Better Understanding the Workers' Retirement Decision Attitudes: Development and Validation of a New Measure

Will They Stay or Will They Go? Motivational Profiles, Retirement-Related Correlates, and Retirement Intentions Among 58–72-Year-Old Workers

Demographic changes indicate that the number of people aged 60 years and above will double in the next 30 years, and politicians around the world have an interest in delaying retirement in order to benefit national economies by lowering the burden on public pension systems. In this study, it is examined whether and how combinations of multiple types of work motivation based on self-determination theory (SDT) would be associated with retirement-related factors and retirement intentions. Using a person-centered approach to identify latent work motivation profiles among older workers, four profiles emerged: (1) the Low Motivation Profile with below-average levels on most motivational regulations, but in particular, lack identified work regulation; (2) the Autonomous Motivation Profile with higher levels of autonomous motivation and lower levels of controlled motivation and amotivation; (3) the High Motivation Profile with simultaneously high autonomous and controlled motivation; (4) the Amotivated Profile. Compared to the Low Motivation and Amotivated Profiles, the Autonomous and the High Motivation profiles show higher levels of vigor and lower levels of job stress, exhaustion and turnover-, and retirement intentions. However, the High Motivation Profile seems to pay a cost because they experience significantly more job stress than employees in the Autonomous profile. In addition, variable-based correlations showed higher levels of vigor and lower levels of job stress, exhaustion, and turnover intentions to be associated with lower levels of retirement intentions. The results are discussed in relation to managers and organizational endeavors to rebuild lost work identification and reduce extrinsic work motivation and amotivation in order to motivate older workers to stay longer at work.

Exploring Determinants of Early Retirement Among Saudi Medical Staff

The aim of this research was to explore the relationship between the push, pull, anti-push, and anti-pull factors vs. early retirement intention among Saudi medical staff, and to investigate whether there are gender differences in the early retirement intention. To this end, we designed a correlational and cross-sectional study, for which data were collected through an online survey. A total of 680 responses were gathered, of which 221 valid responses constituted the final sample for the analysis. Logistics regression was used to test the hypotheses of the study. The results showed that approximately 58% of the respondents indicated early retirement intention. The significant factors in predicting this intention were the pull, anti-push, and anti-pull factors, whereas the push factors were found to be insignificant. Moreover, female medical staff tend to retire earlier than males. Strategies recommended to delay retirement are providing flexible work hours, working shorter shifts or on a part-time basis, offering programs for professional development, and according more recognition.

Virtuous Organizational Practices: A New Construct and a New Inventory

Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees' psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association's model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.

Retirement anticipation - gendered patterns in a gender-equal society? a study of senior workers in Norway

How do different people imagine their own retirement? In this article, we use a representative survey from 2019 to investigate whether female and male senior workers in Norway differ in the ways they anticipate their lives as retirees, and whether covariates of various images differ across gender. We find that women are more likely than men to anticipate spending time on family-related activities, on hobbies and volunteering and on traveling, but less likely to plan for bridge employment and worry about empty time. Health and income are key determinants in men's images, while partners and children are important for women.

Older workers imagining retirement: the collapse of agency, or freedom at last?

Images of what retirement is and ought to be are changing. Older workers are being encouraged to work for longer, at the same time, older adults increasingly voice expectations of a ‘third age’ of active engagement and new life prospects. In this article, we draw on the literature on older workers’ work patterns and retirement transitions (noting push/pull/stay/stuck/jump factors), and on scholarship on the changing social meaning of old age, most importantly the notions of a ‘third’ and ‘fourth’ age. The analysis is based on qualitative interviews with 28 employees in the private sector in Norway, aged between 55 and 66 years. Based on the interviews, we propose three ideal-typical approaches to the work–retirement transition: ‘the logic of deadline’, ‘the logic of negotiation’ and ‘the logic of averting retirement’. The ideal-types are defined by the degree to which informants assume agency in the workplace, their orientation towards work versus retirement and the degree to which they expect to exercise agency in retirement. We emphasise how retirement decisions are informed by notions of the meaning of ageing, while also embedded in relationships with employers and partners.

Transitions in the Careers of Competitive Swimmers: To Continue or Finish with Elite Sport?

An athletic career is a succession of stages and transitions (normative and non-normative), which may have decisive effects on either maintaining a satisfactory and/or successful course or deciding about premature career termination. The main purpose of this study was to identify differences between swimmers (M_age = 21.32, SD = 2.62) who after undergoing the transition from junior to senior level either: (a) continued their career hoping to improve their performance regardless of low success at the elite level—Group I; or (b) decided on premature athletic career termination—Group II. The criteria for inclusion included having undergone the transition from junior to senior level and having competed at elite level for at least a year (M = 4.14 years, SD = 1.74). The participants were administered a demographic survey and a structured interview. The results revealed differences in developmental stages. The exploration phase was longer (M_{Group I} = 5.8 yrs, SD = 2.04, M_{Group II} = 4.6 yrs, SD = 2.4; Z = −1.902, p = 0.057); the commitment phase was shorter (M_{Group I} = 3.6 yrs, SD = 1.3; M_{Group II} = 4.6 yrs, SD = 1.7; Z = −1.735, p = 0.083); the number of hours of structured practice were (M_{Group I} = 5975, SD = 2474; M_{Group II} = 7623, SD = 2660, Z = −1.928, p = 0.054); the number of perceived costs were (Group I = 22, Group II = 34; Z = −2.209, p = 0.0027); and the most often pointed benefits of a sporting career were (Group I—94% health & physical fitness; Group II—88% personal growth & life skills). Furthermore, essential inhibitors and facilitators of athletes’ development were identified. The findings of the study have practical applications for athletes, coaches, parents and sport psychology professionals. For instance, appropriate social support can help to prevent elite athletes’ premature career termination from professional sport during and after their normative transition from junior to senior level.