Retirement or committed to work?. Conceptualising prolonged labour market participation through organisational commitment
| DOI | https://doi.org/10.1108/01425451211183273 |
| Published date | 11 November 2011 |
| Date | 11 November 2011 |
| Pages | 80-90 |
| Author | Andrea Winkelmann‐Gleed |
| Subject Matter | HR & organizational behaviour |
Retirement or committed to
work?
Conceptualising prolonged labour market
participation through organisational
commitment
Andrea Winkelmann-Gleed
London Metropolitan University, London, UK
Abstract
Purpose – The purpose of this paper is to provide a UK older worker’s perspective on the influences
of multiple work and non-work related commitments on their decision to extend working lives or to
retire. As demographic change and economic challenges related to the financing of health care and
pension plans affect retirement policies, this paper seeks to explore the individual worker’s
perspective. Their choice is framed by seeking to balance financial security in later life with the
positive elements of work and the desire to match work with other commitments, something hardly
taken into consideration by employers.
Design/methodology/approach – The paper combines findings from existing research studies and
UK based, semi-structured interviews conducted as part of two ESF (European Social Fund) funded
projects aiming at extending labour market participation for older workers. Key areas, such as
retirement planning, training, flexibility and health are explored and the organisational
identities/commitment literature provides a conceptual framework for understanding the push and
pull factors associated with labour market exit among the over 50s.
Findings – Fundamental to the success of changes in government pension policies in terms of
extending labour market participation of older workers is the element of individual agency rather than
a view of victimisation. Viewing older workers as the ones who have to pay for increasing life
expectancy by working longer could lead to people staying in work for the wrong reasons, negatively
affecting productivity and job satisfaction. The discussion and conclusion stress the need for deeper
understanding of work as one contributor to overall quality of life.
Originality/value – The political agenda to prolong working lives is principally driven by economic
arguments. However, for any future policies to lead to an intrinsic motivation to want to remain in
work, the voices of older workers express the desire to combine work with non-work related
commitments and identities. Achieving such balance could benefit the whole labour force.
Keywords Worker, Ageing,Identity, Commitment, Human resourcemanagement, Older workers,
United Kingdom,Quality of life, Employee attitudes
Paper type Research paper
Introduction
The UK demographic profile, like most other EU countries, is characterized by an
ageing population: current life expectancy for women is 84 years and for men, 81 years.
Despite the recent recovery of the fertility rate, its drop between the 1960s and turn of
the century implies a rising age dependency ratio (Smeaton et al., 2009) with
2.9 members of the working age population predicted to support each person of State
Pension Age (SPA) by 2051 (ONS, 2010). At the same time since the 1970s the
employment rate for men aged 60 to 65 has dropped to less than 50 per cent (Loretto
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Vol. 34 No. 1, 2012
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DOI 10.1108/01425451211183273
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