Employment Preferences
Among workers* aged 18+ participating in the 2017 Transamerica Retirement Survey, “3 in ten workers (30%) dream of doing some form of work in retirement, including “pursuing an encore career” (13%), “starting a…
Among workers* aged 18+ participating in the 2017 Transamerica Retirement Survey, “3 in ten workers (30%) dream of doing some form of work in retirement, including “pursuing an encore career” (13%), “starting a business” (13%) and/or “continuing to work in the same field” (11%).“ (p. 10)
* Full-time or part-time workers in a for-profit company employing 5 or more people
Collinson, C. (2017). Wishful thinking or within reach? 3 generations prepare for retirement. Los Angeles, CA: Transamerica Center for Retirement Studies. Retrieved from https://www.transamericacenter.org/docs/default-source/retirement-survey-of-workers/tcrs2017_sr_three-generations_prepare_for_retirement.pdf
The analysis contained in this report was prepared internally by the research team at Transamerica Center for Retirement Studies®(TCRS). A 25-minute, online survey was conducted between August 9 and October 28, 2017 among a nationally representative sample of 6,372 workers by Harris Poll for TCRS. Respondents met the following criteria: U.S. residents, age 18 or older; Full-time or part-time workers in a for-profit company employing 5 or more people
“39% of employed individuals age 65 and older say that they had retired at some point previously…that is, they reentered the labor force…
“39% of employed individuals age 65 and older say that they had retired at some point previously…that is, they reentered the labor force at some point after initiating a retirement transition,” according to a 2017 analysis of data from a RAND survey. (p. 12 and fig. 3.2)
Maestas, N., Mullen, K. J., Powell, D., von Wachter, T., & Wenger, J. B. (2017). Working conditions in the United States: Results of the 2015 American Working Conditions Survey. Santa Monica, CA: RAND Corporation. Retrieved from https://www.rand.org/pubs/research_reports/RR2014.html
The AWCS data come from a survey fielded between July 15 and October 14, 2015, to participants in the ALP. The ALP is a nationally representative (when weighted) sample of individuals residing in the United States who have agreed to participate in regular online surveys. The AWCS was the 436th survey fielded in the ALP.
Among Early Boomers (aged 61-66) who were still working in 2014, 28% said that they plan to reduce hours as they transition to retirement. 22% said that they would like to reduce hours…
Among Early Boomers (aged 61-66) who were still working in 2014, 28% said that they plan to reduce hours as they transition to retirement. 22% said that they would like to reduce hours even if pay was also reduced. 11% indicated that they were already partly retired, according to a 2017 GAO analysis of data from the Health and Retirement Survey. (fig. 5, p. 16)
US GAO. (2017). Older workers: Phased retirement programs, although uncommon, provide flexibility for workers and employers. Washington DC: US Government Accountability Office. Retrieved from http://www.gao.gov/assets/690/685324.pdf
This study analyzed Health and Retirement Study (HRS) data from 2004-2014, focusing on a group of people who were born from 1948 to 1953
Among workers and retirees in 15 countries, “26% (net) mention some form of paid work as a retirement aspiration, including continuing to work in the same field (15%), continuing…
Among workers and retirees in 15 countries, “26% (net) mention some form of paid work as a retirement aspiration, including continuing to work in the same field (15%), continuing to work but in another field (11%), and/or starting a business (10%),” according to data from the 2017 Aegon Retirement Readiness Survey. (p. 9)
Aegon Center for Longevity and Retirement. (2017). Successful retirement - healthy aging and financial security: The Aegon retirement readiness survey 2017. Netherlands: Aegon. Retrieved from https://www.transamericacenter.org/docs/default-source/global-survey-2017/tcrs2017_sr_successful_retirement_healthy_aging_financial_security.pdf
The findings in this report are based on 14,400 workers and 1,600 retired people in 15 countries: Australia, Brazil, Canada, China, France, Germany, Hungary, India, Japan, the Netherlands, Poland, Spain, Turkey, the United Kingdom, and the UnitedStates. Interviews were conducted online between February 6 and 18, 2017.
“More than 42%” of workers age 55+ “were employed in management, professional, and related occupations,” according to a 2017 report from the Bureau of Labor Statistics. (chart 3).
“More than 42%” of workers age 55+ “were employed in management, professional, and related occupations,” according to a 2017 report from the Bureau of Labor Statistics. (chart 3).
Toossi, M., & Torpey, E. (2017). Older workers: Labor force trends and career options. Washington DC: Bureau of Labor Statistics. Retrieved from https://www.bls.gov/careeroutlook/2017/article/older-workers.htm
This report is based on analysis of data from the Current Population Survey of the US Bureau of Labor Statistics
According to a 2017 report from Transamerica based on the global Aegon Retirement Readiness Survey, almost 70% of self-employed workers envision a flexible transition to retirement. Among those, 46% expect to transition to working part-time or on temporary contracts, while 23% expect to…
According to a 2017 report from Transamerica based on the global Aegon Retirement Readiness Survey, almost 70% of self-employed workers envision a flexible transition to retirement. Among those, 46% expect to transition to working part-time or on temporary contracts, while 23% expect to continue working as they currently do. In contrast, 32% of self-employed workers expect to stop working completely and enter full retirement. (Chart 4, p. 10)
Retirement preparations in a new age of self-employment. (2017). Los Angeles: Transamerica Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/global-survey-2016/tcrs2017_sr_retirement_preparations_of_self-employed.pdf
This report is based on findings from Aegon’s 5th Annual Retirement Readiness Survey (ARRS) and spotlights how the self-employed view and are preparing for retirement. The survey comprises 17,600 respondents, of whom 1,600 self-identify as being self-employed in 15 countries spanning Europe,the Americas, Asia, and Australia.
According to a 2016 Pew Research Center survey, 8% of U.S. adults earned money in the last year in the "gig" economy by using digital platforms to take on a job or task*. Among older adults, 4% of those aged 50-65 earned money in using digital platforms, as did 2% of those aged 65+. In…
According to a 2016 Pew Research Center survey, 8% of U.S. adults earned money in the last year in the "gig" economy by using digital platforms to take on a job or task*. Among older adults, 4% of those aged 50-65 earned money in using digital platforms, as did 2% of those aged 65+. In comparison, among younger adults, 16% of those aged 18-29 and 10% of those aged 30-49 earned money by using digital work or task platforms. (p. 1)
*”includes anything from IT work to taking surveys or doing data entry…driving for ride-hailing services… shopping or delivery tasks… cleaning or laundry tasks…or other tasks that fall outside of these four general groupings.”
Smith, A. (2016). The gig economy: Work, online selling and home sharing. Washington, DC: Pew Research Center. Retrieved from http://www.pewinternet.org/2016/11/17/gig-work-online-selling-and-home-sharing/
The American Trends Panel (ATP), created by Pew Research Center, is a nationally representative panel of randomly selected U.S. adults living in households. Data in this report are drawn primarily from the July wave of the panel, conducted July 12-Aug. 8, 2016 among 4,579 respondents.
According to a 2015 Transamerica survey, among persons identifying themselves as retired or semi-retired, "fewer than five percent are either pursuing an encore career, working in their current field, or starting a business. Retirees say that they are spending more time with family and friends…
According to a 2015 Transamerica survey, among persons identifying themselves as retired or semi-retired, "fewer than five percent are either pursuing an encore career, working in their current field, or starting a business. Retirees say that they are spending more time with family and friends (53 percent), pursuing hobbies (40 percent), traveling (33 percent), and doing volunteer work (24 percent). Eleven percent are taking care of their grandchildren and seven percent are caregiving. (p. 10)
Collinson, C. (2015). The current state of retirement: Pre - retiree expectations and retiree realities. US: Transamerica Cener for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/retirees-survey/retirees_survey_2015_report.pdf
Harris Poll conducted the Transamerica Retirement Surveys. A 24-minute, online survey was conducted between July 6 –24, 2015 among a nationally representative sample of 2,012 people using the Harris Poll online panel. Retirees met the following criteria: U.S. residents, age 50 or older,Consider themselves to be fully or semi-retired, Worked for a for-profit company employing 10 or more people for the majority of their career. A 25-minute, online survey was conducted between February 18 –March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll online panel. Respondents met the following criteria:U.S. residents, age 18 or older, Full-time or part-time workers in a for-profit company employing 10 or more people.
According to a MassMutal survey of a sample of over 1500 full-time employed adults, when asked "which three benefits would you most like to receive from your employer," among Boomers, 50% selected "more vacation". The other top-ranked benefits among Boomers were "better 401K matches (43%), and…
According to a MassMutal survey of a sample of over 1500 full-time employed adults, when asked "which three benefits would you most like to receive from your employer," among Boomers, 50% selected "more vacation". The other top-ranked benefits among Boomers were "better 401K matches (43%), and expanded healthcare (43%). Flexible work schedule was ranked among their top three by 30% of respondents. (p. 5)
MassMutual Financial Group. (2015). 2015 MassMutual Generations@Work study. US: Massachusetts Mutual Life Insurance Company. Retrieved from https://www.massmutual.com/~/media/files/2015-MM-Generations-at-Work-Study.pdf
KRC Research conducted this survey from July 17 - 24, 2015 via an online survey of 1,517 adults in the US, including an oversample of 501 Hispanics, who are full - time employees at companies that provide benefits .
According to a 2014 survey of adults aged 40-59, among respondents who are currently employed or looking for work, 29% are planning to make a career change in the next 5 years. Top reasons for planned career change include wanting to have less stress (82%) and have more work-life balance (80…
According to a 2014 survey of adults aged 40-59, among respondents who are currently employed or looking for work, 29% are planning to make a career change in the next 5 years. Top reasons for planned career change include wanting to have less stress (82%) and have more work-life balance (80%). (p. 24)
Thayer, C. (2014). Reflections on life & career. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/general/2014/Reflections-on-Life-and-Career-AARP-res-gen.pdf
The survey was fielded by Woelfel Research, Inc. from May 15-May 29, 2014. A total of 1006 telephone interviews were completed with adults ages 40-59 in the United States. The results were weighted to be nationally representative.
According to a 2014 survey by Encore.org, "more than half of all Americans (55 percent) agree that putting skills and expertise to use in some fashion to help others is an important part of how they view the stage of their lives that would follow a primary career. Over a quarter (28 percent) put…
According to a 2014 survey by Encore.org, "more than half of all Americans (55 percent) agree that putting skills and expertise to use in some fashion to help others is an important part of how they view the stage of their lives that would follow a primary career. Over a quarter (28 percent) put post-midlife work with real social impact at the center of their planning."
Encore.org. (2014). Encore careers: The persistence of purpose. San Franciso: Encore.org. Retrieved from http://www.encore.org/files/2014EncoreResearchOverview.pdf
Encore.org, in collaboration with Penn Schoen Berland, conducted an on-line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014.
According to a 2014 survey by Encore.org, among respondants who are active in encore careers today, 44 percent transitioned into new roles between 45 and 54, and 44 percent in the next decade, from 55 to 64."
According to a 2014 survey by Encore.org, among respondants who are active in encore careers today, 44 percent transitioned into new roles between 45 and 54, and 44 percent in the next decade, from 55 to 64."
Encore.org. (2014). Encore careers: The persistence of purpose. San Francisco: Encore.org. Retrieved from http://www.encore.org/files/2014EncoreResearchOverview.pdf
Encore.org, in collaboration with Penn Schoen Berland, conducted an on - line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014. The margin of error for the general population is В±3.1 percent at the 95 percent confidence level, and large for subgroups.
According to a 2014 survey by Encore.org, "about one in four people (23 percent) in encore careers are employees who are paid for their work. Nearly a third (30 percent) are self-employed,...Fewer than three in ten (28 percent) carry out their encores through significant pro bono roles."
According to a 2014 survey by Encore.org, "about one in four people (23 percent) in encore careers are employees who are paid for their work. Nearly a third (30 percent) are self-employed,...Fewer than three in ten (28 percent) carry out their encores through significant pro bono roles."
Encore.org. (2014). Encore careers: The persistence of purpose. San Franciso: Encore.org. Retrieved from http://www.encore.org/files/2014EncoreResearchOverview.pdf
Encore.org, in collaboration with Penn Schoen Berland, conducted an on - line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014. The margin of error for the general population is В±3.1 percent at the 95 percent confidence level, and large for subgroups.
Acording to a 2006 survey from Merrill Lynch, "the ideal retirement for 71% of adults surveyed is to work in some capacity, and almost half of those U.S. adults who plan to work in retirement (45%) say they don't plan to stop working -- ever. On average, people expect to retire at age 61, but…
Acording to a 2006 survey from Merrill Lynch, "the ideal retirement for 71% of adults surveyed is to work in some capacity, and almost half of those U.S. adults who plan to work in retirement (45%) say they don't plan to stop working -- ever. On average, people expect to retire at age 61, but they see themselves working an average of nine years in retirement. The average age at which they will stop working completely is over 70."
Merrill Lynch. (2006). The 2006 Merrill Lynch new retirement survey: A perspective from individuals and employers. New York: Merrill Lynch. Retrieved from http://www.ml.com/media/66482.pdf
According to the 2013 Merrill Lynch retirement survey, "seven out of ten (71%) pre-retirees say they would ideally like to include some work in their retirement years. Most are seeking flexible work arrangements, such as part-time work (39%) or going back and forth between periods of work and…
According to the 2013 Merrill Lynch retirement survey, "seven out of ten (71%) pre-retirees say they would ideally like to include some work in their retirement years. Most are seeking flexible work arrangements, such as part-time work (39%) or going back and forth between periods of work and leisure (24%)." 8% indicated that they will work full-time. (fig. 1, p. 5)
Merrill Lynch. (2013). Americans' perspectives on new retirement realities and the longevity bonus. U. S.: Merrill Lynch. Retrieved from http://www.wealthmanagement.ml.com/publish/content/application/pdf/GWMOL/AR111544.pdf
This report is based on a national public opinion poll conducted online by Harris Interactive. The Merrill Lynch survey was completed from December 2012 to January 2013, in partnership with Age Wave, and included more than 6,300 respondents age 45 and older. Findings are based on 3,002 responses from the general population.
According to the 2013 Merrill Lynch retirement survey, "among pre-retirees who would like to include some work in their retirement years, about half (51%) half saying they would like to pursue a different line of work, while 49% plan on continuing the same line of work they did in their pre-…
According to the 2013 Merrill Lynch retirement survey, "among pre-retirees who would like to include some work in their retirement years, about half (51%) half saying they would like to pursue a different line of work, while 49% plan on continuing the same line of work they did in their pre-retirement years." (fig. 3, p. 6)
Merrill Lynch. (2013). Americans' perspectives on new retirement realities and the longevity bonus. U. S.: Merrill Lynch. Retrieved from http://www.wealthmanagement.ml.com/publish/content/application/pdf/GWMOL/AR111544.pdf
This report is based on a national public opinion poll conducted online by Harris Interactive. The Merrill Lynch survey was completed from December 2012 to January 2013, in partnership with Age Wave, and included more than 6,300 respondents age 45 and older. Findings are based on 3,002 responses from the general population.
According to a 2014 Transamerica retirement readiness survey, "most workers envision a phased transition into retirement; however, few indicate their employers have practices and programs in support of such expectations. Just 21 percent of workers say their employers enable employees to reduce…
According to a 2014 Transamerica retirement readiness survey, "most workers envision a phased transition into retirement; however, few indicate their employers have practices and programs in support of such expectations. Just 21 percent of workers say their employers enable employees to reduce work hours and shift from full-time to part-time, and even fewer (14 percent) say their employers enable employees to take positions which are less stressful or demanding. Baby Boomers (34 percent) are most likely to indicate that their employers do 'none of these' in reference to the listed practices and programs." (p. 37)
Collinson, C. (2014). The retirement readiness of three unique generations: Baby boomers, generation X, and millennials. US: Transamerican Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/tcrs2014_sr_three_unique_generations.pdf
A 22-minute, online survey was conducted between February 21 - March 17, 2014 among a nationally representative sample of 4,143 workers age 18 or older by Harris Poll for Transamerica Center for Retirement Studies. Respondents were full-time or part-time workers in a for-profit company employing 10 or more people. The base included 1,021 Millennials, 1,120 Generation X, 1,805 Baby Boomers, and 197 who were born prior to 1946.
According to a 2014 analysis of data from a survey by Merrill Lynch, "about half (52%) of working retirees say they took a break from working when they first retired. The average Career Intermission is roughly two and a half years (or 29 months)." (p. 10)
According to a 2014 analysis of data from a survey by Merrill Lynch, "about half (52%) of working retirees say they took a break from working when they first retired. The average Career Intermission is roughly two and a half years (or 29 months)." (p. 10)
Merrill Lynch. (2014). Work in retirement: Myths and motivations. U. S.: Merrill Lynch. Retrieved from http://www.wealthmanagement.ml.com/publish/content/application/pdf/GWMOL/MLWM_Work-in-Retirement_2014.pdf
This report is based on a nationally representative survey of 1,856 working retirees and nearly 5,000 pre-retirees and non-working retirees. This study, which was completed in March 2014, was conducted in partnership with Age Wave and executed online by TNS. Findings in this report are based on a sample of 3,503 respondents age 25+, representative of the U.S. national population by age, income, gender, and geography. The report also includes findings based on an oversample of 1,856 working retirees age 50+ who self-identified as both 'retired' and 'working.'
According to a 2013 AARP survey of older workers, among the top factors determining an ideal job, 9 out of 10 older workers said respect in the workplace, a friendly work environment and the opportunity to use their skills. "A majority of older workers also indicated that adequate paid time off…
According to a 2013 AARP survey of older workers, among the top factors determining an ideal job, 9 out of 10 older workers said respect in the workplace, a friendly work environment and the opportunity to use their skills. "A majority of older workers also indicated that adequate paid time off (76%), a flexible schedule (72%), good pension benefits (64%), on-the-job training (58%), a 401k plan (56%), and the opportunity to gradually phase into retirement (53%) are essential elements of their ideal job". (p. 2)
AARP. (2013). Staying ahead of the curve 2013: AARP multicultural work and career study. Snapshot of the wants and needs of older workers -- ages 45-74 (revised). Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2013/Staying-Ahead-of-the-Curve-2013-Snapshot-of-the-Wants-and-Needs-of-Older-Workers-AARP-rsa-econ.pdf
The facts provided in this publication by the AARP were acquired through a telephone survey fielded in November 2012 and December 2012 with a national sample of 1,502 adults ages 45-74 who were working full-time or part-time, self-employed, or looking for work.
According to a 2012 survey of small business owners in Canada, "many of the small business owners surveyed said they already offer, or are agreeable to implementing, a number of workplace adjustments attractive to older workers, including: part-time employment (65 per cent); specific project…
According to a 2012 survey of small business owners in Canada, "many of the small business owners surveyed said they already offer, or are agreeable to implementing, a number of workplace adjustments attractive to older workers, including: part-time employment (65 per cent); specific project work (43 per cent), contract or consulting work (35 per cent), working from home (25 per cent) and job sharing (23 per cent)."
Investors Group. (2012). A little bit older, A little bit wiser: Canada's small business owners admire older workers. Winnepeg, Canada: Investors Group. Retrieved from http://www.investorsgroup.com/en/client-resources/investors-group-news/a-little-bit-older-a-little-bit-wiser
This survey was conducted by Harris/Decima online from September 21-October 14, 2012, with 743 owners or senior financial decision makers of businesses of less than 500 employees. The data was weighted by business size within region to match the profile of businesses of this size in Canada.
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, "the majority of employed workers ages 50+ plan to stay where they are until they stop working. More than three in four (77%) employed workers ages 50+ plan to remain in…
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, "the majority of employed workers ages 50+ plan to stay where they are until they stop working. More than three in four (77%) employed workers ages 50+ plan to remain in their current job until they stop working completely. About one in ten (9%) plan to change jobs but remain in the same field, about one in twenty (6%) plan to find a job in a different field, and another one in twenty (6%) plan to start their own business." (p. 4)
Brown, S. K. (2012). What are older workers seeking? an AARP/SHRM survey of 50+ workers. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2012/What-Are-Older-Workers-Seeking-An-AARP-SHRM-Survey-of-50-Plus-Workers-AARP.pdf
This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, among those who were unemployed "just over half (52%) say that they would prefer to find a job in the same field as their previous job. However, just over one in four (27…
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, among those who were unemployed "just over half (52%) say that they would prefer to find a job in the same field as their previous job. However, just over one in four (27%) would prefer to find a job in a different field and nearly one in five (18%) would prefer to start their own business. (p. 5)
Brown, S. K. (2012). What are older workers seeking? an AARP/SHRM survey of 50+ workers. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2012/What-Are-Older-Workers-Seeking-An-AARP-SHRM-Survey-of-50-Plus-Workers-AARP.pdf
This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "just over three in five (62%) of workers aged 50+ described the availability of flex time as "very important" or "somewhat…
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "just over three in five (62%) of workers aged 50+ described the availability of flex time as "very important" or "somewhat important." (p. 7)
Brown, S. K. (2012). What are older workers seeking? an AARP/SHRM survey of 50+ workers. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2012/What-Are-Older-Workers-Seeking-An-AARP-SHRM-Survey-of-50-Plus-Workers-AARP.pdf
This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "formal phased retirement programs were deemed 'very important' or 'somewhat important' by the majority of workers (57% and 52%,…
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "formal phased retirement programs were deemed 'very important' or 'somewhat important' by the majority of workers (57% and 52%, respectively). (p. 7)
Brown, S. K. (2012). What are older workers seeking? an AARP/SHRM survey of 50+ workers. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2012/What-Are-Older-Workers-Seeking-An-AARP-SHRM-Survey-of-50-Plus-Workers-AARP.pdf
This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.
According to a 2012 analysis of BLS statistics, "most older people who are out of the labor force say that they do not want a job (97 percent in March, a figure that has remained essentially unchanged since the start of the recession). At the start of the recession, 826,000 older non-labor force…
According to a 2012 analysis of BLS statistics, "most older people who are out of the labor force say that they do not want a job (97 percent in March, a figure that has remained essentially unchanged since the start of the recession). At the start of the recession, 826,000 older non-labor force participants reported wanting a job; by the recession's end in June 2009, that number had risen to 1.2 million.
Rix, S. E. (2012). The employment situation, March 2012: Unemployment rises for older workers. (Fact Sheet No. 255). Washington, DC: AARP Public Policy Institute. Retrieved from http://www.aarp.org/content/dam/aarp/research/public_policy_institute/econ_sec/2012/The-Employment-Situation-March-2012-AARP-ppi-econ-sec.pdf
Statistics in this Fact Sheet are from U.S. Department of Labor, Bureau of Labor Statistics (BLS), The Employment Situation--March 2012, USDL-12-0614 (Washington, DC: BLS, April 6, 2012);
According to a 2011 poll of adults aged 55 and older, "30% of respondents say that they would prefer not to work for pay in retirement, while 65% of respondents say they want to work in some manner during retirement, and 4% are not sure. "(p. 6)
According to a 2011 poll of adults aged 55 and older, "30% of respondents say that they would prefer not to work for pay in retirement, while 65% of respondents say they want to work in some manner during retirement, and 4% are not sure. "(p. 6)
Sun-America. (2011). Sun-America retirement re-set study: Redefining retirement post-recession. USA: Sun-Financial Services Group. Retrieved from http://retirementreset.com/wp-content/uploads/2011/07/M5124RPT_07111.pdf
This report is based on a public opinion poll conducted by Harris Interactive with telephone interviews in the second quarter of 2011 with a national sample of 1,001 adults age 55 and older who were representative of the general population by income, ethnicity, geography. and gender. The sampling error is +/-3.1%.
According to a 2011 poll of adults aged 55 and older, "almost two-thirds (65%) say they would ideally like to include some work in retirement. Those age 55-64 are even more likely than those 65+ to say the ideal retirement includes work (77% versus 56%). However, "only 4% say they want full-time…
According to a 2011 poll of adults aged 55 and older, "almost two-thirds (65%) say they would ideally like to include some work in retirement. Those age 55-64 are even more likely than those 65+ to say the ideal retirement includes work (77% versus 56%). However, "only 4% say they want full-time work in retirement. A quarter want part-time work, but the biggest response (36%) came from people who want to go back and forth between periods of work and leisure to suit their new lifestyle needs." (p. 6)
Sun-America. (2011). Sun-America retirement re-set study: Redefining retirement post-recession. USA: Sun-Financial Services Group. Retrieved from http://retirementreset.com/wp-content/uploads/2011/07/M5124RPT_07111.pdf
This report is based on a public opinion poll conducted by Harris Interactive with telephone interviews in the second quarter of 2011 with a national sample of 1,001 adults age 55 and older who were representative of the general population by income, ethnicity, geography. and gender. The sampling error is +/-3.1%.
According to the 2008 National Study of the Changing Workforce, "a large majority--87%--of all employees report that having the flexibility they need to manage work and personal or family life would be 'extremely' or 'very' important if they were looking for a new job. Yet, 1 in 5 employees…
According to the 2008 National Study of the Changing Workforce, "a large majority--87%--of all employees report that having the flexibility they need to manage work and personal or family life would be 'extremely' or 'very' important if they were looking for a new job. Yet, 1 in 5 employees disagree 'somewhat' or 'strongly' that they now have the schedule flexibility they need to manage the demands of their work and personal lives." (p. 1)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "women are more likely than men to work part time (23% vs. 11%) and to prefer to do so. Of those now working part time, 70% of women and 59% of men prefer to work part time." (p. 1)
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "women are more likely than men to work part time (23% vs. 11%) and to prefer to do so. Of those now working part time, 70% of women and 59% of men prefer to work part time." (p. 1)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "more than half of all employees would prefer to work fewer hours, about 35 hours per week, on average, compared with the 43 hours they are now working....About 1 in 5 employees wants to work more hours…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "more than half of all employees would prefer to work fewer hours, about 35 hours per week, on average, compared with the 43 hours they are now working....About 1 in 5 employees wants to work more hours." (p. 1)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "about 17% [of all employees surveyed] would like to work more hours. " (p. 10)
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "about 17% [of all employees surveyed] would like to work more hours. " (p. 10)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "just under half (46%) of employees with access to compressed workweeks--or 16% of all wage and salaried employees--report using them. Males with access are more likely than females to use compressed…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "just under half (46%) of employees with access to compressed workweeks--or 16% of all wage and salaried employees--report using them. Males with access are more likely than females to use compressed workweeks (52% versus 40%)...Among employees without access to compressed workweeks, more than half would like to have access (60%)." (p. 24)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "although only 3% of employees work mainly from home, about 16% of all employees are allowed to work some of their paid hours at home. Among employees who are allowed to work part of their regular paid…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "although only 3% of employees work mainly from home, about 16% of all employees are allowed to work some of their paid hours at home. Among employees who are allowed to work part of their regular paid hours at home, two thirds (65%) have done so. Among those who have not, but are allowed to work at home, slightly more than half (52%) want to work at home. Among employees who are not allowed to work part of their regular paid time at home (representing 84% of the workforce), just under half (49%) express a desire to do so. (p. 25)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "the proportion of employees working part time at their main job grew from 14% to 17% between 1992 and 2002, but has remained stable since. Slightly more than two thirds (67%) of these employees are…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "the proportion of employees working part time at their main job grew from 14% to 17% between 1992 and 2002, but has remained stable since. Slightly more than two thirds (67%) of these employees are part time by choice. (p. 27)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "part-time employees in the Mature generation are much more likely to prefer part-time work than younger employees (87%, compared with 68%, 65% or 51% for employees in the Millennial, Baby Boom and…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "part-time employees in the Mature generation are much more likely to prefer part-time work than younger employees (87%, compared with 68%, 65% or 51% for employees in the Millennial, Baby Boom and Generation X generations, respectively)." (p. 28)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "the proportion of part-year employees was 13%. [Part-year work means working reduced hours on an annual basis rather than on a daily or weekly basis.] About 1 in 4 part-year employees (24%) report…
According to a 2010 analysis of data from the 2008 National Study of the Changing Workforce, "the proportion of part-year employees was 13%. [Part-year work means working reduced hours on an annual basis rather than on a daily or weekly basis.] About 1 in 4 part-year employees (24%) report choosing this work arrangement voluntarily. Among employees not currently working part of the year (87% of the workforce), 22% report that they could do so in their current job. About half of the employees not currently working part year (51%) would prefer to work part year if they were permitted and could afford the reduction in income. Only 27% of those employees, however, report that they could afford the reduction in income." (p. 30-31)
Tang, C., & Wadsworth, S. M. (2010). Time and workplace flexibility. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/site/research/reports/time_work_flex.pdf
The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.
According to a 2011 global survey of business executives, "executives are overwhelmingly interested in working as long as they can, provided their work is flexible. Around eight out of ten (79%) of executives polled are willing to do so, suggesting a striking appetite for appropriate policies...…
According to a 2011 global survey of business executives, "executives are overwhelmingly interested in working as long as they can, provided their work is flexible. Around eight out of ten (79%) of executives polled are willing to do so, suggesting a striking appetite for appropriate policies...Just 19% of respondents have no desire to work past their official retirement age." (p. 4)
Economist Intelligence Unit. (2011). A silver opportunity? rising longevity and its implications for business. Geneva: Economist Intelligence Unit Limited. Retrieved from http://viewswire.eiu.com/report_dl.asp?mode=fi&fi=1877919572.PDF
The Economist Intelligence Unit conducted a global survey of 583 executives during January and February 2011. Of the respondents, 36% were based in Europe, 33% in the Asia- Pacific region and 18% in North America, with 13% from the rest of the world. It covers a wide range of sectors, including financial services, telecommunications and technology, healthcare, pharmaceuticals and biotechnology and professional services. All company sizes were represented.
According to a 2010 analysis of data from the National Study of the Changing Workforces, among workers aged 55+, "those working in retirement devote 33 hours per week to their main job, compared with 42 hours per week among those who have never retired. Of those not yet retired, 58% say they…
According to a 2010 analysis of data from the National Study of the Changing Workforces, among workers aged 55+, "those working in retirement devote 33 hours per week to their main job, compared with 42 hours per week among those who have never retired. Of those not yet retired, 58% say they would like to work fewer hours, compared with 47% of those working in retirement....17% of those working in retirement would like more hours, significantly higher percentage than the 11% of those not yet retired. (p. 6)
Brown, M., Aumann, K., Pitt-Catsouphes, M., Galinsky, E., & Bond, J. T. (2010). Working in retirement: A 21st century phenomenon. New York: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/workinginretirement.pdf
This study is based on analysis of data from Families and Work Institute's 2008 nationally representative study of the U.S. workforce, the National Study of the Changing Workforce (NSCW). Of the participants in that study, 1,382 participants were aged 50 and older.
According to a 2008 survey of recent retirees, "retirees are most likely to say that being able to work seasonally or on a contract basis (38 percent) or to work part time instead of full time (36 percent) would have been extremely or very effective in encouraging them to delay their retirement…
According to a 2008 survey of recent retirees, "retirees are most likely to say that being able to work seasonally or on a contract basis (38 percent) or to work part time instead of full time (36 percent) would have been extremely or very effective in encouraging them to delay their retirement. Thirty percent each feel that being able to take time off for extended periods and being able to work a compressed work week would have been effective, and almost as many believe a telecommuting option (28 percent) and receiving additional paid time off (27 percent) would have been successful. Fewer think that being able to shift their work hours from week to week (20 percent) or being able to take a paid sabbatical (19 percent) would have encouraged them to delay their retirement." (fig. 10, p. 13)
Helman, R., Copeland, C., VanDerhei, J., & Salisbury, D. (2008). EBRI 2008 recent retirees survey: Report of findings (Issue Brief No. 319). Washington, DC: Employee Benefit Research Institute. Retrieved from http://www.ebri.org/pdf/briefspdf/EBRI_IB_07-2008.pdf
This report presents the results of a survey conducted by Mathew Greenwald & Associates, Inc., on behalf of the Employee Benefit Research Institute (EBRI) to examine the factors that cause aerospace and defense industry workers to retire when they do and what might prompt them to delay their retirement. Online interviewing for the survey was conducted by Greenwald & Associates between March 24 and April 7, 2008. Completed responses from 5,722 retirees were received to the survey, for an overall response rate of 30 percent. Individual company response rates ranged between 22 and 41 percent.
According to a 2010 survey of employers, "Eighty-six percent of the companies responding expect to conduct some form of needs assessment [about work-life issues] in 2010. Three-fifths (61%) expect to survey their employees, and over a third plan to conduct focus groups (36%) or a benchmarking…
According to a 2010 survey of employers, "Eighty-six percent of the companies responding expect to conduct some form of needs assessment [about work-life issues] in 2010. Three-fifths (61%) expect to survey their employees, and over a third plan to conduct focus groups (36%) or a benchmarking audit (34%). Fully 57% of companies will obtain feedback from managers and a third (32%) will review promotion, retention, and exit data." (p. 4)
WFD Consulting. (2010). The state of work-life 2010. Newton, MA: WFD Consulting. Retrieved from http://www.wfd.com/news/wl2010.html
WFD Consulting and Alliance for Work-Life Progress (AWLP) at WorldatWork sponsored this survey, conducted in February 2010 by WFD. Fifty-five companies (mostly Fortune 500) responded, representing a wide range of industries including energy, financial services, food and agriculture, health care, hi-tech, manufacturing, professional services, and pharmaceuticals.
According to a 2010 BLS report, "paid sick leave was available to 61 percent of private-industry workers and 89 percent of State and local government workers as of March 2009. Private employers with plans providing a fixed number of days of sick leave offered an average of 8 paid sick days to…
According to a 2010 BLS report, "paid sick leave was available to 61 percent of private-industry workers and 89 percent of State and local government workers as of March 2009. Private employers with plans providing a fixed number of days of sick leave offered an average of 8 paid sick days to employees after 1 year of service. State and local government employees received 11 paid sick days after 1 year of service." (p. 1)
Bureau of Labor Statistics. (2010). Program perspectives on paid sick leave (Vol. 2, Issue No. 2). Washington, DC: Bureau of Labor Statistics. Retrieved from http://www.bls.gov/opub/perspectives/program_perspectives_vol2_issue2.pdf
Estimates of benefits in this issue are from the Bureau of Labor Statistics National Compensation Survey: Employee Benefits in the United States, March 2009 (on the Internet at www.bls.gov/ncs/ebs/ benefits/2009/ebbl0044.pdf)
According to a 2009 Metlife survey of workers and job seekers aged 55-70, "among those who are currently seeking work or are retired and unable to find work, 43% state that the primary reason they have not been able to find work was because they could not find an employer who would hire someone…
According to a 2009 Metlife survey of workers and job seekers aged 55-70, "among those who are currently seeking work or are retired and unable to find work, 43% state that the primary reason they have not been able to find work was because they could not find an employer who would hire someone their age" (p. 6), while 34% responded that they could not find a job offering the type of work they wanted, and 14% could not find a job offering the flexibility they wanted." (p. 35)
MetLife. (2009). Buddy, can you spare a job? the new realities of the job market for aging baby boomers. Westport, CT: Metlife Mature Market Institute. Retrieved from http://www.metlife.com/assets/cao/mmi/publications/studies/mmi-buddy-can-you-spare-job.pdf
Quantitative information was obtained from a survey of 1,242 U.S. residents, ages 55 to 70, who were working or seeking work, or who reported being retired because they could not find work. An oversample was surveyed to achieve a significant amount of job seekers. The survey was conducted online by Harris Interactive in May 2009.
According to a 2009 Metlife survey of workers and job seekers aged 55-70, "about 58% of respondents ages 66 to 70 reported working part-time, compared to 19% for those ages 55 to 60. Of those working part-time, 22% said they would prefer to work full-time. (p. 6)
According to a 2009 Metlife survey of workers and job seekers aged 55-70, "about 58% of respondents ages 66 to 70 reported working part-time, compared to 19% for those ages 55 to 60. Of those working part-time, 22% said they would prefer to work full-time. (p. 6)
MetLife. (2009). Buddy, can you spare a job? the new realities of the job market for aging baby boomers. Westport, CT: Metlife Mature Market Institute. Retrieved from http://www.metlife.com/assets/cao/mmi/publications/studies/mmi-buddy-can-you-spare-job.pdf
Quantitative information was obtained from a survey of 1,242 U.S. residents, ages 55 to 70, who were working or seeking work, or who reported being retired because they could not find work. An oversample was surveyed to achieve a significant amount of job seekers. The survey was conducted online by Harris Interactive in May 2009.
According to a 2009 Pew survey, "nearly four-in-ten (37%) of all part-time employees younger than 65 would prefer to be working full time, compared with 13% of part-timers 65 and older. (Still, fully 61% of younger people and 87% of older people find part-time work preferable.)" (p. 21)
According to a 2009 Pew survey, "nearly four-in-ten (37%) of all part-time employees younger than 65 would prefer to be working full time, compared with 13% of part-timers 65 and older. (Still, fully 61% of younger people and 87% of older people find part-time work preferable.)" (p. 21)
Pew Research Center. (2009). Recession turns a graying office grayer. Washington, DC: Pew Research Center. Retrieved from http://pewsocialtrends.org/assets/pdf/americas-changing-workforce.pdf
This report is based on a Pew Research Center analysis of long-term trends in survey data from the U.S. Census Bureau as well as on Pew Research's own survey of a representative national sample of 1,815 people ages 16 and older conducted from July 20 to Aug. 2, 2009.
According to a 2009 Pew survey of people aged 16 and older, "by a ratio of nearly two-to-one, survey respondents say they would prefer a job that offers better security (59%) over one that offers higher pay (33%) but less stability." (p. 4)
According to a 2009 Pew survey of people aged 16 and older, "by a ratio of nearly two-to-one, survey respondents say they would prefer a job that offers better security (59%) over one that offers higher pay (33%) but less stability." (p. 4)
Pew Research Center. (2009). Recession turns a graying office grayer. Washington, DC: Pew Research Center. Retrieved from http://pewsocialtrends.org/assets/pdf/americas-changing-workforce.pdf
This report is based on a Pew Research Center analysis of long-term trends in survey data from the U.S. Census Bureau as well as on Pew Research's own survey of a representative national sample of 1,815 people ages 16 and older conducted from July 20 to Aug. 2, 2009.
In a 2009 multigenerational survey of retirement plans, in response to a question regarding the balance between work and leisure in retirement, 70% wanted to include at least some periods of work in their retirement; 43% of respondents envision going back and forth between periods of work and…
In a 2009 multigenerational survey of retirement plans, in response to a question regarding the balance between work and leisure in retirement, 70% wanted to include at least some periods of work in their retirement; 43% of respondents envision going back and forth between periods of work and periods of leisure, 22% working part-time, 5% working full-time, and 30% never working for pay again. (fig 20, p. 13)
Age Wave. (2009). Retirement at the tipping point: The year that changed everything. New fears, new hopes, and a new purpose for retirement. New York: Harris Interactive. Retrieved from http://www.agewave.com/RetirementTippingPoint.pdf
This survey was conducted online by Harris Interactive from March 30-March 31, 2009. In total, 2,082 interviews were conducted among 21-84 year olds spanning four generations of adults: the Silent Generation (ages 64 to 84), the Baby Boomers (ages 45 to 63), Generation X (ages 33 to 44), and Millennials (ages 21 to 32).
According to a 2007 analysis of HRS data, "the self-employed place considerably more weight on being one's own boss as a favorable factor in retirement (57 percent versus 32 percent of wage and salary workers rating this factor as very important), but they place less weight on having more time…
According to a 2007 analysis of HRS data, "the self-employed place considerably more weight on being one's own boss as a favorable factor in retirement (57 percent versus 32 percent of wage and salary workers rating this factor as very important), but they place less weight on having more time with a spouse (54 versus 62 percent stating "very important")." (p. 29)
Zissimopoulos, J., & Karoly, L. A. (2007). Work and well-being among the self-employed at older ages (Research Report No. 2007-04). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2007_04_work.pdf
This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)
According to a 2007 analysis of HRS data, "compared with their wage and salary counterparts, the self-employed are less likely to say that their current job is stressful (52 percent versus 57 percent) and are more likely to report that they enjoy their work (93 percent versus 88 percent)." (p.…
According to a 2007 analysis of HRS data, "compared with their wage and salary counterparts, the self-employed are less likely to say that their current job is stressful (52 percent versus 57 percent) and are more likely to report that they enjoy their work (93 percent versus 88 percent)." (p. 24)
Zissimopoulos, J., & Karoly, L. A. (2007). Work and well-being among the self-employed at older ages (Research Report No. 2007-04). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2007_04_work.pdf
This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)
According to a 2007 analysis of HRS data, "in terms of the transition to retirement, the self-employed are more likely to say that they want to reduce their hours of work as they age compared with wage and salary workers (68 percent versus 54 percent)." (p. 24)
According to a 2007 analysis of HRS data, "in terms of the transition to retirement, the self-employed are more likely to say that they want to reduce their hours of work as they age compared with wage and salary workers (68 percent versus 54 percent)." (p. 24)
Zissimopoulos, J., & Karoly, L. A. (2007). Work and well-being among the self-employed at older ages (Research Report No. 2007-04). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2007_04_work.pdf
This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)
In a 2006 survey of employers, "more than 80 percent of respondents, regardless of industry, have not surveyed their mature workers to determine future work preferences or intentions." (p. 2)
In a 2006 survey of employers, "more than 80 percent of respondents, regardless of industry, have not surveyed their mature workers to determine future work preferences or intentions." (p. 2)
Corporate Voices for Working Families, WorldatWork, & Buck Consultants. (2006). The real talent debate: Will aging boomers deplete the workforce?. Washington, DC: Corporate Voices for Working Families. Retrieved from http://www.cvworkingfamilies.org/system/files/TalentDebate.pdf
In October, 2006, an Internet-based survey was used to evaluate the impact of an aging workforce on the American marketplace. Four hundred eighty-seven organizations contributed to the survey database. Approximately 64 percent of the responses came from companies having 1,000 employees or more, with 20 percent of the companies surveyed reporting at least 20,000 employees. The primary objective of this survey was to assess the overall degree to which respondents considered the pending retirement of "baby boomer" employees, and reduced employee availability in succeeding generations, to be a significant issue.
According to a 2008 AARP survey of older workers, "nearly two-thirds (65%) of older workers say they are 'looking for ways to better balance work with my personal life.' This desire is expressed by a slightly larger proportion of boomers (67%) than workers ages 62 to 74 (56%)." (p. 43)
According to a 2008 AARP survey of older workers, "nearly two-thirds (65%) of older workers say they are 'looking for ways to better balance work with my personal life.' This desire is expressed by a slightly larger proportion of boomers (67%) than workers ages 62 to 74 (56%)." (p. 43)
Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf
Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.
According to a 2008 AARP survey of older workers, "having a friendly work environment is deemed absolutely essential in an ideal job by 88% of older works. A moderately higher proportion of women (92%) than men (84%) consider it an essential feature of their ideal job." (p. 50)
According to a 2008 AARP survey of older workers, "having a friendly work environment is deemed absolutely essential in an ideal job by 88% of older works. A moderately higher proportion of women (92%) than men (84%) consider it an essential feature of their ideal job." (p. 50)
Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf
Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.
According to a 2008 AARP survey of older workers, "just under two in five (38%) view the 'opportunity for part-time work' as essential in their ideal job, and one in three (34%) identify the 'ability to work from home' as essential." In comparison, 74% rated having a flexible schedule as…
According to a 2008 AARP survey of older workers, "just under two in five (38%) view the 'opportunity for part-time work' as essential in their ideal job, and one in three (34%) identify the 'ability to work from home' as essential." In comparison, 74% rated having a flexible schedule as absolutely essential part of their ideal job. (p. 55)
Groeneman, S. (2008). Staying ahead of the curve 2007: The AARP work and career study. Washington, D.C.: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/work_career_08.pdf
Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 93 percent of employed retirees who left long-term employers said they enjoyed their new jobs, whereas only 77 percent said they enjoyed their old jobs." (p. v)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 93 percent of employed retirees who left long-term employers said they enjoyed their new jobs, whereas only 77 percent said they enjoyed their old jobs." (p. v)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 43 percent of employed retirees who left long-term jobs and 29 percent of workers who had been laid-off from long-term jobs said their old jobs were stressful but their new jobs were not." (p. 27)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 43 percent of employed retirees who left long-term jobs and 29 percent of workers who had been laid-off from long-term jobs said their old jobs were stressful but their new jobs were not." (p. 27)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.
According to a 2008 Metlife survey, "Most in encore careers (59%) work 40 hours per week or more, with three-quarters (73%) saying that they have the flexibility they need and want, and more (85%) saying they have the time to do the things outside of work that are important to them." (p.9)
According to a 2008 Metlife survey, "Most in encore careers (59%) work 40 hours per week or more, with three-quarters (73%) saying that they have the flexibility they need and want, and more (85%) saying they have the time to do the things outside of work that are important to them." (p.9)
Metlife Foundation, & Civic Ventures. (2008). Encore career survey. San Francisco: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/encore_career_survey/Encore_Survey.pdf
This survey, conducted from February to APril 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.
In a 2007 national study, approximately 4 of every 10 employers (40.7%) report that they had assessed their employees' career plans and work preferences to either a "moderate" or "great extent." (p. 14)
In a 2007 national study, approximately 4 of every 10 employers (40.7%) report that they had assessed their employees' career plans and work preferences to either a "moderate" or "great extent." (p. 14)
Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf
The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.
According to a 2005 analysis of data from the National Study of the Changing Workforce, small business owners, 50 or older, followed closely by self-employed independents, report that they have greater autonomy on their jobs than wage and salaried employees. Autonomy is defined as "control over…
According to a 2005 analysis of data from the National Study of the Changing Workforce, small business owners, 50 or older, followed closely by self-employed independents, report that they have greater autonomy on their jobs than wage and salaried employees. Autonomy is defined as "control over the pace, content, and methods of their work" (p. 9, fig. 5)
Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. (2005). Context matters: Insights about older workers from the national study of the changing workforce.
“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”
According to a 2005 analysis of data from the National Study of the Changing Workforce, the majority of both male (65%)and female (62%) employees 50 or more years old would prefer to work fewer hours than they do currently. In contrast only 12% of women and 7% of men said they would prefer to…
According to a 2005 analysis of data from the National Study of the Changing Workforce, the majority of both male (65%)and female (62%) employees 50 or more years old would prefer to work fewer hours than they do currently. In contrast only 12% of women and 7% of men said they would prefer to work more hours. 28% of men and 26% of women said they would prefer to work the same hours. (p. 6, fig. 4).
Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. A. (2005). The diverse employment experiences of older men and women in the workforce. (Research Highlight 02).
“This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”
According to a 2005 analysis of data from the National Study of the Changing Workforce, over 50% of men and women (52%) reported having access to a moderate level of flexible work options, while only approximately a quarter (20% men, 22% women) reported having access to a limited/no level of…
According to a 2005 analysis of data from the National Study of the Changing Workforce, over 50% of men and women (52%) reported having access to a moderate level of flexible work options, while only approximately a quarter (20% men, 22% women) reported having access to a limited/no level of flexible work options. Only 28% of men and 26% of women reported having access to a high level of flexible work options. (p. 9, fig. 6)
Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. A. (2005). The diverse employment experiences of older men and women in the workforce. (Research Highlight 02).
“This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”
In a 2004 survey on phased retirement preferences, older workers said they hoped to work part-time (63 percent) or more flexible hours (48 percent). Sixty-three percent of currents workers aged 50 and older want to phase in an entirely different career. There is a gap between employee…
In a 2004 survey on phased retirement preferences, older workers said they hoped to work part-time (63 percent) or more flexible hours (48 percent). Sixty-three percent of currents workers aged 50 and older want to phase in an entirely different career. There is a gap between employee preferences and what their current employers allow.
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."
In the 2005 Merrill Lynch New Retirement Survey, "when probed about their ideal work arrangement in retirement, the most common choice among boomers would be to repeatedly "cycle" between periods of work and leisure (42%), followed by part-time work (16%), start their own business (13%) and…
In the 2005 Merrill Lynch New Retirement Survey, "when probed about their ideal work arrangement in retirement, the most common choice among boomers would be to repeatedly "cycle" between periods of work and leisure (42%), followed by part-time work (16%), start their own business (13%) and full-time work (6%). Only 17% hope to never work for pay again."
Merrill Lynch. (2005, February 22)."The new retirement survey" from Merrill Lynch reveals how baby boomers will transform retirement. New York: Merrill Lynch. Retrieved June 27, 2006, from http://www.ml.com/index.asp?id=7695_7696_8149_46028_46503_46635
"Merrill Lynch, in an effort to better understand baby boomers, their aspirations and the financial implication of those aspirations, has undertaken a major research effort with the help of Harris Interactive and gerontologist Ken Dychtwald, Ph.D., president and CEO of Age Wave. That Work, The New Retirement Survey, is the first of its kind to ask baby boomers where they want to be, their hopes and fears for the future, and how they envision retirement. There were 3,448 U.S. baby boomers surveyed, and the portrait they painted is of retirement redefine." (p.3)
According to a 2006 study, "55-59 year-old employees are more likely to want access to financial planning resources; those between the ages of 60-65 are more interested in flexible schedules and job design; and workers in the 66-70 age bracket place more value on social interaction and mental…
According to a 2006 study, "55-59 year-old employees are more likely to want access to financial planning resources; those between the ages of 60-65 are more interested in flexible schedules and job design; and workers in the 66-70 age bracket place more value on social interaction and mental stimulation." (p.23)
DeLong, D. (2006). Living longer, working longer: The changing landscape of the aging workforce- a MetLife Study. New York, NY: MetLife Mature Market Institute. Retrieved August 10, 2006, from http://www.metlife.com/WPSAssets/93703586101144176243V1FLivingLonger.pdf
"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”
In a 2006 survey, "while 28% of respondents age 55-59 listed themselves as "self-employed or business owner," more than one-third (36%) of 60-65 year olds and 42% of 66-70 year-olds work for themselves. The oldest workers surveyed (age 66-70) also demonstrate a strong preference for part-time…
In a 2006 survey, "while 28% of respondents age 55-59 listed themselves as "self-employed or business owner," more than one-third (36%) of 60-65 year olds and 42% of 66-70 year-olds work for themselves. The oldest workers surveyed (age 66-70) also demonstrate a strong preference for part-time work. Of those currently employed, roughly two-thirds (76%) of 55-59 year-olds work more than 35 hours per week, while only 39% of 66-70 year-olds work that much." (p.7)
DeLong, D. (2006). Living longer, working longer: The changing landscape of the aging workforce- a MetLife Study. New York, NY: MetLife Mature Market Institute. Retrieved August 10, 2006, from http://www.metlife.com/WPSAssets/93703586101144176243V1FLivingLonger.pdf
"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”
According to a 2006 MetLife study of adults aged 55-70, "the number one reason for taking retirement benefits cited by workers age 60-65 was 'wanted to try something new and different' (20%). This option was chosen much less frequently by 55-59 year-olds (12%) and by 66-70 year-olds (7%),…
According to a 2006 MetLife study of adults aged 55-70, "the number one reason for taking retirement benefits cited by workers age 60-65 was 'wanted to try something new and different' (20%). This option was chosen much less frequently by 55-59 year-olds (12%) and by 66-70 year-olds (7%), suggesting that workers in their early 60s, who may be in a transitional period between full-time work and retirement, are particularly eager to seek out new experiences and challenges." (p.10)
MetLife Mature Market Institute. (2006, April). Living longer, working longer: The changing landscape of the aging workforce- a MetLife Study. New York, NY: MetLife Mature Market Institute, DeLong, D., & Zogby International. Retrieved August 10, 2006, from http://www.metlife.com/WPSAssets/93703586101144176243V1FLivingLonger.pdf
"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”
In a 2006 MetLife study of adults aged 55-70, "of those still in the workplace, about 76% of 55-59 year olds work more than 35 hours a week, and only 39% of 66-70 year olds work that much. In fact, among the oldest workers surveyed (age 66-70), nearly 4 in 10 (39%) are working fewer than 20…
In a 2006 MetLife study of adults aged 55-70, "of those still in the workplace, about 76% of 55-59 year olds work more than 35 hours a week, and only 39% of 66-70 year olds work that much. In fact, among the oldest workers surveyed (age 66-70), nearly 4 in 10 (39%) are working fewer than 20 hours a week. And among those seeking work in this age group, 56% wanted less than 20 hours per week. For those currently working, the percentage of part-timers falls to 22% for 60-65 year-olds and 13% for 55-59 year-olds." (Chart 7, p.15)
MetLife Mature Market Institute. (2006, April). Living longer, working longer: The changing landscape of the aging workforce- a MetLife Study. New York, NY: MetLife Mature Market Institute, DeLong, D., & Zogby International. Retrieved August 10, 2006, from http://www.metlife.com/WPSAssets/93703586101144176243V1FLivingLonger.pdf
"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”
According to a 2005 analysis of data from the National Study of the Changing Workforce, "younger wage and salaried employees were more likely than older wage and salaried employees to have plans for self-employment or having their own business: "43 percent of employees under 30 years old, 31…
According to a 2005 analysis of data from the National Study of the Changing Workforce, "younger wage and salaried employees were more likely than older wage and salaried employees to have plans for self-employment or having their own business: "43 percent of employees under 30 years old, 31 percent of those 30-39 years old, 20 percent of those 40-49 years old, and 14 percent of employees 50 or more years old said they planned to be self-employed or have their own business at some point.” (p.3)
Center on Aging & Work / Workplace Flexibility. (2005, November).Context matters: Insights about older workers from the National study of the changing workforce. (Research Highlights No. 01).Chestnut Hill, MA: Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, A. M. Retrieved July 31, 2006, from http://agingandwork.bc.edu/template_highlights
“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”
According to a 2005 analysis of data from the National Study of the Changing Workforce, “among workers 50 or more years old, most wage and salaried employees (64 percent) and small business owners (61 percent) would like to work fewer hours than they currently work, compared with only 48 percent…
According to a 2005 analysis of data from the National Study of the Changing Workforce, “among workers 50 or more years old, most wage and salaried employees (64 percent) and small business owners (61 percent) would like to work fewer hours than they currently work, compared with only 48 percent of independent self-employed workers who would like to work fewer hours,” according to analysis of the National Study of the Changing Workforce. (Fig. 3, p.7)
Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. (2005). Context matters: Insights about older workers from the national study of the changing workforce.
“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”
According to a 2005 Merrill Lynch survey, “when probed about their ideal work arrangement in retirement, the most common choice among boomers would be to repeatedly “cycle” between periods of work and leisure (42%), followed by part-time work (16%), start their own business (13%) and full-time…
According to a 2005 Merrill Lynch survey, “when probed about their ideal work arrangement in retirement, the most common choice among boomers would be to repeatedly “cycle” between periods of work and leisure (42%), followed by part-time work (16%), start their own business (13%) and full-time work (6%). Only 17% hope to never work for pay again.”
Varchaver, N. (2005). Pitchman for the gray revolution. (cover story). Fortune, 152(1), 63-72
Graph based on data from Merrill Lynch. (2005). The Merrill Lynch new retirement survey: A perspective from the baby boomer generation. Retrieved November 12, 2007 from http://askmerrill.ml.com/pdf/RetirementSurveyReport.pdf
<p>“The New Retirement Survey,” conducted for Merrill Lynch by Harris Interactive in collaboration with Age Wave, builds upon conventional wisdom that boomers are not interested in pursuing a traditional retirement of leisure. The majority of boomers relate they plan to keep working and earning in retirement, but will do so by cycling between periods of work and leisure, thus creating a new model of retirement…Harris Interactive® fielded the online and telephone survey for Merrill Lynch and Ken Dychtwald, between February 5 and March 1, 2004 among a nationwide cross section of 2,348 U.S. adults ages 40-58 of whom 1,061 were men and 1,287 were women. Data were weighted to reflect the total U.S. adult population ages 40-58 for age, sex, race, region, education and household income.”</p>
A 2005 survey of baby boomers (i.e. people born between 1946 and 1964), conducted by Merrill Lynch, found that while most older workers want to continue to work, only 6 percent want to work as full-time employees.
A 2005 survey of baby boomers (i.e. people born between 1946 and 1964), conducted by Merrill Lynch, found that while most older workers want to continue to work, only 6 percent want to work as full-time employees.
Merrill Lynch. (2005, February 22)."The new retirement survey" from Merrill Lynch reveals how baby boomers will transform retirement. New York: Merrill Lynch. Retrieved June 27, 2006, from http://www.ml.com/index.asp?id=7695_7696_8149_46028_46503_46635
<p><em></em>For the New Retirement Survey, "Harris Interactive<sup>®</sup> fielded the online and telephone survey between February 5 and March 1, 2004, among a nationwide cross section of 2,348 U.S. adults ages 40 to 58 of whom 1,061 were men and 1,287 were women. Data were weighted to reflect the total U.S. adult population ages 40 to 58 for age, sex, race, region, education and household income. For the telephone survey, data were weighted for the number of voice/telephone lines in the household. For the online survey, propensity score weighting was done to adjust for respondents' propensity to be online."</p>
A 2000 study by the Cornell Careers Center found that of non-retired older workers who worked "44 hours per week on average," that "nearly half (48%) of these workers would prefer to work significantly fewer hours--eight hours less on average." (Figure I-6, p.6)
A 2000 study by the Cornell Careers Center found that of non-retired older workers who worked "44 hours per week on average," that "nearly half (48%) of these workers would prefer to work significantly fewer hours--eight hours less on average." (Figure I-6, p.6)
Moen, P., Erickson, A. W., Agarwal, M., Fields, V., & Todd, L. (2000). The Cornell retirement and well-being study. Final Report.
<span style="font-size: 10pt; font-family: Arial;">"The <em>Cornell Retirement and Well-Being Study</em> investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”</span>
A 2000 study by the Cornell Careers Center found that "The most common reason for retiring but continuing to work after retirement is that respondents want a work schedule that allows them the flexibility to do other things, such as travel, or develop other interests (71% gave this reason)." (p.…
A 2000 study by the Cornell Careers Center found that "The most common reason for retiring but continuing to work after retirement is that respondents want a work schedule that allows them the flexibility to do other things, such as travel, or develop other interests (71% gave this reason)." (p.16)
Moen, P., Erickson, A. W., Agarwal, M., Fields, V., & Todd, L. (2000). The Cornell retirement and well-being study. Final Report. Ithaca, NY: Bronfenbrenner Life Course Center at Cornell University.
<p>"The Cornell Retirement and Well-Being Study investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”</p>
According to the 2000 Cornell Retirement and Well-Being Study, "a little more than half (56%) of older workers aged 55-74 prefer to remain working, but most of them do not want to work full-time." (p.6)
According to the 2000 Cornell Retirement and Well-Being Study, "a little more than half (56%) of older workers aged 55-74 prefer to remain working, but most of them do not want to work full-time." (p.6)
Moen, P., Erickson, A. W., Agarwal, M., Fields, V., & Todd, L. (2000). The Cornell retirement and well-being study. Final Report. Ithaca, NY: Bronfenbrenner Life Course Center at Cornell University.
"The Cornell Retirement and Well-Being Study investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”
According to a 2002 report from The Conference Board, men older workers (37 percent) were three times as likely as the women (12 percent) to indicate an interest in working as a consultant. (…
According to a 2002 report from The Conference Board, men older workers (37 percent) were three times as likely as the women (12 percent) to indicate an interest in working as a consultant. (pp. 38-39)
Parkinson, D. (2002). Voices of experience: Mature workers in the future workforce.
<p>"Anticipating the impact of demographic trends on businesses, The Conference Board has been engaged in research examining the aging population, health care for retired employees, and the opportunities and constraints of employing older workers. The Board convened the Engaging Mature Workers Working Group in September 2000 to address the challenge of maintaining a productive workforce in an aging society. HR executives representing corporate staffing, benefits administration, and diversity management functions at 15 leading companies are lending their expertise to developing business strategies that maximize the talents of mature workers."</p>
According to a 2005 survey from the Society for Human Resource Management, some older workers want to devote their later career years to jobs that either allow them to develop new competencies or are less demanding. These older workers employees may be interested in making transitions to…
According to a 2005 survey from the Society for Human Resource Management, some older workers want to devote their later career years to jobs that either allow them to develop new competencies or are less demanding. These older workers employees may be interested in making transitions to different jobs within the company. Sometimes, these are either lateral moves or even moves to positions that result in a pay decrease. The SHRM survey indicates that 29 percent of the responding companies indicated they provide such opportunities. (p.11)
Collison, J. (2005). 2005 Future of the
<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; color: black; font-family: Arial;">“In February 2005, the Society for Human Resource Management (SHRM) conducted a survey on the labor pool with HR professionals. The survey explored workforce eligibility for retirement, competencies, school-to-work programs, incumbent worker training programs and dislocated worker training programs.<span style=""> </span>At the same time, SHRM conducted a companion survey with individuals 55 or older regarding retirement. The following report provides an analysis of the survey results. Throughout this report, analyses by organization staff size, sector, profit status, industry, gender, current employment status and position are included, when applicable. Copies of both versions of the survey instrument are included at the end of the report.”<o:p></o:p></span></p>
A 2004 survey of older workers conducted by Watson Wyatt Worldwide found that "more than 60 percent of surveyed workers are interested in working fewer hours late stages of their careers, but less than half of them expect…
A 2004 survey of older workers conducted by Watson Wyatt Worldwide found that "more than 60 percent of surveyed workers are interested in working fewer hours late stages of their careers, but less than half of them expect their employers to provide this flexibility." (p.1)
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; font-family: Arial;">"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, <span style="font-size: 10pt; font-family: Arial;">Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."</span></span></p>
According to a 2005 Census Bureau report, approximately 98% of persons age 55 and above who were not in the labor force did not want to be in the labor force in 2003.
According to a 2005 Census Bureau report, approximately 98% of persons age 55 and above who were not in the labor force did not want to be in the labor force in 2003.
"This section presents statistics on the labor force; its distribution by occupation and industry affiliation; and the supply of, demand for, and conditions of labor. The chief source of these data is the Current Population Survey (CPS) conducted by the U.S. Census Bureau for the Bureau of Labor Statistics (BLS)."