Job Lock, Work, and Psychological Well-being in the United States

The Impact of Closing Medicare Part D Coverage Gap on Mental Health of Adults Over Age 65

Using Medical Expenditure Panel Survey data from 2006 to 2019, this study assessed the effect of closing Medicare Part D coverage gap on mental health of older adults. We employed difference-in-differences and compared mental health outcomes of older adults on Medicare with those on private insurance before and after the 2011 policy change. Findings showed a 0.447-point reduction in the Kessler Index 6 (K-6) score after closure. These findings were mainly attributable to women, Hispanics, individuals with multiple chronic conditions, and those in Traditional Medicare. A reduction in out-of-pocket (OOP) expenditures appeared to be the primary mechanism for this finding. Our analysis was robust to several specifications, including using different measures of mental health and alternate constructions of treatment and control groups. The closure of the Medicare Part D coverage gap improved mental health among beneficiaries, potentially by reducing financial strain associated with high OOP expenditures.

Work Preferences, Control, and Independence among Midlife and Older Adults in Aotearoa/New Zealand

In 2023, current life expectancy for adults aged 65 and over in Aotearoa/New Zealand ranged from 84.6 to 89.2 years. Mandatory retirement has been abolished, but pension age eligibility remains at age 65. However, some older adults prefer to continue working, often experiencing a mismatch between current and preferred work statuses. The current study used data drawn from the 2020 wave of the New Zealand Health, Work and Retirement study (HWR; N  =  3,916; Mage  =  66.84) to examine associations between work preferences and perceptions of control and independence. We found that those not working but who preferred to work reported the lowest levels of perceived control and independence. Conversely, work preference match and higher levels of perceived control and independence were positively related to life satisfaction. The current study adds to our understanding of the centrality of work status, perceived control, and perceived independence among midlife and older adults, particularly in Aotearoa/New Zealand.

Gender differences in mental health-related sickness absence in the education sector

BACKGROUND

The education sector experiences high rates of sickness absence, primarily due to mental health disorders. This issue poses significant challenges, not only for the affected employees but also for their colleagues, pupils, the organization, and the society as a whole. Several factors are likely to contribute to this issue, including work-related factors and gender dynamics, as the education sector has a high proportion of female employees.

METHODS

In this study, we use statistical methods to compare the average duration of sickness absence due to mental disorders in the education sector with other sectors. Additionally, we explore the influence of gender, age, and working hours on the duration of sickness absence. For our study we use a large dataset consisting of approximately 200,000 cases of sickness absence due to mental disorders, with more than 32,000 cases from the education sector.

RESULTS

Our analysis shows that average sickness absence duration is consistently longer in the education sector than in other sectors, even after accounting for gender and age. Specifically, the average duration of sickness due to mental disorders in the education sector is 235 days, compared to 188 days in other sectors. We also observe gender differences in absence duration in all sectors, with an interaction effect indicating that working in education affects recovery rates more for men than for women. Consequently, the gender difference in absence duration is smaller in the education sector than in other sectors.

CONCLUSION

Using a large dataset, we find significant differences in absence duration between employees in the education sector and those in other sectors. Other factors, such as gender, also influence sickness absence duration, but to a lesser extent. Notably, the gender effect on absence duration is smaller in the education sector compared to other sectors.

Involuntary delayed retirement and mental health of older adults

OBJECTIVE

This study examined the association of multiple mental health measures with involuntary delayed retirement (IDR) in working older adults (≥ 65 years) in the USA.

METHODS

Data were derived from the Health and Retirement Study, focusing on two combined waves of working older adults in 2010 and 2012. IDR was measured as the desire to stop working but the inability to do so due to financial constraints. In addition, mental health outcomes included depression, anxiety, anger-in, and anger-out. Using Stata 16.0, primary analyses were conducted for descriptive statistics and multivariable logistic regression. The odds ratios were reported with 95% confidence intervals (CIs).

RESULTS

Older adults who reported IDR were more likely to have depression (OR = 3.20, CI = 1.03-9.88), anxiety (OR = 2.12, CI = 1.00-5.18), and anger-in (OR = 1.71, CI = 1.12-2.60) compared to those who did not report IDR. However, IDR was not significantly associated with anger-out in older adults who worked past the traditional retirement age.

CONCLUSION

The findings suggest that IDR is likely to act as a stressor and affects the mental health of older adults aged 65 and more. Policymakers should pay more attention to helping older adults maintain positive mental health even if they are required to work past retirement age.

“Locked at the job”: a qualitative study on the process of this phenomenon

Purpose

Many employees experience a “locked at the job” situation and are not satisfied with their current job and at the same time, perceive limited job opportunities. This study examines the process that individuals who experience locked at the job go through and the coping mechanisms individuals use.

Design/methodology/approach

A total of Thirty in-depth interviews were conducted. Of the participants, 12 were locked at the job at the time of the interview and 18 participants experienced locked at the job in the past.

Findings

The authors identified three phases. Regarding the first phase “becoming locked at the job,” various individual and work environmental causes could be identified. In the second phase “being locked at the job,” the authors identified three levels: low-, medium- and high-locked individuals. Emotion-regulated coping strategies were mainly reappraisal, positive distraction and behavioral avoidance. The third phase “ending locked at the job” revealed that a locked at the job situation often comes to an end either by taking control independently or by external force. Especially, the role of the direct supervisor was decisive during the entire locked at the job process.

Practical implications

In the practical implications, the authors suggest to discuss locked at the job throughout the entire workplace and create an open culture acknowledging that individuals may find themselves in such a situation.

Originality/value

To date, no qualitative study has been conducted before from this perspective. Therefore, it is extremely important to look at this relatively unknown phenomenon from this perspective.

How Do Newly Diagnosed Chronic Health Conditions Affect Older Workers' Vitality and Worries About Functional Ability?

With increasing retirement ages, older workers are working longer while being newly diagnosed with chronic health conditions (CHCs). Our knowledge on how newly diagnosed CHCs influence older workers' vitality and worries is limited. We examine how four newly diagnosed CHCs affect older workers' vitality and worries about physical and mental functional ability. We used data from a Dutch pension panel survey. A sample of 1,894 older workers (60-62 years) was analyzed using conditional change OLS regression models. Having CHCs decreased vitality and increased worries. This effect was worse for older workers newly diagnosed with CHCs. Being newly diagnosed with physically disabling conditions increased worries about physical functioning, while being newly diagnosed with mentally disabling conditions increased worries about mental functioning. These findings aid the identification of vulnerable groups of older workers, thereby informing interventions that could improve quality of life, while promoting healthy aging at work.

Work-Related Stress, Psychosocial Resources, and Insomnia Symptoms Among Older Black Workers

Objectives: To examine the association between work-related stress (job lock and job stress appraisal) and insomnia symptoms among older Black workers, as well as the extent to which psychosocial resources (mastery, social support, and religious involvement) mediate or moderate this association. Methods: This study uses Ordinary Least Squares regression analysis and data from the Health and Retirement Study (HRS) on Black workers aged 51 and older (N = 924). Results: Job lock due to financial reasons and job stress appraisal are associated with increased insomnia symptoms among older Black workers. Religious attendance buffers the harmful effects of financial job lock on sleep quality, while religiosity exacerbates the effects of job stress on insomnia symptoms. Discussion: Taken together, findings underscore the utility of the Stress Process Model for understanding diverse stress and sleep experiences in later life. Furthermore, findings have the potential to inform efficacious policies for reducing work-related stress and mitigating its harmful consequences.

The Uneven Later Work Course: Intersectional Gender, Age, Race, and Class Disparities

OBJECTIVES

Later adult work attachments and exits are in flux, suggesting the need for understanding both the range of contemporary population-level pathways of work and nonwork and variations by overlapping social locations. We document patterned continuity and change in monthly work attachments and analyze the intersecting effects of age, gender, education, and race/ethnicity.

METHODS

We capitalize on massive microlevel 16-month panel data from the Current Population Survey from 2008 through 2016 to empirically identify patterned pathways of monthly states: working full-time, long hours, part-time; being self-employed or unemployed; not working because of a disability, due to family care or other reasons, or because one defines oneself as retired.

RESULTS

Analyses of 346,488 American women and men aged 50-75 years reveal patterned elasticity in the timing and nature of work attachments in the form of six distinctive pathways. Our intersectional analyses illustrate divergences and disparities: advantages for educated White men, disadvantages for low-educated Black men and women through their early 60s, and intersecting effects of gender, education, and race/ethnicity during the later work course across age groups. We find convergence across social markers by the 70s.

DISCUSSION

This research highlights the importance of intersectional analysis, recasting the gendered work course in later adulthood into a framework of even greater complexities within mutually shaping categories of race/ethnicity, class, and age. Older Americans experience patterned, uneven pathways around work and nonwork. We recommend additional scholarship on the dynamics of constrained and disparate choices unfolding across multiple intersecting social locations.

Disparate Disruptions: Intersectional COVID-19 Employment Effects by Age, Gender, Education, and Race/Ethnicity

These are unprecedented times, as the COVID-19 pandemic disrupts public health, social interaction, and employment attachments. Evidence to date has been about broad shifts in unemployment rates as a percent of the labor force. We draw on monthly Current Population Survey data to examine subpopulation changes in employment states across the life course, from January through April 2020. COVID-19 downturns produced disparate life-course impacts. There are increases in unemployment and being out of the workforce at all ages, but especially among young adults, with young women most at risk. Intersectional analyses document conjoint life-course vulnerabilities by gender, educational attainment, and race/ethnicity. For example, Black men aged 20-29 with a college degree experienced a 12.4 percentage point increase in being not in the labor force for other reasons (NILF-other). Individuals with less than a college degree in their 50s and 60s were more likely to become unemployed, regardless of race. And more non-college-educated Asian men in their 60s and 70s reported being retired (6.6 and 8.9 percentage point increases, respectively). Repercussions from the pandemic may well challenge assumptions and possibilities for older adults' working longer.

Postretirement Life Satisfaction and Financial Vulnerability: The Moderating Role of Control

OBJECTIVES

This article examines changes in life satisfaction around retirement exits for those with varying preretirement incomes, testing whether constraints on personal control and control over finances moderate the relationship between retiring and preretirement income.

METHOD

This longitudinal study draws data from the 2004-2014 waves of the Health and Retirement Study to examine changes in life satisfaction pre- versus postretirement for three groups (the poor/near poor, financially vulnerable, and financially stable) of full-time workers aged 51-87 years (N = 970), and a subset (N = 334) who fully retire over a 4-year period.

RESULTS

Controlling for baseline life satisfaction, health, job/demographic characteristics, and social engagement, ordinary least squares regression results show financially stable retirees report higher levels of postretirement life satisfaction relative to their full-time working counterparts, whereas the poor/near poor and the financially vulnerable report similar life satisfaction to those who continue working full time. Constraints on personal control and control over finances moderate postretirement life satisfaction for the financially vulnerable.

DISCUSSION

Results suggest full retirement predicts improved life satisfaction only for those most advantaged financially. Financially vulnerable older workers may adjust more effectively to retirement if they have access to resources that facilitate greater control over their lives.

What We Need to Know About Retirement: Pressing Issues for the Coming Decade

The current landscape of retirement is changing dramatically as population aging becomes increasingly visible. This review of pressing retirement issues advocates research on (a) changing meanings of retirement, (b) impact of technology, (c) the role of housing in retirement, (d) human resource strategies, (e) adjustment to changing retirement policies, (f) the pension industry, and (g) the role of ethnic diversity in retirement.

Psychological Antecedents of Retirement Planning: A Systematic Review

As workforce aging continues through the next decade, the number of persons who will retire from long-held jobs and careers will increase. In recent years, researchers across disciplines of psychology have focused attention on the impact of the retirement process on post-retirement adjustment and well-being. The objective of the current review is twofold. The first goal is to review the literature on retirement planning with attention to past conceptualizations and current theoretical specifications. Second, empirical work investigating the psychological antecedents of retirement planning is reviewed. The primary conclusion reached from this review is that, conceptually, retirement planning continues to be poorly delineated and, thereby, narrowly investigated. Empirically, cognitive antecedents of retirement planning continue to figure prominently in both workplace and retirement researches. The boundary conditions of retirement planning, as well as alternative mechanisms for adult wellbeing, are discussed. Specifically, retirement planning's meaning amidst increasing job mobility and longer life expectancies are identified as two complementary areas for future empirical integration of work-retirement research domains.

Level of choice in older women's decisions to retire or continue working and associated well-being

Retirement is a complex life transition. Women's retirement, like their work lives, may be further complicated, for example, by family or financial obligations; they may feel forced to retire or to continue working or feel they have the choice to do so. This study examines the role of voluntary versus involuntary retirement or continued work participation among retirement-age women; specifically, the relationships between choice, work status, and well-being. Compared to women forced to retire, women who chose retirement or continuing to work had higher levels of life satisfaction. Findings highlight the importance of examining retirement within the life course context.

Structural Determinants of Workforce Participation after Retirement in Poland

In this paper, we aim to analyse selected structural determinants of workforce participation after retirement in Poland. By structural determinants we mean characteristics of one's socio-economic position that (a) result from the interplay of social conditions (mechanisms of power, differentiated access to resources) and individual agency, and (b) restrict or facilitate individuals' choices. We conceptualise workforce participation as engaging in either part- or full-time paid employment despite receiving the old-age pension. Our general hypothesis is that working in older age is not only a matter of motivation or psychological traits but also a complex interplay of structural characteristics, accumulated by individuals during their life course. In the paper, we test a number of hypotheses about the role of specific components of socio-economic status (SES), i.e. occupational prestige, education, and wealth, for workforce participation among retirees. We argue that, in case of retirees, the prestige of the last job before retirement is a more reliable measure of the social position than education. Hence, we conduct a more detailed analysis of the role of occupational prestige for the chances of being employed after retirement. The analysis was based on data gathered in the years 2013-2014 within the sixth wave of the Polish Panel Survey POLPAN (www.polpan.org). We extracted a subsample of retirees from this dataset and used logistic regression to test the hypotheses described above. We found that both occupational prestige of the last job before retirement and educational attainments are strong predictors of being in paid work after retirement, however the impact of occupational prestige varies across the groups with the lowest and higher level of retirement pension. We also found that there are horizontal differences in the occupational structure of the chances for workforce participation after retirement and additionally found that being a farm owner increases the propensity to engage in economic activity after retirement. The paper contributes to the field of studies on the relationship between SES and workforce participation after retirement in line with the cumulative advantage/disadvantage theory and shows that resources that individuals have accumulated during the life course can determine their chances of working after retirement just as individual motivations or organisational characteristics do.

A Comparison of Subjective and Objective Job Demands and Fit with Personal Resources as Predictors of Retirement Timing in a National U.S. Sample

Population aging and attendant pressures on public budgets have spurred considerable interest in understanding factors that influence retirement timing. A range of sociodemographic and economic characteristics predict both earlier and later retirement. Less is known about the role of job characteristics on the work choices of older workers. Researchers are increasingly using the subjective ratings of job characteristics available in the Health and Retirement Study in conjunction with more objective measures of job characteristics from the Occupational Information Network (O*NET) database. Employing a theoretically-informed model of job demands-personal resources fit, we constructed mismatch measures between resources and job demands (both subjectively and objectively assessed) in physical, emotional, and cognitive domains. When we matched comparable measures across the two data sources in the domains of physical, emotional, and cognitive job demands, we found that both sources of information held predictive power in relation to retirement timing. Physical and emotional but not cognitive mismatch were associated with earlier retirement. We discuss theoretical and practical implications of these findings and directions for future research.