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
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; -
Literaturhinweis
When reality falls short of preferences: a response surface analysis of working time arrangements and older employees' work ability expectations (2024)
Zitatform
Wöhrmann, Anne Marit, Corinna Brauner-Sommer & Alexandra Michel (2024): When reality falls short of preferences: a response surface analysis of working time arrangements and older employees' work ability expectations. In: Zeitschrift für Arbeitswissenschaft, Jg. 78, H. 1, S. 41-53. DOI:10.1007/s41449-023-00410-5
Abstract
"In Zeiten von Arbeitskräftemangel und steigendem Alter für die Regelaltersrente wird es immer wichtiger, die Arbeitsfähigkeit älterer Beschäftigter zu erhalten. In dieser Studie gehen wir basierend auf der Person-Environment-Fit-Theorie davon aus, dass eine Arbeitszeitgestaltung, die nicht den individuellen Präferenzen älterer Beschäftigter entspricht, in negativem Zusammenhang mit der erwarteten Arbeitsfähigkeit steht. Dazu operationalisieren wir erwartete Arbeitsfähigkeit als das Alter bis zu dem man sich körperlich und geistig in der Lage fühlt in der aktuellen Tätigkeit weiterzuarbeiten. Wir nutzen eine Teilstichprobe von 4347 Beschäftigten im Alter von 50 bis 65 Jahren der BAuA-Arbeitszeitbefragung 2017. Ergebnisse polynomialer Regressionsanalysen und Response Surface Analysen zeigen, dass die erwartete Arbeitsfähigkeit geringer ist, wenn a) die tatsächliche Arbeitszeit die Wunscharbeitszeit übersteigt, und b) die Möglichkeit, den täglichen Beginn und das Ende des Arbeitstages zu bestimmen und c) die Möglichkeit, Arbeit und Privatleben zu trennen, hinter den jeweiligen Präferenzen der Beschäftigten zurückbleiben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Age in Employee Selection and Promotion: A Comprehensive Study (2024)
Zitatform
Černíková, Iveta, Markéta Šnýdrová & Ivana Šnýdrová (2024): Age in Employee Selection and Promotion: A Comprehensive Study. In: Prague Economic Papers, Jg. 33, H. 5, S. 599-616. DOI:10.18267/j.pep.875
Abstract
"This study examines the role of age in the selection and promotion of employees within public and private organizations, with a particular focus on Czech organizations. The research investigates the impact of age on career advancement across various industries and regions, aiming to provide insights into potential age-related biases in the workplace. The study utilizes a mixed-methods approach, combining quantitative analysis of promotion rates with qualitative insights from organizational representatives. Despite the intriguing nature of the topic, the study faces several challenges, including a relatively low number of respondents and limited data availability. Nevertheless, the findings shed light on the complexities of age-related dynamics in the workplace, highlighting the need for further research and potential interventions to promote equity and fairness in career advancement processes" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gesundheitsreport 2024 - Fachkräftemangel: Was hält die Generation 50+ im Job? (2024)
Zitatform
(2024): Gesundheitsreport 2024 - Fachkräftemangel: Was hält die Generation 50+ im Job? (Gesundheitsreport / TK, Die Techniker 2024), Hamburg, 130 S.
Abstract
"Der jährlich erscheinende Gesundheitsreport der Techniker befasst sich in zwei Hauptabschnitten mit Arbeitsunfähigkeiten und mit Arzneimittelverordnungen. Neben den Routinedaten widmet sich der Gesundheitsbericht 2024 dem Schwerpunktthema Fachkräftemangel: Was hält die Generation 50+ im Job? Was können Arbeitgeber tun, um ältere Beschäftigte möglichst lange im Job zu halten - bis zur Rente oder sogar darüber hinaus? Dazu hat das Institut für Betriebliche Gesundheitsberatung (IFBG) mehr als 1.000 Beschäftigte ab 50 Jahren zu ihrer aktuellen Arbeitssituation befragt und wollte wissen: Was hält diese Bevölkerungsgruppe länger im Job? Was sind ihre Wünsche an die Arbeitgeber? Und welche Rolle spielen dabei Maßnahmen von „New Work“? Ergänzend hat das IFBG gut 300 Arbeitgeber befragt, welche Angebote zur Bindung von älteren Beschäftigten diese bereits umsetzen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Situation Älterer am Arbeitsmarkt (2024)
Zitatform
(2024): Situation Älterer am Arbeitsmarkt. (Berichte: Blickpunkt Arbeitsmarkt / Bundesagentur für Arbeit), Nürnberg, 29 S.
Abstract
"Die Bevölkerung der 55- bis unter 65-Jährigen hat in den vergangenen Jahren stark zugenommen. Die geburtenstarken Jahrgänge haben dazu beigetragen, dass diese Altersgruppe in der Bevölkerung im Jahr 2023 ihren Höchststand erreicht hat. Die schrittweise Anhebung des Renteneintrittsalters auf 67 Jahre erhöht seit 2012 die Zahl der über 65-Jährigen am Arbeitsmarkt. Aber auch die „Rente mit 63“ wirkt sich am Arbeitsmarkt aus. Die Erwerbsquote der 55- bis unter 65-Jährigen ist in den letzten 10 Jahren stärker gestiegen als die der 15- bis unter 65-Jährigen. Ältere nehmen dabei öfter und – bezogen auf ihr Alter – länger am Erwerbsleben teil. Im europäischen Vergleich ist sowohl die Erwerbs- als auch die Erwerbstätigenquote Älterer in Deutschland überdurchschnittlich hoch. Die sozialversicherungspflichtige Beschäftigung von 55- bis unter 65-Jährigen ist in den letzten Jahren deutlich gestiegen, insbesondere bei den 60- bis 64-Jährigen. Zuletzt verlor das Wachstum, bei dennoch überdurchschnittlich hohen Zuwächsen, etwas an Schwung und wurde auch bei den Älteren vorrangig von Ausländern getragen. Die Beschäftigungsquote der jüngeren Älteren im Alter von 55 bis unter 60 Jahren ist etwas höher als die der 15- bis unter 65-Jährigen. Die Quote der 60- bis unter 65-Jährigen ist – insbesondere wegen der Übergänge in den Ruhestand – niedriger, aber in der Tendenz steigend. Die Verteilung der älteren Beschäftigten auf Wirtschaftszweige entspricht überwiegend der Verteilung über alle Altersklassen. Der Anteil der Älteren an den sozialversicherungspflichtig Beschäftigten im erwerbsfähigen Alter ist in den Bereich Information und Kommunikation sowie dem Gastgewerbe unterdurchschnittlich. Relativ häufig sind sie dagegen beispielsweise in der Öffentlichen Verwaltung beschäftigt. Ältere arbeiten – auch wegen der Nutzung von Altersteilzeitmodellen – häufiger weniger als die tariflich vereinbarte Wochenarbeitszeit. Zudem trägt gerade der grundsätzlich hohe und tendenziell steigende Teilzeitanteil beschäftigter Frauen zu einem wachsenden Anteil von teilzeitbeschäftigten Älteren bei. Personen, die nach Erreichen der Regelaltersgrenze beschäftigt sind, sind überwiegend männlich und ausschließlich geringfügig beschäftigt. Ältere haben im Durchschnitt ein geringeres Risiko arbeitslos zu werden. Wenn sie aber einmal arbeitslos werden, gestaltet sich der (Wieder-) Einstieg ins Arbeitsleben entsprechend der niedrigeren Abgangschancen schwieriger als über alle Altersgruppen hinweg. Ältere Arbeitslose sind vergleichsweise häufig langzeitarbeitslos und schwerbehindert. Sie weisen jedoch seltener als Jüngere eine fehlende formale Qualifikation auf. Unter anderem wegen des demografischen Wandels und des Wegfalls von Sonderregelungen für Ältere war ihre registrierte Arbeitslosigkeit bis 2015 gestiegen; danach ging sie vor dem Hintergrund der guten Arbeitsmarktlage bis zum Ausbruch der Corona-Krise zurück. Seitdem steigt die Arbeitslosigkeit Älterer weiter an. Gründe hierfür dürften unter anderem die Anhebung des Renteneintrittsalters sowie die zuletzt einsetzende konjunkturelle Schwäche und der Wegfall der Sonderregelung nach § 53a Absatz 2 SGB II sein. Die Unterbeschäftigung Älterer verzeichnete im Zuge der eintretenden konjunkturellen Eintrübung einen Anstieg, der auf den Anstieg der Arbeitslosigkeit zurückgeführt werden kann. Der Anteil Älterer an den Eintritten in arbeitsmarktpolitische Maßnahmen hat sich in den letzten Jahren auf einem Niveau eingependelt, das deutlich unter ihrem Anteil an allen Arbeitslosen liegt." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Link zur aktuellen Version, ältere Fassungen online nicht mehr verfügbar. -
Literaturhinweis
Part-time Employment Opportunities and Labor Supply of Older Workers (2023)
Zitatform
Albinowski, Maciej (2023): Part-time Employment Opportunities and Labor Supply of Older Workers. (IBS working paper / Instytut Badan Strukturalnych 2023,07), Warszawa, 19 S.
Abstract
"I investigate the links between part-time employment opportunities and older workers' labor supply adjustments, focusing on the extensive and intensive margins. Utilizing data from 30 European countries in the period from 2011 to 2021, I construct a quasi-panel that compares individuals aged 60-64 with those aged 55-59 from five years prior. I find that the employees in sectors offering more part-time jobs are more likely to stay employed and that the total hours worked by these employees decrease at a slower rate than those of the employees in sectors imposing more rigid hours constraints. These results are most pronounced for women in manual occupation types but are significant across all examined worker categories. The positive relationship between part-time employment opportunities and the total hours older employees work is robust to various modifications in the empirical setup. However, this relationship is heterogeneous across countries and is least pronounced in the countries with a high availability of part-time jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lohnt sich der Hinzuverdienst bei vorgezogenem Rentenbezug? (2023)
Zitatform
Beznoska, Martin & Ruth Maria Schüler (2023): Lohnt sich der Hinzuverdienst bei vorgezogenem Rentenbezug? (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2023,40), Köln, 3 S.
Abstract
"Zum 1. Januar 2023 ist die Hinzuverdienstgrenze für vorgezogene Altersrenten gefallen. Rentnerinnen und Rentner, die vorzeitig mit Abschlägen oder abschlagsfrei in Rente gehen, können neben dem Bezug ihrer Rente unbegrenzt sozialversicherungspflichtig weiterverdienen. Die Abgabenbelastung ist jedoch relativ hoch, so dass die Arbeitsanreize eher gering sind." (Textauszug, IAB-Doku)
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Literaturhinweis
Career Spillovers in Internal Labour Markets (2023)
Zitatform
Bianchi, Nicola, Giulia Bovini, Jin Li, Matteo Paradisi & Michael Powell (2023): Career Spillovers in Internal Labour Markets. In: The Review of Economic Studies, Jg. 90, H. 4, S. 1800-1831. DOI:10.1093/restud/rdac067
Abstract
"This article studies career spillovers across workers, which arise in firms with limited promotion opportunities. We exploit a 2011 Italian pension reform that unexpectedly tightened eligibility criteria for the public pension, leading to sudden, substantial, and heterogeneous retirement delays. Using administrative data on Italian private-sector workers, the analysis leverages cross-firm variation to isolate the effect of retirement delays among soon-to-retire workers on the wage growth and promotions of their colleagues. We find evidence of spillover patterns consistent with older workers blocking the careers of their younger colleagues, but only in firms with limited promotion opportunities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Durchhalten Bis Zur Rente?: Einschätzungen von Beschäftigten, Betriebs- und Personalräten (2023)
Zitatform
Blank, Florian & Wolfram Brehmer (2023): Durchhalten Bis Zur Rente? Einschätzungen von Beschäftigten, Betriebs- und Personalräten. (WSI-Report 85), Düsseldorf, 13 S.
Abstract
"In öffentlichen Debatten wird gefordert, das Renteneintrittsalter zu erhöhen. Diese Forderung geht jedoch an der Realität der Beschäftigten vorbei. Viele schaffen es aus gesundheitlichen und sonstigen Gründen nicht, bis zum Rentenalter zu arbeiten. Dieser WSI-Report geht der Frage nach, ob und welche Beschäftigte sich in der Lage sehen, ihre aktuelle berufliche Tätigkeit bis zum Rentenalter durchhalten zu können. Ergänzt wird diese Selbsteinschätzung durch Angaben von Betriebs- und Personalräten, nicht nur zur Beschäftigungsfähigkeit, sondern auch zu Handlungsspielräumen der Betriebe zur Unterstützung der Beschäftigten. Datengrundlage sind die HBS-Erwerbspersonenbefragung und die WSI-Betriebs- und Personalrätebefragung 2021. Im Ergebnis zeigt sich, dass die Mehrheit der Beschäftigten eher optimistisch ist, ihre aktuelle Tätigkeit bis zur Rente ausüben zu können. Allerdings zeigen sich erhebliche Unterschiede zwischen Beschäftigtengruppen, etwa zwischen Arbeiter*innen, Angestellten und Beamt*innen. Betriebs- und Personalräte äußern sich skeptischer zur Fähigkeit der Beschäftigten, bis zur Rente durchzuhalten. Gleichzeitig sehen sie aber Möglichkeiten der Unterstützung – Betriebe könnten mehr tun, um lange Erwerbskarrieren zu ermöglichen. Die aktuelle Situation wird aber als unzureichend eingeschätzt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Role of Disability Insurance on the Labour Market Trajectories of Europeans (2023)
Zitatform
Brugiavini, Agar & Petru Crudu (2023): The Role of Disability Insurance on the Labour Market Trajectories of Europeans. (Working papers / Università Ca' Foscari Venezia, Dipartimento di Economia 2023,20), Venezia, 81 S.
Abstract
"This work documents the role played by disability insurance, typically part of a wider public pension provision package, on the labour market trajectories and retirement decisions. We will first employ a machine learning approach to estimate a Transition Probability Model able to uncover the most likely labour market histories and then evaluate the effects of policy reforms, including reforms to the eligibility for disability insurance benefits. The main contribution is the introduction of disability insurance programs within a framework, which models the entire life course of older Europeans. This requires the detailed administrative eligibility criteria prevailing in each of the 11 countries from 1970 to 2017. Results show that the disability route and early retirement are substitutes. In addition, tightening eligibility rules of disability programs crowd out disabled workers, whose reductions in working capacities are correctly assessed, towards other compensatory schemes (e.g., unemployment benefits or early pension) in which working is not expected. On the contrary, individuals with over-assessed reductions in working capacities are the most reactive to disability policy restrictions. In conclusion, efficient disability assessment procedures are crucial for incentivising labour market participation without hurting individuals most in need." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effects of Reforms on Retirement Behavior: Introduction and Summary (2023)
Börsch-Supan, Axel H.; Coile, Courtney;Zitatform
Börsch-Supan, Axel H. & Courtney Coile (2023): The Effects of Reforms on Retirement Behavior: Introduction and Summary. (NBER working paper / National Bureau of Economic Research 31979), Cambridge, Mass, 33 S.
Abstract
"The International Social Security (ISS) project compares the experiences of a dozen developed countries to study Social Security Programs and Retirement Around the World. The project was launched in the mid 1990s and was motivated by decades of decline in the labor force participation rate of older men. The first phases of the project documented that social security program provisions can create powerful incentives for retirement that are strongly correlated with the labor force behavior of older workers. Since then, the dramatic decline in men's labor force participation has been replaced by sharply rising participation rates. Older women's participation has increased dramatically as well. This tenth phase of the International Social Security (ISS) Project is the third step in explaining rising participation at older ages. The first step investigated changes in health and education as potential causes and showed that they could not account for the extent of changes in labor force participation. As a second step, we documented that countries have undertaken numerous reforms of their social security programs, disability programs, and other public benefit programs available to older workers. We found that these reforms substantially reduced the implicit tax on work at older ages and that stronger financial incentives to work were positively correlated with labor force participation at older ages. In this volume, the third step of our analysis, we exploit the time-series and cross-national variation in the timing and extent of reforms of retirement incentives and employ micro-econometric methods in order to study whether the correlation between financial incentives and work at older ages is causal." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Extension of Late Working Life in Germany: Trends, Inequalities, and the East–West Divide (2023)
Zitatform
Dudel, Christian, Elke Loichinger, Sebastian Klüsener, Harun Sulak & Mikko Myrskylä (2023): The Extension of Late Working Life in Germany. Trends, Inequalities, and the East–West Divide. In: Demography, Jg. 60, H. 4, S. 1115–1137. DOI:10.1215/00703370-10850040
Abstract
"The extension of late working life has been proposed as a potential remedy for the challenges of aging societies. For Germany, surprisingly little is known about trends and social inequalities in the length of late working life. We use data from the German Microcensus to estimate working life expectancy from age 55 onward for the 1941‒1955 birth cohorts. We adjust our calculations of working life expectancy for working hours and present results for western and eastern Germany by gender, education, and occupation. While working life expectancy has increased across cohorts, we find strong regional and socioeconomic disparities. Decomposition analyses show that among males, socioeconomic differences are predominantly driven by variation in employment rates; among women, variation in both employment rates and working hours are highly relevant. Older eastern German women have longer working lives than older western German women, which is likely attributable to the German Democratic Republic legacy of high female employment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Lebensarbeitszeit im internationalen Vergleich: Die Bedeutung der Silver Worker für die Fachkräftesicherung (2023)
Zitatform
Enste, Dominik H., Martin Werding & Julia Hensen (2023): Lebensarbeitszeit im internationalen Vergleich. Die Bedeutung der Silver Worker für die Fachkräftesicherung. (Studie / Roman Herzog Institut 38), München, 39 S.
Abstract
"Viele Menschen würden gern weniger arbeiten und früher in Rente gehen. Allerdings passt dieser persönliche Wunsch nicht zur alternden Gesellschaft in Deutschland. Um den Mangel an Fach- und Arbeitskräften abzuschwächen und die Finanzierung der gesetzlichen Altersvorsorge zu stabilisieren, müsste die Lebensarbeitszeit vielmehr steigen. Wie dies gehen kann, welche Potenziale in den sogenannten Silver Workern – den 65- bis 69-Jährigen – liegen und wie Deutschland im internationalen Vergleich dasteht, damit beschäftigen sich Dominik H. Enste, Martin Werding und Julia Hensen in dieser RHI-Studie. Als empirische Basis dazu vergleichen die Autor*innen die Lebensarbeitszeit in Deutschland mit der in anderen OECD-Staaten. Sie zeigen – auch anhand von Best-Practice-Beispielen aus anderen Ländern –, wie sich Potenziale heben und das Arbeitsvolumen steigern ließen. Zudem plädieren sie dafür, die Erwerbsphase zu verlängern, indem das gesetzliche Renteneintrittsalter automatisch an die höhere Lebenserwartung wird." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job demands and job control and their associations with disability pension - a register-based cohort study of middle-aged and older Swedish workers (2023)
Falkstedt, Daniel ; Selander, Jenny ; Bodin, Theo ; Albin, Maria; Almroth, Melody ; Kjellberg, Katarina ; Hemmingsson, Tomas ; Gustavsson, Per ; D'Errico, Angelo;Zitatform
Falkstedt, Daniel, Melody Almroth, Tomas Hemmingsson, Angelo D'Errico, Maria Albin, Theo Bodin, Jenny Selander, Per Gustavsson & Katarina Kjellberg (2023): Job demands and job control and their associations with disability pension - a register-based cohort study of middle-aged and older Swedish workers. In: International Archives of Occupational and Environmental Health, Jg. 96, H. 8, S. 1137-1147. DOI:10.1007/s00420-023-01995-4
Abstract
"Objectives: Job demands and control at work and their combination, job strain, have been studied in relation to risk of disability pension (DP) previously. In the present study, based on registry data, we aimed to deepen the knowledge by analyzing major disease groups among the DPs, dose–response shape of the associations, and potential confounding efects of physical workload. Methods: Approximately 1.8 million workers aged 44 or older and living in Sweden in 2005 were followed up for 16 years, up to a maximum of 65 years of age. We linked mean values of job demands and job control, estimated in a job-exposure matrice (JEM) by gender, to individuals through their occupational titles in 2005. These values were categorized by rank order, and, for the construction of job-strain quadrants, we used a median cut-of. Associations with DP were estimated in Cox proportional-hazards models. Results: In models accounting for covariates including physical workload, low levels of job control were associated with higher risk of DP among both men and women. This association was most clear for DP with a psychiatric diagnosis, although a dose–response shape was found only among the men. High levels of job demands were associated with decreased risk of DP across diagnoses among men, but the same association varied from weak to non-existing among women. The high- and passive job-strain quadrants both showed increased risk of DP with a psychiatric diagnosis. Conclusion: The results suggest that, at the occupational level, low job control, but not high job demands, contributes to an increased incidence of DP, particularly regarding DP with a psychiatric diagnosis." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
A conceptual cross-disciplinary model of organizational practices for older workers: multilevel antecedents and outcomes (2023)
Zitatform
Finsel, Julia S., Anne M. Wöhrmann & Jürgen Deller (2023): A conceptual cross-disciplinary model of organizational practices for older workers: multilevel antecedents and outcomes. In: The International Journal of Human Resource Management, Jg. 34, H. 22, S. 4344-4396. DOI:10.1080/09585192.2023.2199939
Abstract
"Due to population aging and its implications for organizations and societies, organizational practices for older workers (OPOWs) play a relevant role in multiple research disciplines. So far, most reviews on this topic operationalize organizational practices as antecedents of older workers’ outcomes. We extend this perspective by illustrating multilevel antecedents and outcomes of OPOWs. In doing so, we demonstrate how these organizational practices directly and indirectly affect older workers, organizations, and society and how, in turn, older workers, organizations and society impact OPOWs. Drawing on a literature review, we discuss key theories and present current empirical findings from multiple research disciplines to propose an integrated cross-disciplinary model with the potential to guide future research and practice." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Der starke Anstieg der Erwerbstätigkeit von Älteren ist ganz überwiegend dem Wachstum der sozialversicherungspflichtigen Beschäftigung geschuldet (Serie "Arbeitskräftesicherung") (2023)
Zitatform
Fitzenberger, Bernd, Christian Hutter & Doris Söhnlein (2023): Der starke Anstieg der Erwerbstätigkeit von Älteren ist ganz überwiegend dem Wachstum der sozialversicherungspflichtigen Beschäftigung geschuldet (Serie "Arbeitskräftesicherung"). In: IAB-Forum H. 02.05.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230502.01
Abstract
"Die Erwerbstätigkeit von Älteren, also in der Altersgruppe ab 50 Jahre, nimmt seit Mitte der 2000er Jahre deutlich zu. Dabei dominiert der Anstieg der sozialversicherungspflichtigen Beschäftigung, insbesondere bei den 60- bis 64-Jährigen. Auch der Anteil Selbstständiger in dieser Altersgruppe stieg in diesem Zeitraum an, zumindest bis zur Corona-Krise. Im Gegensatz dazu geht der Anteil ausschließlich geringfügig Beschäftigter bei Älteren seit den 2010er Jahren – mit Ausnahme der Personen ab 65 – zurück." (Autorenreferat, IAB-Doku)
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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 life and human capital investment: Causal evidence from a pension reform (2023)
Zitatform
Fürstenau, Elisabeth, Niklas Gohl, Peter Haan & Felix Weinhardt (2023): Working life and human capital investment: Causal evidence from a pension reform. In: Labour Economics, Jg. 84. DOI:10.1016/j.labeco.2023.102426
Abstract
"In this paper, we analyze if an increase in the working life leads to more human capital investment via on-the-job training. We obtain RDD-estimates from a sharp date-of-birth cut-off, generated by a pension reform that increased the Early Retirement Age (ERA) by three years for many women in Germany. In our preferred specification, we find that this reform causally increased on-the-job training by 4.4 percentage points – a relative increase of 28.8 percent. We explore heterogeneityand additional outcomes and show that this effect is driven by the behavior of women with high initial levels of education. Our results speak to human capital models as well as policies towards extending or shortening working life." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((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
Ageing and labor productivity (2023)
Zitatform
Hernaes, Erik, Tom Kornstad, Simen Markussen & Knut Røed (2023): Ageing and labor productivity. In: Labour Economics, Jg. 82. DOI:10.1016/j.labeco.2023.102347
Abstract
"We exploit a policy-induced shift in the labor supply of elderly (age 63–67) workers in Norway to explore how aging of the workforce within existing firms is likely to affect labor productivity and the demand for younger workers. Our results are imprecise, but indicate that a higher share of age 63–67 workers increases total wage costs and has a small positive effect on labor productivity in the short run. Postponed retirement of existing elderly workers leads to a significant decline in the hiring of younger (below age 30) workers." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((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
Digitalisation, Gender, and Training of Employees in the Second Half of Working Life in Germany (2023)
Zitatform
Kortmann, Lisa Katharina, Stefan Stuth & Julia Simonson (2023): Digitalisation, Gender, and Training of Employees in the Second Half of Working Life in Germany. In: Soziale Welt, Jg. 74, H. 4, S. 589-613. DOI:10.5771/0038-6073-2023-4-589
Abstract
"Die Digitalisierung stellt neue Anforderungen an Arbeitnehende in sich wandelnden Berufen. Damit die Anpassung an neue Arbeitsanforerungen gelingt, kann Weiterbildung die zentrale Strategie für die Ausbildung neuer Kompetenzen sein – insbesondere für ältere Arbeitnehmende. Die Digitalisieung in der Arbeitswelt wirkt sich unterschiedlich auf männliche und weibliche ªrbeitnehmende aus. Bislang gibt es jedoch wenig Literatur zu der Beziehung zwischen der Digitalisierung in Berufen und der Teilnahme an Weiterbildungen. Dieser Artikel schließt diese Lücke und untersucht, (1) ob es einen Zusammenhang zwischen der Weiterbildungsbeteiligung und dem Ausmaß der Digitalisierung in den Berufen von Arbeitnehmenden in der zweiten Hälfte des Arbeitslebens gibt und (2) ob es einen Geschlechterunterschied in diesem Zusammenhang gibt. Darüber hinaus werden diese Fragen im Hinblick auf den Wunsch der Arbeitnehenden, an zukünftigen Weiterbildungen teilzunehmen, untersucht. Auf Basis von Daten des Deutschen Alterssurveys werden logistische Regressionen geschätzt und für soziodemografische, arbeitsmarkt- und beschäftigungsbezogene Merkmale von ªrbeitnehmenden im Alter von 43 bis 65 Jahren in Deutschland kontrolliert. Es zeigen sich positive Zusammenhänge zwischen einer Veränderung des Digitaliierungslevels in den Berufen und der (gewünschten) Weiterbildungsbeteiligung. Je ausgeprägter die Veränderung des Digitalisierungslevels in den Berufen, desto stärker scheinen weibliche Beschäftigte in der Weiterbildungsbeteiligung gegenüber Männern benachteiligt zu sein." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A longitudinal perspective on the interplay of job demands and destructive leadership on employees' work ability in Germany (2023)
Zitatform
Kunz, Carolin & Catrin Millhoff (2023): A longitudinal perspective on the interplay of job demands and destructive leadership on employees' work ability in Germany. In: International Archives of Occupational and Environmental Health, Jg. 96, H. 5, S. 735-745. DOI:10.1007/s00420-023-01962-z
Abstract
"Work ability as a predictor of early retirement or lengthy/frequent sick leaves becomes more and more relevant due to the demographic change. Therefore, factors, which affect employees' work ability, need to be further examined with a theoretical base. According to Karasek's job demands–control (JDC) model, high job demands and low control are related to poor employee health. The subsequent job demands–control support (JDCS) model proposed that a lack of support, also from leaders, has a negative impact on health indicators. This article looked at whether destructive leadership reinforces the negative influence of high job demands on employees' work ability." (Author's abstract, IAB-Doku, © Springer-Verlag) ((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
Graying and Staying on the Job: The Welfare Implications of Employment Protection for Older Workers (2023)
Zitatform
Morris, Todd & Benoit Dostie (2023): Graying and Staying on the Job: The Welfare Implications of Employment Protection for Older Workers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16430), Bonn, 44 S.
Abstract
"We study the welfare implications of employment protection for older workers, exploiting recent bans on mandatory retirement across Canadian provinces. Using linked employer- employee tax data, we show that the bans cause large and similar reductions in job separation rates and retirement hazards at age 65, with further reductions at higher ages. The effects vary substantially across industries and firms, and around two-fifths of the adjustments occur between ban announcement and implementation dates. We find no evidence that the demand for older workers falls, but the welfare effects are mediated by spillovers on savings behavior, workplace injuries, and spousal retirement timing." (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
The contribution of work and health-related lifestyle to educational inequalities in physical health among older workers in Germany. A causal mediation analysis with data from the lidA cohort study (2023)
Zitatform
Rohrbacher, Max & Hans Martin Hasselhorn (2023): The contribution of work and health-related lifestyle to educational inequalities in physical health among older workers in Germany. A causal mediation analysis with data from the lidA cohort study. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0285319
Abstract
"Objectives: The objective of the study was to investigate the contribution of work factors and health-related lifestyle to educational inequalities in physical health among older workers in Germany by applying causal mediation analysis with longitudinal data. Methods: Data from the German lidA study was used. 2653 persons (53% female, 47% male) aged 46 (born 1965) and 52 (born 1959) at baseline were followed up for seven years with exposure and outcome assessments in 2011 (t0), 2014 (t1) and 2018 (t2). The total effect of education on physical health was decomposed into a natural direct effect (NDE) and a natural indirect effect (NIE) by using a sex-stratified causal mediation analysis with an inverse odds weighting approach. Baseline health, partner status and working hours were entered as a first set of mediators preceding the putative mediators of interest. All analyses were adjusted for age and migrant status. Results: Independent of the first set of mediators, work factors explained 21% of educational inequalities in physical health between low and high educated women and 0% comparing moderate versus high educated women. The addition of health behaviors explained further 26% (low vs. high education) and 20% (moderate vs. high education), respectively. Among men, net of the first set of mediators, work factors explained 5% of educational inequalities in physical health between low and high educated and 6% comparing moderate versus high educated persons. Additional 24% (low vs. high education) and 27% (moderate vs. high education) were explained by adding health behaviors to the models. Conclusions: To reduce educational inequalities in physical health among older workers in Germany, interventions to promote healthy behaviors are promising. Improving working conditions is likely an important prerequisite." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job quality trajectories among baby-boomers in Germany and their consequences for the motivation to work – results from the lidA cohort study (2023)
Zitatform
Stiller, Michael, Nina Garthe & Hans Martin Hasselhorn (2023): Job quality trajectories among baby-boomers in Germany and their consequences for the motivation to work – results from the lidA cohort study. In: Ageing & Society, Jg. 43, S. 1638-1660. DOI:10.1017/S0144686X21001343
Abstract
"In light of a large proportion of older workers leaving the German labour market in the near future, policy makers aim to extend working lives to ensure sustainability of the social security system. In this context, safe and healthy working conditions are considered a precondition for encouraging employment participation. To understand better the role of the work environment in pre-retirement years, we draw upon an established model of five job quality profiles for the German ageing workforce. We explored seven-year profile development and linked selected manual and non-manual job quality trajectories to the motivation to work (MTW) using data from the 2011, 2014 and 2018 assessments of the lidA cohort study (valid N = 2,863). We found that older workers shifted to physically less-demanding profiles. Individual profile stability was prevalent among one-third of the workers. In 2018, there was a higher MTW when job quality remained favourable or improved early, while later improvements were associated with lower MTW. Early deterioration of job quality was associated with lower MTW levels among workers with non-manual trajectories only. The results highlight the dynamic job quality situation of the older German workforce and the importance of adopting a person-centred perspective when investigating working conditions and its effects. They further underline the need to consider quality of work when designing and implementing strategies to extend working lives." (Author's abstract, IAB-Doku) ((en))
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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
Organizational Response to Workforce Aging: Tensions in Human Capital Perspectives (2022)
Zitatform
Berg, Peter & Matthew M. Piszczek (2022): Organizational Response to Workforce Aging: Tensions in Human Capital Perspectives. In: Work, Aging and Retirement, Jg. 8, H. 1, S. 7-24. DOI:10.1093/workar/waab026
Abstract
"The proportion of older workers in the labor force is increasing. While much research over recent decades has suggested that this will create significant challenges for organizations, current evidence suggests that age-related human resource management practices are rare. Using a grounded theory approach, we examine why organizations are not adopting formal practices and what they are doing instead of using data from 43 interviews and focus groups within eight German and U.S. manufacturing facilities in 3 organizations. We find significant tension between perceptions of aging’s impact by top managers and unit supervisors. Lacking top-level formal support for age-related initiatives, our evidence shows supervisors adopting more informal, unit-level responses that do not require significant reorganization of work, masking the impact of workforce aging to top leaders. We also develop a typology of practices used to respond to workforce aging based on their effects on human capital flows in and out of the organization. Finally, we find that while aging is assessed similarly in the U.S. and Germany, German firms have greater flexibility and more formal practice options in their response due to employee relations systems, working time arrangements, and human resource planning systems which pressure organizations more to adopt formal practices. Our results inform a human capital perspective of the organizational response to workforce aging." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assessing the Capacity to Work Among Older Workers: A Survival Analysis of Retirement Behavior (2022)
Zitatform
Boissonneault, Michaël & Joop de Beer (2022): Assessing the Capacity to Work Among Older Workers: A Survival Analysis of Retirement Behavior. In: Work, Aging and Retirement, Jg. 8, H. 1, S. 38-50. DOI:10.1093/workar/waab008
Abstract
"Whether increases to statutory retirement ages will have the anticipated effect in countries of the Organization for Economic Co-operation and Development (OECD) depends on whether workers have the health capacity to postpone retirement. Methods that were proposed to measure the capacity to work at older age are ill-designed to assess inter-cohort trends, which is important for determining whether the amount of years spent retired and in good health is keeping up with increases in the statutory retirement age. We propose to measure the capacity to work as the amount of time that people would spend working if they kept working until poor health forces them to retire. We find that American workers born in 1936–1947 spent 9.4 years working between ages 55 and 69 but had the capacity to work an additional 3.3 years. We further find significant inter-cohort increases in the years spent working but insignificant ones in the years spent able to work, which might point toward a decrease in the years spent retired and in good health. Increases in the educational attainment of younger cohorts have had a positive effect on the capacity to work, but the expansion of obesity a negative one. Finally, we find similar trends among men and women as well as among Whites and non-Whites, although the capacity to work is much lower among non-Whites. Our results show the importance of considering inter-cohort changes in the capacity to work when designing policies that aim at inducing higher retirement ages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Happy at Work - Possible at Any Age? (2022)
Carleton, Cheryl; Kelly, Mary T.;Zitatform
Carleton, Cheryl & Mary T. Kelly (2022): Happy at Work - Possible at Any Age? (Villanova School of Business working paper 51), Villanova, PA, 31 S.
Abstract
"With the growing attachment of older workers to the labor force and their engagement in alternative work arrangements, it is important to investigate the characteristics of older cohorts of individuals who are in the labor market and the factors that influence job satisfaction, as job satisfaction may be a predictor of which older individuals are likely to continue to work and in what type of work arrangement. This study uses several recent years of the General Social Survey to both explore the characteristics of older workers and investigate what contributes to job satisfaction, controlling for both gender and work arrangement. It splits the sample of workers into two cohorts to test for differences in job satisfaction between those who are nearing retirement age (55-64) and those who continue to work post the traditional retirement age (65-80). For the sample as a whole, and similar to other studies, we find that job satisfaction is higher for women and for those who work in alternative work arrangements as compared to those in regular jobs. We also find that there are differences in what contributes to job satisfaction between the two groups of older workers. These outcomes may inform firms about what they might do in order to keep these workers as well as informing the government on whether it is necessary to rethink how some benefits are both provided and paid for." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workforce age trends and projections (2022)
Zitatform
Deller, Jürgen & Ulrich Walwei (2022): Workforce age trends and projections. In: H. Zacher & C. W. Rudolph (Hrsg.) (2022): Age and Work, S. 25-43.
Abstract
"This chapter addresses driving forces of employment-to-population rates for older workers. To that end, it compares and analyzes the process of aging in both the population and the workforce. Adopting a global perspective, the chapter first takes a look at worldwide population developments in past, present and future, followed by a comparison of trends in ten industrial countries representing three continents, diverse cultural backgrounds and notable differences in their economic and social development. The third section focuses in more depth on four short case studies that appear to be particularly prototypical for different contexts. Given the high variance in cultures of work and welfare state systems in and around Europe, we selected Germany, Israel, Italy and Sweden to examine the situation of older workers and related developments. Each country stands for a specific configuration, e.g. because it may represent a trend reversal, a continuously outstanding performance or lasting problems. The conclusion summarizes the main findings and provides guidelines for further research in this context." (Author's abstract, IAB-Doku, © Taylor & Francis Group) ((en))
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Literaturhinweis
The Role of Employment Protection Legislation Regimes in Shaping the Impact of Job Disruption on Older Workers' Mental Health in Times of COVID-19 (2022)
Zitatform
Di Novi, Cinzia, Paolo Paruolo & Stefano Verzillo (2022): The Role of Employment Protection Legislation Regimes in Shaping the Impact of Job Disruption on Older Workers' Mental Health in Times of COVID-19. (JRC working papers in economics and finance 2022,02), Brüssel, 32 S.
Abstract
"This study exploits individual data from the 8th wave of the Survey of Health, Ageing and Retirement in Europe (SHARE) and the SHARE Corona Survey to investigate the mental health consequences of COVID-19 job disruption across different European countries. It focuses on older workers (aged 50 and over) who were exposed to a higher risk of infection from COVID-19 and were also more vulnerable to the risk of long-term unemployment and permanent labour market exits during economic downturns. The relationship between job disruption in times of COVID-19 and older workers' mental health is investigated using differences in country-level employment legislation regimes in the EU. European countries are clustered into three macro-regions with high, intermediate and low employment regulatory protection regulations, using the Employment Protection Legislation (EPL) aggregate score proposed by the OECD. Results reveal a clear EPL gradient: job disruption has a positive and significant impact on older workers' psychological distress especially in those countries where EPL is more binding. The present findings suggest possible mitigating measures for older unemployed in the EU countries with higher Employment Protection legislation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Field Study of Age Discrimination in the Workplace: The Importance of Gender and Race. Pay the Gap (2022)
Zitatform
Drydakis, Nick, Anna Paraskevopoulou & Vasiliki Bozani (2022): A Field Study of Age Discrimination in the Workplace: The Importance of Gender and Race. Pay the Gap. (IZA discussion paper 15567), Bonn, 33 S.
Abstract
"The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting. In order to answer the research question the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector. The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in-line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than they do for men. This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to their motivation, productivity, and health, such prejudices against older individuals may be considered Taste-based discrimination. If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adop" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Auswirkungen des Wandels der Arbeit auf Gesundheit und Beschäftigung bei älteren Erwerbstätigen in Deutschland: Abschlussbericht zum Vorhaben lidA III : Laufzeit 1.11.2017 – 31.03.2021, Bericht vom 15.07.2021 (2022)
Zitatform
Ebener, Melanie, Nina Garthe, Marieke Dettmann, Rebecca Ruhaas & Hans Martin Hasselhorn (2022): Auswirkungen des Wandels der Arbeit auf Gesundheit und Beschäftigung bei älteren Erwerbstätigen in Deutschland. Abschlussbericht zum Vorhaben lidA III : Laufzeit 1.11.2017 – 31.03.2021, Bericht vom 15.07.2021. 168 Seiten.
Abstract
"Die Globalisierung der Wirtschaft und der technische Fortschritt verändern die Arbeitsbedingungen der Beschäftigten, Digitalisierung und Flexibilisierung der Arbeit nehmen zu. Aufgrund des demografischen Wandels ist unter den Beschäftigten ein wachsender Anteil Älterer von diesen Veränderungen betroffen. Die Auswirkungen auf diese Gruppe sind noch nicht einzuschätzen. Potenziale zeichnen sich ebenso ab wie Risiken, sowohl für den Einzelnen als auch (in der Folge) für Unternehmen und Gesellschaft. Ziel dieses Projektes war es, aus Arbeitsschutzperspektive interdisziplinär zu untersuchen, wie sich aktuelle Aspekte des Wandels der Arbeit auf Gesundheit, Arbeitsfähigkeit und Erwerbsteilhabe bei Erwerbstätigen ab dem 46. Lebensjahr auswirken. In der seit 2009 laufenden repräsentativen lidA-Kohortenstudie (leben in der Arbeit - www.lida-studie.de) wurden sozialversichert Beschäftigte der Geburtsjahrgänge 1959 und 1965 (‚Babyboomer‘) in 3-Jahres-Abständen (NWelle1(2011) = 6.585, NWelle2(2014) = 4.244) zu Arbeit, Gesundheit, Erwerbsteilhabe und persönlichen Rahmenbedingungen befragt. Die dritte Erhebungswelle 2017 legte ihren Schwerpunkt auf die Themen Digitalisierung und Flexibilisierung der Arbeit im höheren Erwerbsalter, Erhalt der Beschäftigungsfähigkeit durch Tätigkeitswechsel sowie Teilhabe durch Arbeitsgestaltung zum Erhalt von Gesundheit und Arbeitsfähigkeit. Die Befunde und Erkenntnisse wurden aufbereitet für Fachpersonen, die mit betrieblicher Prävention und Arbeitsgestaltung befasst sind, die breitere Fachöffentlichkeit und die Wissenschaft." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Elderly Left Behind? How Older Workers Can Participate in the Modern Labor Market (2022)
Zitatform
Falck, Oliver, Valentin Lindlacher & Simon Wiederhold (2022): Elderly Left Behind? How Older Workers Can Participate in the Modern Labor Market. In: EconPol Forum, Jg. 23, H. 5, S. 16-19.
Abstract
"Digital skills are positively related to employment prospects and productivity of older workers. They also enable older workers to work in high-paying jobs. Fortunately, digital skills can be acquired and honed at all ages. Policymakers should incentivize employers to offer more training for the elderly and fund training programs in higher-education institutions. At present, the elderly show huge international differences in digital skills, larger than those for younger groups" (Text excerpt, 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
Ageing in the labour market: a spatial VAR approach (2022)
Zitatform
Giannini, Massimo, Cristiana Fiorelli & Barbara Martini (2022): Ageing in the labour market: a spatial VAR approach. In: Spatial Economic Analysis, Jg. 17, H. 4, S. 538-556. DOI:10.1080/17421772.2022.2036361
Abstract
"This study examines the effects of ageing on per capita labour income, consumption and wealth of the working population in Italian provinces. Starting from the overlapping generations (OLG) model of perpetual youth, we estimate a spatial vector autoregressive (VAR) model to investigate how ageing affects the model’s dynamics. We find that ageing positively impacts per capita labour income and wealth, consequently having an adverse effect on consumption (over-accumulation). A simple exercise shows that over-accumulation is beneficial to the Italian social security system." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job tasks and cognitive skill accumulation (2022)
Zitatform
Liu, Qinyi & Belton M. Fleisher (2022): Job tasks and cognitive skill accumulation. In: Applied Economics, Jg. 54, H. 49, S. 5734-5753. DOI:10.1080/00036846.2022.2052009
Abstract
"Individuals’ cognitive skills can be improved through learning by doing various tasks at work. We report the results of studying rich information on job tasks performed at the individual level based on three measures of job task complexity: (i) overall job complexity, (ii) analytical task intensity, and (iii) interactive task intensity. Controlling for task selection, we show that both overall job task complexity and analytical tasks can contribute to the development of a worker’s cognitive skills, while interactive tasks play a less significant role. Furthermore, we find that complex job tasks can offset the effect of aging on cognitive functioning. We show the implications of our research results for work design, cognitive interventions, and retirement policies." (Author's abstract, IAB-Doku) ((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))
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früher (möglw. abweichend) erschienen als: ZEW discussion paper
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