Intentions to Continue Working and Its Predictors

René Schalk () and Donatienne Desmette
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René Schalk: Tilburg University
Donatienne Desmette: Université catholique de Louvain

Chapter Chapter 11 in Aging Workers and the Employee-Employer Relationship, 2015, pp 187-201 from Springer

Abstract: Abstract What we know about managing and retaining older workers is quite limited. Attention is needed regarding the retention of older workers due to demographic shifts and their implications for organizational needs. Simply put, organizations need to retain older workers. Both because they want to keep the older workers’ knowledge “on board” and depend on older workers as the availability of younger workers declines. The chapter addresses the concept of intention to continue working among older workers. How can it be defined? How is it different or related to concepts such as work motivation, commitment and intention to retire early? We review the findings regarding the personal, organizational and context factors that predict it. We need to understand the influences on the employees’ intentions to continue working. In doing so, the HR practices to stimulate older employees to stay at work longer can be better identified. We discuss Human Resource Management practices that can influence employee intentions to continue working.

Keywords: Organizational Commitment; Goal Orientation; Early Retirement; Organizational Factor; Psychological Contract (search for similar items in EconPapers)
Date: 2015
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-319-08007-9_11

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DOI: 10.1007/978-3-319-08007-9_11

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