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This study examines the consequences of retirement for the continuation of work-related personal ties. The hypothesis is that their inclusion in personal networks after retirement has become more likely because these relationships have become less role based in today's social-cultural context. Data are from the Longitudinal Aging Study Amsterdam. Members of two cohorts born during the periods 1928–1937 ( N = 109) and 1938–1947 ( N = 131) were interviewed in 1992 and 2002, respectively, with a follow-up 3 years later. Among retirees, the likelihood of having work-related relationships in their personal network after retirement increased by 19% in 10 years. This suggests that retirement has become less disruptive. Retirees seem more inclined to form intrinsically rewarding work-related relationships that continue to be important following retirement. [ABSTRACT FROM AUTHOR]

This study's central research question is: “How do managers evaluate the desirability of early retirement of their employees, and under what circumstances and for what types of workers are they in favor of delay?” We sought to compare managers' and business students' decision making regarding older workers. We examined the extent to which student samples are appropriate to study organizational behavior. An identical factorial survey was carried out among 26 managers and 25 business school students. The results revealed that business students concentrate on performance-related individual characteristics when making selection decisions, whereas managers also recognize contextual factors (need for downsizing, tight labor market) and older workers' attitudes toward retirement. [ABSTRACT FROM AUTHOR]