Work Aging and Retirement最新文献_第6页

Rater Attributions of Malfunctions in Videoconference Interviews 视频会议采访中故障的原因分析

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-09-29 DOI: 10.1093/workar/waab025

Jerod C. White, Tara S. Behrend

Virtual interviews have become ubiquitous, yet research on the psychological effects of their technological characteristics remains sparse. Many practitioners caution that malfunctions that commonly occur during interviews may negatively influence interviewers’ perceptions of an applicant. This concern is heightened for some groups of applicants, particularly those of certain age groups. Age stereotypes characterize older adults as technologically inept, and per the similarity effect, the dual ages of an applicant and an interviewer likely influence an interviewer’s attributions of a technology malfunction. We explored these propositions by investigating the effects that one such malfunction, an echo, has on raters. This experiment used a 2 (younger applicant vs. older applicant) × 2 (younger rater vs. older rater) × 3 (no echo vs. minor echo vs. severe echo) between-subject design to test hypotheses. Results showed that raters generally made situational attributions of malfunctions. Raters blamed the echo on older applicants slightly more than younger applicants, but attributions did not predict perceptions of interview performance, decisions to hire, or salary recommendations. Malfunctions and age similarity were generally not related to hiring outcomes. These findings advance theories surrounding attributions and age biases while offering no clear evidence that specific age groups are at a disadvantage in virtual interviews.

虚拟访谈已经变得无处不在，然而关于其技术特征的心理影响的研究仍然很少。许多从业者警告说，在面试中经常出现的故障可能会对面试官对申请人的看法产生负面影响。对某些申请人群体，特别是某些年龄组的申请人来说，这种关切更加突出。年龄刻板印象将老年人描述为技术无能，根据相似效应，申请人和面试官的双重年龄可能会影响面试官对技术故障的归因。我们通过调查一种这样的故障——回声——对评分者的影响来探索这些命题。本实验采用2(年轻申请者vs.年长申请者)× 2(年轻评分者vs.年长评分者)× 3(无回声vs.轻微回声vs.严重回声)受试者间设计来检验假设。结果表明，评分者普遍对故障进行情景归因。评分者认为年龄较大的应聘者受到的影响略高于年轻的应聘者，但归因并不能预测面试表现、雇佣决定或薪资建议的看法。故障和年龄相似度通常与招聘结果无关。这些发现推进了有关归因和年龄偏见的理论，但没有提供明确的证据表明特定年龄组在虚拟面试中处于劣势。

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引用次数: 0

When and Why Do Employers (Re)Hire Employees Beyond Normal Retirement Age? 雇主何时及为何(再)聘用超过正常退休年龄的雇员?

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-08-26 DOI: 10.1093/workar/waab020

Orlaith C Tunney, Jaap Oude Mulders

Older workers are increasingly being encouraged to work beyond normal retirement age (NRA). Given that employers generally control opportunities for employees to work beyond NRA, better understanding their motivations, attitudes, and experiences in (re)hiring employees to work beyond NRA is vital. To date, however, research investigating employment beyond NRA has primarily focused on the perspective and experiences of employees. In this study, we analyzed data from a 2017 survey of 1,214 Dutch employers to examine whether workplace social norms, employers’ concerns related to workforce aging, and structural organizational characteristics were related to whether or not they employed working retirees. We found that workplace norms about working beyond NRA, concerns about career opportunities for younger workers, and structural characteristics such as organizational size, sector, and proportion of female and older workers in the organization were significantly associated with whether or not organizations employed workers beyond NRA. In the second, exploratory, phase of our analysis, we investigated attitudes and approaches toward workers beyond NRA among those who had previously employed such workers. Most employers agree that they mainly (re)hire workers with unique knowledge or experience to work beyond NRA and that employees usually take the initiative in prolonging employment. Employers’ opinions on whether employees working beyond NRA should accept a pay cut or block the progress of other employees are more mixed. Insights gained from the current research can help guide future research and policy to support longer working lives, from both employee and employer perspectives, even beyond normal retirement age.

越来越多的老年人被鼓励在正常退休年龄(NRA)之后继续工作。鉴于雇主通常控制着员工在NRA之外工作的机会，更好地了解他们(再)雇用员工在NRA之外工作的动机、态度和经验是至关重要的。然而，迄今为止，调查NRA以外就业的研究主要集中在员工的观点和经验上。在这项研究中，我们分析了2017年对1214名荷兰雇主的调查数据，以研究工作场所的社会规范、雇主对劳动力老龄化的担忧以及组织结构特征是否与他们是否雇用在职退休人员有关。我们发现，关于在NRA之外工作的工作场所规范、对年轻员工职业机会的关注，以及组织规模、部门、女性和年长员工比例等结构特征，与组织是否雇用NRA之外的员工显著相关。在我们分析的第二个探索性阶段，我们调查了那些以前雇佣过NRA以外的工人的态度和方法。大多数雇主同意，他们主要(重新)雇用具有独特知识或经验的工人在NRA之外工作，员工通常主动延长雇佣期限。对于在全国步枪协会之外工作的员工是否应该接受减薪或阻止其他员工的进步，雇主们的意见更为复杂。从当前研究中获得的见解可以帮助指导未来的研究和政策，以支持更长的工作寿命，从雇员和雇主的角度来看，甚至超过正常的退休年龄。

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引用次数: 4

An Interpretative Phenomenological Analysis of Social Identity Transition in Academic Retirement 学者退休后社会身份转换的解释性现象学分析

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-08-24 DOI: 10.1093/workar/waab018

Anca M. Miron, N. Branscombe, Thomas C Ball, S. Mcfadden, C. Haslam

One of the most serious challenges inherent in retirement transition is coping with social identity changes. We investigated social identity processes and the role of social engagement during retirement transition by examining the life narratives of recently retired university faculty (14 males and 5 females) from 12 different academic areas. The interviews were analyzed using interpretative phenomenological analysis (IPA). The results revealed one overarching theme—the centrality and importance of academic identity—and 3 identity transition processes with their associated goals: identity continuity, identity change, and identity conservation. Four additional themes captured the manifestations of these identity processes as they play out in the lived experiences of identity transition among these recent academic retirees: awareness of negative aspects in academia and perceived lack of fit between self and academia; social disidentification with academic identity; identity discovery and seeking old and new identities; and embracing old and new identities, including hobby-related and place-anchored activities. Maintaining and transforming parts of their former identities, as opposed to an active search for new connections, was a prevalent strategy among the participants. We discuss implications for designing strategies to better prepare recent academic retirees and academics who are considering retirement to enable a smoother identity transition and improved well-being.

退休转型中最严峻的挑战之一是应对社会身份的变化。本研究通过对来自12个不同学术领域的新近退休的大学教师(14名男性和5名女性)的生活叙述，研究了社会认同过程和社会参与在退休过渡中的作用。采用解释现象学分析(IPA)对访谈进行分析。研究结果揭示了一个总体主题——学术身份的中心性和重要性——以及三个身份过渡过程及其相关目标:身份连续性、身份变化和身份保护。另外四个主题捕捉了这些身份过程的表现，因为它们在这些最近的学术退休人员的身份转变的生活经历中发挥作用:意识到学术界的消极方面，并感知到自我与学术界之间缺乏契合;学术认同的社会不认同;身份发现和寻找新旧身份;拥抱旧的和新的身份，包括与爱好相关的和基于地点的活动。保持和改变他们以前的部分身份，而不是积极寻找新的联系，是参与者普遍采用的策略。我们讨论了设计策略的影响，以更好地为最近的学术退休人员和正在考虑退休的学者做好准备，以实现更顺利的身份过渡和改善福祉。

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引用次数: 6

Do Age Stereotypes Predict Personnel Decisions? The State of the Evidence 年龄刻板印象能预测人事决策吗?证据的状态

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-08-23 DOI: 10.1093/workar/waab019

K. Murphy, A. Denisi

引用次数: 12

Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model 年轻员工与年长员工之间的知识转移:一个时间社会比较模型

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-07-09 DOI: 10.1093/WORKAR/WAAB017

Ulrike Fasbender, Fabiola H. Gerpott

Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting that employees compare their current and future status (i.e., the prestige, respect, and esteem provided by others). Expected future status differences are meaningful among age-diverse employees because older employees may have a higher current status than their younger colleagues, whereas younger employees may gain a higher status in the future. In our conceptual model, we propose 2 opposing pathways through which temporal social comparison impacts knowledge transfer, namely age-specific motives (i.e., generativity and development striving) and discrete emotions (i.e., fear of losing status and fear of losing face). In addition, we introduce individual and organizational boundary conditions that can modify the downstream consequences of temporal social comparison on knowledge transfer between younger and older employees.

年轻员工和年长员工之间的知识转移有助于防止组织知识流失，有助于企业的成功。然而，尽管有潜在的好处，知识转移不会自动发生。为了更好地理解与年龄差异知识转移相关的挑战，我们开发了一个概念模型，概述了10个命题。具体来说，我们采用了一种时间社会比较的视角，即员工比较他们现在和未来的地位(即他人提供的声望、尊重和尊重)。预期未来的地位差异在不同年龄的员工中是有意义的，因为年长的员工可能比年轻的员工有更高的当前地位，而年轻的员工可能在未来获得更高的地位。在我们的概念模型中，我们提出了两种相反的途径，通过时间社会比较影响知识转移，即年龄特定动机(即，生成和发展努力)和离散情绪(即，害怕失去地位和害怕丢脸)。此外，我们引入了个人和组织的边界条件，这些边界条件可以改变时间社会比较对年轻和年长员工之间知识转移的下游后果。

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引用次数: 18

Control at Work: An Integrative, Lifespan-Informed Review 工作中的控制:一个综合的，寿命知情的回顾

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-07-08 DOI: 10.1093/workar/waab015

Rachel S Rauvola, Cort W Rudolph

Control is one of the most ubiquitous and fundamental concepts to the study of psychology, including to theory, research, and practice related to aging and work. Indeed, control constructs exist in many different forms (e.g., self-efficacy, job autonomy, locus of control), and they have been extensively linked to performance and well-being with age. This article provides a review of age- and work-relevant theory and research pertaining to a variety of “actual,” perceived, and enacted control constructs. The article seeks to fulfill 3 goals. First, we review predominant control constructs with respect to theory and research, considering their distinguishing and overlapping features, relationships with age- and work-relevant concerns, and areas of consensus and ambiguity. Second, we synthesize and organize our review findings into a work-focused “lifespan control framework” to guide theoretical revision, hypothesis formation, and construct choice/comparisons, and we provide recommendations to researchers for using this framework. Third and finally, we generate a focused research agenda for impactful studies of age, control, and work. The concept of control has contributed to our knowledge of and practice with work-relevant processes, and this review aims to aid in integration, organization, and innovation to move the study of age, control, and work forward.

控制是心理学研究中最普遍和最基本的概念之一，包括与衰老和工作相关的理论、研究和实践。事实上，控制结构以许多不同的形式存在(例如，自我效能感、工作自主性、控制点)，它们与年龄的表现和幸福感有着广泛的联系。本文回顾了与年龄和工作相关的理论和研究，这些理论和研究涉及各种“实际的”、感知的和制定的控制结构。这篇文章试图实现三个目标。首先，我们回顾了理论和研究方面的主要控制结构，考虑到它们的区别和重叠特征，与年龄和工作相关问题的关系，以及共识和模糊的领域。其次，我们将我们的综述结果综合整理成一个以工作为中心的“寿命控制框架”，以指导理论修正、假设形成和构建选择/比较，并为研究人员提供使用该框架的建议。第三，也是最后，我们为年龄、控制和工作方面的有影响力的研究制定了一个重点研究议程。控制的概念促进了我们对工作相关过程的认识和实践，本综述旨在帮助整合、组织和创新，推动年龄、控制和工作的研究向前发展。

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引用次数: 0

Forge Healthy Pathways to Retirement With Employer Practices: A Multilevel Perspective 通过雇主实践打造健康的退休之路:多层次视角

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-07-03 DOI: 10.1093/WORKAR/WAAB016

K. Henkens

Countries in the Western world are experiencing increasing challenges associated with an aging population. This aging process is unprecedented, and the era of young population structures will not return. This structural demographic shift has not only made the sustainability of pensions and social security key issues for governments but also influences the ways in which people organize their working lives and firms manage their workforces. In this commentary, I argue that we need new research on employer practices to cope with the new realities of an extended working life and how these practices impact healthy pathways to retirement for older workers.

西方国家正经历着与人口老龄化相关的越来越多的挑战。这种老龄化进程是前所未有的，人口结构年轻化的时代将一去不复返。这种结构性人口变化不仅使养老金和社会保障的可持续性成为政府的关键问题，而且还影响到人们组织工作生活和公司管理劳动力的方式。在这篇评论中，我认为我们需要对雇主的做法进行新的研究，以应对延长工作寿命的新现实，以及这些做法如何影响老年工人的健康退休途径。

引用次数: 18

Married Mothers' Bargaining Power and Their Accrual of Pension Entitlements: Evidence From East and West Germany. 已婚母亲的议价能力及其养老金权利的累积：来自东德和西德的证据。

IF 2.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-06-29 eCollection Date: 2022-07-01 DOI: 10.1093/workar/waab009

Andreas Weiland

This study investigates how married mothers' relative bargaining power before the birth of their first child affects their subsequent accumulation of pension entitlements in East versus West Germany. I use a novel data linkage between the German sample of the "Survey of Health, Ageing and Retirement in Europe" and administrative records from the German pension insurance (SHARE-RV) to analyze monthly life-course data on married mothers from East (N = 226) and West Germany (N = 586) who were born between 1925 and 1967. Applying random effects growth curve models and mediation analyses, I find that women's relative bargaining power before parenthood is linked to their subsequent accumulation of pension entitlements in West (but not East) Germany. The results support the notion that bargaining power early in couples' linked lives has long-term consequences for women's pension income. Moreover, the results indicate that negotiations within the couple are constricted by the extent to which the institutional context supports or hinders the reconciliation of women's work-family conflict.

本研究探讨了在东德和西德，已婚母亲在生育第一个孩子之前的相对议价能力如何影响她们随后养老金权利的积累。我利用 "欧洲健康、老龄和退休调查 "德国样本与德国养老保险行政记录（SHARE-RV）之间的新型数据链接，分析了 1925 年至 1967 年间出生的东德（N = 226）和西德（N = 586）已婚母亲的每月生命历程数据。应用随机效应增长曲线模型和中介分析，我发现在西德（而非东德），妇女在生育前的相对议价能力与她们随后积累的养老金权利有关。研究结果支持了这样一种观点，即在夫妻相关生活的早期，讨价还价的能力会对妇女的养老金收入产生长期影响。此外，研究结果表明，夫妻间的谈判受制于制度环境对协调妇女工作与家庭冲突的支持或阻碍程度。

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引用次数: 0

Working Conditions and Mortality Risks Among Those Over the Age of 65: Findings From Germany 65岁以上人群的工作条件和死亡风险:来自德国的研究结果

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-06-29 DOI: 10.1093/workar/waab013

M. Brussig, Susanne Drescher

Despite the common worldwide trend of increasing life expectancy, socioeconomic differences and inequalities in mortality risks remain. This study focuses on the differences in mortality risks after the age of 65 due to working conditions during one’s working life. The study is based on data from the German Socio-Economic Panel (GSOEP), a representative longitudinal survey for Germany. Using occupations as a linkage variable, we match job exposure matrices that contain information about typical occupational working conditions from the German Working Conditions Survey. We estimate event analysis models to determine the effects of typical working conditions in occupations on mortality risks after retirement, while controlling for numerous individual characteristics. Working in occupations with strenuous conditions leads to higher mortality risks in later life. The effect is more pronounced for women than for men. Other factors, notably being male, having poor self-assessed health and the prevalence of an officially acknowledged disability, also increase mortality risks. According to our analysis—and in contrast to other studies—income position does not affect mortality risks after working conditions are introduced to the model. We conclude that reducing job strains may be an effective way of increasing life expectancy in later life. Further research should invest in a deeper understanding of the interplay between income and working conditions, consider the age and duration when strenuous working conditions occur and observe changes in working conditions within occupations.

尽管全球预期寿命普遍呈增加趋势，但社会经济差异和死亡风险不平等现象依然存在。本研究的重点是65岁以后的死亡风险的差异，由于一个人的工作生涯中的工作条件。这项研究基于德国社会经济研究小组(GSOEP)的数据，这是德国的一项代表性纵向调查。使用职业作为联动变量，我们匹配了包含德国工作条件调查中典型职业工作条件信息的工作暴露矩阵。我们估计事件分析模型，以确定典型的工作条件对退休后死亡风险的影响，同时控制许多个体特征。在艰苦条件下工作的人在晚年的死亡风险更高。这种影响在女性身上比在男性身上更为明显。其他因素，特别是男性、自我评估的健康状况不佳以及官方承认的残疾普遍存在，也增加了死亡风险。根据我们的分析，与其他研究相比，在将工作条件引入模型后，收入状况并不影响死亡风险。我们得出结论，减少工作压力可能是延长晚年预期寿命的有效方法。进一步的研究应该投资于更深入地了解收入和工作条件之间的相互作用，考虑发生艰苦工作条件时的年龄和持续时间，并观察职业中工作条件的变化。

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引用次数: 1

Beyond Hours Worked and Dollars Earned: Multidimensional EQ, Retirement Trajectories and Health in Later Life. 超越工时和收入：多维情商、退休轨迹和晚年健康。

IF 2.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2021-06-23 eCollection Date: 2022-01-01 DOI: 10.1093/workar/waab012

Sarah B Andrea, Jerzy Eisenberg-Guyot, Vanessa M Oddo, Trevor Peckham, Daniel Jacoby, Anjum Hajat

The working lives of Americans have become less stable over the past several decades and older adults may be particularly vulnerable to these changes in employment quality (EQ). We aimed to develop a multidimensional indicator of EQ among older adults and identify EQ and retirement trajectories in the United States. Using longitudinal data on employment stability, material rewards, workers' rights, working-time arrangements, unionization, and interpersonal power relations from the Health and Retirement Study (HRS), we used principal component analysis to construct an EQ score. Then, we used sequence analysis to identify late-career EQ trajectories (age 50-70 years; N = 11,958 respondents), overall and by sociodemographics (race, gender, educational attainment, marital status). We subsequently examined the sociodemographic, employment, and health profiles of these trajectories. We identified 10 EQ trajectories; the most prevalent trajectories were Minimally Attached and Wealthy (13.9%) and Good EQ to Well-off Retirement (13.7%), however, 42% of respondents were classified into suboptimal trajectories. Those in suboptimal trajectories were disproportionately women, people of color, and less-educated. Individuals in the Poor EQ to Delayed and Poor Retirement and Unattached and Poor clusters self-reported the greatest prevalence of poor health and depression, while individuals in the Wealthy Business Owners and Great EQ to Well-off Retirement clusters self-reported the lowest prevalence of poor health and depression at baseline. Trajectories were substantially constrained for women of color. Although our study demonstrates EQ is inequitably distributed in later life, labor organizing and policy change may afford opportunities to improve EQ and retirement among marginalized populations.

在过去的几十年里，美国人的工作生活变得越来越不稳定，而老年人可能特别容易受到就业质量（EQ）变化的影响。我们的目标是在美国老年人中开发一个多维度的就业质量指标，并确定就业质量和退休轨迹。利用《健康与退休研究》（HRS）中有关就业稳定性、物质回报、工人权利、工作时间安排、工会化和人际权力关系的纵向数据，我们使用主成分分析法构建了一个 EQ 分数。然后，我们使用序列分析来确定职业生涯后期的情商轨迹（50-70 岁；N = 11,958 名受访者），包括总体轨迹和按社会人口统计（种族、性别、教育程度、婚姻状况）划分的轨迹。我们随后研究了这些轨迹的社会人口、就业和健康状况。我们确定了 10 种情商轨迹；最普遍的轨迹是最低依恋和富裕（13.9%）以及良好情商到富裕退休（13.7%），然而，42% 的受访者被归入次优轨迹。处于次优轨迹的受访者中，女性、有色人种和受教育程度较低的人占很大比例。自我报告健康状况差和抑郁发生率最高的是 "情商差到延迟退休和贫穷 "群组以及 "无牵无挂和贫穷 "群组，而 "富裕企业主 "和 "情商高到富裕退休 "群组中的个人自我报告基线健康状况差和抑郁发生率最低。有色人种女性的轨迹受到很大限制。尽管我们的研究表明，晚年生活中的情商分布并不公平，但劳动组织和政策变革可能为改善边缘化人群的情商和退休生活提供机会。

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引用次数: 0