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Using annual household surveys from 2004 to 2019, we examine the existence of a gender labor income gap among older persons in Peru. Two labor income models are estimated: Model 1 uses a basic set of demographic, socioeconomic, and personal characteristics as regressors (also called endowments); Model 2 uses the basic set plus additional personal characteristics. The Misner‐type relationship holds with positive returns for education and experience, and the anticipated association to the endowments. The Oaxaca‐Blinder decomposition yields an explained labor income gender gap of 44.4% (Model 1) and 51.5% (Model 2), i.e., controlling for endowments, approximately one half of the labor income difference remains unexplained and can be attributed to discrimination and labor segregation. In light of these results, we estimate Model 3 with two additional variables (head of household and beneficiary of intergenerational private transfer) which attempt to capture gendered stereotypes. With these two variables which provide information on gender discrimination the explained labor income gap for Model 3 is 71.1%—an increase of 19.6%. The unexplained component of the difference in labor income amounts to 28.8% that we attribute to unobserved variables that operate as post‐labor market elements in patriarchal societies. Results show that gender inequity during a woman’s life‐span manifests acutely among older women, which raises important implications for policy interventions.

Purpose – to analyze the situation of age discrimination at work and to give some reflections from job ads in the case of Turkey. Design/Method/Approach of the research. This study presents a limited depiction of age discrimination occurring in Turkey by analyzing job ads. Findings. One of the most critical demographic issues for the entire world, especially for the advanced world, is aging. It is essential as it necessitates some critical regulations that have economic and social consequences. During this aging trend, job seekers over a certain age in labor markets face age discrimination. Although many countries, both developed and developing, have some legal regulations against age discrimination, it remains a crucial form of discrimination. Where we can easily see this kind of discrimination is job ads. This study examined more than fifteen hundred job ads posted by İŞKUR, state-affiliated Employment Agency of Turkey, for the cities of Marmara Region of Turkey were examined. Nearly 20% of all job ads is indicating some statement for age limit. Research limitations/Future Research. Although just the age value indicated by employers in the ads itself does not mean an absolute age discrimination rate, 20 % is a vital implication for that kind of discrimination, and also, this figure implies the need for detailed further studies. Paper type – empirical.

Sara Viotti, Gloria Guidetti, Daniela Converso, Ilaria Sottimano Department of Psychology, University of Turin, Turin, ItalyCorrespondence: Gloria Guidetti Via Verdi 10, Turin 10124, ItalyEmail gloria.guidetti@gmail.comIntroduction: Due to the aging workforce, it will become even more common for organizations to count, among their employees, women who are dealing with menopause. To date, no knowledge is available regarding the work ability among menopausal women. With this view, the aim of the present study was to identify work-related psychosocial factors associated with work ability in a sample of menopausal working women.Methods: A self-report questionnaire was administered to 1069 menopausal women employed as administrative officers in the Italian public sector. The study design was cross-sectional.Results: Work ability was found to be negatively associated with family–work conflict (β = − 0.21, p = 0.0001) and positively associated with health-oriented organizational climate (β = 0.12, p = 0.0001), job autonomy (β = 0.08, p= 0.006), and skill discretion (β = 0.08, p= 0.048). Conversely, work ability did not show significant associations with job demands, flexible working hours, and social support.Discussion: From a practical point of view, our study identifies various areas of intervention that could foster job sustainability during menopause. In particular, our findings suggest that, to improve women’s job sustainability across their entire work-life span, it may be crucial to develop organizational policies, training, and activities specifically dedicated to sustaining menopausal women’s well-being.Keywords: work ability, menopause, aging workforce, women, work-related psychosocial factors

Background An ageing and a shrinking labour force implies that the prevention of a premature exit from work due to poor health will become more relevant in the future. Medical rehabilitation is a health service that aims at active participation in working life. The provision of this service will be relevant for an increasing part of the ageing labour force, namely, employees with a migrant background and their different subgroups. Thus, this study examines whether first- and second-generation employees with migrant background differ from non-migrants in their utilisation of rehabilitation services and whether within the subsample of migrant employees, those persons with foreign nationality differ from those with German nationality. Methods Socially insured employees born in 1959 or 1965 were surveyed nationwide in 2011 as part of the lidA cohort study (n=6303). Survey data of the first study wave were used to identify the dependent variable of the utilisation of rehabilitation (in- and outpatient), the independent variable of migrant status and the covariates of sociodemographic, work- and non-work-related factors. Applying bivariate statistics with tests of independence and block-wise logistic regressions, differences between the groups were investigated. Additionally, average marginal effects were computed to directly compare the adjusted models. Results The study showed that first-generation migrants had a significantly lower likelihood of utilising outpatient rehabilitation than non-migrants (fully adj. OR 0.42, 95% CI 0.22-0.82) and that average marginal effects indicated higher differences in the full model than in the null model. No significant differences were found between the first- or second-generation migrants and non-migrants when comparing the utilisation of inpatient rehabilitation or any rehabilitation or when analysing German and foreign employees with migrant background (n=1148). Conclusions Significant differences in the utilisation of outpatient rehabilitation between first-generation migrants and non-migrants were found, which could not be explained by sociodemographic, work- and non-work-related factors. Thus, further factors might play a role. The second-generation migrants resemble the non-migrants rather than their parent generation (first-generation migrants). This detailed investigation shows the heterogeneity in the utilisation of health services such as medical rehabilitation, which is why service sensitive to diversity should be considered.

The current landscape of retirement is changing dramatically as population aging becomes increasingly visible. This review of pressing retirement issues advocates research on (1) changing meanings of retirement; (2) impact of technology; (3) the role of housing in retirement; (4) human resource strategies; (5) adjustment to changing retirement policies; (6) the pension industry; and (7) the role of ethnic diversity in retirement.

An important current policy goal in many Western countries is for individuals to extend their working lives. Ageism has been identified as a possible threat to achieving this; furthermore, the ways in which ageism may affect this policy goal may have been underestimated. It has been claimed previously that ageism can be seen as discrimination against one’s future self and that a lifetime of internalising age stereotypes makes older people themselves believe the age stereotypes. The current article uses the English Longitudinal Study of Ageing to assess the degree to which internalised ageism is related to one’s preferred retirement age. For internalised ageism, assessments are made about the degree to which individuals consider themselves to be old; they agree that their age prevents them from undertaking activities; they are pessimistic about their own future health and that being old comes with deteriorating health more generally. Results show that health pessimism especially affects one’s preferred retirement age negatively, even when controlling for current health and other factors, and mainly for middle-educated women. Implications are discussed.

Item does not contain fulltext In the context of population aging and growing numbers of older workers and older couples, this study examines how educational assortative mating earlier in life is associated with the division of paid work later in life between partners of opposite-sex couples in the Netherlands. We observe 20 years of linked couples' employment trajectories, when the male partners were aged 45 to 65. This longitudinal and dyadic perspective enables us to examine long-term patterns in couples' division of paid work, including the timing of retirement, beyond snapshots of the division of paid work between partners at specific ages. We consider labor supply and labor demand factors for older workers in connection to cumulative (dis)advantage over the life course and argue that educational assortative mating earlier in life reinforces social inequality between couples later in life. We innovatively apply multichannel sequence and cluster analysis using retrospective data from four waves of the Family Survey Dutch Population (FSDP) for the 1916 to 1957 birth cohorts. Findings support a typology of five groups of older couples: 1) high-status dual-earners, 2) low-status dual-earners, 3) high-status male breadwinners, 4) low-status male breadwinners and 5) dual-jobless/disabled couples. The male breadwinner clusters are more prevalent overall (53 percent), but even among these relatively old birth cohorts, a substantial share of couples is in a long-term, stable dual-earner arrangement later in life (41 percent). The majority of dual-earner couples consists of two high-status earners (24 percent). Multinomial logistic regression analysis supports that educational assortative mating earlier in life is associated with a polarization into resource-rich high-status dual-earners and resource-poor low-status male breadwinner couples later in life. We conclude that educational assortative mating sets in processes of cumulative advantage and disadvantage over the life course that leave an enduring imprint on couples' linked late-life employment trajectories. 12 p.

Documentation of the survey design and instruments of DEAS-survey year 2014. The German Ageing Survey (DEAS) is a longitudinal survey for the analysis of life situations and biographies of people in the second half of their lives. The data is based on nationally representative surveying (cross-sectional and longitudinal) of some thousand participants from the age of 40 onwards.

Die Variablendokumentation dient der Übersicht aller Variablen in Deutsch und in Englisch, die bisher in den vier Befragungswellen des Deutschen Alterssuryveys (DEAS) von 1996 bis 2011 erhoben wurden. Anhand einer Zuordnung der einzelnen Variablen in verschiedene Themenblöcke wird so eine übersichtliche Dokumentation der bisher verwendeten Variablen erreicht. Die Variablendokumentation soll dem DEAS-Datennutzer als Übersicht über alle abgefragten Variablen und Skalen der verschiedenen Wellen dienen. Damit soll der Zugang und der Vergleich von Variablen im Längsschnitt und mit anderen Datensätzen vereinfacht werden. Als Grundlage für die Erstellung dienten die einzelnen Fragebogen, wobei die dritte Welle im Jahr 2008 als Referenz genutzt wurde. Folgende Informationen werden in der Variablendokumentation abgebildet: Alle Items der Variablen werden in Deutsch und in Englisch aufgelistet, die jeweilige Codierung dieser sowie die dazugehörigen Variablennamen und die Information, wo sich diese Variable befindet (CAPI/Drop-off und Welle) werden in einer Tabelle ersichtlich. Items einer Skala, die umkodiert wurden, um der Richtung der Skala zu entsprechen, wurden mit einem (*) gekennzeichnet. Zudem sind Referenzen für die eingesetzten Skalen aufgelistet. Im zweiten Kapitel der Variablendokumentation befindet sich eine Übersicht über alle eingesetzten Skalen des DEAS. Neben Kurzinformationen zu der jeweiligen Skala wird weiterhin die Welle aufgeführt, in der sie Verwendung findet. Weiterhin befindet sich in Kapitel drei der Variablendokumentation eine Übersicht über die generierten Konstrukte. Die Konstrukte sind Variablen, die nicht direkt dem DEAS-Fragebogen entnommen sind, aber mit Hilfe abgefragter Variablen gebildet werden, um dem Nutzer bei bestimmten thematischen Fragestellungen die Datenarbeit zu erleichtern. Zudem gibt es Konstrukte, die dem DEAS aus anderen Datenquellen hinzu gespielt werden, um für bestimmte Fragestellungen eine tiefergehende Analyse zu ermöglichen. Die tabellarische Darstellung der Konstrukte basiert auf der Welle 2011 und enthält eine Beschreibung des Konstrukts sowie die dazugehörige Codierung. In der Kurzbeschreibung zu jeder Welle werden die Konstrukte und die benutzten Variablen genauer beschrieben. Diese können – ebenso wie die Codebücher – über die Webseite des Forschungsdatenzentrums des Deutschen Zentrums für Altersfragen heruntergeladen werden: https://www.dza.de/fdz.html, This documentation of variables serves as an overview of all variables, which have been collected in the German Ageing Survey (DEAS) from 1996 to 2011, given in German and English. All variables are documented by assigning them to different thematic fields. This documentation provides a thorough overview over all collected variables and scales of the different waves. The single questionnaires served as basis for the compilation of this documentation, the third wave of the year 2008, however, has been used as reference. The following information can be found in this documentation: All items of the variables are listed in German and English. Their coding, the name of the variable and the information from which wave or in which instrument (CAPI or drop-off) the variable has been collected, is listed in a table. Items of scales which have been recoded to match the direction of the scale are marked with (*). Additionally, references for appliedscales are given at the bottom of the respective table. An overview over all scales used in the DEAS questionnaires can be found in the second chapter. Next to short information, the wave in which it has been used is given. Chapter three contains a summary of all derived variables that were generated to make analyses for specific thematic problems or questions easier. Some of these variables were generated from questions that had been used in the DEAS questionnaire. Other derived variables were added to the data from other sources in order to facilitate in-depth analyses in specific thematic fields. The short description of every wave of the DEAS describes all derived variables more closely. These – as well as the codebooks – can be downloaded from the website of the Research Data Centre of the German Centre of Gerontology at: https://www.dza.de/en/fdz.html

This article investigates the effects and risks of recent pension reforms in Germany. While German pension policy systematically supported early retirement for many years in order to relieve the regulated labour market in times of economic stagnation, there has been a substantial change of the pension policy paradigm in the more recent past. Latest reforms expect older people to prolong working life. Using data from the German Socio-Economic Panel (GSOEP) and applying micro-level longitudinal research methods, this contribution shows that the recent reversal of early retirement in Germany has been at the price of growing social inequalities in old age., Comparative Population Studies, Vol 38, No 4 (2013): Ageing Populations, Reversing Early Retirement and the Economic Situation of Older People in Modern Societies

In times of demographic change, with the associated challenges for social security systems and the looming lack of skilled workers, extending working life becomes increasingly significant. According to the continuity theory (Atchley 1989) we can assume that individuals who are satisfied with their structures and performance will stay at work longer. We will therefore examine whether motivation and perceived work ability have an influence on the desire for continued employment. In addition, we will answer the question of whether factors that have a positive influence on motivation and work ability also have a direct influence on continued employment. Besides objective factors such as enterprise size and occupational status, we will examine subjective factors, such as assessment of recognition, the demands, and the meaningfulness of the work for their contributions to the explanation. The following analysis is based on a survey taken in May 2008 together with the Bundesinstitut für Bevölkerungsforschung (BiB). It enables us to identify the desire for continued employment in old age, the existing work motivation, and the state of health. The core results of the statistical analysis show that in men high motivation is linked to the desire for continued employment in retirement age. This does not apply to women; for them, work ability is the decisive criterion. In general, we observe that a positive assessment of the subjective influencing factors strengthen work motivation. In addition, with regard to objective factors it was ascertained that for men the working hour regime (full-time work) and occupation status (salaried “white-collar” employees) correlate positively with the desire for continued employment. In particular, meaningful work increases motivation among men and work ability increases motivation among women. It appears important that enterprises convince their employees of the meaningfulness of the work. In Zeiten des demografischen Wandels, den damit verbundenen Herausforderungen für die sozialen Sicherungssysteme und einem drohenden Mangel an Fachkräften gewinnt eine Verlängerung der Lebensarbeitszeit zunehmend an Bedeutung. In Anlehnung an die Kontinuitätstheorie (Atchley 1989) wird davon ausgegangen, dass Individuen, die mit ihren Strukturen und Leistungen zufrieden sind, länger im Beruf verweilen. Daher wird untersucht, ob Motivation und wahrgenommene Leistungsfähigkeit einen Einfluss auf den Weiterbeschäftigungswunsch haben. Darüber hinaus soll die Frage beantwortet werden, ob Faktoren, die einen positiven Einfluss auf Motivation und Leistungsfähigkeit haben, auch einen direkten Einfluss auf die Weiterbeschäftigung zeigen. Neben objektiven Faktoren wie Unternehmensgröße und Stellung im Beruf werden subjektive Faktoren, wie z.B. Einschätzung der Anerkennung, der Anforderungen und der Sinnhaftigkeit der Tätigkeit, auf ihren Erklärungsbeitrag, überprüft. Die folgende Analyse basiert auf einer Befragung, die im Mai 2008 zusammen mit dem Bundesinstitut für Bevölkerungsforschung (BiB) durchgeführt wurde. Sie ermöglicht, die Weiterbeschäftigungswünsche im Alter, die vorhandene Arbeitsmotivation und den Gesundheitszustand zu identifizieren. Die zentralen Ergebnisse der statistischen Analyse zeigen, dass bei Männern eine hohe Motivation mit dem Wunsch nach einer Weiterbeschäftigung im Rentenalter verknüpft ist. Auf Frauen trifft dies nicht zu, für sie ist die Leistungsfähigkeit das entscheidende Kriterium. Generell zeigt sich, dass eine positive Einschätzung der subjektiven Einflussfaktoren die Arbeitsmotivation stärkt. Darüber hinaus wurde bezüglich der objektiven Faktoren ermittelt, dass bei den Männern das Arbeitszeitregime (Vollbeschäftigung) und die berufliche Stellung (Angestellte) positiv mit dem Weiterbeschäftigungswunsch korrelieren. Insbesondere eine sinnvolle Tätigkeit bei den Männern und die Leistungsfähigkeit bei Frauen erhöhen die Motivation. Für Unternehmen erscheint es wichtig, Mitarbeiter von der Sinnhaftigkeit der Tätigkeit zu überzeugen.

This article explores whether and to what degree information on the socioeconomic status – measured by professional status and disposable household income – allows making reliable statements on the willingness to remain in work in retirement age. These observations are controlled for professional and individual characteristics. The data basis is constituted by the study entitled "Continuing in employment in pensionable age" with N = 1,500 dependent employees aged from 55 to under 65. Logistic regressions show that the socioeconomic status makes a statistically-significant contribution towards explaining the willingness to continue in employment: In comparison to employees with a lower or medium professional status, those individuals who have a high professional status tended to be significantly more willing to remain in working life for longer. There is a negative connection between the disposable household income and the willingness to remain in employment in retirement age. The significant effects that were found are however restricted to the women in the study. Der Beitrag beschäftigt sich mit der Frage, ob und inwiefern Informationen über den sozioökonomischen Status – gemessen an der beruflichen Stellung und dem verfügbaren Haushaltseinkommen – zuverlässige Aussagen über die Bereitschaft, im Ruhestandsalter weiter zu arbeiten, treffen können. Kontrolliert werden diese Betrachtungen mit weiteren beruflichen und individuellen Merkmalen. Datengrundlage ist die Studie "Weiterbeschäftigung im Rentenalter" mit N = 1.500 abhängig Beschäftigten im Alter von 55 bis unter 65 Jahren. Mit Hilfe von logistischen Regressionen kann gezeigt werden, dass der sozioökonomische Status einen statistisch bedeutsamen Beitrag zur Erklärung der Weiterbeschäftigungsbereitschaft leistet: Im Vergleich zu Beschäftigten in einer unteren oder mittleren beruflichen Stellung waren die Personen, die eine hohe berufliche Stellung innehaben, signifikant eher bereit, länger im Erwerbsleben zu bleiben. Zwischen dem verfügbaren Haushaltseinkommen und der Bereitschaft, im Ruhestandsalter weiter beschäftigt zu sein, besteht ein negativer Zusammenhang. Die signifikanten Effekte beschränkten sich jedoch auf die befragten Frauen.

"Die geringe Teilnahme geringqualifizierter Arbeitnehmer in beruflichen Weiterbildungsmaßnahmen sowie der relative hohe Anteil Jugendlicher ohne Berufsabschluss stellen große Herausforderungen für die deutsche Arbeitsmarktpolitik dar. Pilot-Programme der Bundesagentur für Arbeit (BA) zur Verbesserung des Übergangs von der Schule in den Beruf sowie berufsbegleitende Weiterbildungsmaßnahmen für geringqualifizierte und ältere Arbeitnehmer werden vor dem Hintergrund des Konzeptes der "Übergangsarbeitsmärkte" (Transitional Labour Markets/TLM) analysiert. Bisherige Evaluationsergebnisse der BA-Pilotprogramme sind vielversprechend. Grundsätzlich stellt sich jedoch die Frage, ob die Institutionalisierung lebenslangen Lernens im Rahmen des Ausbaus der Arbeitslosenversicherung in eine Erwerbstätigenversicherung -eine prominente Empfehlung des TLM-Ansatzes- eine erfolgversprechende Politikstrategie sein kann." (Autorenreferat) "The current low participation rate of low-skilled workers in vocational re-training activities as well as the relatively high share of youth without vocational qualification are major challenges for German labour market policies. Recently implemented programs by the Federal Employment Service (BA) to improve the management of school-to-work transitions as well as re-training activities of already employed workers are analyzed in the framework of "Transitional Labour Markets" (TLM). The TLM approach provides a series of proposals to manage social risks deriving from the need of making transitions during the life course. Preliminary evaluation results of early intervention and BA re-training programs are promising so far. However, extending the existing programs or even institutionalizing life-long learning as a social right by converting contribution based unemployment insurance into employment insurance -a prominent TLM recommendation- would require high financial re-sources and possibly undermine individual as well as corporate responsibility." (author´s abstract)