform
Herrmann, Fiona, Lavinia Kinne & Katharina Wrohlich (2026): Erwerbsbeteiligung von Frauen ab 45. Empirische Evidenz zum Einfluss finanzieller Anreize. Gütersloh, 88 S. DOI:10.11586/2026036
Abstract
"Vor dem Hintergrund des demografischen Wandels und des damit einhergehenden zunehmenden Drucks auf die sozialen Sicherungssysteme werden aktuell die Erwerbsbeteiligung und die wöchentliche Erwerbsarbeitszeit von Frauen diskutiert. Die Erwerbsbeteiligung von Frauen in Deutschland ist in den letzten Jahrzehnten stark gestiegen und liegt mit über 75 Prozent im internationalen Vergleich sehr hoch. Allerdings ist auch der Anteil der Teilzeitbeschäftigten unter den Frauen sehr hoch. Dies ist nicht nur bei Frauen mit jungen Kindern, sondern auch in der Altersgruppe ab 45 Jahren zu beobachten. Ein großer Teil der beschäftigten Frauen ist von der Phase der Familiengründung bis zum Ende ihrer Erwerbstätigkeit in Teilzeit erwerbstätig. Dadurch entsteht eine große geschlechtsspezifische Lücke in der Erwerbsarbeit, die auch negative Auswirkungen auf die Alterseinkünfte von Frauen hat. In dieser Studie werden die Gründe für den hohen Teilzeitanteil von Frauen in der Altersgruppe ab 45 Jahren untersucht. Dazu wurde eine Befragung der Zielgruppe (Frauen im Alter von 45 bis 66 Jahren) mit einem Vignetten-Experiment kombiniert. Dies ermöglicht es, nicht nur die Gründe für die aktuellen Erwerbsentscheidungen der Befragten zu ermitteln, sondern auch ihre Einstellungen zur Erwerbstätigkeit in verschiedenen Szenarien zu erheben. Aus diesen Erkenntnissen lassen sich unter anderem die Wirkungen finanzieller Anreize auf die Erwerbsentscheidungen von Frauen ableiten. Die Ergebnisse der Befragung zu den Gründen der aktuellen Erwerbsentscheidungen der Befragten zeigen, dass die meisten der nicht erwerbstätigen 45–66-jährigen Frauen aus gesundheitlichen Gründen ihren Beruf aufgegeben haben. Fast ein Drittel der Befragten gab auch an, dass es sich für sie finanziell nicht lohnen würde, eine Erwerbstätigkeit aufzunehmen. Die in Teilzeit beschäftigten Frauen gaben als Gründe für diese Wahl mehrheitlich an, Zeit für die Familie zu benötigen bzw. eine Vollzeittätigkeit als zu hohe körperliche Belastung zu empfinden. In dieser Gruppe gab sogar fast die Hälfte der Befragten an, dass sich eine Ausweitung der Erwerbstätigkeit finanziell zu wenig lohnen würde. Im Vignetten-Teil der Studie wurden den Befragten hypothetische Szenarien vorgelegt, die sich nach der Höhe des Stundenlohnes, der Art der Aufteilung der Sorgearbeit im Haushalt, den Arbeitsbedingungen und der -flexibilität sowie der Art der Besteuerung (gemeinsame versus getrennte Veranlagung) unterschieden. Die Befragten wurden gebeten, die aus ihrer Sicht optimale Arbeitszeit für die Frauen in diesen hypothetischen Situationen anzugeben. Die Ergebnisse zeigen, dass veränderte finanzielle Anreize durch ein alternatives Steuerszenario die Erwerbsbeteiligung und die durchschnittlichen Erwerbsarbeitsstunden signifikant erhöhen würden. Insbesondere würde der Anteil der Frauen in Minijobs dadurch zugunsten einer höheren Vollzeit- und Teilzeit-Erwerbstätigkeit sinken. Auch die Aufteilung der Sorgearbeit und die Arbeitsbedingungen beeinflussen die gewählte Arbeitszeit. Unabhängig von der Aufteilung der Sorgearbeit und der Art der Arbeitsbedingungen zeigt die Vignetten-Befragung jedoch, dass finanzielle Anreize in allen Fällen eine wichtige Rolle spielen." (Autorenreferat, IAB-Doku, © Bertelsmann Stiftung)
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Literaturhinweis
Age-based stereotypes in hiring and training: how digitalization and labor shortages reshape employer decisions (2026)
Zitatform
Heyer, Philipp, Wiebke Schmitz & Kathrin Weis (2026): Age-based stereotypes in hiring and training: how digitalization and labor shortages reshape employer decisions. In: European Journal of Ageing, Jg. 23, H. 1. DOI:10.1007/s10433-026-00936-7
Abstract
"Demographic aging contributes to labor shortages and strains welfare systems across Europe, including Germany. In response, extending older workers’ labor market participation has become a growing policy concern. Yet, age-based stereotypes may hinder this goal by reducing their chances in personnel decisions like hiring and training. However, the introduction of digital technologies is reshaping work dynamics, while labor shortages—partly driven by demographic aging—are intensifying competition for skilled workers. This puts pressure on companies to upskill their workforce and secure qualified personnel, potentially limiting the scope for decisions based on stereotypes. While age-based stereotypes have been widely studied, the organizational context —such as labor shortages and digitalization—has received less attention. This study analyzes representative employer data from the 2024 BIBB Training Panel in Germany to examine (1) how age-based stereotypes among employers are linked to personnel decisions regarding hiring and training of older workers and (2) how this association differs by perceived labor shortages and digitalization levels. Using fractional-logit regression models (n = 1310), the results show that while age-based stereotypes matter, their influence might be moderated by structural conditions: Digitalization mitigates training decisions that disadvantage older employees. There is also some evidence indicating that labor shortages may reduce hiring bias. These findings indicate that age-based stereotypes and their consequences do not operate in isolation: They are shaped by structural constraints and opportunities. In times of labor shortages and digital transformation, policy should address age-based stereotypes and reposition older workers not as a burden but as an asset." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Systematic literature review on the decomposition of retirement pathways (2026)
Zitatform
Jurek, Łukasz, Joanna Rutecka-Góra, Izabela Grabowska & Stanisław Kamiński (2026): Systematic literature review on the decomposition of retirement pathways. In: The international journal of sociology and social policy, Jg. 46, H. 13-14, S. 188-212. DOI:10.1108/ijssp-01-2026-0052
Abstract
"Purpose: This systematic literature review maps and critically synthesises the fragmented research on the decomposition of retirement pathways. It aims to clarify concepts, compare methodological approaches and establish a foundation for understanding retirement as a de-standardised, multi-phase transition. Design/methodology/approach: Following PRISMA guidelines, we systematically searched Web of Science, Scopus and EBSCO databases, identifying 602 publications. After a two-stage screening, 32 core studies were selected for in-depth analysis to trace definitions, methods and typologies of retirement pathways. Findings: Scholarly interest increased markedly post-2010, reflecting diversified retirement patterns. Research predominantly uses longitudinal methods (sequence analysis, latent class models) to identify pathways like gradual retirement, bridge employment, unretirement and involuntary exits. However, the field suffers from conceptual fragmentation, inconsistent terminology and a lack of standardised definitions, impeding comparability. Research limitations/implications: The review is limited to English-language, peer-reviewed articles. The geographic imbalance of the evidence base and a disproportionate reliance on US-based research with an underrepresentation of the most rapidly ageing countries stems from the availability of data sets. Future research must develop standardised definitions and adopt comparative, mixed methods designs to explore how institutional contexts shape retirement trajectories. Practical implications: Policymakers and practitioners should use the identified typology to reform pension systems, eliminate disincentives for prolonged work and create tailored pre-retirement counselling and age-friendly workplace practices that support flexible exits. Social implications: The destandardisation of retirement is a societal shift with equity implications. Social policy must adapt to prevent new inequalities in access to desirable pathways and ensure well-being across diverse social groups in ageing societies. Originality/value: This is the first systematic review focused explicitly on the conceptual and methodological underpinnings of retirement pathway decomposition. By systematically disentangling the inconsistent terminology, heterogeneous definitions and diverse identification strategies (including confirmatory vs. exploratory approaches) prevalent in the literature, the review offers a structured integrative synthesis that organises existing conceptual and methodological approaches to retirement pathways. This framework bridges life-course sociology and social policy analysis, providing much-needed conceptual clarity for researchers and a structured evidence base for policymakers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Multiple work demands and early retirement intention in Germany: A cross-sectional and longitudinal analysis (2026)
Zitatform
Kaboth, Arthur & Sophie-Charlotte Meyer (2026): Multiple work demands and early retirement intention in Germany: A cross-sectional and longitudinal analysis. In: European Journal of Ageing, Jg. 23, H. 1. DOI:10.1007/s10433-026-00915-y
Abstract
"The present study examines the association between (multiple) physical and psychosocial work demands and the preference for early retirement among older German employees. The analyses are based on data from five waves (2015–2023) of the BAuA-Working Time Survey, including 32,686 person-year observations. The dependent variable is a binary indicator reflecting preference for early retirement versus statutory or later retirement. Cross-sectional analyses apply linear probability models (LPM) per wave, while longitudinal effects are assessed using pooled OLS (POLS), random-effects (RE), and fixed-effects (FE) estimators. Robustness checks include controls for health and job satisfaction. Cross-sectional models show positive and mostly significant associations between both physical and psychosocial work demands with early retirement preference. Psychosocial demands, particularly workload pressure and emotional demands, are consistently strong predictors. In longitudinal FE analysis, multiple psychosocial work demands remain meaningful and significant. The findings underscore the importance of multiple simultaneous psychosocial job demands, rather than only focusing on isolated working conditions, in shaping early retirement preferences. Despite modest coefficient sizes, these results based on retirement intentions (not actual exit decisions) highlight the necessity of a life-course perspective and targeted interventions to promote sustainable working lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pension Income and Post-Retirement Labor Supply (2026)
Zitatform
Kindermann, Fabian, Carla Krolage, Sebastian Kunz, Manuel Pannier & Karoline Ströhlein (2026): Pension Income and Post-Retirement Labor Supply. (CEPR discussion paper / Centre for Economic Policy Research 21645), London, 39 S., App.
Abstract
"This paper provides causal evidence on how pension income affects labor supply after retirement. We exploit the introduction of the German Earned Income Pension Credit (Grundrente), which permanently increased pension income for retirees with long contribution histories and comparatively low lifetime earnings. The reform generates exogenous variation in non-labor income without creating additional labor supply distortions, allowing us to isolate pure income effects. Using administrative data covering the universe of German retirees and a difference-in-differences design, we find that a 1,200 euro increase in annual pension income reduces unconditional labor earnings by approximately 122 euros, implying a marginal propensity to earn out of unearned income of -0.1. Two thirds of this response reflects extensive margin adjustments, which operate through both increased exit and reduced re-entry, with the remainder driven by intensive margin reductions. Effects are stronger for younger, more labor-market-attached cohorts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does Employment Slow Cognitive Decline? Evidence from Labor Market Shocks (2026)
Zitatform
Kouchekinia, Noah Arman, David Neumark & Tim A. Bruckner (2026): Does Employment Slow Cognitive Decline? Evidence from Labor Market Shocks. (NBER working paper / National Bureau of Economic Research 35117), Cambridge, Mass, 28 S., App.
Abstract
"With large gains in life expectancy, the population share of disability due to cognitive decline and dementia has substantially increased. Many older adults in the United States leave the workforce well before age 65. Correlational evidence suggests that leaving the workforce before retirement age could accelerate the pace of cognitive decline. We offer causal evidence, using HRS data for the United States, exploiting plausibly exogenous shifts in labor demand in local labor markets as a Bartik instrument for employment variation across these markets. We find substantial declines over time in cognitive scores stemming from negative labor demand shocks. These findings are concentrated among men aged 51 to 64, whose employment decisions and outcomes may be more sensitive to local labor market conditions than are these decisions or outcomes for women or for older men. Our evidence extends past work focusing narrowly on the retirement age window and provides further support to the notion that working to older ages may delay age-related cognitive decline." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are the differences not that different? Exploring an age perspective on employee preferences using an employer review platform (2026)
Zitatform
Lauterbach, Ann Sophie & Katharina Radermacher (2026): Are the differences not that different? Exploring an age perspective on employee preferences using an employer review platform. In: German Journal of Human Resource Management, Jg. 40, H. 1, S. 87-118. DOI:10.1177/23970022251337642
Abstract
"Due to demographic changes and their impact on the labor market, attracting and retaining older employees plays a decisive role in organizations’ ability to maintain their workforce. This requires organizations to publicly display a work environment that fits the particular preferences of this target group. Drawing on lifespan theories, we examine how the link between employee preferences and employees’ likelihood of recommending their employer to others varies by age. To address the lack of integration between the literatures on workforce aging and employer branding, we take an empirical approach analyzing 292,429 numeric and unedited text-based employee reviews from an employer rating platform. Our findings reveal that relationship-building, fair and appreciative supervisor behavior, positive interactions with older colleagues, and location-flexible, efficient working conditions play pivotal roles in shaping older employees’ likelihood of recommending their employer. Although these age-related interaction effects are significant, they remain small, suggesting broadly compatible preferences between older and younger employees. We also demonstrate that these findings are robust across gender and different income groups. Finally, we provide tangible recommendations for the incorporation of lifespan theories in the employer branding context and highlight the value of using platform data for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Converging or unequal retirement patterns? Late working lives, retirement trajectories, and pension income in Germany over three decades of cohorts (2026)
Zitatform
Lee, Kun & Bernhard Ebbinghaus (2026): Converging or unequal retirement patterns? Late working lives, retirement trajectories, and pension income in Germany over three decades of cohorts. In: Social forces, Jg. 105, H. 1, S. 54-76. DOI:10.1093/sf/soaf211
Abstract
"Scholars increasingly recognize retirement transitions as gradual, complex, and unequal processes that shape inequalities in later-life outcomes, while the patterns of retirement are strongly influenced by welfare state reforms and socioeconomic transformations. Germany presents a unique case where late working lives are highly stratified, yet early retirement trends have dramatically reversed since major reforms in the 1990s, while facing multiple recessions. Against this backdrop, our study examines the dynamics of social stratification in retirement processes and their relationship with pension income following major transformations in Germany after reunification. Using administrative pension insurance records linked with survey data, we combine sequence and cluster analyses with regression models to study the late working lives in Germany across three decades of birth cohorts until 2019. Results demonstrate a gradual shift from early retirement trajectories to the “standard” type of retirement, with persistent disparities by education level. Women ’s rising later-life employment has been driven more by flexible/part-time trajectories than standard forms, while some convergence is observed between the East and West. Differences in retirement trajectories significantly explain variations in public pension income, net of socio-demographic characteristics and lifetime work histories." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effect of job quality on health of older workers in Europe (2026)
Zitatform
Matalone, Silvia, Michele Belloni, Ludovico Carrino & Elena Meschi (2026): The effect of job quality on health of older workers in Europe. (DEMS working paper series / Università degli studi di Milano-Bicocca 567), Milano, 42 S.
Abstract
"This paper estimates the causal effect of job quality on the physical and mental health of older European workers. We combine longitudinal data from the Survey of Health, Ageing and Retirement in Europe (SHARE) with occupation- and country-level job-quality measures from the European Working Conditions Survey (EWCS) for 14 European countries. To address endogenous occupational sorting, we focus on workers who remain within the same 3-digit ISCO occupation across waves, and estimate individual fixed-effects models that exploit exogenous within-occupation changes in working conditions over time. We find that deteriorations in job quality significantly worsen health outcomes. In particular, higher work intensity, poorer working time quality, and weaker job prospects reduce mental health and selected physical health outcomes. Pronounced gender heterogeneity emerges: women's mental health is more sensitive to changes in work intensityand working time quality, while men's health is more consistently affected by job discretion, including cardiovascular risk. Institutional context further moderates these effects, with smaller health penalties in countries with stronger healthcare capacity, stricter employment protection, and more comprehensive occupational health and safety regulation. Overall, the findings highlight the role of labour market conditions as causal determinants of health and the importance of integrated policy responses in ageing societies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeit, Gesundheit und Alter (2026)
Negt, Philip; Vedder, Günther; Krause, Florian;Zitatform
Negt, Philip, Florian Krause & Günther Vedder (Hrsg.) (2026): Arbeit, Gesundheit und Alter. (Schriftenreihe zur interdisziplinären Arbeitswissenschaft 17), Baden-Baden: Nomos Verlagsgesellschaft, 206 Seiten.
Abstract
"Arbeit, Gesundheit und Alter sind arbeitswissenschaftliche Themenfelder, die vielfältige Überschneidungen aufweisen und am Institut für interdisziplinäre Arbeitswissenschaft der Leibniz Universität Hannover seit Jahren beforscht werden. Die Beiträge dieses Bandes behandeln folgende Themen: (1) Kognitive Verhaltenstherapie bei Betroffenen des Burn-Out Syndroms; (2) Gratifikationskritische Erfahrungen am Arbeitsplatz und psychische Störungen; (3) Pay for Performance - wenn die erbrachte Leistung das Einzige ist, was zählt; (4) Im Alter arbeiten? Alternssensible Zeit-Leistungs-Strukturen für mehr Zeitqualität und einen längeren Verbleib am Arbeitsplatz; (5) Ältere Beschäftigte und der Übergang in den Ruhestand." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Gender discrimination in hiring in older age? Experimental evidence from employer evaluations (2026)
Zitatform
Qvist, Jeevitha Yogachandiran & Christian Albrekt Larsen (2026): Gender discrimination in hiring in older age? Experimental evidence from employer evaluations. In: Acta sociologica, S. 1-11. DOI:10.1177/00016993261448810
Abstract
"Despite extensive research on gender discrimination in hiring, little is known about how gender biases affect job applicants in older age. This study examines whether and how gendered hiring discrimination persists later in life, focusing on variation by the content of the work performed at the workplace, employer gender, and employer role. Drawing on a factorial survey experiment with 5017 Danish employers and 20,068 applicant evaluations, we assess hireability scores and the probability of being selected for applicants aged 45 to 75, representing later-career job applicants. Overall, gender differences in hireability scores are very small: female applicants are rated only slightly lower than males, and this subtle evaluative bias does not translate into lower selection probabilities. However, some context-specific patterns can be found: In production-oriented workplaces, female applicants receive significantly lower ratings and face a corresponding reduction in the likelihood of being selected. Female applicants are also rated somewhat lower by male employers and by workplace owners in production settings. The study does not find contexts in which male applicants are evaluated significantly lower than female applicants. Overall, we conclude that gender disparities in hiring in later career stages are context-specific and therefore largely similar to those documented in studies among younger, reproductive-age applicants." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gesundheitsreport 2026 / DAK-Gesundheit: Analyse der Arbeitsunfähigkeiten: Arbeiten ab 50: langfristig gesund und zufrieden (2026)
Storm, Andreas; Hense, Mila; Patzwald, Patrick; Nürnberg, Volker; Woköck, Tobias; Burgart, Elena; Jöchner, Ann-Kathrin;Zitatform
Storm, Andreas & Volker Nürnberg (Hrsg.) Jöchner, Ann-Kathrin, Elena Burgart, Tobias Woköck, Mila Hense & Patrick Patzwald (Mitarb.) (2026): Gesundheitsreport 2026 / DAK-Gesundheit: Analyse der Arbeitsunfähigkeiten. Arbeiten ab 50: langfristig gesund und zufrieden. (Gesundheitsreport ... / DAK-Gesundheit 2026), Hamburg, 177 S.
Abstract
"Die veränderten gesetzlichen Rahmenbedingungen für den Renteneintritt und ganz speziell die stufenweise Anhebung des gesetzlichen Renteneintrittsalters seit 2012 auf 67 Jahre führen zu einer Zunahme älterer Beschäftigter. Die veränderten Rahmenbedingungen spiegeln sich in einem Anstieg der Erwerbstätigenquote in den höheren Altersgruppen wider: So stieg die Quote bei den 60- bis 64-Jährigen zwischen 2014 und 2024 um 14 Prozentpunkte an, von 53 auf 67 Prozent, bei den 65- bis 69-Jährigen um sieben Prozentpunkte von 14 auf 21 Prozent (Statistisches Bundesamt 2025). Unter dem Titel „Arbeiten ab 50: langfristig gesund und zufrieden” beleuchtet der DAK-Gesundheitsreport 2026die gesundheitliche Situation und die Rahmenbedingungen von Erwerbsarbeit in dieser Lebens- und Erwerbsphase." (Autorenreferat, IAB-Doku)
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Literaturhinweis
U-shaped relationship of age and over-education: scarring effects for older workers (2026)
Zitatform
Şahin, Ömer (2026): U-shaped relationship of age and over-education: scarring effects for older workers. In: Journal for labour market research, Jg. 60, H. 1. DOI:10.1186/s12651-026-00436-2
Abstract
"Previous research on over-education primarily focuses on new graduates, and documents age as a linear corrector of over-education. However, labor markets are aging in developing and developed countries. This research revisits the relationship between age and over-education across the total span of a career in 33 country-years and for 31,608 individuals with tertiary education, using two cycles of the PIAAC dataset. The findings show that, (1) Although over-education decreases in the first half of a career parallel to the existing literature, from the age of 45 onwards it starts increasing, contrary to what earlier research would suggest. (2) This effect is documented only for senior workers with tenures shorter than 5 years, suggesting that over-education is a potential scarring effect of job change or job loss in the tail-end of a career. (3) The effect of the skill level of a senior worker is negligible on their risk of over-education. Statistical tests show that the quadratic specification of age is a better fit than linear and cubic specifications. The results are robust across three different measures of over-education, across country-years, and alternative model specifications." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- Wissenschaft / Politik und Praxis
- Ergebnisse aus dem IAB
- Arbeitsmarktsituation Älterer
- Auswirkungen des demografischen Wandels
- betriebliche Personalpraxis vs. alter(n)ssensible Personalpolitik
- Berufsausstieg und Übergang in Rente