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Quantitative research on how grandparents fare when looking after grandchildren has mainly focused on general wellbeing indicators, showing that grandparenting is linked to higher wellbeing. However, global assessments of wellbeing reveal little about activity-specific experiences and only indirectly provide insights about how grandparents experience grandchild care. Whereas qualitative studies have observed diversity in grandparenting experiences, quantitative insights regarding potential strains of grandparenting are scarce. This study examines directly to what extent grandparents experience supplementary grandchild care as burdensome and obligatory, and tests – building on role strain theory – how differences in grandparents' characteristics can explain these experiences. Analyses are based on data collected in 2015 and 2018 among 3,429 Dutch grandparents who look after grandchildren. Descriptive findings show that 20 per cent of the studied grandparents experienced grandparenting as fairly/very burdensome and 8 per cent as fairly/very obligatory. Ordinal logistic regression models with random effects show that more-intense grandparenting situations were linked to higher levels of burden and obligation. Moreover, grandparents in poor health, higher education and those with other responsibilities (e.g. paid work) were relatively more likely to experience higher levels of burden and obligation. Our findings imply that the understanding of non-custodial grandparenting as only rewarding might be one-sided, as positive and negative experiences can go together. There appears to be substantial heterogeneity in how grandparents experience looking after their grandchildren. [ABSTRACT FROM AUTHOR]

With an increasing retirement age, more older adults are combining employment with informal care-giving responsibilities. However, little is known about how older workers experience care-giving activities next to their paid jobs. This study aims to fill this gap by examining how the work situation (i.e. working hours, occupational status and perceived access to human resources practices) is associated with feelings of gratification, burden and stress in care-giving. Using data from the NIDI Pension Panel Survey, we study care-giving experiences – in other words, the extent to which care-giving activities are gratifying, burdensome or stressful – of 1,651 Dutch older workers (age 60–65) who provide care at least once per week. Multivariate analyses reveal that the work situation plays an explanatory role next to socio-demographic factors and indicators of the care-giving situation. Working care-givers who feel they have access to phased retirement and organisational health support experience care-giving as relatively less burdensome and stressful. Moreover, those with access to phased retirement experience relatively higher levels of gratification in care-giving. Our findings suggest that the availability of organisational support relates to lower levels of care-giving burden and stress, and to some extent to higher levels of gratification. Organisations thus play an important role in facilitating the combination of work and care-giving obligations in a context of longer working lives. [ABSTRACT FROM AUTHOR]

Scientific research has made great progress towards a better understanding of the determinants and consequences of working after retirement. However, working conditions in post-retirement jobs remain largely unexplored. Therefore, using information on working conditions such as job demands, job control and work hours, we investigate whether working retirees can be categorised by the quality of their jobs. Using data from the Survey of Health, Ageing and Retirement in Europe, we perform latent class analysis on a sample of 2,926 working retirees in 11 European countries. The results point to the existence of two sub-groups of working retirees. The first is confronted with high-strain jobs, while the second sub-group participates in low-strain jobs. Subsequent (multi-level) logit analysis undertaken to describe the two classes further suggests that classification in either group is predicted by the socio-economic status of working retirees and by the context of poverty in old age in the countries in question. We conclude that working after retirement in a high-strain job may be conceptually different from working in a low-strain job. [ABSTRACT FROM AUTHOR]

Older job applicants are vulnerable to stereotype-related bias in the recruitment process. In the current study, we examined how managers’ job interview invitation decisions regarding older job applicants are influenced by applicants’ human capital-related characteristics, general economic conditions and managers’ perceptions of changes in organisational job demands. Data were collected in two waves of a vignette experiment, three years apart, among a sample of 211 Dutch managers from various organisations. Multi-level analysis showed that managers were more likely to invite older job applicants who had matching qualifications, were employed at the time of application and came with recommendations. In addition, managers’ propensity to invite older job applicants was higher in better economic conditions. The effects of recommendations were moderated by the general economic conditions and changes in organisational job demands, such that a recommendation from another employer was especially influential in bad economic conditions, while a recommendation from an internal employee was especially influential when job demands had increased. The results emphasise the importance of considering the organisational and economic context in understanding the recruitment of older workers. The findings also suggest that older workers, employers and policy makers should invest in older workers’ human capital to protect their employability. [ABSTRACT FROM AUTHOR]

Why is it that many people fail to seek retirement planning advice when doing so is clearly indicated? Distrust of financial intermediaries is often presented as the common answer. But this paper shows that trust issues are only part of the answer; an appreciable proportion of individuals experience anxiety at the prospect of visiting a financial adviser. In the present investigation, financial adviser anxiety is studied among 950 Dutch adults over the age of 50. Anxiety levels were measured using a six-item scale that was administered as part of a larger nationwide investigation on retirement attitudes and behaviour. Findings revealed that nearly one-third of respondents reported having moderate to severe levels of anxiety at the prospect of visiting a financial professional. Furthermore, a hierarchical regression analysis revealed that strong predictors of anxiety included one's educational level, income, age, level of future time perspective, risk tolerance, financial knowledge and scepticism regarding whether advice from a financial professional can be trusted. A cluster analysis using demographic and psychological covariates identified three separate groups of older adults that were found to differ in terms of their mean level of anxiety. Those who had low levels of education and low incomes were found to disproportionately display high levels of financial adviser anxiety. [ABSTRACT FROM AUTHOR]

This article examines work-related factors and their impact on the retirement decision-making process. We particularly focus on organisational human resources policies and normative climate regarding retirement. Organisations create opportunities and conditions for career extension via their personnel instruments. The normative climate may encourage or discourage retirement. We use a ten-year follow-up study among 1,458 older employees in the Netherlands aged 50–59 at baseline. Results reveal that older workers are sensitive to social approval earned from their co-workers and supervisor. A social climate that supports working up to higher ages is an important requisite for reducing the attractiveness of the early retirement option. Retirement intentions, formed in the years prior to retirement, are shaped by workplace norms and supervisors' attitudes. Results indicate that in order to delay retirement, policy initiatives cannot be reduced to altering financial restrictions surrounding retirement but need to address the forces at the organisational level that channel workers out of employment. [ABSTRACT FROM PUBLISHER]

Retirement is an event that often brings about great changes in a person's personal and social life. For many people, work is not only a way to fill time and earn money, but also important for their identity and meaning in life. After retirement, these benefits of work are lost, and it is expected that people will seek substitutes for this loss. This paper focuses on the effects of retirement on informal civic activities such as the support given to family and friends as well as more formal types such as volunteering and organisational involvement. Using two waves from the Netherlands Kinship Panel Study, a conditional change model is employed. Two groups are compared: men and women who kept working, and men and women who retired. Results show that following retirement, people appear to change the nature of some relationships by providing more instrumental support. Furthermore, retirees seem to start spending more time volunteering after retirement, and they increase their organisational memberships. Implications, strengths and limitations of the study are discussed. [ABSTRACT FROM PUBLISHER]

Retirement is an event that often brings about great changes in a person's personal and social life. For many people, work is not only a way to fill time and earn money, but also important for their identity and meaning in life. After retirement, these benefits of work are lost, and it is expected that people will seek substitutes for this loss. This paper focuses on the effects of retirement on informal civic activities such as the support given to family and friends as well as more formal types such as volunteering and organisational involvement. Using two waves from the Netherlands Kinship Panel Study, a conditional change model is employed. Two groups are compared: men and women who kept working, and men and women who retired. Results show that following retirement, people appear to change the nature of some relationships by providing more instrumental support. Furthermore, retirees seem to start spending more time volunteering after retirement, and they increase their organisational memberships. Implications, strengths and limitations of the study are discussed. [ABSTRACT FROM AUTHOR]

Retirement is characterised as a dynamic process that has several different outcomes, from early retirement to re-entry to the labour force. Recent studies of the Dutch population show that a substantial number of early retirees re-enter the workforce after early retirement, but others do not succeed even though they want to return to paid work. An often-named reason for their failures is bias in the selection process. This raises the questions as to what restrictions do early retirees face in the labour market and what are the characteristics that enhance or limit their hiring chances? The aim of this study was to identify the individual and organisational characteristics that influence managers' hiring decisions, and for the purpose a vignette study among Dutch managers and business students was conducted. Profiles of hypothetical early retirees were presented to the respondents who were then asked to make decisions whether of not to employ the individual. The results show that hiring early retirees is of low priority to both managers and students, and depends to a large extent on organisational factors (such as personnel shortages) and the age of the retiree. The findings suggest that despite equal opportunities policies, age discrimination is still present on the Dutch labour market and that managers generally hinder the re-employment of workers approaching the retirement age. [ABSTRACT FROM PUBLISHER]

What drives the perceptions of pension savings adequacy and what do workers expect to receive when they retire ? These questions are assessed among married workers using an identical survey distributed to Dutch and American workers in 2007. Despite marked differences in expected pension replacement rates — where the Dutch replacement rates are systematically higher than the American rates — the perceived savings adequacy is more or less the same across Dutch and American workers. In both countries, about half of the respondents were confident they had amassed sufficient retirement savings. Individuals' perceived savings adequacy was found to be influenced by three groups of factors : trust in pension institutions (pension funds, banks, insurance companies and governments), social forces and psychological dispositions. This study shows that differences in the dispositions of workers (with respect to future orientation and financial planning) played a far larger role in explaining differences in perceptions of savings adequacy in the United States than in The Netherlands. Dutch workers rely and trust their pension fund and seem to leave thinking about and planning for retirement to its managers. [ABSTRACT FROM AUTHOR]

This article examines whether the different welfare states of the European Union member states engender different policy preferences and attitudes among the population. More specifically, it investigates variations in attitudes towards population ageing and pension reforms, and variations in people's retirement age preferences and expectations. It is shown that despite the different cultures and welfare traditions in the old and new member states, there are commonalities in people's value orientations and views about population ageing, not least that the vast majority are pessimistic about the consequences. In both Eastern and Western Europe, the most popular options for pensions reform are to raise taxes and to extend working life, and few favour reducing pension benefits. Despite these similarities, there are also marked attitudinal differences. Eastern Europeans rely more on their children for old-age care and are much more in favour of a pension structure in which benefits depend on the number of children. On personal expectations and preferences for retirement, it is shown that both Eastern and Western Europeans expect to retire from the labour market at an older age than the current actual retirement age. [ABSTRACT FROM AUTHOR]

Examines the implications of early retirement for the aged workers in the Netherlands. Evidence from a labor market and population survey; Assessment of the aged worker's inclination for retirement intentions; Impact of a retirement reform on delay of the retirement date.