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
Nothing really matters: evaluating demand-side moderators of age discrimination in hiring (2024)
Zitatform
Dalle, Axana, Louis Lippens & Stijn Baert (2024): Nothing really matters: evaluating demand-side moderators of age discrimination in hiring. In: Socio-economic review, S. 1-33. DOI:10.1093/ser/mwae070
Abstract
"As age discrimination hampers the OECD’s ambition to extend the working population, an efficient anti-discrimination policy targeted at the right employers is critical. Therefore, the context in which age discrimination is most prevalent must be identified. In this study, we thoroughly review the current theoretical arguments and empirical findings regarding moderators of age discrimination in different demand-side domains (i.e. decision-maker, vacancy, occupation, organization and sector). Our review demonstrates that the current literature is highly fragmented and often lacks field-experimental evidence, raising concerns about its internal and external validity. To address this gap, we conducted a correspondence experiment and systematically linked the resulting data to external data sources. In so doing, we were able to study the priorly determined demand-side moderators within a single multi-level analysis and simultaneously control multiple correlations between potential moderators and discrimination estimates. Having done so, we found no empirical support for any of these moderators." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age Discrimination, Apprenticeship Training and Hiring: Evidence from a Scenario Experiment (2024)
Zitatform
Dalle, Axana, Toon Wybo, Stijn Baert & Dieter Verhaest (2024): Age Discrimination, Apprenticeship Training and Hiring: Evidence from a Scenario Experiment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17225), Bonn, 55 S.
Abstract
"In many countries, age discrimination appears to be driven by negative perceptions that recruiters stereotypically hold about older candidates’ technological skills, trainability, and flexibility. Based on human capital, signalling, and screening theories, we hypothesise that training programmes might both compensate for and mitigate these ageist stereotypes and thereby improve these candidates’ hiring chances. We test this pathway out of age discrimination by designing a scenario experiment in which professional recruiters assess the recruitability and human capital perceptions of fictitious candidates varying in age and (willingsness for) participation in apprenticeship training at older ages. Our results demonstrate that candidates indicating their (willingness for) participation in such training to obtain relevant work experience are more likely to be recruited than candidates without such experience, regardless of their age. Although apprenticeship training can compensate for age discrimination, it cannot mitigate this as the premium it yields is not higher for older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age-inclusive leadership and intrinsic work motivation: the moderating role of the leader–member age difference (2024)
Zitatform
De Boom, Laura & Kim De Meulenaere (2024): Age-inclusive leadership and intrinsic work motivation: the moderating role of the leader–member age difference. In: Work, Aging and Retirement. DOI:10.1093/workar/waae016
Abstract
"As workforces become more age-diverse, organizations and their leaders encounter the challenge of nurturing intrinsic work motivation across employees of varying ages. Integrating self-determination theory (SDT) with relational demography theory, we propose a link between age-inclusive leadership (AIL) and employees’ intrinsic work motivation, with a focus on how the leader–member’s age difference moderates this relationship. A study with 100 Belgian employee–leader dyads reveals that employees’ perceived level of their leaders’ AIL positively affects their intrinsic work motivation, especially with a great leader–member age difference (Study 1). An online experiment with 360 U.S. participants further supports the moderated mediation relationship via the SDT-related needs (Study 2): AIL helps stimulate employees’ intrinsic work motivation through the satisfaction of their need for relatedness and autonomy (and to a lesser extent, competence), especially when employees differ greatly from their leader in terms of age. Our research yields both valuable theoretical insights and practical implications for organizational management." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Old-age unemployment and labour supply: an application to Belgium (2024)
Zitatform
De Brouwer, Octave & Ilan Tojerow (2024): Old-age unemployment and labour supply: an application to Belgium. In: Empirical economics, Jg. 67, H. 1, S. 253-287. DOI:10.1007/s00181-023-02544-1
Abstract
"Over the last two decades, social security reforms in several European countries have turned early retirement routes for older workers increasingly difficult. The size of the effects of these reforms on labor supply and social security transfers, and how these effects interact with workers' characteristics have yet to be measured. This article sheds light on this issue by exploring the consequences of postponing access to an old-age unemployment program—from age 58 to 60—in Belgium. The program provides laid-off workers with a combination of unemployment benefits and a monthly supplement paid by the employer until the full retirement age. Exploiting register data on the universe of workers and using a difference-in-difference identification strategy, the authors find that UCS eligibility negatively affects employment participation but also mitigates older workers' participation in other social security programs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Health and occupation: the limits to older adults' work hours (2024)
Doan, Tinh ; Strazdins, Lyndall ; Labond, Christine ; Yazidjoglou, Amelia ; Yu, Peng ; Timmins, Perri ;Zitatform
Doan, Tinh, Christine Labond, Amelia Yazidjoglou, Perri Timmins, Peng Yu & Lyndall Strazdins (2024): Health and occupation: the limits to older adults' work hours. In: Ageing & Society, Jg. 44, S. 743-771. DOI:10.1017/S0144686X22000411
Abstract
"More people are working into older age, raising questions about how many hours they can work before their health becomes compromised. This paper models work-hour tipping points for mental health and vitality among older Australian workers aged 50–70 years. We use longitudinal data from the Household, Income and Labour Dynamics in Australia (HILDA) survey, 2005–2016 (about 44,900 observations), and bootstrapping Three Stage Least Squares (3SLS) estimation techniques to adjust for reverse and reciprocal relationships between wages, work hours and health. Our approach corrects for heteroscedasticity in the system equation error terms, and we estimate models on the relatively healthy older adults who have remained employed into older age. Among these older workers we observe weekly thresholds of 39–40 hours beyond which mental health and vitality decline. This average, however, hides variability in work-hour limits linked to overall health and occupation. Thus, weekly tipping points for blue- and pink-collar jobs are 7–9 hours lower compared to white-collar jobs, and even wider gaps (11 hours) are apparent for workers with poorer physical functioning, which becomes common as people age. Our modelling reveals that age is not the biggest limiting factor for how many hours older adults can work, rather their health and the types of jobs are critical, and likely widen the gap in who ages successfully or not." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Sick Happens: The Effect of Worker Health Shocks on Coworkers' Employment and Health Behavior (2024)
Zitatform
Frimmel, Wolfgang & Rene Wiesinger (2024): Sick Happens: The Effect of Worker Health Shocks on Coworkers' Employment and Health Behavior. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2024-12), Linz, 62 S.
Abstract
"We analyze how a worker's severe health shock affects the employment and health behavior of their older coworkers. We link comprehensive administrative data on labor market histories and health records from Austria to identify coworker networks and severe health shocks in small firms, which cause substantial increases in healthcare expenditures, absenteeism, and mortality, as well as persistent reductions in the labor supply of affected workers. Combining a matching approach with a difference-in-difference framework, we find a significant impact of a health shock on the labor market outcomes and health behavior of older coworkers. Affected coworkers are about 2.3 percentage points more likely to be employed in the shock firm and tend to delay retirement. Although there is no change in daily earnings and earnings growth, coworkers are more likely to receive special bonus payments after leaving the firm. The employment effects are larger when the health shock affects a high-skilled worker and when the shocked worker leaves the firm after the health shock. Finally, we find that female coworkers in the treatment group are more likely to have a mammography, especially in response to health shocks due to cancer. We find no statistically significant effects on participation in general health check-ups and PSA tests, or on coworker absenteeism." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A resource-oriented perspective on the aging workforce – exploring job resource profiles and their associations with various health indicators (2024)
Zitatform
Gut, Vanessa, Sonja Feer & Isabel Baumann (2024): A resource-oriented perspective on the aging workforce – exploring job resource profiles and their associations with various health indicators. In: BMC public health, Jg. 24, H. 1. DOI:10.1186/s12889-024-20098-4
Abstract
"Background: Promoting older workers’ health in the context of increasing labor force participation and skill shortages is crucial. Examining job resource profiles offers a promising approach to understanding how to promote and maintain the health of older workers within the workplace. However, it is unclear how different job resources interact within distinct worker subgroups. Thus, this study explores the association between the job resource profiles of distinct subgroups and various health indicators among older workers in Europe. Methods: Data from 4,079 older workers (age range: 50–60 years, 57% female) from waves 6 and 8 of the Survey of Health, Ageing and Retirement in Europe (SHARE) were analyzed. Latent profile analysis was employed to identify distinct job resource profiles using social support, recognition, job promotion, autonomy, and development opportunities. Associations between these profiles and various health indicators were examined, alongside the sociodemographic and socioeconomic characteristics associated with each profile. Results: Four distinct job resource profiles emerged: (I) average job resource workers (n = 2170, 53%), (II) high social job resource workers (n = 983, 24%), (III) low job resource workers (n = 538, 13%), and (IV) autonomous decision-making workers (n = 388, 10%). Workers in the (II) high social job resource profile had the highest socioeconomic status and reported the best self-perceived health, lowest depressive symptoms, and fewest limitations and chronic diseases. Conversely, workers in the (III) low job resource profile had the second-lowest socioeconomic status and reported the poorest health outcomes. Surprisingly, older workers with high autonomy (profile IV) had the lowest socioeconomic status and the second worst self-perceived health. This may be because they perceive themselves as autonomous while lacking support and recognition. Conclusion: There is wide variation in the level and composition of resources available to older workers in the workplace. The most vulnerable subgroups, such as low job resource workers (profile III) and autonomous decision-making workers (profile IV), could benefit from tailored workplace health promotion interventions, such as support from supervisors or peers. Strengthening older workers’ job resources, including social support and recognition, can improve their health and contribute to them remaining in the workforce." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Determinanten und Motive des Renteneintritts (2024)
Hammermann, Andrea; Schüler, Ruth Maria;Zitatform
Hammermann, Andrea & Ruth Maria Schüler (2024): Determinanten und Motive des Renteneintritts. In: IW-Trends, Jg. 51, H. 3, S. 45-65. DOI:10.2373/1864-810X.24-03-03
Abstract
"Mit der steigenden Lebenserwartung hat sich auch die Rentenbezugsdauer in Deutschland in den letzten Jahrzehnten stark erhöht. Trotz der daraus entstehenden finanziellen Herausforderung für die gesetzliche Rentenversicherung können sich viele Beschäftigte in Deutschland nicht vorstellen, bis zum gesetzlichen Renteneintrittsalter zu arbeiten. Die vorliegende Analyse auf Basis der IW-Beschäftigtenbefragung zeigt, dass sich rund 48 Prozent der abhängig Beschäftigten in der Lage fühlen und den Wunsch äußern, bis zum Erreichen des gesetzlichen Renteneintrittsalters zu arbeiten. Ökonomische Erwägungen sind dabei nur ein Motiv. Relevant für die Entscheidung sind insbesondere die Arbeitsfähigkeit und die Arbeitsmotivation. Beschäftigte, die sich gesund und wohl fühlen, bei ihrer Arbeit engagiert sind und Interesse daran haben, sich weiterzubilden, können sich unabhängig von ihrem Alter und dem Haushaltseinkommen eher ein längeres Erwerbsleben vorstellen. Mit zunehmendem Alter gewinnt der Spaß bei der Arbeit an Bedeutung für die Entscheidung des Renteneintrittszeitpunkts. Knapp die Hälfte der abhängig Beschäftigten begründet den gewünschten Zeitpunkt des Renteneintritts mit der Lebensleistung. Dieses Narrativ deutet auf eine Persistenz sozialer Normen, die einer längeren Erwerbstätigkeit diametral entgegenstehen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Age Management in der Gesundheits- und Krankenpflege: eine qualitativ-empirisch Untersuchung alter(n)sgerechter Arbeitsgestaltung in der stationären Pflege (2024)
Heisel, Max-Erik; Heisel, Max-Erik;Zitatform
Heisel, Max-Erik (2024): Age Management in der Gesundheits- und Krankenpflege: eine qualitativ-empirisch Untersuchung alter(n)sgerechter Arbeitsgestaltung in der stationären Pflege. In: R. Conrads, B.-J. Ertelt & A. Frey (Hrsg.) (2024): Berufswahl, Arbeitsgestaltung und Berufsverbleib in Gesundheits- und Pflegeberufen, S. 155-229.
Abstract
"Die Gesundheits- und Krankenpflege steht in Deutschland vor der Herausforderung, die pflegerische Versorgung der Bevölkerung angesichts einer steigenden Anzahl pflegebedürftiger Personen, anhaltender Fachkräfteengpässe und hoher Arbeitsanforderungen auch in Zukunft sicherzustellen. Der zunehmende Anteil älterer Beschäftigter macht es notwendig, die Arbeitsbedingungen in der Pflege auf eine gesunde, motivierte und möglichst lange Erwerbsbiografie auszurichten. Die lebensphasenorientierte und alter(n)sgerechte Ausgestaltung der pflegerischen Arbeit muss deutlicher adressiert werden, um das Erwerbspersonenpotenzial älterer Pflegekräfte sowie Teilzeitbeschäftigter zu erschließen und die Berufsattraktivität zu erhöhen. Der Beitrag thematisiert zum einen die Auswirkungen des demografischen Wandels auf die Alterung der Belegschaften in der stationären Akutpflege. Zum anderen setzt die vorliegende Untersuchung bei den Differenzen zwischen den vorherrschenden gesundheitlichen Belastungsfaktoren und den Anforderungen an eine präventive, altern(n)sgerechte Arbeitsgestaltung an. Am Beispiel einiger Akutkrankenhäuser werden Gestaltungsmöglichkeiten der Arbeit in systematischen Handlungsfeldern vorgestellt und Kriterien guter Arbeit für stationäre Pflegeinrichtungen identifiziert. Die Ergebnisse einer qualitativen Befragung von Personalverantwortlichen, Pflegekräften und Arbeitnehmervertretungen sowie literaturbasierte Analysen zu den Arbeitsbedingungen und Berufsverweildauer begründen das Plädoyer des Autors für eine systematisches Age Management in der stationären Akutpflege." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction declines before retirement in Germany (2024)
Zitatform
Henning, Georg, Graciela Muniz-Terrera, Andreas Stenling & Martin Hyde (2024): Job satisfaction declines before retirement in Germany. In: European Journal of Ageing, Jg. 21, H. 1. DOI:10.1007/s10433-024-00830-0
Abstract
"Job satisfaction has been found to increase with age. However, we still have a very limited understanding of how job satisfaction changes as people approach retirement. This is important as the years before retirement present specific challenges for older workers. We employed a time-to-retirement approach to investigate (i) mean levels of change in job satisfaction in the decade before retirement, and (ii) social inequalities and interindividual differences in change in pre-retirement job satisfaction. Data were drawn from the German Socioeconomic Panel Study (n = 2595). Latent growth curve modeling revealed that job satisfaction declined slightly as people approached retirement, with steeper declines in the very last years before retirement. However, the mean-level decline was very small. Education, age, health, region, marital status, and historical time, but not gender or caregiving mattered for level and change in job satisfaction before retirement. The findings demonstrate the importance of taking a time-to-retirement approach when examining experiences of older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of pension reform on employment, retirement, and disability insurance claims (2024)
Zitatform
Hernaes, Erik, Simen Markussen, John Piggott & Knut Røed (2024): The impact of pension reform on employment, retirement, and disability insurance claims. In: Journal of Population Economics, Jg. 37, H. 4. DOI:10.1007/s00148-024-01052-5
Abstract
"We evaluate the 2011 comprehensive reform of Norwegian early retirement institutions using a parsimonious random utility choice model. Conditional on employment at age 60, we estimate a three-state conditional logit model to explain the realized labor market state at age 63 among the alternatives of employment, retirement, and disability program participation. The reform radically changed work incentives and/or pension access age for some (but not all) workers, such that the influence of economic incentives can be identified based on reform-generated variation only. We find that improved work incentives caused employment rates to rise considerably at the expense of early retirement and exit through disability insurance. Improved liquidity through a lower age to access own pension funds on actuarially neutral terms caused a small increase in employment and a large drop in disability program participation. Properly designed pension reforms thus need to take the interplay between old-age pension and disability insurance programs into account." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Information About Negative Age-Related Stereotypes Improve the Employment Chances of Older Unemployed Workers? (2024)
Zitatform
Homrighausen, Pia & Julia Lang (2024): Can Information About Negative Age-Related Stereotypes Improve the Employment Chances of Older Unemployed Workers? In: Journal of Aging & Social Policy, S. 1-20. DOI:10.1080/08959420.2024.2384174
Abstract
"With increasing age, it becomes more difficult for unemployed workers to find a new job. Due to age-related negative stereotypes, employers typically prefer younger applicants. This study analyzes a marketing campaign of a local employment agency in Germany that drew attention to the problem of negative age-related stereotypes and highlighted the high value of older workers. The goal of the campaign was to increase the hiring rate of older unemployed. Using comprehensive register data and applying a difference-in-differences approach, we find that the information conveyed through the campaign (via banners, interviews, job fairs, and informational brochures) did indeed change firms’ hiring behavior. The intervention increased the employment rate of workers aged 50 to 59 with unemployment experience by approximately 3 percentage points. The positive employment effects of the campaign appear to be somewhat more pronounced for women than for men. We conclude that an information campaign to overcome age-related negative stereotypes might be an appropriate measure to highlight the value of older workers and increase their employment chances. In the context of the demographic change, therefore, an information campaign might help to fight against a shrinking workforce and an impending shortage of skilled labor." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
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Literaturhinweis
Rapidly Increasing Retirement Ages: Changing Employment Practices for Older Workers (2024)
Zitatform
Jensen, Per H. (2024): Rapidly Increasing Retirement Ages. Changing Employment Practices for Older Workers. (Ageing, Work and Welfare series), Cheltenham: Elgar, 198 S. DOI:10.4337/9781789907797
Abstract
"This prescient book provides a theoretical and empirical analysis of retirement practices in Denmark, Germany and the UK. Per H. Jensen interrogates the factors behind rapidly increasing retirement ages in these countries between 2000 and 2018. Drawing on the age arrangement approach, Rapidly Increasing Retirement Ages considers the position of older workers in the context of changing norms and ideals, discourses, welfare states, labour markets, and families as well as the changing characteristics of older workers themselves. Jensen uses statistical data to highlight how the developing practices of older workers are prompted by societal transitions from an early to late exit age arrangement. This includes transitions from early to late exit discourses, from welfare states to enabling states, from closed to open labour markets, from male breadwinner to dual breadwinner family models, and from low to high levels of work ability among older workers. In addition Jensen shows how the different dimensions of change are connected and interrelated. Intersectional in its scope, this book posits an illuminating, comprehensive and much-needed response to this growing societal issue." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Alter beim Austritt aus versicherungspflichtiger Beschäftigung: Anstieg, Kompression und Nivellierung (2024)
Zitatform
Keck, Max & Martin Brussig (2024): Alter beim Austritt aus versicherungspflichtiger Beschäftigung. Anstieg, Kompression und Nivellierung. (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2023-01), Duisburg, 16 S. DOI:10.17185/duepublico/78685
Abstract
"Das mittlere Austrittsalter aus versicherungspflichtiger Beschäftigung älterer Erwerbstätiger hat sich von 60,1 Jahren (Jahrgang 1940) auf 63,1 Jahre (Jahrgang 1953) deutlich erhöht. Das Altersspektrum, innerhalb dessen die meisten Erwerbsaustritte erfolgen, hat sich leicht reduziert. Wesentlich dazu beigetragen hat die Schließung der Altersrente für Frauen, aufgrund derer Frauen ab Jahrgang 1952 nicht mehr ab 60 Jahren in Altersrente gehen können. Unterschiede im mittleren Austrittsalter aus versicherungspflichtiger Beschäftigung zwischen Männern und Frauen sowie zwischen Beschäftigten, die auf unterschiedlichen Anforderungsniveaus tätig sind, haben sich nivelliert. Nach wie vor liegt das mittlere Erwerbsaustrittsalter aus versicherungspflichtiger Beschäftigung deutlich unterhalb der Regelaltersgrenze. Die Mehrheit erreicht nicht die Regelaltersrente aus einer Beschäftigung heraus." (Textauszug, IAB-Doku)
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Literaturhinweis
Research Landscape on Hidden Workers in Aging Populations: Bibliometric Review (2024)
Zitatform
Lee, Sora & Woojin Kang (2024): Research Landscape on Hidden Workers in Aging Populations: Bibliometric Review. In: Social Sciences, Jg. 13, H. 7. DOI:10.3390/socsci13070342
Abstract
"In this study, we employ ‘hidden workers’ as a key concept to integrate the three vulnerable subgroups of aging workers: underemployed, unemployed, and discouraged workers. (1) Background: The challenges faced by underemployed, unemployed, and discouraged workers in the older population are complex. It would be beneficial to visualize the intellectual landscape of these three distinct groups in aging populations to understand which aspects have been highlighted by various disciplines and where gaps exist. (2) Method: Through a scientometric analysis of more than 50 years of research, this study identified the size, scope, and structure of knowledge on hidden workers in an aging population using 2831 articles collected from the Web of Science database in January 2024. (3) Results: Indeed, the multidisciplinary nature of hidden workers goes beyond welfare and labor economics and involves issues such as health, occupational science, behavior change, policy interventions, and circles around the keyword of unemployment. Keyword co-occurrence and co-citation analysis confirm that the spectrum of research on hidden workers is being carried out distinctly within distinct disciplines across the broader aging research horizon. (4) Conclusions: The relatively scattered and uneven intellectual, conceptual, and social landscape of research on hidden workers in aging populations evidently falls short of providing concerted policy recommendations for the population group. This study provides a conceptual understanding of hidden workers in different research clusters and identifies gaps and opportunities for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Influence of Occupational Licensing on Workforce Transitions to Retirement (2024)
Zitatform
Oh, Yun taek & Morris M. Kleiner (2024): The Influence of Occupational Licensing on Workforce Transitions to Retirement. (NBER working paper / National Bureau of Economic Research 32292), Cambridge, Mass, 53 S.
Abstract
"Ways of leaving the labor force has been an understudied aspect of labor market outcomes. Labor market institutions such as occupational licensing may influence how individuals transition to retirement. When and how workers transition from career jobs to full retirement may contribute to pre- and post-retirement well-being. Previous investigations of retirement pathways focused on the patterns and outcomes of retirement transitions, yet the influence of occupational licensing on retirement transition has not been analyzed. In this study, we use the Current Population Survey and Survey of Income and Program Participation to investigate how occupational licensing influences American later-career workers' choice of retirement pathways. Our results show that licensed workers are less likely to choose to change careers but more likely to reduce work hours in transitioning out of the workforce. These results are consistent with the findings that licensed workers receive more benefits in the form of preferable retirement options, suggesting that these workers tend to have higher wages, benefits, and flexibility even toward the end of their careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wer im Alter arbeitet, ist zufriedener (2024)
Potthoff, Jennifer; Schüler, Ruth Maria;Zitatform
Potthoff, Jennifer & Ruth Maria Schüler (2024): Wer im Alter arbeitet, ist zufriedener. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln), Köln, 3 S.
Abstract
"Trotz Krisen ist die Lebenszufriedenheit der deutschen Wohnbevölkerung in den letzten Jahren gestiegen. Dabei äußern ältere Menschen, die einer Erwerbstätigkeit nachgehen, im Durchschnitt eine höhere Lebenszufriedenheit als ältere Menschen, die dies nicht tun. Innerhalb der älteren Generation sind die 66- bis 70-Jährigen, die über die Regelaltersgrenze hinaus als „Silver Worker“ weiterarbeiten, besonders zufrieden mit ihrem Leben." (Textauszug, IAB-Doku)
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Literaturhinweis
Pathways to retirement in West Germany: Does divorce matter? (2024)
Zitatform
Schmauk, Sarah (2024): Pathways to retirement in West Germany: Does divorce matter? In: Advances in life course research, Jg. 60. DOI:10.1016/j.alcr.2024.100595
Abstract
"The aim of this paper is to explore how divorce is linked to pathways to retirement in West Germany and to understand whether and how patterns are gendered. Using German pension insurance data, I employ sequence and cluster analysis to map and group pathways to retirement of women and men who retired in 2018. Pathways to retirement are defined based on monthly pension insurance histories from age 50 to 65. I find nine distinct pathways to retirement, ranging from unemployment to stable low to high income pathways and to an early retirement pathway through the reduced-earnings-capacity pension, the latter representing 9.3% of the sample. Based on multinomial logistic regression models, I analyse how marital status, distinguishing between divorced and (re)married, was related to different pathways to retirement. The results show that divorced people were more likely than married people to retire through indirect and unstable pathways to retirement characterized by early exit from the labor market and receipt of reduced-earnings-capacity pensions and/or unemployment benefits. Whereas the relationship between divorce and pathways to retirement seemed to be overall unfavorable for men, the results for women are more ambiguous. Divorced women were also more likely to retire through a stable high-income pathway than married women. Nevertheless, the results suggest that divorce is associated with an early retirement pathway through the reduced-earnings-capacity pension for both women and men." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study (2024)
Zitatform
Sousa-Ribeiro, Marta, Johanna Stengård, Constanze Leineweber & Claudia Bernhard-Oettel (2024): Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study. In: Work, Aging and Retirement, Jg. 10, H. 3, S. 225-240. DOI:10.1093/workar/waad006
Abstract
"Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The labor market impacts of employer consolidation: Evidence from Germany (2024)
Todd, Kevin; Heining, Jörg;Zitatform
Todd, Kevin & Jörg Heining (2024): The labor market impacts of employer consolidation: Evidence from Germany. In: Labour Economics, Jg. 87, 2024-01-04. DOI:10.1016/j.labeco.2024.102508
Abstract
"We use detailed administrative data to study how acquisitions — specifically the acquisition of a plant by a firm with a similar plant in the same local labor market — affect workers. Using an event study framework with a control group of workers at unaffected plants, we find that acquisitions lead to employment losses for workers initially employed at the acquired firm, mainly associated with labor force withdrawals by older female workers. At the same time we find evidence of a rise in wages for workers initially employed at targets and at the acquiring firm who remain with the combined enterprise, concentrated among lower-wage workers. Our findings suggest that consolidations lead to a reduction in overall employment but a rise in rents per worker that lead to a pattern of losers and winners in the labor market." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
Beteiligte aus dem IAB
Heining, Jörg;
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