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Objectives: Remaining active in older adulthood is widely endorsed by governments and policy-makers as a way of promoting public health and curbing welfare spending. Despite links between greater leisure activity in older adulthood and better health, cognitive function, and subjective well-being, there is a dearth of research investigating the impact of retirement on leisure activity engagement. Therefore, the primary goal of this study is to address this knowledge gap and investigate the impact of retirement on leisure activity engagement., Methods: Using panel data from 2 waves of a large-scale longitudinal survey of Dutch older workers (N = 4,927), we investigated the impact of retirement on hours spent engaging in physical, social, and self-development activities. We further investigated the differential impact of retirement on leisure activity in retirement based on various sociodemographic characteristics., Results: Although leisure activity increased across all 3 activity domains, conditional change ordinal least square regression models revealed that retirement resulted in significantly greater increases in activity relative to nonretirees. Additional analyses including interaction terms revealed that the impact of retirement on self-development and social activity differed significantly based on gender and education., Discussion: Our study demonstrates that while time in leisure activity largely increases in response to retirement the nature and magnitude of the impact of retirement on leisure activity is not uniform. From a policy perspective, findings that certain groups, namely men and lower--educated individuals, may be at greater risk of lower activity levels may help guide interventions promoting active aging and retirement., (© The Author(s) 2023. Published by Oxford University Press on behalf of The Gerontological Society of America.)

This study goes beyond a purely financial perspective to explain why single older workers prefer to retire later than their partnered counterparts. We aim to show how the work (i.e., its social meaning) and home domain (i.e., spousal influence) contribute to differences in retirement preferences by relationship status. Analyses were based on multiactor data collected in 2015 among older workers in the Netherlands ( N = 6,357) and (where applicable) their spouses. Results revealed that the social meaning of work differed by relationship status but not always as expected. In a mediation analysis, we found that the social meaning of work partically explained differences in retirement preferences by relationship status. We also show that single workers preferred to retire later than workers with a "pulling" spouse, earlier than workers with a "pushing" spouse, and at about the same time as workers with a neutral spouse.

Retirement is a major life-course transition for which some people plan more than others. Given that planning positively affects retirement adjustment, it is important to investigate the heterogeneity in retirement planning and its antecedents. While financial preparation has been thoroughly investigated, little is known about the activities older workers plan to do in retirement. We hypothesize that older workers' plans for retirement activities can be categorized into 3 domains: bridge employment, self-developmental leisure, and social leisure. Moreover, we expect these plans to be affected by workers' opportunities for continuity, spousal support, and perception of time. We test these hypotheses using data from the first wave of the Netherlands Interdisciplinary Demographic Institute Pension Panel Study (NPPS). The study consists of a sample of almost 6,800 Dutch older workers who were asked about their plans to engage in 10 different activities in retirement. Where relevant, spouses of older workers were also surveyed, providing multiactor data for these couples (N = 4,052). Our results support the classification of retirement activity plans into 3 domains. Moreover, the results of structural equation models confirm that the activities for which older workers plan are related to their opportunity structure (i.e., occupational status, number of preretirement leisure activities, number of social roles), spousal support to engage in these activities, and older workers' perception of time (i.e., future time perspective, perceived life expectancy). Our findings can help identify older workers who might face a more difficult retirement transition, because they have fewer plans to address the various psychosocial aspects of retirement. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The current landscape of retirement is changing dramatically as population aging becomes increasingly visible. This review of pressing retirement issues advocates research on (a) changing meanings of retirement, (b) impact of technology, (c) the role of housing in retirement, (d) human resource strategies, (e) adjustment to changing retirement policies, (f) the pension industry, and (g) the role of ethnic diversity in retirement., (© The Author(s) 2017. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.)

Purpose: Top managers guide organizational strategy and practices, but their role in the employment of older workers is understudied. We study the effects that age-related workplace norms of top managers have on organizations' recruitment and retention practices regarding older workers. We investigate two types of age-related workplace norms, namely age equality norms (whether younger and older workers should be treated equally) and retirement age norms (when older workers are expected to retire) while controlling for organizational and national contexts., Data and Methods: Data collected among top managers of 1,088 organizations from six European countries were used for the study. Logistic regression models were run to estimate the effects of age-related workplace norms on four different organizational outcomes: (a) recruiting older workers, (b) encouraging working until normal retirement age, (c) encouraging working beyond normal retirement age, and (d) rehiring retired former employees., Results: Age-related workplace norms of top managers affect their organizations' practices, but in different ways. Age equality norms positively affect practices before the boundary of normal retirement age (Outcomes a and b), whereas retirement age norms positively affect practices after the boundary of normal retirement age (Outcomes c and d)., Implications: Changing age-related workplace norms of important actors in organizations may be conducive to better employment opportunities and a higher level of employment participation of older workers. However, care should be taken to target the right types of norms, since targeting different norms may yield different outcomes., (© The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.)

Purpose of the Study: We offer an empirically based taxonomy of the human resource policies of European employers in relation to older workers. In particular, 3 age-based strategies are discussed and analyzed in a simultaneous fashion: a focus on exit through retirement, workplace accommodation measures, and employee development measures., Design and Methods: A sample of 3,638 organizations in 6 European countries (Denmark, Germany, Italy, The Netherlands, Poland, and Sweden) is analyzed to discover which of the 7 antecedents investigated herein are associated with the implementation of these human resource strategies. The key predictors are the proportion of older workers (aged 50 or older), organization size, seniority-based compensation, labor union involvement, training requirement, recruitment problems, and knowledge intensity. Structural equation modeling is used to assess whether these predictors are associated with the 3 latent factors., Results: The 7 key predictors of the 3 strategies show that these strategies are used simultaneously, but that the employers clearly use exit policies more intensively than they use development measures. Organizations thus use a dual approach to managing the employment of older workers. They may sort older workers either upwards (e.g., by encouraging career development and training) or outwards (by promoting early retirement). The same division can be detected when examining the effects of labor union involvement and seniority-based wages. When recruitment problems are encountered, more effort is directed toward accommodation and investment., Implications: Despite the warnings of policymakers about the possible consequences of an aging population, European employers are not yet formulating strategies that promote active aging, often still opting for the easy way out, via exit strategies., (© The Author 2014. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.)

Objectives: In empirical studies on predictors of retirement, midlife experiences have often remained implicit or been neglected. This study aims to improve our understanding of retirement by examining the impact of midlife educational, work, health, and family experiences on early retirement intentions and behavior. We distinguish theoretically and empirically between financial and nonfinancial preretirement factors through which midlife experiences could affect retirement., Methods: Using panel data of 1,229 Dutch male older workers, we estimated linear regression models to explain retirement intentions and logistic regression models to explain retirement behavior., Results: Midlife experiences in all studied life spheres are related to retirement intentions. Educational investments, job changes, late transitions into parenthood, and late divorces are associated with weaker intentions to retire early. Midlife health problems are related to stronger early retirement intentions. For midlife work and family experiences, the relationships are (partly) mediated by the preretirement financial opportunity structure. In the educational, work, and health spheres, the preretirement nonfinancial situation has a mediating effect. Only some of the predictors of retirement intentions also predicted retirement behavior., Discussion: Given the destandardization of life courses, information on distal life experiences might become even more important toward understanding retirement in the future.

This article addresses possible changes in Dutch employers' behavior regarding the recruitment and retention of older workers during the last decade. The authors analyze surveys administered to Dutch employers in 2000, 2002, 2005, 2008, and 2009. The results show that efforts to recruit older workers are changing, congruous with the economic climate, while retention behavior shows a clear and rather gradual time effect. The authors conclude that the position of older workers has improved between 2000 and 2008 and has done so in comparison with other underrepresented groups in the labor market. During the recession, recruitment of older workers declined substantially, while efforts to retain older workers are in both absolute and relative terms higher than in 2000. With respect to organizational policies, the authors conclude that throughout the period under observation these policies are dominated by measures that "spare" older workers.

Multiactor panel data on 778 Dutch employees were used to examine adjustment to and satisfaction with retirement. Regression analyses revealed that adjustment and satisfaction are related, but not identical. Adjustment problems arise from preretirement anxiety about the social consequences of retirement and from a lack of control over the decision. Retirement satisfaction is primarily related to the individual's access to key resources: finances, health, and the marital relationship. The study shows that the retirement transition is multidimensional. The transition involves two developmental challenges: adjustment to the loss of the work role and the social ties of work, and the development of a satisfactory postretirement lifestyle. Making a distinction between these two aspects of the retirement experience is important for a better understanding of the psychological process following retirement.

Objectives Many retirees continue to work in retirement, but the temporal dynamics of this process are not well understood. This article examined the extent to which retirees increase, decrease, and exit their work engagement over time. We hypothesized that different motives for postretirement work—financial, social, personal, and organizational—have differential affects on changes in work extent. Methods We analyzed 7 waves of the HEalth, Aging and Retirement Transitions in Sweden study (n = 3,123). Postretirement work was defined as working for pay while receiving pension benefits. Changes in work extent were estimated with multistate models and examined in relation to the 4 motives. Results Results showed a gradual decrease in work extent following retirement. Financial motives increased the likelihood to take up more work and decreased the likelihood to reduce work hours. Social motives increased the likelihood to reduce and exit work, while personal motives decreased the likelihood for those same pathways. Organizational (demand-driven) motives increased the likelihood to stop working. Discussion Our findings suggest that financial motives constitute an important driver for taking up more work in retirement, while motives related to the personal meaning of work explain why retirees maintain their level of engagement over time. The social function of work, on the other hand, may be gradually replaced by social activities outside of work, resulting in a gradual disengagement from work. Finally, demand-driven motives appear insufficient to remain in the labor force, highlighting the need to acknowledge the diversity of motives for continuing to work. [ABSTRACT FROM AUTHOR]

There is widespread speculation that baby boomers will make significant changes to the retirement landscape. Some attribute these changes, at least in part, to countercultural movements this generation pioneered during the sixties and seventies. However, empirical investigation into the long-term impact of countercultural identification in youth is scarce. To address this, our study examines associations between baby boomers' retirement views and identification with counterculture. Using data from 6024 pre-retired Dutch older workers, we investigate whether greater identification with counterculture is associated with more active retirement views. Our results show that greater identification with counterculture is associated with more active retirement views, even when controlling for potential confounders. Beyond highlighting the diversity of the baby boom generation, these findings support the idea that (counter)cultural identity in youth has an impact across the life course and may therefore have implications for other key questions of life's third age beyond retirement. [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]

Background The demographic aging of societies and the need to adapt to this trend makes it important to gain insight into the way retirement affects different forms of health, and factors that influence this relationship. Pre-retirement job characteristics have only rarely been included in this type of research. Methods The regressor variable method is applied to two waves (4 and 5) of data from the Survey of Health Ageing and Retirement in Europe, a multi-national prospective cohort study. The final sample consists of 9092 people aged 50–70 at wave 4, of whom 1257 retired voluntarily. Health is assessed through the presence of physical health problems, general self-rated health and the EURO-D scale for depressive symptoms. Results The findings indicate that retirement from jobs with high physical demands leads to a relative improvement in general self-rated health compared with those who remain at work. Retirement from a psychologically demanding job is associated with less depressive symptoms. No effects are found for health measured as the presence of physical health problems. Conclusion Different types of measures for health yield different results for outcomes of retirement; pre-retirement job demands play an important role in how retirement affects health; physical demands seem primarily related to physical health benefits, psychological demands seem primarily related to mental health benefits. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine employers' perceptions of changes in the labour cost-productivity gap due to the ageing of the workforce, the effects of tenure wages and employment protection on the perceived gap, and whether a perceived labour cost-productivity gap affects employers' recruitment and retention behaviour towards older workers. Design/methodology/approach – The authors analyse surveys administered to employers in Denmark, France, Germany, Italy, the Netherlands, Poland and Sweden. Findings – Approximately half of employers associate the ageing of the personnel with a growing gap between labour costs and productivity. Both the presence of tenure wages and employment protection rules increase the probability of employers perceiving a widening labour cost-productivity gap due to the ageing of their workforce. A counterfactual shows that even when employment protection and tenure wage systems are abolished, 40 percent of employers expect a net cost increase. The expected labour cost-productivity gap negatively affects both recruitment and retention of older workers. Originality/value – In this paper, the wage-productivity gap is examined through the perceptions of employers using an international comparative survey. [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]