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Employees who remain available for work outside regular work hours often experience strain and work–home conflicts. This study clusters employees in distinct availability types based on different a...

Strong work-time control (WTC) has been linked to reduced employee exhaustion, with work-to-home interference as an underlying mechanism. In this study, we aimed to investigate the mediation effect of both directions of internal work–home interference, namely internal work-to-home interference (IWHI) and internal home-to-work interference (IHWI). The analysis is based on data from the 2015, 2017, and 2019 BAuA-Working Time Survey, a representative German panel study. Cross-lagged panel models were estimated separately for IWHI and IHWI, based on the balanced panel (n = 3390). We investigated the hypothesized indirect as well as potential direct, reversed, and reciprocal effects of the constructs. WTC had a small but significant indirect effect on exhaustion via IWHI. Contrary to assumptions, WTC positively affected IHWI. Unexpectedly, there was no significant effect of IHWI on exhaustion. Hence, only IWHI was identified to mediate WTC’s effect on exhaustion. This implies that WTC helps employees avoid exhaustion from psychological preoccupation with work during free time. In addition, analyses suggested reversed and reciprocal relationships between the investigated constructs. Further investigation is needed to explore the role of psychological preoccupation with private matters during work time in the context of WTC and employee well-being.

BAuA-Working Time Survey (BAuA-WTS) is a micro data panel study covering aspects of working time, other working conditions, health, and well-being. It is representative of people working least 10 h per week in Germany. Data were collected via computer-assisted telephone interviews. So far, three panel waves have been conducted (2015, 2017, and 2019). Further biennial waves are planned. Scientific use files of the first two waves can be accessed at www.baua.de/forschungsdaten and be used free of charge by the scientific community after registration.

The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine distinct domains of organizational practices for the aging workforce, namely an age-friendly organizational climate and leadership style, certain work design characteristics, health management, individual development opportunities, knowledge management, the design of the retirement transition, continued employment opportunities, and health and retirement coverage. The final LLWI consists of 80 items in total. In addition, the studies demonstrated that the LLWI measures correlated with older workers’ work outcomes such as stress level, workability, person-organization fit, and post-retirement work intentions in meaningful ways. Applications for the LLWI in research and practice are discussed.

Based on border theory (Clark 2000), we aim to investigate the relationship between individual-oriented and organization-oriented working time flexibility and employees’ work-life balance, as well as the moderating role of segmentation preference. We use data from around 18,000 employees from the 2015 Working Time Survey of the Federal Institute for Occupational Safety and Health in Germany. Survey data were collected through computer-assisted telephone interviews. Hierarchical regression analysis revealed that individual-oriented working time flexibility was positively related to employees’ work-life balance, whereas organization-oriented working time flexibility had a negative effect. Employees’ individual preferences regarding the segmentation of work and private life only played a minor role. Those with a higher segmentation preference profit only marginally more from individual-oriented working time flexibility and suffer only marginally more from organization-oriented working time flexibility demands.Practical Relevance: Taken together, the study’s findings highlight the importance of the design of flexible working time arrangements for improving employees’ work-life balance. Employers should grant their employees a certain degree of working time autonomy while keeping organization-oriented working time requirements, such as changes of working time at short notice to accommodate operational demands, to a minimum. This applies to all employees, not only those with a strong preference for separating work and private life.

Working time arrangements that match employees' preferences have been proposed as determinants of employees' well-being, an assumption rooted in person-environment fit theory. The aim of this study was to investigate the role of fit and misfit between actual and preferred working time arrangements (length of working hours, control over the beginning and end of workdays, and workplace segmentation) for employees' satisfaction with work-life balance. We analyzed data from 8,580 employees from the BAuA-working time survey - a representative study among the working population in Germany - by means of polynomial regression and response surface analyses. Analyses did not point toward congruence effects but revealed significant main effects: Satisfaction with work-life balance was higher in case of shorter actual and longer preferred weekly working hours, and it was decreased if employees worked longer than they preferred. Moreover, more supplies and lower preferences in terms of control over the beginning and end of workdays, more workplace segmentation supplies, and lower workplace segmentation preferences were related to higher satisfaction with work-life balance. Overall, this study sheds light on the roles of fit and misfit between actual and preferred working time arrangements for employees' work-home interface. Findings suggest that while employees' preferences should find entrance into the design of work schedules, congruence is not a precondition for achieving a good work-life balance. Most importantly, for a good work-life balance, working hours should not be longer than preferred, and employees should have some control over their scheduling and possibilities to segment work and private life.

Career decisions are based on the fit between an individual and his/her environment. This study explores the effect of person-environment fit regarding actual and preferred weekly working hours on early and late retirement intentions in a sample of 7,859 employees aged 50 to 65 years of age living in Germany. Findings from multinomial logistic regression analysis show that a preferred decrease in working hours was associated with an increased risk for early retirement compared to regular retirement intentions (OR = 1.82). A preferred increase in working hours was associated with higher odds for a late career (OR = 1.87).

Much research has sought to understand how people construct their careers; however, only little is known about the career construction of older workers. To understand how people construct their careers in later life, we take a lifespan development perspective on career construction theory. Specifically, we propose and test a model in which we take a closer look at older workers' career adaptability and aging experience (i.e., physical loss, social loss, personal growth, and gaining self-knowledge) as relevant factors shaping their late career planning. Moreover, we explore whether these relationships are mediated by older workers' occupational future time perspective as an important underlying mechanism between adaptability resources (i.e., career adaptability), experiences (i.e., aging experience), and adapting responses (i.e., late career planning). We test our model with two-wave longitudinal data from a sample of older workers (aged 50 to 79) based in the United Kingdom. Results show that occupational future time perspective mediated the positive effects of career adaptability and personal growth, as well as the negative effect of physical loss on late career planning. Overall, our findings contribute to a better understanding of late career construction and offers practical implications for older workers to purse activities that help them to successfully plan their late career.

Health care professionals often face irregular working hours and high work pace. We studied associations of the five working time dimensions duration (weekly working hours), timing (shift work and weekend work), on-call work, working time autonomy, and work tempo (deadline and performance pressure) with well-being among health care employees in Finland and Germany. We used data on working time dimensions and indicators of well-being (work-life conflict, poor perceived health, sleep difficulties, and fatigue) from a cohort of 5050 hospital employees (Working Hours in the Finnish Public Sector Study 2015, WHFPS) and 1450 employees in the health care sector in Germany responding to the German BAuA-Working Time Survey in 2015 (BAuA-WTS). Findings from logistic regression analyses showed that high work tempo was associated with increased work-life conflict (WHFPS: odds ratio [OR] = 3.64, 95%CI 3.04-4.36 and BAuA-WTS: OR = 2.29, 95%CI 1.60-3.27), sleep difficulties (OR = 1.75, 95%CI 1.43-2.15 and OR = 1.33, 95%CI 1.03-1.71) and fatigue (OR = 2.13, 95%CI 1.77-2.57 and OR = 1.64, 95%CI 1.29-2.10) in both datasets. Weekend work was associated with increased work-life conflict (OR = 1.48, 95%CI 1.27-1.72 and OR = 1.61, 95%CI 1.12-2.32); and high working time autonomy with decreased work-life conflict (control over the timing of breaks: OR = 0.65, 95%CI 0.55-0.78 and OR = 0.52, 95%CI 0.33-0.81). The associations between other working time dimensions and well-being were less consistent. These results suggest that tight deadlines, performance pressure, weekend work and lack of working time autonomy are linked to impaired well-being among health care employees.

Der Later Life Workplace Index (LLWI) ermoglicht es zu identifizieren, mit welchen, auf ihre alteren Mitarbeiter*innen gerichteten Konzepten und Masnahmen Betriebe gut auf die erfolgreiche Beschaftigung von Erwerbstatigen bis zum Rentenalter und daruber hinaus vorbereitet sind. Fur die hier betrachtete spezielle Zielgruppe kommt es dabei besonders darauf an, dass er auch die besonderen Dimensionen der Arbeits- und Beschaftigungssituation benachteiligter Arbeitnehmer*innen abbilden kann.

Die Digitalisierung ermöglicht eine Entkoppelung der Arbeit von Zeit und Raum. Orts- und zeitflexibles Arbeiten bietet Beschäftigten mehr Möglichkeiten, Beruf und Privatleben zu vereinbaren. Es kann aber auch belastend sein und Gesundheit sowie Wohlbefinden beeinträchtigen. Eine wichtige Rolle spielt die Schnittstellengestaltung von Arbeit und Privatleben.

Excessive working hours have negative consequences for employees’ health. Looking deeper into this problem, this article examines how employers’ needs for more intense working or more flexible working hours affect their employees’ psychosomatic health. A German representative survey of 13,452 full-time employees found that long working hours, work intensity (deadline and performance pressure) and flexibility requirements (permanent availability, changes in working hours) were significantly related to psychosomatic health complaints. When considering future work design and practices, these findings show which unfavourable working conditions are to be avoided to maintain the psychosomatic health of employees.

Most developed countries face an ageing workforce. Extended working lives require organizations to employ older individuals successfully. It is, however, widely untapped, which organizational practices drive successful employment of an older and age-diverse workforce, because adequate measure are missing. We hence develop the Later Life Work Index (LLWI) as a multi-faceted measure for researchers and practitioners, combining the detailed level of assessment relevant in practice with thorough conceptual coverage. We build on an empirically derived taxonomy of organizational practices developed by Wöhrmann et al. (2018). Proposed taxonomy is based on qualitative expert interviews and consists of nine dimensions covering age-inclusive organizational climate and leadership, as well as practices regarding work design, health management, individual development, knowledge management, transition to retirement, continued employment options, and health and retirement coverage. Within a first study, we developed an inventory to operationalize the intentionally broad LLWI construct. Items were iteratively developed and pretested with 30-42 German human resource managers. The final inventory consists of 100 Likert scaled, sufficiently reliable items. Within a second study among 600 managers and older workers in Germany, we confirmed the factor structure proposed by the LLWI, and ensured construct validity regarding similar scales (convergent validity) and individual level health and motivation outcomes (criterion validity). Discriminant validity is shown among the index dimensions, and regarding positive and negative affect. This paper enhances the understanding and quantitative assessment of organizational practices for later life work. We further plan to reduce the number of items to increase practicability of the measure.

Later life work is on the rise in most developed countries, and organizational practices are important for its successful implementation. However, an integrated holistic perspective on successful management practices is still missing. Drawing on two qualitative frameworks of organizational practices for later life work, this chapter examines similarities and differences between management of older employees in the USA and Germany. Based on evidence from the Age Smart Employer Award in New York City and the Silver Work Index (SWI) in Germany, an integrated, intercultural framework for organizational later life work practices is proposed. The comparison reflects the differences in the countries’ social systems and legislation. While Germany’s rigid social security system requires emphasis on more individualized and flexible transition solutions into retirement, U.S. practices emphasize the importance of retirement savings and health coverage. Findings suggest a revised integrated set of practices regarding organizational culture, leadership, and several specific human resource (HR) management domains including work design, health management, individual development, and transition to retirement. This integration thereby contributes to the development of a well-founded index for good organizational management of later life work. The revised index is called Later Life Work Index (LLWI) and aims to enable organizations to self-assess their capabilities regarding successful employment of older employees, to identify areas for improvement, and to serve as a source for best practices.

We propose and test a model on older workers’ career adaptability and aging experience (i.e., physical loss, social loss, personal growth, and gaining self-knowledge) as relevant factors shaping their late career planning. Moreover, we explore whether these relationships will be mediated by older workers’ occupational future time perspective. We test our model using longitudinal data from a sample of 800 older workers (aged 50 to 79) based in the UK. Results of structural equation modeling showed that occupational future time perspective mediated the positive effects of career adaptability and personal growth, as well as the negative effect of physical loss on late career planning. In addition, social loss showed a positive direct effect on late career planning. Overall, our findings contribute to a better understanding of late career planning and offers practical implications for older workers to purse activities that help them to successfully plan their late career.

Der vorliegende Beitrag gibt einen reprasentativen Uberblick uber die Lange, Lage und Flexibilitat der Arbeitszeit in Deutschland sowie uber die gesundheitliche Situation der Beschaftigten abhangig von ihrer Arbeitszeit. Dabei werden soziodemografische Merkmale genauso berucksichtigt wie die Arbeitszeitgestaltung in verschiedenen Wirtschaftsbereichen. Unter anderem zeigt sich, dass etwa die Halfte der abhangig Beschaftigten am Wochenende arbeitet, die Beschaftigten in der Industrie am haufigsten viel Einfluss auf ihre Anfangs- und Endzeiten haben und von uber einem Funftel der Beschaftigten standige Erreichbarkeit erwartet wird. Die Gestaltung der Arbeitszeit hangt auch mit dem Wohlbefinden von Beschaftigten zusammen. So gehen hohere Arbeitszeitanforderungen eher mit einer schlechteren Work-Life-Balance und haufigeren gesundheitlichen Beschwerden einher. Hohere zeitliche Handlungsspielraume erlauben hingegen eine bessere Koordination von Arbeit und Privatleben.

Ein zunehmender Anteil an Organisationen erkennt einen Vorteil darin, uber die klassischen Berufslebensphasen hinauszudenken und fur ihre erfahrenen Leistungstrager eine Weiter- oder Wiederbeschaftigung im eigentlichen Ruhestand mitzugestalten. Dieser Beitrag beschreibt die Charakteristika von beruflichen Laufbahnen im Ruhestand und von Ruhestandlern, die sich fur eine Silver Career entscheiden. Ein Uberblick uber relevante Theorien und organisationale Voraussetzungen fur die Laufbahngestaltung im Ruhestand liefert Ansatzpunkte fur die erfolgreiche Gestaltung von Silver Careers.

This study explores how different aspects of working time demands (e.g., shift work) and working time control (e.g., beginning/end of workday) can be clustered into distinct types of work schedules and how they relate to health and work-life balance. Data from 13,540 full-time employees interviewed in the 2015 BAuA-Working Time Survey was used. By means of latent class analysis, we extracted six types of work schedules. Subjective health was highest in the flexible extended and flexible standard schedules, both featuring high working time control. Work-life balance was highest in the flexible standard and rigid standard schedules and lowest in schedules with high working time demands, namely the extended shift, rigid all-week, and rigid extended schedules. Employees with high working time demands and low control represent risk groups prone to impairments of well-being. Overall, this study offers an intuitive taxonomy for the design of sustainable work schedules.

The Silver Work Index (SWI) intends to complement the AAI with a quantitative index centring on work in retirement age. It is intended to support evidence-informed strategies for dealing with the challenges of an ageing population in organizations. The SWI will allow for a comparison between organizations and promote good practices towards a more active role for older people. This chapter describes the steps of index development, thus laying the groundwork for a new, innovative, meso-level quantitative index that would capture age-friendly employment practices in eight dimensions of good organizational practices. The results contribute to an understanding of how to improve organizational practices involving older employees. Overall, the SWI complements the AAI by focusing on good organizational practices that support the participation of older employees.

The demographic trends (i.e., low birth rates and increasing longevity) pose challenges with regard to the increase of the average employee age along with a lack of skilled personnel on the labor market. Society, organizations, and individuals are confronted with the question on how to prolong working lives in the future. Based on socioemotional selectivity theory, the purpose of this study was to investigate the relationship between respectful leadership and older workers’ desired retirement age. In particular, we took a closer look at job satisfaction, subjective health, and work-to-private life conflict as underlying mechanisms. Further, we tested for the moderating role of occupational self-efficacy as an auxiliary condition for the assumed relationships of respectful leadership. We tested our hypothesized model using data from 1,130 blue- and white-collar workers aged 45–65 years. The results of structural equation modeling indicated that respectful leadership was positively related to older workers’ desired retirement age and that this relationship was mediated by subjective health and work-to-private life conflict but not by job satisfaction. The findings add to the literature on resources in retirement decision-making; notably, they highlight the importance of leadership behavior for older workers’ motivation and socioemotional needs.

Today, a growing number of individuals decide to work beyond normal retirement age ( Eurofound, 2012 ). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994 ). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.

Traditionally, retirement has been conceptualized as a withdrawal from the labor force and society. In this understanding, work and work-related activities end with the moment of retirement. However, a growing number of individuals who have retired from their main employment continue with some type of work to remain active (Fasbender, Deller, Wang, & Wiernik, 2014). Recently, retirement has been redefined as a late-career developmental stage in which post-retirement work activities play a central role (Kim & Hall, 2013; Wang & Shi, 2014). In the current study, we define retirement as a stage that begins with age of eligibility for a pension. In Germany, the retirement age is gradually rising from 65 to 67 years, which is similar to the age of eligibility for Social Security in the United States (Wohrmann, Deller, & Wang, 2014b). However, people who are receiving a pension can voluntarily decide whether to work after entering retirement (Wohrmann et al., 2014b). Individuals' participation in the labor force and society helps them to realize their interests, capabilities, and needs to maintain their quality of life (World Health Organization, 2002). Furthermore, post-retirement work might help to address the increasing challenges that many industrialized nations are facing as a result of demographic change, such as skill shortages or strained pension systems (Deller, Liedtke, & Maxin, 2009; Mariappanadar, 2013).On one hand, research has already revealed various factors that influence retirement decision making and post-retirement work (e.g., demographic characteristics, education, health, financial circumstances; for a review, see Wang & Shi, 2014). On the other hand, several studies have focused on work values and their possible generational differences (Parry & Urwin, 2011). However, to our knowledge, the role of work values in retirement decision making and post-retirement work has not been empirically studied.In line with recent literature on retirement (Kim & Hall, 2013; Fasbender, Wang, Voltmer, & Deller, 2016; Wang & Shi, 2014), our theoretical approach is based on the protean career theory developed by Hall and colleagues (e.g., Hall, 2002, 2004; Hall, Briscoe, & Kram, 1997). Protean career theory states that individual work values are crucial for career-related decision making (e.g., Briscoe & Hall, 2006; Hall, 2002; Wang & Shi, 2014). In this context, we define post-retirement work as a late-career stage characterized by individuals engaging in work and work-related activities beyond retirement age. Post-retirement work involves different types of work activities, including paid and voluntary work activities (Griffin & Hesketh, 2008). Paid work activities refers to various forms of work inside and outside the career field (Gobeski & Beehr, 2009). According to employers, paid post-retirement work can be categorized as working for the same employer, working for another employer, or being self-employed (Fasbender & Deller, 2015; Wohrmann, Deller, & Wang, 2013). Voluntary work activities refers to formal volunteering for civic organizations and informal volunteering for family and friends (Herzog & Morgan, 1992; Wang & Shi, 2014). People are likely to decide whether and in which type of employment they would like to engage according to their values (Brown & Crace, 1996).In the current study, we aimed to explore the relationship between work values and post-retirement work intentions. We differentiated four types of post-retirement work intentions (i.e., voluntary work, same-employer paid work, other-employer paid work, self-employed paid work) to help in understanding which work values corresponded to which type of post-retirement work intention. In doing so, we investigated work values within the universal structure of human values elaborated by Schwartz and colleagues (e.g., Schwartz & Bilsky, 1987; Schwartz et al., 2012) and applied them to the work context. …

Purpose – The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction. Design/methodology/approach – Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work. Findings – Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy. Research limitations/implications – The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings. Practical implications – Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity. Social implications – Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced. Originality/value – The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.

Many countries are exposed to challenges due to demographic change. Keeping employees in the workforce beyond retirement age could help counter these challenges. Thus, extending the knowledge on the process of post-retirement career planning is important. Therefore, drawing on social cognitive career theory (Lent, Brown, & Hackett, 1994), we develop and test a model for post-retirement career planning in this study. An online-survey including measures of occupational self-efficacy, interest in occupation-related activities, as well as post-retirement career outcome expectations, intention, and planning activity was completed by 124 individuals working in different occupations in Germany. Participants were aged 49 to 65 years, 54% were male. Findings suggest that self-efficacy, outcome expectations, and interest are important factors in post-retirement career planning. Altogether, the predictors accounted for 37% of variance in post-retirement career intention and 9% of variance in planning activity. Based on our findings we discuss options to foster post-retirement career planning. Many countries are exposed to challenges due to demographic change. Keeping employees in the workforce beyond retirement age could help counter these challenges. Thus, extending the knowledge on the process of postretirement career planning is important. Therefore, drawing on social cognitive career theory,we develop and test a model for postretirement career planning in this study. Anonline survey including measures of occupational self-efficacy, interest in occupation-related activities as well as postretirement career outcome expectations, intention, and planning activity was completed by 124 individuals working in different occupations in Germany. Participants were aged 49–65 years and 54% were male. Findings suggest that self-efficacy, outcome expectations, and interest are important factors in postretirement career planning. Altogether the predictors accounted for 37% of variance in postretirement career intention and 9% of variance in planning activity. Based on our findings, we discuss options to foster postretirement career planning.

In times of increasing longevity and shortage of skilled workers, post-retirement work has become increasingly prevalent in many countries. However, not much is known about the expectations and facilitating factors associated with work-related activities after retirement. In two studies we draw on the social cognitive career theory and investigated the role of outcome expectations and facilitating factors in post-retirement career planning. First, we interviewed 22 older employees and subject matter experts in a German aerospace company to learn more about expectations of post-retirement work and its facilitating factors to build a theoretical model. Second, to test our theoretical model, 212 employees of the same company aged 50 to 65 completed a web-based survey. Results showed that outcome expectations and the facilitating factors identified in the interview study were significantly related to post-retirement career intention. Further, social approval moderated the relationship between outcome expectations and post-retirement career intention. We discuss implications of our findings in terms of how they inform retirement counselors, organizations, and society to help increase engagement in work-related activities after retirement. In times of rising longevity and shortage of skilled workers, post-retirement work has become increasingly prevalent in many countries. However, not much is known about the expectations and facilitating factors associated with work-related activities after retirement. In two studies we draw on the social cognitive career theory and investigated the role of outcome expectations and facilitating factors in post-retirement career planning. First, we interviewed 22 older employees and subject matter experts in a German aerospace company to learn more about expectations of post-retirement work and its facilitating factors to build a theoretical model. Second, to test our theoretical model, 212 employees of the same company aged 50 to 65 completed a web-based survey. Results showed that outcome expectations and the facilitating factors identified in the interview study were significantly related to post-retirement career intention. Further, the facilitating factor social approval moderated the relationship between outcome expectations and post-retirement career intention. We discuss implications of our findings in terms of how they inform retirement counselors, organizations, and society to help increase engagement in work-related activities after retirement.

Der Beitrag gibt einen Einblick in die Lebenswelten aktiver Rentner, deren Abschied vom früheren Erwerbsleben den Beginn einer neuen Stufe der arbeitsbezogenen Entwicklung bedeutet hat. Hierzu werden Ergebnisse einer explorativen Interviewstudie mit entgeltlich und unentgeltlich arbeitenden Rentnern vorgestellt. Dabei wird insbesondere auf die Unterschiede zwischen der früheren Berufstätigkeit und der arbeitsbezogenen Tätigkeit in der Rente sowie auf Weiterbildungsaspekte eingegangen.