Suchergebnisse

Abstract
Policies incentivizing longer working lives can remain ineffective if employers are not able and willing to employ an aging workforce. Depending on what employers consider appropriate age norms for work and retirement, they may be more willing to recruit and retain older workers. This study investigates how these retirement age norms differ across Europe and how they are related to country- and gender-specific pension policies and employment practices. The study uses data from the European Social Survey round 9 (collected in 2018) for 27 countries. Employers are identified as self-employed with personnel and managers who supervise others. The data include questions about the ages of when someone is too young to retire and when someone is too old to work. These items are combined and used in a set of multilevel interval regression models to analyze: (a) How employers' retirement age norms differ from those of employees and (b) How employers' retirement age norms vary across countries. The results indicate that, overall, employers have higher retirement age norms than employees, but that the difference narrows substantially once controlled for other factors. Employers' retirement age norms are positively related to countries' gender-specific statutory retirement ages and older-worker employment rates. In the case of statutory retirement ages, this association is stronger among employers than among various socioeconomic groups of employees.

We use a lifecycle model in which individuals differ by age and by wage in order to analyze a pairwise majority voting process on the legal retirement age. We consider two different retirement regimes. In the first one the retirees do not return to the labor market, regardless the new retirement age. In the second one, they have to return if thisage is higher than her own age. We show that the final outcome of the voting process will crucially depend on the retirement regime as well as on the parameters of the Social Security, that is, the redistributive character of the system and the present legal retirement age.

Age-related demographic changes in the EU, including Poland, require making best use of the potential of older people in the labor market and extending their occupational activity. This article presents selected factors which determine willingness to work beyond retirement age. It discusses demographic, social and psychological determinants at the level of the individual, i.e., values and attitudes towards work. By presenting organizational determinants of willingness to work beyond retirement age, the article focuses on the psychosocial qualities of the working environment, i.e., job development opportunities, job demands, job decision latitude, social support and job insecurity.

It is often argued that the observed trend towards early retirement is due mainly to the implicit tax imposed on continued activity of elderly workers. We study the relevance of such a distortion in a political economy model with endogenous age of retirement. The setting is a two-period overlapping generations model. Individuals differ in their productivity. In the first period they work a fixed amount of time; in the second, they choose when to retire and then receive a flat rate pension benefit. Pensions are financed by a payroll tax on earnings in the first and in the second period of life. Such a tax is non distortionary in the first period; it is distortionary in the second period. We allow for some rebating of the second period tax. Individuals vote on the level of the payroll tax given the rebate which can range from 0 (biased system) to 100% (neutral system). We provide sufficient conditions for the existence of a voting equilibrium and study its properties. Under these conditions, high tax rates are supported by all the old and by low productivity young individuals. We show that the pivotal voter is a young individual. The number of young individuals who have higher wage than the pivotal voter equals half the total population. We also show that the introduction of a bias increases the political support for the pension system. Finally, we study the simultaneous determination of the bias and the tax rate through a voting procedure and show that the equilibrium (if any) implies a bias which is always positive and may or not be larger than one. ; Peer reviewed

Contents: Some managements say yes, by S. C. Hope; Some managements prefer flexibility, by C. P. Cochrane; Organized labor says no, by Solomon Barkin; The farmers' viewpoint, by Marshall Harris.

Recent literature suggests that the increasingly blurred relationship between paid employment and retirement facilitates a retirement transition period, a life course stage, which may involve a change of residence. The role of such pre-retirement age mobility in the repopulation of rural areas has, however, received relatively little academic scrutiny. This paper draws upon findings from a two-year study conducted in three UK case study areas. It examines the extent of pre-retirement age (aged 50–64) migration into remote rural communities and the impacts this type of movement has upon economic activity, social and community engagement and service provision. It is argued that while this under-researched cohort offers opportunities to support the social and economic sustainability of rural communities (at least in the short and medium term), there are notable challenges which are likely to emerge as it ages in situ. The findings are particularly relevant given national trends on population ageing.