Description
As the population ages, retirement transition/adjustment and retirees’ well-being have become topics of great concern for governments and organizations. Around 25% of retirees experience a drop in wellbeing and health after leaving the workforce, and scholars have recommended that retirement preparation should start early because this can affect adjustment in later life. Moreover, because pension system reforms in developed countries have included delays to mandatory retirement, the design of more sustainable and flexible careers for the older workforce can prolong the working life, support a healthy transition to retirement, and slow increases in old age dependency ratios.
There is a need to better understand the boundary conditions and psychological processes involved in career transitions and bridge employment (e.g., late-life entrepreneurship) as later careers become more diverse and unpredictable. Older workers are at greater risk of discrimination than younger workers when transitioning into careers that may not match their existing job experience. The specific psychological mechanisms behind these phenomena are not yet well understood, and there remain many unresolved questions regarding late career and retirement transition processes.
As such, essential questions that the Action will address are as follows:
- What are the contextual factors and psychological processes that affect bridge employment, latelife entrepreneurship, and other career transitions in later life?
- What strategies and interventions may be developed to best promote sustainable and flexible career paths, before and after retirement, for the 21st century workforce?
- How may retirement transition schemes be designed to best accommodate the needs of different stakeholders to create a sustainably aging workforce in the context of extended working life?
View other WGs
Aging at work involves many age related changes in physical, cognitive, and emotional capacities and skills as well as in perceptions and social roles.
Successful aging at work refers to the proactive maintenance of, or adaptive recovery to maintain, high levels of ability and motivation to continue working throughout the lifespan.
Increasing age diversity at work is both an opportunity and a challenge. Workers of different ages bring complementary competencies to the workplace, increasing creativity and innovation.
Work in the 21st century is marked by profound changes driven by the technological revolution, digitalization, and the emergence of artificial intelligence (AI). These changes have benefits and costs for...