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A tremendous amount of effort is put into education and training due to societal ageing. While the focus of policy is mainly on the effect of training on the ability to continue working, it is equally important to investigate the effect of this on the willingness to continue working. In addition, little research has been done on the direct effect of training on retirement age. This study focused on identifying the effect of training, offered by employers, on the desired retirement age of employees in Western Europe (concentrated on the Netherlands, Belgium, Germany, Denmark and the UK). The theoretical framework aimed to identify the underlying mechanisms of the effect of training on the willingness to continue working. Amongst other things, this framework proposed that training leads to up-to-date skills that would result in a better job fit, after which employees would choose to stay in work longer, thus hypothesising positive effects on the desired retirement age. Using data from the EWCS6, logistic regression analyses and linear regression analyses were performed. The total sample for the logistic regression analyses was 5,110 respondents and the total sample for the linear regression analyses was 4,134 respondents. The desired retirement age was examined in two ways in this study: according to working beyond the state pension age (logistic) and according to the preferred exit age (linear). The results showed that employees who have received training are less likely to want to continue working beyond the state pension age. In addition, it became apparent that the differences in preferred exit age after training only applied to senior employees. Based on the findings of the study, it was advised, amongst other things, to critically review training as a factor for motivating people to work longer.

Dit rapport bevat een kwalitatief onderzoek naar de toegankelijkheid van digitale informatie van de Gemeente Veenendaal voor mensen met een beperking. In Nederland geldt sinds 2016 het Verenigde Naties-verdrag (VN) Handicap, dat als doel heeft de positie van mensen met een beperking te verbeteren, zodat zij mee kunnen doen in de maatschappij. Het uitvoeren van het VN-verdrag Handicap is een onderdeel van het thema inclusie en toegankelijkheid, dat per gemeente wordt opgenomen in een Lokale Inclusie Agenda (LIA). Sinds twee jaar heeft Gemeente Veenendaal ook een LIA. Bij het opstellen van de LIA waren de adviesraden, externe partners en verschillende afdelingen binnen Gemeente Veenendaal betrokken. In deze studie is onderzocht wat LIA-stakeholders beschrijven als belemmeringen voor de toegankelijkheid van digitale informatie van de Gemeente Veenendaal voor mensen met een beperking. Hierbij is gekeken welke mechanismen volgens hen ten grondslag liggen aan belemmeringen van de digitale toegankelijkheid. Deze inzichten geven antwoord op de vraag welke aanpassingen volgens LIA-stakeholders gedaan kunnen worden om de toegankelijkheid van digitale informatie te verbeteren. Aan de hand van semi- getructureerd diepte-interviews zijn 16 respondenten geïnterviewd. Tijdens het onderzoek is een extra kwalitatieve stap genomen waarbij de resultaten uit de interviews geanalyseerd zijn door twee respondenten die hebben geparticipeerd aan het onderzoek; één van deze respondenten is een deskundige op het gebied van digitale toegankelijk en werkzaam bij Gemeente Veenendaal. De belemmeringen die LIA-stakeholders benoemen zijn gebrek aan kennis, bewustwording en beperkte financiële middelen. Er wordt aan Gemeente Veenendaal aanbevolen om eenmaal per jaar aan alle werknemers van Gemeente Veenendaal een interne training over digitale toegankelijkheid te geven om kennis en bewustwording vergroten. Ten tweede wordt aanbevolen dat betrokken afdelingen binnen Gemeente Veenendaal meer gaan sam

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Misstanden in de gehandicaptenzorg zijn een groot agendapunt binnen de Inspectie Gezondheidszorg (IGZ) en het Ministerie van Zorg & Welzijn. Rechten van cliënten worden geschonden door het gebruik van ongelimiteerde vrijheidsbeperkende maatregelen. Echter, blijkt het terugdringen van de inzet van vrijheidsbeperkende maatregelen een complex proces. De druk op de zorg neemt toe, waardoor de zoektocht naar alternatieve zorgmaatregelen wordt gestagneerd. Om de inzet van vrijheidsbeperkende zorgmaatregelen en onvrijwillige zorg terug te dringen, is noodzakelijk dat bewustwording en kennisoverdracht worden verhoogd. Het doel van dit onderzoek is om te achterhalen hoe de gehandicaptensector onvrijwillige zorg kan terugdringen en vrijwillige zorg kan stimuleren. Hiervoor is een onderzoeksvraag opgesteld: In hoeverre kan de kans op een onvrijwillige zorgmaatregel van de Wet zorg en dwang bij volwassenen met een verstandelijke beperking worden verklaard door individuele cliënt kenmerken? Op basis van dit resultaat kan een risicoprofiel worden samengesteld die gebruikt kan worden het terugdringen van onvrijwillige zorgmaatregelen. Om de onderzoeksvraag te beantwoorden zijn verschillende analyses uitgevoerd met informatie uit het administratiebestand van de Wet zorg en dwang binnen de Stichting Zozijn. De participanten zijn cliënten die zorg ontvangen, meerderjarig zijn en waarvan individuele cliëntkenmerken zoals mate van beperking, sekse en leeftijd bekend zijn. Uit de analyses bleek dat de grootste voorspeller voor de kans op een onvrijwillige zorgmaatregel versus vrijwillige zorgmaatregel de mate van beperking is. Hoe zwaarder de mate van beperking, hoe groter de kans op een onvrijwillige zorgmaatregel. Dit duidt erop dat de zwaarte van de beperking invloed heeft op de vrijwilligheid van zorgmaatregelen. Op basis van deze resultaten wordt aanbevolen om in het terugdringen van onvrijwillige zorgmaatregelen de cliëntendoelgroep met een zwaardere mate van beperking als aandach

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Item does not contain fulltext, Retirement broadly refers to older workers' withdrawal from paid working life. Given the demographic development of population aging and its associated societal challenges, the transition from work into retirement is receiving much attention nowadays, both in policy debates and in the scientific literature. This entry provides a brief description of the scientific literature about retirement and discusses topics that are central in sociological retirement research, such as the role of (1) life histories, (2) social stratification, (3) spousal context, and (4) organizational and country context for understanding retirement transitions. Directions for future research are described as well.

Contains fulltext : 227503.pdf (publisher's version ) (Open Access), Research on retirees' engagement in informal caregiving, formal volunteering, and grandparenting often views retirement as a permanent exit from the workforce. Retirement processes are, however, increasingly diverse: some retire fully while others remain in paid work after retirement from a career job. A relevant but understudied question is how these different retirement processes relate to changes in engagement in unpaid productive activities. Building on role theory, we hypothesize that full and working retirees face different consequences of retirement and, therefore, differ in engagement in unpaid productive activities. We analyze data that were collected in 2015 and 2018 among 4,882 Dutch individuals aged 60-65 and employed at baseline. Around half had fully retired at follow-up and ten percent worked after their retirement. At follow-up, more respondents are regularly volunteering (from 17% to 27%) and grandparenting (from 39% to 53%) than at baseline, while caregiving remains rather stable (from 33% to 30%). Conditional change models show that full retirement is associated with an increased likelihood of volunteering and grandparenting, but not caregiving. Engagement in post-retirement work is related to an increased likelihood of looking after the grandchildren, but not to volunteering or providing informal care. Our findings suggest that volunteering is important for replacing weak ties after full retirement, while grandparenting might be a new, central role in retirement - irrespective of work engagement. Retirees seem to engage in unpaid productive activities for different reasons.

Contains fulltext : 219392.pdf (Publisher’s version ) (Open Access), With an increasing retirement age, more older adults are combining employment with informal care-giving responsibilities. However, little is known about how older workers experience care-giving activities next to their paid jobs. This study aims to fill this gap by examining how the work situation (i.e. working hours, occupational status and perceived access to human resources practices) is associated with feelings of gratification, burden and stress in care-giving. Using data from the NIDI Pension Panel Survey, we study care-giving experiences - in other words, the extent to which care-giving activities are gratifying, burdensome or stressful - of 1,651 Dutch older workers (age 60–65) who provide care at least once per week. Multivariate analyses reveal that the work situation plays an explanatory role next to socio-demographic factors and indicators of the care-giving situation. Working care-givers who feel they have access to phased retirement and organisational health support experience care-giving as relatively less burdensome and stressful. Moreover, those with access to phased retirement experience relatively higher levels of gratification in care-giving. Our findings suggest that the availability of organisational support relates to lower levels of care-giving burden and stress, and to some extent to higher levels of gratification. Organisations thus play an important role in facilitating the combination of work and care-giving obligations in a context of longer working lives.

Contains fulltext : 221860.pdf (Publisher’s version ) (Open Access), Purpose: Previous research has shown that self-employed workers are more likely than employees to retire late or to be uncertain about retirement timing. However, little is known about the underlying mechanisms. This study aims to fill this gap, by focusing on the explanatory role of various job characteristics - flexibility, autonomy, skills-job match and job security - for explaining differences in retirement preferences between the solo self-employed and employees. Design/methodology/approach: Data were used of 8,325 employees and 663 solo self-employed respondents (age 45–64) in the Netherlands, who participated in 2016 in the Study on Transitions in Employment, Ability, and Motivation (STREAM). The outcome variable distinguished between early, on-time, late and uncertain retirement preferences. Multinomial logistic regression models were estimated, and mediation was tested using the Karlson-Holm-Breen (KHB) method. Findings: The solo self-employed are more likely than employees to prefer late retirement (vs "on-time") and to be uncertain about their preferred retirement age. Job characteristics mediate 21% of the relationship between solo self-employment and late retirement preferences: the self-employed experience more possibilities than employees to work from home and to choose their own working times, which partly explains why they prefer to retire late. Originality/value: In discussions about retirement, often reference is made to differences in retirement savings and retirement regulations between the solo self-employed and employees. The current study shows that differences in job characteristics also partly explain the relatively late preferred retirement timing of solo self-employed workers.

Contains fulltext : 230177.pdf (Publisher’s version ) (Open Access), Numerous investigations have sought to understand the types of individuals who engage in post-retirement work. However, little is known about why older adults are motivated to engage. The aim of the present article is to examine the extent to which two possible mechanisms - adaptation (adjusting to the loss of work role) and exploration (retirement as opportunity to engage in activities in line with personal values) - play a role in explaining planning for paid work or volunteering after retirement. Analyses are based on large-scale survey data collected in 2015 among older workers in the Netherlands (N = 6,278). Results show that the large majority of older Dutch workers have plans for post-retirement paid and/or volunteer work. Moreover, both mechanisms appear to contribute to the understanding of post-retirement work plans, yet in different ways. Specifically, older workers who expect to miss latent work functions are more likely to have plans for post-retirement work, with their general values guiding the type of work they gravitate toward. Having plans for post-retirement paid work was more prevalent among older workers who attached more importance to personal growth, whereas having plans for volunteer work was more prevalent among older workers who had a stronger social orientation. Moreover, results suggest that men, more often than women, translate the anticipated loss of latent work functions into plans for post-retirement paid work. These insights regarding the motivational antecedents of post-retirement work plans are highly relevant in light of policy discussions of active and healthy aging.

Numerous investigations have sought to understand the types of individuals who engage in post-retirement work. However, little is known about why older adults are motivated to engage. The aim of the present article is to examine the extent to which two possible mechanisms—adaptation (adjusting to the loss of work role) and exploration (retirement as opportunity to engage in activities in line with personal values)—play a role in explaining planning for paid work or volunteering after retirement. Analyses are based on large-scale survey data collected in 2015 among older workers in the Netherlands (N = 6,278). Results show that the large majority of older Dutch workers have plans for post-retirement paid and/or volunteer work. Moreover, both mechanisms appear to contribute to the understanding of post-retirement work plans, yet in different ways. Specifically, older workers who expect to miss latent work functions are more likely to have plans for post-retirement work, with their general values guiding the type of work they gravitate toward. Having plans for post-retirement paid work was more prevalent among older workers who attached more importance to personal growth, whereas having plans for volunteer work was more prevalent among older workers who had a stronger social orientation. Moreover, results suggest that men, more often than women, translate the anticipated loss of latent work functions into plans for post-retirement paid work. These insights regarding the motivational antecedents of post-retirement work plans are highly relevant in light of policy discussions of active and healthy aging.

With an increasing retirement age, more older adults are combining employment with informal care-giving responsibilities. However, little is known about how older workers experience care-giving activities next to their paid jobs. This study aims to fill this gap by examining how the work situation (i.e. working hours, occupational status and perceived access to human resources practices) is associated with feelings of gratification, burden and stress in care-giving. Using data from the NIDI Pension Panel Survey, we study care-giving experiences – in other words, the extent to which care-giving activities are gratifying, burdensome or stressful – of 1,651 Dutch older workers (age 60–65) who provide care at least once per week. Multivariate analyses reveal that the work situation plays an explanatory role next to socio-demographic factors and indicators of the care-giving situation. Working care-givers who feel they have access to phased retirement and organisational health support experience care-giving as relatively less burdensome and stressful. Moreover, those with access to phased retirement experience relatively higher levels of gratification in care-giving. Our findings suggest that the availability of organisational support relates to lower levels of care-giving burden and stress, and to some extent to higher levels of gratification. Organisations thus play an important role in facilitating the combination of work and care-giving obligations in a context of longer working lives.

Contains fulltext : 221868.pdf (publisher's version ) (Open Access), Flexibility in work schedule and work location have been suggested as being work features that may promote prolonged employment among older workers. This study focuses on the question whether access to workplace flexibility differs between male and female older workers and how potential differences can be explained. Analyses are based on data collected in 2015 among 4,813 Dutch older workers (age 60-65 years), who were employed in the government, education, care, and welfare sectors. Results show that the studied women on average perceive to have less workplace flexibility than men, both in work schedule and in work location. The gender difference in perceived location flexibility can be fully explained by differences in the human capital and job characteristics of male and female older workers. The gender difference in perceived schedule flexibility can be captured less clearly by these factors. This disadvantaged position of late-career women warrants attention in discussions about prolonged employment.

Purpose Previous research has shown that self-employed workers are more likely than employees to retire late or to be uncertain about retirement timing. However, little is known about the underlying mechanisms. This study aims to fill this gap, by focusing on the explanatory role of various job characteristics – flexibility, autonomy, skills-job match and job security – for explaining differences in retirement preferences between the solo self-employed and employees. Design/methodology/approach Data were used of 8,325 employees and 663 solo self-employed respondents (age 45–64) in the Netherlands, who participated in 2016 in the Study on Transitions in Employment, Ability, and Motivation (STREAM). The outcome variable distinguished between early, on-time, late and uncertain retirement preferences. Multinomial logistic regression models were estimated, and mediation was tested using the Karlson-Holm-Breen (KHB) method. Findings The solo self-employed are more likely than employees to prefer late retirement (vs “on-time”) and to be uncertain about their preferred retirement age. Job characteristics mediate 21% of the relationship between solo self-employment and late retirement preferences: the self-employed experience more possibilities than employees to work from home and to choose their own working times, which partly explains why they prefer to retire late. Originality/value In discussions about retirement, often reference is made to differences in retirement savings and retirement regulations between the solo self-employed and employees. The current study shows that differences in job characteristics also partly explain the relatively late preferred retirement timing of solo self-employed workers.

Contains fulltext : 212476.pdf (publisher's version ) (Open Access), Objectives: Retirement is not only an important later-life transition for the retiring individual, but also for his or her life partner. This study aims to improve our understanding of the partner's adjustment to the retirement of the older worker, by paying attention to the multidimensional nature of adjustment, and by examining to what extent preretirement expectations are predictive of postretirement experiences. Well-established adjustment predictors - i.e. preretirement resources and characteristics of the work and retirement context - are also taken into account. Method: Analyses are based on Dutch three-wave multi-actor panel data, collected between 2001 and 2011 among 724 partners of older workers who transitioned into retirement during the course of the study. Results: Only a minority of the partners reported adjustment difficulties to the retirement of the employee. About 20 percent reported at least some financial problems, 8 percent reported relationship problems, and 10 percent reported problems with shared leisure time. Expected problems in all three domains were predictive of experienced problems in the same domain. For expected financial problems, a cross-over effect was observed: expected financial problems were also predictive of experienced adjustment difficulties with regards to shared leisure activities. Conclusion: Not only the older worker, but also the partner develops expectations on different dimensions about the shared postretirement future, and these expectations are related to postretirement experiences. Retirement counseling may therefore not only be relevant for older workers, but also for their partners, and needs to take the multidimensional character of retirement processes into account.

Contains fulltext : 212294.pdf (publisher's version ) (Open Access), OBJECTIVE: Retirement is a major life transition. People gain a considerable amount of free time, but also loose the benefits from work. Volunteering has been identified as a gratifying way to fill that time and to compensate some retirement-related losses, but is stratified by educational level. Research on how retirement changes volunteering behavior, particularly among different educational groups, is scarce. This study aims to fill this gap. Based on role theory, we hypothesize that the transition into retirement expands levels of volunteering, and that this effect will be relatively strong for the higher educated. METHODS: We use two-wave panel data that were collected in 2015 and 2018 among 5,312 Dutch individuals who were aged 60-65 and employed at baseline. Around half has retired at follow-up (N=2,618). RESULTS: Descriptive findings show that the share of frequent volunteers (i.e., at least once a week) was around 18% at baseline. At follow-up, the share of frequent volunteers rose to 36% among those who retired, but did not change among those who remained employed. Conditional change models show that transitioning into retirement significantly increases volunteering frequency, when controlling for demographic factors and individual resources. As hypothesized, the effect of retirement is relatively strong for the higher educated. DISCUSSION: To deal with the life changes upon retirement, volunteering appears to be an often-used strategy, in particular among the higher educated. Whether this is motivated by work role loss (compensation), or reflects having more time to ‘do good’ (opportunity) is an important question for future research.

Item does not contain fulltext, In the Netherlands, senior self-employment - defined as working in self-employment beyond state pension age - is on the rise. The aim of this chapter is to provide an overview of existing insights about senior self-employment in the Netherlands. After describing the institutional context, and presenting national statistics, in this chapter an overview is provided of two streams of literature related to senior self-employment. On the one hand, attention is paid to literature on the career self-employed and their retirement preparation and retirement behaviour. On the other hand, attention is paid to literature and new descriptive findings on post-retirement entry into self-employment (of former wage-employed workers). The existing empirical evidence suggests that for both groups of senior self-employed persons - both continuers and starters - prolonged employment was in the recent past often driven by opportunity. However, there are some indications that for future cohorts financial motives may start playing a more important role.