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Who Among White Collar Workers Has an Opportunity for Phased Retirement? Establishment Characteristics

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  • Hutchens, Robert M.

    ()
    (Cornell University)

  • Grace-Martin, Karen

    ()
    (Cornell University)

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    Abstract

    Utilizing a new survey of employers, this paper examines how and why establishments differ in their willingness to permit an older full-time white-collar worker to take phased retirement. Phased retirement means that an older worker remains with his or her employer while gradually reducing work hours and effort. Although older workers often express an interest in phased retirement, actual occurrences are evidently rare. A possible explanation is that employers limit opportunities for phased retirement. The survey indicates that employers are often willing to permit phased retirement, but primarily as an informal arrangement. The results also indicate that opportunities for phased retirement are greater in establishments that employ part-time white-collar workers, allow job sharing, and have flexible starting times. Opportunities tend to be more limited in establishments where white collar workers are unionized, and where the establishment is part of a larger organization.

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    Bibliographic Info

    Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 1155.

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    Length: 40 pages
    Date of creation: May 2004
    Date of revision:
    Handle: RePEc:iza:izadps:dp1155

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    Keywords: retirement; employer surveys; older workers; multiple imputation;

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    References

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    1. Ruhm, Christopher J, 1990. "Bridge Jobs and Partial Retirement," Journal of Labor Economics, University of Chicago Press, University of Chicago Press, vol. 8(4), pages 482-501, October.
    2. John Rust, 1989. "Behavior of male workers at the end of the life-cycle: an empirical analysis of states and controls," Discussion Paper / Institute for Empirical Macroeconomics, Federal Reserve Bank of Minneapolis 6, Federal Reserve Bank of Minneapolis.
    3. Michael D. Hurd, 1993. "The Effect of Labor Market Rigidities on the Labor Force Behavior of Older Workers," NBER Working Papers 4462, National Bureau of Economic Research, Inc.
    4. David Brownstone & Robert Valletta, 2001. "The Bootstrap and Multiple Imputations: Harnessing Increased Computing Power for Improved Statistical Tests," Journal of Economic Perspectives, American Economic Association, American Economic Association, vol. 15(4), pages 129-141, Fall.
    5. Montgomery, Mark, 1988. "On the Determinants of Employer Demand for Part-Time Workers," The Review of Economics and Statistics, MIT Press, vol. 70(1), pages 112-17, February.
    6. Lisa M. Lynch & Sandra E. Black, 1998. "Beyond the incidence of employer-provided training," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 52(1), pages 64-81, October.
    7. Joseph F. Quinn & Richard V. Burkhauser & Daniel A. Myers, 1990. "Passing the Torch: The Influence of Economic Incentives on Work and Retirement," Books from Upjohn Press, W.E. Upjohn Institute for Employment Research, W.E. Upjohn Institute for Employment Research, number pt.
    8. Holzer, Harry & Neumark, David, 1999. "Are Affirmative Action Hires Less Qualified? Evidence from Employer-Employee Data on New Hires," Journal of Labor Economics, University of Chicago Press, University of Chicago Press, vol. 17(3), pages 534-69, July.
    9. Alan L. Gustman & Thomas L. Steinmeier, 1982. "Minimum Hours Constraints and Retirement Behavior," NBER Working Papers 0940, National Bureau of Economic Research, Inc.
    10. Paul Osterman, 1994. "How common is workplace transformation and who adopts it?," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 47(2), pages 173-188, January.
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    Cited by:
    1. Tunga Kantarci & Arthur Soest, 2008. "Gradual Retirement: Preferences and Limitations," De Economist, Springer, Springer, vol. 156(2), pages 113-144, June.

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