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Information obtained from a highly selected group of healthy, financially secure male university faculty retirees indicates that nearly all work for pay after retiring. Continued working does not seem to be contingent upon the ready availability of jobs, but is related to a personal dislike of retirement, intending to work after that event, active pre-retirement involvement in work, and the presence of younger friends who are working. We have suggested that work after retirement can be conceptualized as due to a mutually reinforcing interaction among the variables examined. [ABSTRACT FROM PUBLISHER]

This article examines the internal distinctions and populational generality in the sociological theory of balance by sociologist F. Heider. Heider's theory is, perhaps, the simplest of all the related balance theories. The article concentrates on this particular theory, paying especial attention to certain discriminations which are made in it, but which have been disregarded in some of the later theories, in order to determine the usefulness of these distinctions. Heider distinguishes between person and object entities, and between sentiment and unit relations. While the various balance theories tend to differ in the particular types of situation in which they are interested, they all agree that the balanced state is the preferred one, and suggest that such preference is widespread in the general population. Heider has expressed uncertainty about the application of balance theory to non-normal persons, suggesting that preference for the balanced state may only characterize normal persons. In this article, Heider's theory of balance was examined in order to determine whether the differentiations of entities and of relations made in this theory are necessary, and whether preference for the balanced state is general over different classes of subjects.

Responses of a randomly selected group of employees who were questioned about their attitudes concerning a proposed retirement planning program indicated that while there was almost universal agreement that such a program was desirable and age 45 an appropriate one at which to start, attendance would differ markedly with occupational status. Regardless of age, upper occupational status persons showed no interest, older (i.e., over age 44) middle-occupational status persons are more interested than are younger, but lower occupational status employees of all ages said they would attend such a program. The latter being the case, it was suggested that a retirement planning program which was also concerned with improving the present situation might be more beneficial than one which concentrated on post-retirement life. [ABSTRACT FROM PUBLISHER]

In trying to determine why, when there is no financial need, some men are more likely to work after retirement than are others, six areas are considered: personal background, sociological factors, the perceived place of work, cognitive and physiological capabilities, attitude to work and retirement, and personality factors. While factors in any one of these areas may influence retirement work, because older persons must have proven capability at work and also because ability is related to doing good work, those who work after retirement will probably be among the more capable workers, have high interest and involvement in work and work-related activities, little interest in other matters, and have a stronger attraction to work than to retirement. Other matters will only be relevant insofar as they affect the individual's ability to work well. [ABSTRACT FROM PUBLISHER]