Thesis (Ph. D.)--University of California, San Diego, 2004. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of North Carolina at Greensboro, 2005. / Title from PDF title page screen. Includes bibliographical references (p. 172-186)

A research report to the Faculty of Management, University of the Witwatersrand, in 25% fulfilment of the requirements for the degree of Master of Management (in the field of social security, policy management and Administration), 2017 / GR2019

No description available.

Changes in retirement policy in the United States have affected management policies and practices in higher education. As a result of the 1978 amendments to the Age Discrimination in Employment Act, mandatory retirement prior to age seventy is prohibited. The significance of this policy change has stimulated the development of innovative personnel and retirement policies in an effort to increase the number of "elective" early retirements. The purpose of this study was to assess whether particular departmental and individual characteristics had predictive power with respect to faculty decisions to retire early. Data sources were existing university administrative data files, combined with interviews from a random sample of seventy-two early retirees and eligible nonretirees. Results of the study are summarized below: (1) In general, demographic characteristics studied (age, sex, marital and health status, etc.) were not strong predictors of early retirement decisions among the respondents. (2) Faculty salary was not a strong predictor of early retirement behavior. (3) Self reported faculty productivity was a strong predictor of early retirement decision-making. (4) Job satisfaction variables were moderate predictors of early retirement decisions. (5) Departmental characteristics (governance, fit in the department, recognition and rewards, etc.) were strong predictors of faculty early retirement decisions. In the present study, multiple discriminant analysis identified thirteen variables that strongly discriminated between the early retiree and non-retiree groups. Analysis of the prediction function assisted in assessing the relative importance of these variables in distinguishing between the two groups, and may serve as a useful management tool in understanding motives for early retirement as well as identifying faculty who may be most (or least) likely to choose an early retirement option. The present study, by examining the joint influences of a wide variety of variables on the propensity to elect early retirement, helped reveal the complexity of the relationships, while seeking to parsimoniously characterize the key factors influencing these decisions.

Retirement from work can be viewed from a number of standpoints: economic; medical; administrative and social. In South Africa research has mainly focused on social and economic factors with a strong bias towards state old age pensions and how retired people are more vulnerable to poverty as they are forced to share their pensions with their families and look after HIV/AIDS orphans (Noumbissi and Zuberi, 2001:45). This research will fill a gap by exploring the administrative aspect, the various policies that regulate retirement, and how these affect decisions to retire on individuals and the perceived effect on the performance of an organization. Gustman and Steinmeier (1991:98) argue that exits through retirement are one of the important labor market flows that shape the age structure of faculty, and help to determine the quality and costs of higher education thus it is worth investigating the policies that regulate this labor flow. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2010.

Syfte: Denna studie syftar till att undersöka vilka variabler som påverkar olika frågor gällande pension. De frågorna angående pensionen som undersöks är:Vilka människor… … har tänk på sin pension? … har ett privat pensionssparande? … tänker jobba och ta ut pension samtidigt? … planerar att gå i pension tidigt respektive sent? Metod: Undersökningen utförs med en kvantitativ metod. Enkätundersökningen som analyseras kommer från en tidigare undersökning gjord av Finseraas och Jakobsson (2013). Uppsatsen följer en induktiv metod. Slutsats: Studien visar att variablerna som ingick i grundmodellen, vilka är kön, ålder, utbildningsnivå, civilstånd och inkomst, alla var signifikanta i en eller fler av frågorna som undersöks. Men även en del andra variabler visade sig vara av betydelse. / Objective: This study aims to examine which variables have an effect on questions regarding retirement. The questions are as follows: Which individuals… …have thought about their retirement? …are saving privately for their retirement? …plan to work at the same time as they receive pension? …are planning for early or late retirement? Methodology: The study is conducted using a quantitative method. The data analyzed comes from an earlier survey conducted by Finseraas and Jakobsson (2013). The essay follows an inductive method. Conclusion: The study shows that the variables included in the basic model, which are gender, age, education, marital status and income, all were significant in one or more of the questions under investigation. Some other variables were found to be of significance.

Thesis (Ph.D.)--Ohio University, June, 2009. / Title from PDF t.p. Includes bibliographical references.

Bakgrund: Människor lever idag allt längre. Jämfört med medellivslängden i Sverige som varit ständigt tilltagande över tid har pensionsåldern hållit sig relativt konstant vilket innebär att en pension som tjänats ihop under samma arbetslivslängd nu måste räcka till försörjning av fler levnadsår. Därav blir införandet av en höjd pensionsålder aktuellt för att behålla välståndet i Sverige. Enligt Statens offentliga utredningar (2012:28) finns god grund för antagandet att arbetstagare kommer kunna stanna kvar längre i arbetslivet. Emellertid menar Arbetsmiljöverket (2016) att vissa fysiskt krävande arbeten kan vara svårt för en äldre arbetskraft att utföra. Utvecklingen i samhället pekar mot att ett införande av en höjd pensionsålder kommer bli verklighet, ett faktum som gör att Age Management blir allt mer aktuellt i och med att människor kommer stanna kvar i arbetslivet upp i en högre ålder än tidigare. Det kan då behövas mer konkreta verktyg för att hantera en åldrande arbetskraft i praktiken av den orsaken att de potentiellt sett kan ha andra behov som bör tillgodoses för att få äldre medarbetare att stanna kvar i yrkeslivet längre. Den forskning som finns idag kring Age Management har framförallt bedrivits på individnivå, mindre forskning finns kring hur eventuella förändringar skulle hanteras på ett organisatoriskt plan, varför den här studien ämnar belysa hur organisationer skulle hantera ett scenario där äldre stannar på arbetsplatsen längre. Syfte: Syftet med studien är att genom en kvalitativ ansats analysera hur företag arbetar med Age Management idag och vilka effekter en höjd pensionsålder skulle medföra. Det för att kunna avgöra huruvida Age Management skulle kunna användas som ett verktyg för att hantera eventuella utmaningar som skulle kunna uppstå vid införandet av en höjd pensionsålder. Genomförande: Studien är fenomenologisk och karaktäriseras av ett kvalitativt tillvägagångssätt. Empirin har samlats in genom ett målstyrt urval. Sammanlagt har elva fallföretag och fyra andra relevanta aktörer intervjuats. Slutsats: Studien resulterar i slutsatsen att en höjd pensionsålder kommer påverka företagen inom följande områden: kompetens, hälsa, attityder och arbetsmiljö. Den definitiva slutsatsen är att det finns ett behov av Age Management som ett managementverktyg då arbete med Age Management kommer bidra mot ett mer hållbart arbetsliv där sannolikheten är större att äldre medarbetare kommer välja att vara yrkesverksamma de extra åren en höjd pensionsålder skulle innebära. / Background: People live increasingly longer lives. Compared with the average life expectancy in Sweden, which has been steadily increasing over time, the retirement age has remained relatively constant. This means that a pension that has been earned during the same amount of working years now has to be able to cover more years of living. Hence, the introduction of an increased retirement age is timely, and required in order to maintain economic comfort in Sweden. According to the Government’s Public Investigations (2012:28), there are good grounds to make the assumption that workers will be able to stay longer in the workplace. However, the Work Environment Authority (2016) believes that some physically demanding work could become difficult for an elderly workforce to perform. Development in society points to the fact that an increased retirement age will become reality, which means that Age Management is becoming increasingly relevant as people will stay in the work life up to a higher age than before. There may be need for more concrete tools in order to handle an older workforce in practice, since they may have other needs that should be met in order to make older employees stay longer in the labor market. The research currently available on Age Management has been conducted primarily at an individual level. There is less research concerning changes that need to be made at an organizational level, therefore this study aims to illustrate how organizations would handle a scenario where elderly people stay at the workplace up to a higher age. Purpose: The purpose of the study is to, through a qualitative approach, analyze how companies work with Age Management today and what effects an increased retirement age would lead to. This is done in order to be able to determine whether Age Management could be used as a tool to handle any challenges that might arise when introducing an increased retirement age. Completion: The study is phenomenological and characterized by a qualitative approach. The empirics has been collected through goal-driven selection. Eleven case companies and four other relevant parties have been interviewed in total. Conclusion: The study results in the conclusion that an increase in retirement age will affect companies in the following areas: competence, health, attitudes and working environment. The definitive conclusion is that there is need for Age Management as a management tool as work with Age Management will contribute towards a more sustainable working life, where the likelihood will be greater that older employees will choose to stay in the working life the extra years an increase in retirement age would mean.

The Diploma thesis deals with the issue of the integration of immigrants in the pre-retirement and retirement age in the Czech Republic. The main aim of the work is to describe and analyze a group of immigrant women in pre-retirement and retirement age in the Czech Republic, provide an overview of the situation of the women with focus on their special position in the social system and evaluate their process of integration into Czech society. The theoretical part provides the characteristics of immigrants in the Czech Republic. It is focused on the basic definitions, concepts and theories directly related to the process of immigrant integration in the pre-retirement and retirement age, thus the areas of the migration and integration, social and pension system, old age and the aging process with regard to the specific situation in the Czech Republic, including examples from abroad. The research part contains the results of research conducted mainly through the semi- structured interviews with immigrants and focuses on the methods of immigration, the process of integration, economic and social situation of immigrant women. The obtained data are confronted with information provided through interviews with experts in the field and with the findings from professional literature.