Private pensions have expanded in recent decades in many European countries, albeit to different extent. As private pensions historically have been more unequally distributed than public pensions, it is reasonable to expect that pension privatization has increased the dispersion of incomes among the retired. However, few studies have empirically tested this claim. The purpose of this study is to assess how the expansion of private pensions affects developments of income inequality among the retired. Using microdata from the Luxembourg Income Study, decomposition analyses of income inequality by income source are conducted around 1986 and 2018 in nine European countries. To account for cross-country variations in the public–private pension mix, the study distinguishes between mature multi-pillar systems, emergent multi-pillar systems, and dominant public systems. The results highlight an interesting paradox. Higher shares of private pensions in retirement incomes have a substantial inequality-increasing effect; yet, overall income inequality among the retired has not necessarily increased, for 2 reasons. First, more equally distributed public pensions in emergent multi-pillar systems and declining shares of capital income in mature multi-pillar systems either fully or partially compensated for increased inequality due to larger shares of private pensions. Second, private pensions became more equally distributed among the retired in most countries.
{"title":"Changes in Private Pensions and Income Inequality in Retirement: A Decomposition Analysis by Income Source in Nine European Countries (1986–2018)","authors":"Laure Doctrinal","doi":"10.1093/workar/waad017","DOIUrl":"https://doi.org/10.1093/workar/waad017","url":null,"abstract":"\u0000 Private pensions have expanded in recent decades in many European countries, albeit to different extent. As private pensions historically have been more unequally distributed than public pensions, it is reasonable to expect that pension privatization has increased the dispersion of incomes among the retired. However, few studies have empirically tested this claim. The purpose of this study is to assess how the expansion of private pensions affects developments of income inequality among the retired. Using microdata from the Luxembourg Income Study, decomposition analyses of income inequality by income source are conducted around 1986 and 2018 in nine European countries. To account for cross-country variations in the public–private pension mix, the study distinguishes between mature multi-pillar systems, emergent multi-pillar systems, and dominant public systems. The results highlight an interesting paradox. Higher shares of private pensions in retirement incomes have a substantial inequality-increasing effect; yet, overall income inequality among the retired has not necessarily increased, for 2 reasons. First, more equally distributed public pensions in emergent multi-pillar systems and declining shares of capital income in mature multi-pillar systems either fully or partially compensated for increased inequality due to larger shares of private pensions. Second, private pensions became more equally distributed among the retired in most countries.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"161 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79082485","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tatiana Marques, Sara Ramos, David Patient, D Ramona Bobocel
Abstract With the aging of the global workforce, it is crucial to deepen our understanding of how to keep older workers healthy, motivated, and productive. In this research, we integrate job design with socioemotional selectivity theory to propose that social job characteristics relate to employee performance differently for older and younger workers. Specifically, in a 3-wave survey (N = 454), we tested employee age as a moderator of the relationships between receiving social support and feedback at work, and performance, as well as giving social support and feedback at work, and performance. The results showed that, in general, both receiving and giving social support and feedback are associated more strongly with the performance of older than younger workers. The findings provide important theoretical implications for the study of aging and work; they also offer practical applications for creating workplaces in which older workers can reap the benefits of social relationships to remain productive.
{"title":"Harnessing the Potential of Older Workers Through Relationships at Work: Social Support, Feedback, and Performance","authors":"Tatiana Marques, Sara Ramos, David Patient, D Ramona Bobocel","doi":"10.1093/workar/waad016","DOIUrl":"https://doi.org/10.1093/workar/waad016","url":null,"abstract":"Abstract With the aging of the global workforce, it is crucial to deepen our understanding of how to keep older workers healthy, motivated, and productive. In this research, we integrate job design with socioemotional selectivity theory to propose that social job characteristics relate to employee performance differently for older and younger workers. Specifically, in a 3-wave survey (N = 454), we tested employee age as a moderator of the relationships between receiving social support and feedback at work, and performance, as well as giving social support and feedback at work, and performance. The results showed that, in general, both receiving and giving social support and feedback are associated more strongly with the performance of older than younger workers. The findings provide important theoretical implications for the study of aging and work; they also offer practical applications for creating workplaces in which older workers can reap the benefits of social relationships to remain productive.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135348153","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Population aging trends have created a need for effective policies to extend adult working lives. Previous research has identified the prevalence of negative attitudes (age-related stereotypes, prejudice, and discriminatory behaviors) directed toward older workers in the workplace context. The current scoping review aimed to describe and assess the current evidence in support of different types of interventions aimed at promoting positive attitudes and reducing age-based discrimination in the workplace context. A search of peer-reviewed and grey literature databases identified 22 relevant studies, including data from 5,078 adult participants, across laboratory and field settings. From examination of these studies, we propose and describe four thematic categories of interventions, as a way of organizing this literature: “de-biasing interventions,” “brief attitudinal interventions,” “age diversity workshop interventions,” and “structural or contextual interventions.” At the current point in time, studies assessing age diversity workshop interventions appear to be the strongest, having a clear theoretical basis, having a focus on interventions that can be delivered in workplace settings, and providing evidence for positive effects on measures that are meaningful for organizations and older workers. While a number of promising interventions have been tested, most studies were only able to demonstrate improvements in explicit measurements of attitudes toward older adults, immediately following the intervention. Collaborative partnerships with organizations and further high-quality studies (particularly in field settings) are required to support the development, evaluation, and implementation of interventions to promote positive attitudes toward older adults in real-world workplace settings.
{"title":"A Scoping Review of Workplace Interventions to Promote Positive Attitudes Toward Older Workers and Reduce Age-Based Discrimination","authors":"Craig Sinclair, Tomer Joffe, Natasha Ginnivan, Sharon K Parker, Kaarin J Anstey","doi":"10.1093/workar/waad013","DOIUrl":"https://doi.org/10.1093/workar/waad013","url":null,"abstract":"Abstract Population aging trends have created a need for effective policies to extend adult working lives. Previous research has identified the prevalence of negative attitudes (age-related stereotypes, prejudice, and discriminatory behaviors) directed toward older workers in the workplace context. The current scoping review aimed to describe and assess the current evidence in support of different types of interventions aimed at promoting positive attitudes and reducing age-based discrimination in the workplace context. A search of peer-reviewed and grey literature databases identified 22 relevant studies, including data from 5,078 adult participants, across laboratory and field settings. From examination of these studies, we propose and describe four thematic categories of interventions, as a way of organizing this literature: “de-biasing interventions,” “brief attitudinal interventions,” “age diversity workshop interventions,” and “structural or contextual interventions.” At the current point in time, studies assessing age diversity workshop interventions appear to be the strongest, having a clear theoretical basis, having a focus on interventions that can be delivered in workplace settings, and providing evidence for positive effects on measures that are meaningful for organizations and older workers. While a number of promising interventions have been tested, most studies were only able to demonstrate improvements in explicit measurements of attitudes toward older adults, immediately following the intervention. Collaborative partnerships with organizations and further high-quality studies (particularly in field settings) are required to support the development, evaluation, and implementation of interventions to promote positive attitudes toward older adults in real-world workplace settings.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"71 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135643555","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Matthew M. Piszczek, Joseph M. Yestrepsky, Gregory R. Thrasher
As the global workforce ages, it has become more important to understand how seemingly age-neutral HR practices can create unintended age-specific effects. For example, shift work—nominally an age-neutral HR practice—has been shown to have stronger negative effects on older workers’ physical and mental health. Although these effects are well established, how organizations can mitigate the age-specific effects of scheduling practices represents an important gap in the aging workforce literature. More specifically, the role of the organization in setting human resource practices and policies that are sensitive to older workers likely determines the strength of the age-specific effects of shift work on psychological well-being. Using mixed effects analyses in a large dataset of German employees and employers, we integrate lifespan psychology and HR strategy research to examine the relationship between shift work and psychological well-being across working lives. We then examine how the implementation of organizational age structure analysis may buffer this relationship. Results largely support the benefits of an active, “age-aware” approach to managing the aging workforce as psychological well-being increased with age among all workers except shift workers in establishments that did not conduct an age structure analysis.
{"title":"Age-Aware Organizations and the Relationship Between Shift Work and Psychological Well-being Across the Lifespan","authors":"Matthew M. Piszczek, Joseph M. Yestrepsky, Gregory R. Thrasher","doi":"10.1093/workar/waad014","DOIUrl":"https://doi.org/10.1093/workar/waad014","url":null,"abstract":"\u0000 As the global workforce ages, it has become more important to understand how seemingly age-neutral HR practices can create unintended age-specific effects. For example, shift work—nominally an age-neutral HR practice—has been shown to have stronger negative effects on older workers’ physical and mental health. Although these effects are well established, how organizations can mitigate the age-specific effects of scheduling practices represents an important gap in the aging workforce literature. More specifically, the role of the organization in setting human resource practices and policies that are sensitive to older workers likely determines the strength of the age-specific effects of shift work on psychological well-being. Using mixed effects analyses in a large dataset of German employees and employers, we integrate lifespan psychology and HR strategy research to examine the relationship between shift work and psychological well-being across working lives. We then examine how the implementation of organizational age structure analysis may buffer this relationship. Results largely support the benefits of an active, “age-aware” approach to managing the aging workforce as psychological well-being increased with age among all workers except shift workers in establishments that did not conduct an age structure analysis.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"184 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80520832","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Jenna A Van Fossen, Amy M Schuster, Danielle Sperry, Shelia R Cotten, Chu-Hsiang Chang
Abstract The increasing adoption of automation will likely replace the tasks performed in many jobs, resulting in new challenges for workers. Yet, little is known regarding how workers perceive automation, including how it may influence their job attitudes and turnover intentions. Automated vehicles (AVs) are one example of new technology poised to alter the job of truck driving, which is overwhelmingly populated by older workers. In this study, we examined truck drivers’, supervisors’, and managers’ attitudes and concerns about AV adoption and its effects on driving jobs to help the transportation industry prepare for automation with minimal workforce disruption. We drew from theorizing on self-interest in economics and lifespan coping theories to contextualize workers’ reactions to automation. We conducted focus groups and interviews with truck drivers (N = 18), supervisors of drivers (N = 8), and upper-level managers of trucking companies (N = 25). Two themes emerged from the thematic analysis: the unknown, and proficiency. AVs may be viewed as threatening by drivers, causing anxiety due to widespread uncertainty and the fear of job loss and loss of control. At the same time, there will be a greater need for drivers to be adaptable for the era of AVs. AVs are also likely to result in other changes to the role of driving, which may have implications for driver recruitment and selection. We interpret our findings together with lifespan theories of control and coping and provide recommendations for organizations to effectively prepare for automation in the trucking industry.
{"title":"Concerns, Career Decisions, and Role Changes: A Qualitative Study of Perceptions of Autonomous Vehicles in the Trucking Industry","authors":"Jenna A Van Fossen, Amy M Schuster, Danielle Sperry, Shelia R Cotten, Chu-Hsiang Chang","doi":"10.1093/workar/waac037","DOIUrl":"https://doi.org/10.1093/workar/waac037","url":null,"abstract":"Abstract The increasing adoption of automation will likely replace the tasks performed in many jobs, resulting in new challenges for workers. Yet, little is known regarding how workers perceive automation, including how it may influence their job attitudes and turnover intentions. Automated vehicles (AVs) are one example of new technology poised to alter the job of truck driving, which is overwhelmingly populated by older workers. In this study, we examined truck drivers’, supervisors’, and managers’ attitudes and concerns about AV adoption and its effects on driving jobs to help the transportation industry prepare for automation with minimal workforce disruption. We drew from theorizing on self-interest in economics and lifespan coping theories to contextualize workers’ reactions to automation. We conducted focus groups and interviews with truck drivers (N = 18), supervisors of drivers (N = 8), and upper-level managers of trucking companies (N = 25). Two themes emerged from the thematic analysis: the unknown, and proficiency. AVs may be viewed as threatening by drivers, causing anxiety due to widespread uncertainty and the fear of job loss and loss of control. At the same time, there will be a greater need for drivers to be adaptable for the era of AVs. AVs are also likely to result in other changes to the role of driving, which may have implications for driver recruitment and selection. We interpret our findings together with lifespan theories of control and coping and provide recommendations for organizations to effectively prepare for automation in the trucking industry.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135574666","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pei Liu, Gregory R. Thrasher, Yanhua Ye, Junqi Shi
Existing studies regarding retirement planning have suggested that demographic variables, retirement-related characteristics, and work-related factors are closely associated with retirement planning. However, the importance of individual goal-pursuit tendencies within a multi-dimensional framework of retirement planning has been overlooked. As retirement planning is conceptualized as a multi-faceted and goal-directed behavior, the absence of these concepts within the literature presents an important theoretical and empirical gap. Drawing upon the dual-process model of coping, the current study examined the incremental effects of tenacious goal pursuit (TGP) and flexible goal adjustment (FGA) on four dimensions of retirement planning (i.e., financial planning, health planning, interpersonal/leisure planning, and work planning). Data from 377 Chinese older workers at two time points showed that FGA rather than TGP was positively associated with financial, health, and interpersonal/leisure planning. Further, FGA demonstrated incremental predictive validity over TGP. This study contributes to the retirement planning literature by investigating how older adults’ goal-related dispositions may impact their retirement planning in different arenas. Practical implications of our findings, limitations, and future research directions are also discussed.
{"title":"Goal-Pursuit Tendencies and Retirement Planning: A Time-Lagged and Multi-Dimensional Investigation","authors":"Pei Liu, Gregory R. Thrasher, Yanhua Ye, Junqi Shi","doi":"10.1093/workar/waad002","DOIUrl":"https://doi.org/10.1093/workar/waad002","url":null,"abstract":"\u0000 Existing studies regarding retirement planning have suggested that demographic variables, retirement-related characteristics, and work-related factors are closely associated with retirement planning. However, the importance of individual goal-pursuit tendencies within a multi-dimensional framework of retirement planning has been overlooked. As retirement planning is conceptualized as a multi-faceted and goal-directed behavior, the absence of these concepts within the literature presents an important theoretical and empirical gap. Drawing upon the dual-process model of coping, the current study examined the incremental effects of tenacious goal pursuit (TGP) and flexible goal adjustment (FGA) on four dimensions of retirement planning (i.e., financial planning, health planning, interpersonal/leisure planning, and work planning). Data from 377 Chinese older workers at two time points showed that FGA rather than TGP was positively associated with financial, health, and interpersonal/leisure planning. Further, FGA demonstrated incremental predictive validity over TGP. This study contributes to the retirement planning literature by investigating how older adults’ goal-related dispositions may impact their retirement planning in different arenas. Practical implications of our findings, limitations, and future research directions are also discussed.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"98 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76855585","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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.
{"title":"Employers’ Retirement Age Norms in European Comparison","authors":"Aart‐Jan Riekhoff","doi":"10.1093/workar/waad015","DOIUrl":"https://doi.org/10.1093/workar/waad015","url":null,"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.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"68 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77000322","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Rowena Blokker, J. Akkermans, Julian Marciniak, Paul Jansen, S. Khapova
A successful school-to-work transition is crucial to an individual’s initial entry into the labor market and overall sustainable career development. Scholarly interest in how emerging adults (i.e., late teens to late 20s) can achieve a successful transition to work has grown considerably, stemming from various disciplines, such as educational sciences, psychology, sociology, and economics. These disciplines have all produced valuable knowledge, yet, they mostly exist as separate silos, without clear integration. To create an overview of the literature, we systematically reviewed school-to-work transition literature and used a sustainable career lens to organize it. Based on 365 articles from the past 28 years, our review findings show that there are different conceptual and theoretical approaches to studying school-to-work transitions. We subsequently organize these perspectives into antecedents categorized into the sustainable career perspective’s person, context, and time dimensions. Moreover, we categorize school-to-work transition outcomes as proximal and more distal outcomes related to happiness, health, and productivity indicators. Finally, we reflect on the implications of our review article and suggest ways forward for conceptualizing and theorizing modern school-to-work transitions, along with an agenda for future research.
{"title":"Organizing School-to-Work Transition Research from a Sustainable Career Perspective: A Review and Research Agenda","authors":"Rowena Blokker, J. Akkermans, Julian Marciniak, Paul Jansen, S. Khapova","doi":"10.1093/workar/waad012","DOIUrl":"https://doi.org/10.1093/workar/waad012","url":null,"abstract":"\u0000 A successful school-to-work transition is crucial to an individual’s initial entry into the labor market and overall sustainable career development. Scholarly interest in how emerging adults (i.e., late teens to late 20s) can achieve a successful transition to work has grown considerably, stemming from various disciplines, such as educational sciences, psychology, sociology, and economics. These disciplines have all produced valuable knowledge, yet, they mostly exist as separate silos, without clear integration. To create an overview of the literature, we systematically reviewed school-to-work transition literature and used a sustainable career lens to organize it. Based on 365 articles from the past 28 years, our review findings show that there are different conceptual and theoretical approaches to studying school-to-work transitions. We subsequently organize these perspectives into antecedents categorized into the sustainable career perspective’s person, context, and time dimensions. Moreover, we categorize school-to-work transition outcomes as proximal and more distal outcomes related to happiness, health, and productivity indicators. Finally, we reflect on the implications of our review article and suggest ways forward for conceptualizing and theorizing modern school-to-work transitions, along with an agenda for future research.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"28 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76616583","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Linda van den Heijkant, M. van Selm, I. Hellsten, R. Vliegenthart
As aging populations put pressure on pension systems worldwide, pension reforms have dominated the (political) agenda in many countries for years. The media are essential information providers on such hotly debated issues. By selecting and highlighting certain aspects of an issue and glossing over others, also known as framing, news media can propagate a particular interpretation of the issue to the public. This study therefore approaches pension reform from the perspective of the media by examining how news frames of pension reform (i.e., responsibility frame and justice frame) influence how citizens perceive and respond to pension reform. Findings of an online survey-embedded experiment (N = 762) show that citizens who encountered a news frame that emphasized individual or collective responsibility for pensions showed a stronger preference for this type of responsibility; however, this effect was only positive if news media also framed individual or collective responsibility for pensions as just. In fact, exposure to an unjust frame leads to more negative attitudes toward the specific form of responsibility. Regarding individual differences, lower-educated people are more strongly impacted by the responsibility frame than higher-educated people. The strength of framing effects did not differ among citizens of different ages or levels of solidarity, nor between citizens who received the frames via their primary mode of news use and the ones exposed to a less preferred mode of news use. This study shows the importance of news framing in shaping citizens’ attitudes toward pension reforms, suggesting that media coverage matters in the public debate on pensions.
{"title":"Justice Matters. News Framing Effects on Opinions about Pension Reform","authors":"Linda van den Heijkant, M. van Selm, I. Hellsten, R. Vliegenthart","doi":"10.1093/workar/waad011","DOIUrl":"https://doi.org/10.1093/workar/waad011","url":null,"abstract":"\u0000 As aging populations put pressure on pension systems worldwide, pension reforms have dominated the (political) agenda in many countries for years. The media are essential information providers on such hotly debated issues. By selecting and highlighting certain aspects of an issue and glossing over others, also known as framing, news media can propagate a particular interpretation of the issue to the public. This study therefore approaches pension reform from the perspective of the media by examining how news frames of pension reform (i.e., responsibility frame and justice frame) influence how citizens perceive and respond to pension reform. Findings of an online survey-embedded experiment (N = 762) show that citizens who encountered a news frame that emphasized individual or collective responsibility for pensions showed a stronger preference for this type of responsibility; however, this effect was only positive if news media also framed individual or collective responsibility for pensions as just. In fact, exposure to an unjust frame leads to more negative attitudes toward the specific form of responsibility. Regarding individual differences, lower-educated people are more strongly impacted by the responsibility frame than higher-educated people. The strength of framing effects did not differ among citizens of different ages or levels of solidarity, nor between citizens who received the frames via their primary mode of news use and the ones exposed to a less preferred mode of news use. This study shows the importance of news framing in shaping citizens’ attitudes toward pension reforms, suggesting that media coverage matters in the public debate on pensions.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"59 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84714743","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research regarding the effects of automation on labor supply often assesses the labor force as a whole and disregards specific effects on aging workers. In light of rapid technological changes in the labor market, we assess the linkage between the automatability of aging workers and their retirement decisions. Based on the theoretical model of task-based technological changes and drawing data from the Health and Retirement Study and O*NET 2000–2018, we create an automatability index based on workers’ primary skills. Using the index as our main explanatory variable in Cox proportional hazards models and logit models, we find that skill-specific automatability increases the retirement likelihood, both in terms of their expected and actual timing of retirement. This work provides empirical evidence that individuals’ automatability renders the notion of “working at old age” less viable, despite the financial and health benefits of staying in the labor force for an extended period. Our findings offer important insights on how to better promote productive aging, for instance, by offering retraining programs for older workers to harness their soft skills to reduce automatability in the labor market.
{"title":"The Skill-Specific Automatability of Aging Workers and Its Impact on Retirement Decisions","authors":"Zeewan Lee","doi":"10.1093/workar/waad008","DOIUrl":"https://doi.org/10.1093/workar/waad008","url":null,"abstract":"\u0000 Research regarding the effects of automation on labor supply often assesses the labor force as a whole and disregards specific effects on aging workers. In light of rapid technological changes in the labor market, we assess the linkage between the automatability of aging workers and their retirement decisions. Based on the theoretical model of task-based technological changes and drawing data from the Health and Retirement Study and O*NET 2000–2018, we create an automatability index based on workers’ primary skills. Using the index as our main explanatory variable in Cox proportional hazards models and logit models, we find that skill-specific automatability increases the retirement likelihood, both in terms of their expected and actual timing of retirement. This work provides empirical evidence that individuals’ automatability renders the notion of “working at old age” less viable, despite the financial and health benefits of staying in the labor force for an extended period. Our findings offer important insights on how to better promote productive aging, for instance, by offering retraining programs for older workers to harness their soft skills to reduce automatability in the labor market.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"47 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-04-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80123268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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