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
The value of pension reforms for late working life: evidence from Sweden (2023)
Zitatform
Focacci, Chiara Natalie, Gülin Öylü, Andreas Motel-Klingebiel & Susanne Kelfve (2023): The value of pension reforms for late working life: evidence from Sweden. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 79-89. DOI:10.1108/IJSSP-02-2023-0038
Abstract
"Purpose: Driven by the aim to increase the participation of older people in the labor force and to extend people's working lives, the Swedish Parliament passed a bill in 1998 to increase the pension eligibility age from 60 to 61 years and establish a notional defined-contribution (NDC) plan. In this article, the authors investigate the impacts towards the prolongation of working lives expected from such an intervention. Design/methodology/approach The authors apply a multinomial probabilistic model based on Swedish registry data on the birth cohorts 1937–1938 (n = 102,826) and observe differences in exit behaviour between eligible and non-eligible individuals. Findings: The authors find that the cohorts eligible to the pension reform exit the labor market at a later age compared to non-eligible cohorts at the 61-years cut-off. The authors also find that the effect persists in the long term. Furthermore, the authors find that both men and women are equally struck by the reform. Originality/value While there exist many descriptive reports and theoretical analyses on the costs and benefits of pension reforms, this study is the first one to empirically analyse the effect of the first European NDC pay-as-you go pension plan on the potential exclusion of old-aged workers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Working Longer, Working Stronger? The Forward-Looking Effects of Increasing the Retirement Age on (Un)employment Behaviour (2023)
Gohl, Niklas;Zitatform
Gohl, Niklas (2023): Working Longer, Working Stronger? The Forward-Looking Effects of Increasing the Retirement Age on (Un)employment Behaviour. (CEPA discussion papers / Center for Economic Policy Analysis 63), Potsdam, 62 S.
Abstract
"Leveraging two cohort-specific pension reforms, this paper estimates the forward-looking effects of an exogenous increase in the working horizon on (un)employment behaviour for individuals with a long remaining statutory working life. Using difference-in-differences and regression discontinuity approaches based on administrative and survey data, I show that a longer legal working horizon increases individuals' subjective expectations about the length of their work life, raises the probability of employment, decreases the probability of unemployment, and increases the intensity of job search among the unemployed. Heterogeneity analyses show that the demonstrated employment effects are strongest for women and in occupations with comparatively low physical intensity, i.e., occupations that can be performed at older ages." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: BSE Discussion Papers -
Literaturhinweis
When Institutions Interact: How the Effects of Unemployment Insurance are Shaped by Retirement Policies (2023)
Zitatform
Gudgeon, Matthew, Pablo Guzman, Johannes F. Schmieder, Simon Trenkle & Han Ye (2023): When Institutions Interact: How the Effects of Unemployment Insurance are Shaped by Retirement Policies. (NBER working paper / National Bureau of Economic Research 31807), Cambridge, Mass, 62 S.
Abstract
"This paper shows empirically that the non-employment effects of unemployment insurance (UI) for older workers depend in a first-order way on the structure of retirement policies. Using German data, we first present reduced-form evidence of these interactions, documenting large bunching in UI inflows at the age that allows workers to claim their pension following UI expiration. We then estimate a dynamic life-cycle model and use it to directly quantify how the effects of UI vary with retirement policies. Accounting for interactions across UI and retirement institutions also helps explain otherwise difficult-to-explain trends in the unemployment rate of older German workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effects of Social Insurance Benefits on Leaving Employment at Older Ages in the Netherlands (2023)
Zitatform
Kalwij, Adriaan & Arie Kapteyn (2023): The Effects of Social Insurance Benefits on Leaving Employment at Older Ages in the Netherlands. (NBER working paper / National Bureau of Economic Research 31546), Cambridge, Mass, 48 S.
Abstract
"In the Netherlands, from 1989 to 2013, in the age group 55-63 the annual exit rate from employment to receiving social insurance benefits in the following year decreased from around 17 percent to 7 percent for men, and from 14 percent to 5 percent for women. We found that less generous social insurance benefits have had small but significant negative effects on these exit rates: The annual exit rate to social insurance benefit receipt next year (at ages 56-64) would have been about 14 percent higher for both men and women in 2013 should social insurance benefits schemes of 1989 still have been in place. This increase amounts to staying, on average, three months longer in employment from age 55 onwards in 2013 than in 1989. These findings are driven to some extent by the reduction in the maximum duration of unemployment insurance benefits in 2007, but predominantly by making (early) retirement schemes actuarially fair from 2006 onwards. The increase in disability insurance's income replacement rate in 2006 has led to a slight increase in the exit rate from employment, conditional on eligibility. As the estimated effects of changes in the social insurance benefits from 1989 to 2013 on working beyond age 55 are relatively small, they suggest the importance of other factors such as changes in workers' skills, improved health (on which we provide some evidence), and social insurance's tighter eligibility criteria." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effects of digital skills and other individual factors on retirement decision-making and their gender differences (2023)
Zitatform
Lakomý, Martin (2023): Effects of digital skills and other individual factors on retirement decision-making and their gender differences. In: European Journal of Ageing, Jg. 20. DOI:10.1007/s10433-023-00784-9
Abstract
"Increasing the pension age as a dominant solution to population ageing does not bring desirable outcomes, if not accompanied by other essential measures in lifelong learning and fighting age discrimination. Moreover, rapid digitalization and automation in the labor market bring additional uncertainties for the growing group of older workers. The analysis is based on the SHARE data from Waves 5, 6, and 7 and examines predictors of retirement intentions by two different estimation methods. While digital skills are positively associated with a willingness to stay in the labor market in the random-effect modelling, fixed-effects regression shows no correlation between digital skills and retirement intentions. This difference means that digital skills do not correlate with retirement intentions once we control for time-invariant individual characteristics. Thus, increasing ICT literacy among older workers can have a very limited potential for extending working lives. In contrast to this result, starting to be self-employed, health improvement, having an additional grandchild, and losing a partner increase the willingness to work longer. The study identifies the factors shaping retirement intentions, which should be reflected in any effective social policy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered retirement pathways across lifecourse regimes (2023)
Zitatform
Madero-Cabib, Ignacio, Nicky Le Feuvre & Stefanie König (2023): Gendered retirement pathways across lifecourse regimes. In: Ageing & Society, Jg. 43, H. 10, S. 2394-2423. DOI:10.1017/S0144686X21001781
Abstract
"In order to capture the rapidly changing reality of older workers, it is important to study retirement not as a one-off transition, but rather as a series of diverse pathways that unfold during the period before and after reaching the full retirement age. The retirement transitions of men and women have been shown to vary widely according to individual characteristics such as health, education and marital status, but also according to macro-institutional factors, such as welfare regimes and gender norms. While there is a consensus about the combined influence of institutional and individual factors in shaping retirement transitions, previous research has rarely included both levels of analysis. This study aims to close this research gap. Using a pooled-country dataset from three panel surveys, covering 11 nations, we examine the retirement pathways of 1,594 women and 1,105 men during a 12-year period (2004–2016) around the country- and gender-specific full pension age. Results show that retirement pathways diverge considerably across countries and lifecourse regimes. The distribution of men and women between the different pathways is also variable, both within and across societal contexts. More importantly, the influence of individual-level characteristics, such as education, on the gendering of retirement pathways is not identical across societal contexts. These findings provide useful insights into the gender-differentiated implications of policies aimed at extending working lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pension Reforms and Couples' Labour Supply Decisions (2023)
Zitatform
Moghadam, Hamed Markazi, Patrick A. Puhani & Joanna Tyrowicz (2023): Pension Reforms and Couples' Labour Supply Decisions. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16039), Bonn, 43 S.
Abstract
"To determine how wives' and husbands' retirement options affect their spouses' (and their own) labour supply decisions, we exploit (early) retirement cutoffs by way of a regression discontinuity design. Several German pension reforms since the early 1990s have gradually raised women's retirement age from 60 to 65, but also increased ages for several early retirement pathways affecting both sexes. We use German Socio-Economic Panel data for a sample of couples aged 50 to 69 whose retirement eligibility occurred (i) prior to the reforms, (ii) during the transition years, and (iii) after the major set of reforms. We find that, prior to the reforms, when several retirement options were available to both husbands and wives, both react almost symmetrically to their spouse reaching an early retirement age, that is both husband and wife decrease their labour supply by about 5 percentage points when the spouse reaches age 60). This speaks in favour of leisure complementarities. However, after the set of reforms, when retiring early was much more difficult, we find no more significant labour supply reaction to the spouse reaching a retirement age, whereas reaching one's own retirement age still triggers a significant reaction in labour supply. Our results may explain some of the diverse findings in the literature on asymmetric reactions between husbands and wives to their spouse reaching a retirement age: such reactions may in large parts depend on how flexibly workers are able to retire." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Länger arbeiten lohnt sich im Alter (2023)
Pimpertz, Jochen;Zitatform
Pimpertz, Jochen (2023): Länger arbeiten lohnt sich im Alter. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2023,65), Köln, 3 S.
Abstract
"Mit dem zunehmenden Fachkräftemangel wird gefordert, die Anreize für ein verlängertes Arbeitsleben zu stärken. Für Arbeitnehmer lohnt sich ein späterer Renteneintritt aber schon heute – sowohl mit Blick auf die monatliche Bruttorente als auch auf den Barwert der lebenslang zu erwartenden Rentenzahlungen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Investigating the influence of work-related stress on early labour market exit: the role of health (2023)
Zitatform
Toczek, Lisa & Richard Peter (2023): Investigating the influence of work-related stress on early labour market exit: the role of health. In: European Journal of Ageing, Jg. 20. DOI:10.1007/s10433-023-00778-7
Abstract
"Early labour market exit of large birth cohorts will put pressure on the social security systems of many European countries, especially Germany. Despite political efforts, many people retire before the statutory retirement age. A well-known predictor of retirement is health, which, in turn, is influenced by psychosocial working conditions such as work-related stress. This study examined whether work stress is associated with early labour market exit. In addition, we investigated whether health mediates this association. Survey data of the German Cohort Study on Work, Age, Health and Work Participation (lidA study) were linked to register data from the Federal Employment Agency, from which information on labour market exit was obtained (n = 3636). During a 6-year follow-up period, Cox proportional hazard models were used to investigate the influence of work-related stress and health on early labour market exit, adjusting for sex, age, education, occupational status, income and supervisor behaviour. Work-related stress was measured by effort–reward imbalance (ERI). Additionally, a mediation analysis was conducted to investigate a possible mediation of the association between ERI and early labour market exit by self-rated health. Higher work-related stress increased the likelihood of early labour market exit (HR 1.86; 95% CI 1.19–2.92). However, when including health in the Cox regression, the significant effect of work-related stress disappeared. Poor health was a risk factor for early labour market exit (HR 1.49; 95% CI 1.26–1.76) independent of all confounders. The results of the mediation analysis showed that self-rated health mediated the association between ERI and early labour market exit. The balance between effort and reward at work plays a major role in improving the self-rated health of workers. Interventions that reduce work-related stress can help to improve health and thus to maintain older employees in the German labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When we were young: how labour market attachment during mid-life affects labour market exit (2023)
Öylü, Gülin ; Motel-Klingebiel, Andreas ; Serratos-Sotelo, Luis ; Kelfve, Susanne ; Focacci, Chiara Natalie ;Zitatform
Öylü, Gülin, Chiara Natalie Focacci, Luis Serratos-Sotelo, Andreas Motel-Klingebiel & Susanne Kelfve (2023): When we were young: how labour market attachment during mid-life affects labour market exit. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 245-262. DOI:10.1108/IJSSP-08-2023-0189
Abstract
"Purpose: In this paper, the authors attempt to understand how labor market attachment during the ages of 30–59 influences individuals' transition out of the labor market. Design/methodology/approach Using high-quality Swedish register data, the authors follow individuals born in 1950 and observe their labor market attachment during mid-life and their exit from the labor market. Findings The authors find evidence that labour market attachment in different stages of the career is differently related to exit from the labor market. At the age of 30, as well as between the ages 50–59, low attachment is related with earlier exit from the labor market. On the contrary, low labour market attachment during the ages 40–49 is related with later exit from the labour market. However, regardless of age, lower labour market attachment increases the risk of work-related benefit receipt in the exit year. The authors also find evidence that gender, migration status and childhood socioeconomic disadvantages may represent obstacles to longer working lives, while high education is a consistent factor in avoiding early exit from the labour market. Originality/value This study provides insights on the link between labour market attachment in different stages of the career and the exit from the labor market as well as work-related benefits dependency in the year of exit." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Den Übergang in die Rente managen (2022)
Baier, Wilhelm; Gruber, Brigitta;Zitatform
Baier, Wilhelm & Brigitta Gruber (2022): Den Übergang in die Rente managen. In: Gute Arbeit, Jg. 34, H. 5, S. 23-27.
Abstract
"Der Fachkräftemangel ist akut – und nicht mehr zu leugnen. Im demografischen Wandel können und müssen Unternehmen mehr für den Erhalt der Gesundheit und der Beschäftigungsfähigkeit ihrer Belegschaften tun. Es geht um wertvolle Lebensjahre für die Beschäftigten und die Betriebe." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Individualized work arrangements and socio-economic factors in relation to motivation to continue working: a multilevel study of municipal influences (2022)
Zitatform
Bal, P. Matthijs, Katharina Chudzikowski, Paul Jansen & Kilian Wawoe (2022): Individualized work arrangements and socio-economic factors in relation to motivation to continue working: a multilevel study of municipal influences. In: The International Journal of Human Resource Management, Jg. 33, H. 18, S. 3629-3661. DOI:10.1080/09585192.2021.1928730
Abstract
"This paper introduces a socio-economic perspective on the relationships of idiosyncratic deals (i.e. i-deals) with motivation to continue working beyond retirement. On the basis of work adjustment theory, we expected that i-deals enable employees to engage in innovative behavior and professional development, through which they experience more work engagement, subsequently facilitating higher motivation to continue working. Moreover, on the basis of signaling theory, we introduced two socio-economic factors to explain when i-deals are most effective in the context of the current study among teachers: municipal child population growth and municipal unemployment. A study among 1,210 teachers in the Netherlands was conducted to test the mediation and moderation model. Results show positive indirect relationships of growth i-deals with motivation to continue working through innovative work behavior, professional development and work engagement, while indirect relationships were negative for accommodative i-deals. Moreover, child population growth boosted the relationships of i-deals, while unemployment accentuated the effects of professional development. The study contributes to the literature by showing the importance of socio-economic factors in explaining the relationships of i-deals and individualized HRM." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of labor demand in the labor market effects of a pension reform (2022)
Zitatform
Geyer, Johannes, Peter Haan, Svenja Lorenz, Thomas Zwick & Mona Bruns (2022): The role of labor demand in the labor market effects of a pension reform. In: Industrial Relations, Jg. 61, H. 2, S. 152-192. DOI:10.1111/irel.12293
Abstract
"This paper shows that labor demand plays an important role in the labor market reactions to a pension reform in Germany. Employers with a high share of older worker inflow compared with their younger worker inflow, employers in sectors with few investments in research and development, and employers in sectors with a high share of collective bargaining agreements allow their employees to stay employed longer after the reform. These employers offer their older employees partial retirement instead of forcing them into unemployment before early retirement because the older employees incur low substitution costs and high dismissal costs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Beware of the employer: Financial incentives for employees may fail to prolong old-age employment (2022)
Zitatform
Lorenz, Svenja, Thomas Zwick & Mona Bruns (2022): Beware of the employer: Financial incentives for employees may fail to prolong old-age employment. In: The Journal of the Economics of Ageing, Jg. 21. DOI:10.1016/j.jeoa.2021.100363
Abstract
"We show that a stepwise increase in the normal retirement age (NRA) by up to five years and the introduction of actuarial pension deductions for retirement before NRA was ineffective in prolonging employment of older men after early retirement age. We argue that the ineffectiveness of the German pension reform resulted from a change in employer behavior that was mainly induced by a recession during the implementation period of the pension reform. Employers seem to have nudged their employees to use a bridge option that was introduced with the pension reform (partial retirement) or a traditional bridge option (unemployment). These bridge options allowed an early retirement age (ERA) of 60 instead of the only alternative early retirement option with an ERA of 63. Bridge options therefore offered employers an opportunity to terminate employment considerably earlier and exert more influence over the employment exit age. We argue that without a change in employer behavior, neither using one of the bridge options nor the earlier employment exit would have been utility maximizing for the individuals affected by the reform." (Author's abstract, IAB-Doku, © Elsevier) ((en))
Ähnliche Treffer
früher (möglw. abweichend) erschienen als: ZEW discussion paper -
Literaturhinweis
Big five personality traits and retirement decisions (2022)
Zitatform
Lucifora, Claudio & Martina Repetto (2022): Big five personality traits and retirement decisions. In: Labour, Jg. 36, H. 1, S. 1-28. DOI:10.1111/labr.12210
Abstract
"We estimate the effect of the Big Five personality traits on the retirement decisions of individuals aged between 50 and 80 years in fourteen European countries, using wave 7 from the SHARE data. We investigate the probability of retirement and a measure of the distance between actual retirement and ordinary retirement age. Overall, we find that personality affects retirement decisions, and the effects are similar across gender. Openness to experience, conscientiousness and extraversion are generally associated with a delay in retirement decisions, whereas neuroticism anticipates the exit from the labour market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Employee perception of managers' attitudes towards older workers is associated with risk of loss of paid work before state pension age: prospective cohort study with register follow-up (2022)
Zitatform
Meng, Annette, Emil Sundstrup & Lars L. Andersen (2022): Employee perception of managers' attitudes towards older workers is associated with risk of loss of paid work before state pension age: prospective cohort study with register follow-up. In: European Journal of Ageing, Jg. 19, H. 4, S. 1375-1383. DOI:10.1007/s10433-022-00720-3
Abstract
"It is increasingly urgent to retain older workers in the workforce. In the present study, we analysed the prospective associations between employees' perceptions of their managers' attitudes towards older workers, and of having experienced age discrimination in the labour market with the risk of loss of paid work before the state pension age. Questionnaire data from 10,320 currently employed workers aged 50 + on perceptions of managers' attitudes towards older workers and perceived age discrimination were collected at baseline in the SeniorWorkingLife study. Data on labour market affiliation were obtained from national registers at baseline and two-year follow-up. Results show that the perception of negative attitudes was prospectively associated with an increased risk of loss of paid work for three of the five negative attitudes “older workers create conflicts, their qualifications are outdated, and they cannot keep up with the pace and development”. Perception of positive attitudes was prospectively associated with a reduced risk of loss of paid work. The perception of age discrimination was prospectively associated with an increased risk of loss of paid work. The results strengthen existing evidence on associations between ageism and labour market attachment, by applying a longitudinal design and including actual change in labour market participation. However, some negative attitudes may be more detrimental to the older workers' labour market participation. Employees' positive perceptions of managers' attitudes reduced the risk. Good relations between employees and managers appear to be important for retaining older workers in the labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why do men extend their employment beyond pensionable age more often than women? a cohort study (2022)
Myllyntausta, Saana ; Stenholm, Sari ; Pentti, Jaana; Kivimäki, Mika ; Vahtera, Jussi ; Virtanen, Marianna ;Zitatform
Myllyntausta, Saana, Marianna Virtanen, Jaana Pentti, Mika Kivimäki, Jussi Vahtera & Sari Stenholm (2022): Why do men extend their employment beyond pensionable age more often than women? a cohort study. In: European Journal of Ageing, Jg. 19, H. 3, S. 599-608. DOI:10.1007/s10433-021-00663-1
Abstract
"Men extend their employment beyond pensionable age more often than women, but the factors that contribute to this sex difference are unknown. This study aimed to examine sex differences in extending employment and the contribution of sociodemographic, work- and health-related factors to these differences. Participants of this prospective cohort study were 4,263 public sector employees from Finland who reached their individual pensionable date between 2014 and 2019 and responded to a survey on work- and non-work-related issues before that date. Extended employment was defined as continuing working for over six months beyond the individual pensionable date. We used mediation analysis to examine the contribution of explanatory factors to the association between sex and extended employment. Of the participants, 29% extended employment beyond the pensionable date. Men had a 1.29-fold (95% confidence interval 1.11–1.49) higher probability of extending employment compared with women. Men had a higher prevalence of factors that increase the likelihood of extended employment than women (such as spouse working full-time, no part-time retirement, low job strain, high work time control, and lack of pain) and this mediated the association of sex with extended employment by up to 83%. In conclusion, men were more likely to extend their employment beyond pensionable age than women. This difference was largely explained by men being more likely to have a full-time working spouse, low job strain, high work time control, no pain, and not being on part-time retirement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeit und Alter(n): Wie ein längeres Erwerbsleben möglich werden kann (2022)
Zitatform
Richter, Götz, Anita Tisch, Hans Martin Hasselhorn & Lutz Bellmann (2022): Arbeit und Alter(n). Wie ein längeres Erwerbsleben möglich werden kann. In: Aus Politik und Zeitgeschichte, Jg. 72, H. 20, S. 20-27.
Abstract
"In diesem Beitrag fragen wir nach den Gründen für das anhaltend frühe Erwerbsausstiegsalter eines großen Teils der Beschäftigten. Ausgangspunkt sind Konzepte zur Arbeits- und Beschäftigungsfähigkeit im Lebensverlauf. Unter der Beschäftigungsfähigkeit werden individuelle Voraussetzungen für eine generelle Teilhabe am Erwerbsleben summiert, also in gewisser Weise die Passung von Individuum und Arbeitsmarkt.02 Mit der Perspektive „dürfen“ betrachten wir dementsprechend zunächst den Arbeitsmarkt und die Beschäftigungspolitik der Betriebe gegenüber älteren Erwerbspersonen. Das Konzept der Arbeitsfähigkeit (work ability) adressiert die Gestaltungsebene von Erwerbsarbeit und umfasst die Faktoren, die eine Person in einer bestimmten beruflichen Situation in die Lage versetzen, ihre beruflichen Aufgaben erfolgreich zu bewältigen.03 Das Konzept strebt eine Balance zwischen beruflichen Anforderungen und Ressourcen wie Kompetenzen, Unterstützung durch Führungskräfte sowie Kolleginnen und Kollegen an und beschreibt dementsprechend, inwiefern Beschäftigte ihre konkreten Tätigkeiten ausüben „können“, analysiert also die qualifikatorischen und gesundheitlichen Voraussetzungen. Abschließend blicken wir auf die motivationalen Grundlagen der Erwerbsarbeit – das Arbeiten „Wollen“." (Textauszug, IAB-Doku)
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Literaturhinweis
Arbeitsmarkteffekte von Reformen des vorzeitigen Rentenbezugs (2022)
Zitatform
Riphahn, Regina T. & Rebecca Schrader (2022): Arbeitsmarkteffekte von Reformen des vorzeitigen Rentenbezugs. In: Deutsche Rentenversicherung, Jg. 77, H. 1, S. 49-69.
Abstract
"Wir untersuchen den Rentenzugang wegen Arbeitslosigkeit in Deutschland und analysieren die kausalen Effekte von zwei Reformen des vorzeitigen Rentenbezugs. Im Zuge von Reform 1 wurde das Mindestalter für den abschlagsfreien Rentenbezug (normal retirement age, NRA) schrittweise von 60 auf 65 Jahre angehoben. Gleichzeitig wurde es möglich, mit Abschlägen in den vorzeitigen Rentenbezug zu gehen. Mit Reform 2 wurde das Mindestalter für den vorzeitigen Rentenbezug mit Abschlägen (early retirement age, ERA) schrittweise von 60 auf 63 Jahre angehoben. Wir untersuchen die Verhaltensreaktionen auf die Reformen mithilfe von administrativen Daten und Differenz-in-Differenzen (DID)-Modellen. Wir finden starke und signifikate kausale Effekte beider Reformen. Betroffene Individuen zögerten ihren Renteneintritt hinaus, bleiben länger erwerbstätig, verschoben Arbeitslosigkeit nach hinten und wichen auf alternative Wege für den Rentenzugang aus. Die Inanspruchnahme des Rentensystems insgesamt ging nach jeder der beiden Reformen um etwa 1,5 beziehungsweise 2 Monate pro Person zurück." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Determinants of (in-)voluntary retirement: A systematic literature review (2022)
Zitatform
Stiemke, Philipp & Moritz Hess (2022): Determinants of (in-)voluntary retirement: A systematic literature review. In: Journal of European Social Policy, Jg. 32, H. 3, S. 348-358. DOI:10.1177/09589287221089465
Abstract
"Involuntary retirement transitions have a variety of negative consequences for individuals and society as they can lead to poorer health or lower wellbeing. Therefore, it is of high relevance to better understand the factors influencing the voluntariness of retirement transitions. A systematic literature review was conducted to identify the known determinants of the voluntariness of retirement. Our final review includes 14 studies that empirically investigate this topic. Differentiated by micro-, meso- and macro-levels, we present the identified factors and discuss different ways of operationalizing voluntary or involuntary retirement. We found that most studies analyse individual factors. There is a gap in research on influencing factors at the company level as well as the welfare state level. In addition, it is of interest to examine whether and to what extent pension and labour market policy reforms have led to changes over time." (Author's abstract, IAB-Doku) ((en))
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- 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