This document analyzes the connection between working conditions, job satisfaction, retirement intentions, and actual retirement decisions using linked survey and register data from Finland. The survey data contains information on perceived working conditions, job satisfaction, and retirement intentions, while the register data provides information on actual retirement decisions that can be linked to the survey respondents. The study finds that job dissatisfaction arising from adverse working conditions is significantly related to stronger retirement intentions, and retirement intentions are in turn related to earlier actual retirement. New management practices are found to improve job satisfaction and reduce retirement intentions, thereby lengthening working careers.
We examine the prevalence of sickness absenteeism and presenteeism, using survey data covering 725 Finnish union members in 2008. Controlling for worker characteristics, we find that sickness presenteeism is much more sensitive to workingtime arrangements than sickness absenteeism. Permanent full-time work, mismatch between desired and actual working hours, shift or period work and overlong working weeks increase the prevalence of sickness presenteeism. We also find an interesting trade-off between two sickness categories: regular overtime decreases sickness absenteeism, but increases sickness presenteeism. Furthermore, the adoption of three days’ paid sickness absence without a sickness certificate and the easing of efficiency demands decrease sickness presenteeism.
Tässä tutkimuksessa tarkastellaan, minkälaisia vaikutuksia lähiesimiehen johtamisella on työntekijöiden kokemaan työtyytyväisyyteen, eläköitymisaikeisiin ennen varsinaista eläkeikää sekä toimipaikkojen tuottavuuteen. Lisäksi selvitetään, onko lähiesimiehen johtamisen merkityksessä työntekijöiden kokemaan työtyytyväisyyteen ja eläkeaikeisiin tapahtunut muutoksia yli ajan. Analyyseissa käytetään laajoja ja kaikkia palkansaajia edustavia työolotutkimuksen aineistoja vuosilta 1990, 1997, 2003 ja 2008 sekä vuoden 2008 työolotutkimuksen aineistoa yhdistettynä kahteen rekisteripohjaiseen aineistoon, toimipaikka- ja yksilöaineistoon (FLEED) sekä teollisuuden toimipaikkojen pitkittäisaineistoon (LPDM).
Saadut tulokset korostavat lähiesimiehen johtamisen merkitystä työntekijöiden hyvinvoinnille. Esimiehen
johtaminen on voimavara, jolla on varsin merkittävä vaikutus työntekijöiden kokemaan työtyytyväisyyteen, kun vakioidaan laajaa joukkoa muita työtyytyväisyyteen vaikuttavia tekijöitä.
Lähiesimiehen johtamisella on myös tilastollisesti merkitsevä vaikutus 45+-vuotiaiden eläköitymisaikeisiin.
Lähiesimiehen johtamisen yhteys toimipaikkojen tuottavuuteen oli positiivinen, mutta tämä suhde oli tilastollisesti merkitsevä ainoastaan, kun tuottavuuden mittarina käytettiin liikevaihtoa
työntekijää kohti kaikkia toimialoja koskevassa analyysissa.
Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based ...Dr. Amarjeet Singh
The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.
Objectives: We examine the predictors of sickness presenteeism in comparison with sickness absenteeism. The paper focuses on the effects of working-time match and efficiency demands and differentiates the estimates by a respondent’s self-assessed health. Methods: We use survey data covering 884 Finnish trade union members in 2009. We estimate logit models. All models include control variables such as the sector of the economy and the type of contract. Results: Working-time match between desired and actual weekly working hours reduces both sickness absence and presenteeism in the whole sample that consists of workers with all health levels. The point estimates reveal that working-time match decreases the prevalence of sickness absence by 7% and presenteeism by 8%. However, the estimates that differentiate by a respondent’s health show that this pattern prevails only for those workers who have poor health. Hence, the point estimates for those who have poor health are much larger than the ones for the whole sample. Working-time match reduces the prevalence of sickness absence by 21% and presenteeism by 20% for those workers who have poor health. In contrast, working-time match has no influence whatsoever on the prevalence of work-related sickness for those who have good health. We also find that efficiency demands increase presenteeism in the whole sample. However, additional results reveal that this pattern prevails only for those workers who have good health. Conclusions: The effects of working-time match and efficiency demands on the prevalence of sickness absence and presenteeism are strongly conditional upon a worker’s self-assessed health level. Therefore, the worker’s initial health is an important attribute that has to be taken into account when one is designing appropriate policies to reduce sickness absence and presenteeism.
We examine the prevalence of sickness absenteeism and presenteeism, using survey data covering 725 Finnish union members in 2008. Controlling for worker characteristics, we find that sickness presenteeism is much more sensitive to workingtime arrangements than sickness absenteeism. Permanent full-time work, mismatch between desired and actual working hours, shift or period work and overlong working weeks increase the prevalence of sickness presenteeism. We also find an interesting trade-off between two sickness categories: regular overtime decreases sickness absenteeism, but increases sickness presenteeism. Furthermore, the adoption of three days’ paid sickness absence without a sickness certificate and the easing of efficiency demands decrease sickness presenteeism.
Tässä tutkimuksessa tarkastellaan, minkälaisia vaikutuksia lähiesimiehen johtamisella on työntekijöiden kokemaan työtyytyväisyyteen, eläköitymisaikeisiin ennen varsinaista eläkeikää sekä toimipaikkojen tuottavuuteen. Lisäksi selvitetään, onko lähiesimiehen johtamisen merkityksessä työntekijöiden kokemaan työtyytyväisyyteen ja eläkeaikeisiin tapahtunut muutoksia yli ajan. Analyyseissa käytetään laajoja ja kaikkia palkansaajia edustavia työolotutkimuksen aineistoja vuosilta 1990, 1997, 2003 ja 2008 sekä vuoden 2008 työolotutkimuksen aineistoa yhdistettynä kahteen rekisteripohjaiseen aineistoon, toimipaikka- ja yksilöaineistoon (FLEED) sekä teollisuuden toimipaikkojen pitkittäisaineistoon (LPDM).
Saadut tulokset korostavat lähiesimiehen johtamisen merkitystä työntekijöiden hyvinvoinnille. Esimiehen
johtaminen on voimavara, jolla on varsin merkittävä vaikutus työntekijöiden kokemaan työtyytyväisyyteen, kun vakioidaan laajaa joukkoa muita työtyytyväisyyteen vaikuttavia tekijöitä.
Lähiesimiehen johtamisella on myös tilastollisesti merkitsevä vaikutus 45+-vuotiaiden eläköitymisaikeisiin.
Lähiesimiehen johtamisen yhteys toimipaikkojen tuottavuuteen oli positiivinen, mutta tämä suhde oli tilastollisesti merkitsevä ainoastaan, kun tuottavuuden mittarina käytettiin liikevaihtoa
työntekijää kohti kaikkia toimialoja koskevassa analyysissa.
Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based ...Dr. Amarjeet Singh
The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.
Objectives: We examine the predictors of sickness presenteeism in comparison with sickness absenteeism. The paper focuses on the effects of working-time match and efficiency demands and differentiates the estimates by a respondent’s self-assessed health. Methods: We use survey data covering 884 Finnish trade union members in 2009. We estimate logit models. All models include control variables such as the sector of the economy and the type of contract. Results: Working-time match between desired and actual weekly working hours reduces both sickness absence and presenteeism in the whole sample that consists of workers with all health levels. The point estimates reveal that working-time match decreases the prevalence of sickness absence by 7% and presenteeism by 8%. However, the estimates that differentiate by a respondent’s health show that this pattern prevails only for those workers who have poor health. Hence, the point estimates for those who have poor health are much larger than the ones for the whole sample. Working-time match reduces the prevalence of sickness absence by 21% and presenteeism by 20% for those workers who have poor health. In contrast, working-time match has no influence whatsoever on the prevalence of work-related sickness for those who have good health. We also find that efficiency demands increase presenteeism in the whole sample. However, additional results reveal that this pattern prevails only for those workers who have good health. Conclusions: The effects of working-time match and efficiency demands on the prevalence of sickness absence and presenteeism are strongly conditional upon a worker’s self-assessed health level. Therefore, the worker’s initial health is an important attribute that has to be taken into account when one is designing appropriate policies to reduce sickness absence and presenteeism.
Using Finnish data this paper examines to what extent the share of a cohort being unemployed, in health care employment and being out of the labour market after the graduation of the cohort have affected the long-run labour market outcomes. The dependent variables are formed by standardising the shares for all cohorts and years. This is done by dividing the cohort specific share with the average share for all nurses in each year. The long-term effects are significant for all three variables. According to the estimates the deep recession of the 1990s raised the long-run unemployment by more than 2 percentage points for the nurses graduating then.
This paper explores the effects of outsourcing on employee well-being through the use of the Finnish linked employer-employee data. The direct negative effect of outsourcing is attributable to greater job destruction and worker outflow. In terms of perceived well-being, the winners in international outsourcing are those who are capable of performing interactive tasks (i.e., managers, professionals and experts), especially when offshoring involves closer connections to other developed countries.
Factors Affecting Tax Officials’ Occupational Stress in Binh Thuan Provinceijtsrd
The study aims to determine factors and the impact level of each factor on tax officials’ occupational stress in Binh Thuan Province. Research data were collected from 300 tax officials using convenient sampling. Applying the exploratory factor analysis and multivariate linear regression, the study has proven factors that increase occupational stress of tax officials. Accordingly, they are work nature and organizational characteristics. Otherwise, factors reducing their occupational stress are career development, the organization’s role, and tax officials’ commitments. In particular, commitment has the most influence on their occupational stress. Le Thuy Trang | Dinh Hoang Anh Tuan | Nguyen Quoc Nghi "Factors Affecting Tax Officials’ Occupational Stress in Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38530.pdf Paper Url: https://www.ijtsrd.com/management/business-administration/38530/factors-affecting-tax-officials’-occupational-stress-in-binh-thuan-province/le-thuy-trang
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Using Finnish data this paper examines to what extent the share of all nurses in unemployment, health care employment and being out of the labour market after the exam of a cohort have affected the long-run outcomes of the cohort. The shares are calculated for all cohorts and years and standardised in each year by dividing the cohort specific rate with the average rate for all nurses. These standardised variables are used as dependent variables. The long-term effects are significant at least for the unemployment and the depression have according to the estimates raised the long-run unemployment by more than 2 percentage points for the nurses graduating then. For the employment in the health care industry the effects may be even larger but the estimates are more uncertain.
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
To maximize work outcomes and increase the opportunity for organizations to achieve their goals in today’s society, organizations must prioritize their employees’ well-being. Research suggests that several factors can impact employees including: affective well-being, employee perception of fairness, perception of supervisors’ skills and Family Supportive Supervisor Behaviors (FSSB). To investigate the relationship between employees' affective well-being, their perceptions of fairness, their perceived ability and FSSB, a study was conducted using a total of 395 participants, who were selected using convenience sampling. Participants completed a survey by answering three questionnaires, which measured the constructs, and the pertinent demographics. The instruments used were the Job-related Affective Well-being Scale (JAWS), the Equity/Fairness subscale from the International Personality Item Pool, the Ability subscale, and the Creative work-family management subscale from the Handbook of Management Scales, respectively. Results of this study found a moderate positive correlation between employees’ affective well-being and the following variables: perception of fairness (r=.301, p=.000), perceived supervisor’s ability (r=.401, p=.000), and FSSB (r=.377, p=.000), as well as between employees’ perception of fairness and managerial skills of their supervisors (r=.347, p=.000). Findings confirmed hypotheses and the relationship among variables. The study’s findings have implications for managers’ performance and for HR practices.
This study explores the potential role of adverse working conditions at the workplace in the determination of on-the-job search in the Finnish labour market. The results reveal that workers currently facing adverse working conditions have greater intentions to switch jobs and they are also more willing to stop working completely. In addition, those workers search new matches more frequently. There is evidence that adverse working conditions consistently increase the level of job dissatisfaction and, in turn, it is job dissatisfaction that drives workers’ intentions to quit and intensifies actual job search.
The paper examines the antecedents of intentions to quit, job search, and actual job switches during a five-year follow-up period. We use a representative random sample of all Finnish employees (N = 2800). The data both contain information on intentions to quit and on-the-job search from a cross-section survey and records employees’ actual job switches from longitudinal register data that can be linked to the survey. Specifically, we study the contribution of adverse working conditions (harms, hazards, uncertainty, physically and mentally heavy work), work organization (promotion prospects, discrimination, supervisor support) and ease-of-movement factors (mental health, wage level, regional unemployment). According to the estimates, adverse working conditions, poor promotions prospects, discrimination, poor supervisor support and mental health symptoms are positively related to unwillingly staying in a job, since these variables increase the probability of turnover intentions or job search but not actual job switches.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
Using Finnish data this paper examines to what extent the share of a cohort being unemployed, in health care employment and being out of the labour market after the graduation of the cohort have affected the long-run labour market outcomes. The dependent variables are formed by standardising the shares for all cohorts and years. This is done by dividing the cohort specific share with the average share for all nurses in each year. The long-term effects are significant for all three variables. According to the estimates the deep recession of the 1990s raised the long-run unemployment by more than 2 percentage points for the nurses graduating then.
This paper explores the effects of outsourcing on employee well-being through the use of the Finnish linked employer-employee data. The direct negative effect of outsourcing is attributable to greater job destruction and worker outflow. In terms of perceived well-being, the winners in international outsourcing are those who are capable of performing interactive tasks (i.e., managers, professionals and experts), especially when offshoring involves closer connections to other developed countries.
Factors Affecting Tax Officials’ Occupational Stress in Binh Thuan Provinceijtsrd
The study aims to determine factors and the impact level of each factor on tax officials’ occupational stress in Binh Thuan Province. Research data were collected from 300 tax officials using convenient sampling. Applying the exploratory factor analysis and multivariate linear regression, the study has proven factors that increase occupational stress of tax officials. Accordingly, they are work nature and organizational characteristics. Otherwise, factors reducing their occupational stress are career development, the organization’s role, and tax officials’ commitments. In particular, commitment has the most influence on their occupational stress. Le Thuy Trang | Dinh Hoang Anh Tuan | Nguyen Quoc Nghi "Factors Affecting Tax Officials’ Occupational Stress in Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38530.pdf Paper Url: https://www.ijtsrd.com/management/business-administration/38530/factors-affecting-tax-officials’-occupational-stress-in-binh-thuan-province/le-thuy-trang
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
The purpose of this study is to determine the levels of organizational justice perceptions and job satisfaction of health workers, and to show the relationship between organizational justice and job satisfaction. Within the study, organizational justice and job satisfaction scales were administered by 377 personnel in a public hospital in Turkey. According to the findings of the research, it has been found that there is a moderately significant relationship between three dimensions of organizational justice and job satisfaction. In particular, interaction justice and procedural justice have been found to affect employees' job satisfaction levels more particularly.
Using Finnish data this paper examines to what extent the share of all nurses in unemployment, health care employment and being out of the labour market after the exam of a cohort have affected the long-run outcomes of the cohort. The shares are calculated for all cohorts and years and standardised in each year by dividing the cohort specific rate with the average rate for all nurses. These standardised variables are used as dependent variables. The long-term effects are significant at least for the unemployment and the depression have according to the estimates raised the long-run unemployment by more than 2 percentage points for the nurses graduating then. For the employment in the health care industry the effects may be even larger but the estimates are more uncertain.
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
To maximize work outcomes and increase the opportunity for organizations to achieve their goals in today’s society, organizations must prioritize their employees’ well-being. Research suggests that several factors can impact employees including: affective well-being, employee perception of fairness, perception of supervisors’ skills and Family Supportive Supervisor Behaviors (FSSB). To investigate the relationship between employees' affective well-being, their perceptions of fairness, their perceived ability and FSSB, a study was conducted using a total of 395 participants, who were selected using convenience sampling. Participants completed a survey by answering three questionnaires, which measured the constructs, and the pertinent demographics. The instruments used were the Job-related Affective Well-being Scale (JAWS), the Equity/Fairness subscale from the International Personality Item Pool, the Ability subscale, and the Creative work-family management subscale from the Handbook of Management Scales, respectively. Results of this study found a moderate positive correlation between employees’ affective well-being and the following variables: perception of fairness (r=.301, p=.000), perceived supervisor’s ability (r=.401, p=.000), and FSSB (r=.377, p=.000), as well as between employees’ perception of fairness and managerial skills of their supervisors (r=.347, p=.000). Findings confirmed hypotheses and the relationship among variables. The study’s findings have implications for managers’ performance and for HR practices.
This study explores the potential role of adverse working conditions at the workplace in the determination of on-the-job search in the Finnish labour market. The results reveal that workers currently facing adverse working conditions have greater intentions to switch jobs and they are also more willing to stop working completely. In addition, those workers search new matches more frequently. There is evidence that adverse working conditions consistently increase the level of job dissatisfaction and, in turn, it is job dissatisfaction that drives workers’ intentions to quit and intensifies actual job search.
The paper examines the antecedents of intentions to quit, job search, and actual job switches during a five-year follow-up period. We use a representative random sample of all Finnish employees (N = 2800). The data both contain information on intentions to quit and on-the-job search from a cross-section survey and records employees’ actual job switches from longitudinal register data that can be linked to the survey. Specifically, we study the contribution of adverse working conditions (harms, hazards, uncertainty, physically and mentally heavy work), work organization (promotion prospects, discrimination, supervisor support) and ease-of-movement factors (mental health, wage level, regional unemployment). According to the estimates, adverse working conditions, poor promotions prospects, discrimination, poor supervisor support and mental health symptoms are positively related to unwillingly staying in a job, since these variables increase the probability of turnover intentions or job search but not actual job switches.
Tutkimuksessa tarkastellaan työn vaatimusten, työntekijän vaikutusmahdollisuuksien ja esimiehiltä saatavan tuen vaikutuksia erikseen ja yhdessä työssä koettuun hyvinvointiin. Tulokset osoittavat, että vaikutusmahdollisuudet ja esimiehen tuki ovat merkittäviä työhyvinvoinnin selittäjiä.
We use data on twins matched to register-based information on earnings to examine the longstanding
puzzle of non-existent compensating wage differentials. The use of twin data allows us to remove otherwise unobserved productivity differences that were the prominent reason for estimation bias in the earlier studies. Using twin differences we find evidence for positive compensation of adverse working conditions in the labor market.
We examine the effects of establishment- and industry-level labor market turnover on employees’ well-being. The linked employer-employee panel data contain both survey information on employees’ subjective well-being and comprehensive register-based information on job and worker flows. Labor market turbulence decreases well-being as experienced job satisfaction and satisfaction with job security are negatively related to the previous year’s flows. We test for the existence of compensating wage differentials by explaining wages and job satisfaction with average uncertainties, measured by an indicator for a high moving average of past excessive turnover (churning) rate. The results are consistent with compensating wage differentials, since high uncertainty increases real wages, but has no effect on job satisfaction.
We examine the effect of the replacement rate of a social insurance system on sickness absence by exploiting a regression kink design. The elasticity of absence with respect to the benefit level, in addition to risk preferences, is a critical parameter in defining the optimal sickness insurance scheme. Using a large administrative dataset, we find a robust behavioral response. The statistically significant point estimate of the elasticity of the duration of sickness absence with respect to the replacement rate in a social insurance system is on the order of 1. Given our estimate, we characterize the optimal benefit level.
The paper examines the effect of innovative work practices on the prevalence of sickness absence and accidents at work. We focus on several different aspects of workplace innovations (self-managed teams, information sharing, employer-provided training and incentive pay) along with the “bundles” of those practices. We use nationally representative individual-level data from the Finnish Quality of Work Life Survey from 2008. Using single equation models, we find that innovative work practices increase short-term sickness absence for blue-collar and lower white-collar employees. In twoequation models that treat innovative workplace practices as endogenous variables we do not find relationship between innovative work practices and sickness absence or accidents at work.
We examine the impact of a Finnish reform in the 1990s that restricted the use of particular early retirement channels, unemployment pension and individual early retirement, and
simultaneously changed the rules of firm size related experience rating in disability pensions. Our emphasis is on how the reforms affected the incentives of the firms to hire older employees. In a simple model we illustrate how forward-looking behaviour of firms affects the value of a new hire. Simulations with the model illustrate that although the reform in the unemployment pension in principle affected particular age groups, 53-54 year olds in the case of unemployment pension and 55-57 year olds in the case of individual early retirement, the impacts on hiring may have been felt also in other, younger, age groups. On the other hand, the effects of both reforms are likely to have varied by firm size. In a differences-indifferences- in-differences analysis with firm-level data we show that the impact of the reforms has been to increase the probability of hiring especially in the age group 51-52 and
especially in the largest firms.
This paper investigates the links between a number of subjective measures of worker wellbeing and within establishment wage dispersion. These may be linked either because wage dispersion influences the way in which individuals perceive their own relative and prospective income or because they are concerned about fairness in general. The analysis is based on a data set where the Quality of Work Survey is matched with register-based information on individuals and establishments. The results show that there is no significant overall association. Some significant relationships, however, can be found if the method of pay is assumed to be performance pay that is based on individual or group performance. The results also suggest that the question as to whether wages are public knowledge can be of importance.
This study investigates the role of adverse working conditions in the determination of individual wages and overall job satisfaction in the Finnish labour market. The potential influence of adverse working conditions on self-reported fairness of pay at the workplace is considered as an alternative, indirect measure of job satisfaction. The results show that working conditions have a very minor role in the determination of individual wages in the Finnish labour market. In contrast, adverse working conditions substantially increase the level of job dissatisfaction and the perception of unfairness of pay at the workplace
We analyse age segregation in hirings and separations using linked employer-employee data from Finland in the period 1990-2004. This allows us to identify at the firm level employees in different age groups that have been hired during the previous year, and employees who have exited the firms.
We analyze firm-level age segregation using segregation curves and Gini indices. The main result is that hirings of older employees have clearly been more segregated than exits or the stock of old employees even though hirings have become slightly less segregated towards the end of the period
in question. At the same time age segregation in exits and stocks has increased and these trends are not sensitive to small unit bias in measurement. We also examine trends in hiring and exit rates using aggregate data. According to our results the oldest age group is again underrepresented in
hirings. There is a positive upward trend in their recruitments related to the increasing cohort size, but it is much weaker than the trend in the relative share of older workers in employment. The exit rate of the older employees indicates cyclical variation while the small number of hirings seems to
be insensitive to changing labour demand. We present a decomposition of employment change by age group and with that decomposition we disentangle the role of hirings and exits from factors related to demographics and cohort effects. The latter factors include the effect of the large babyboom
generation entering the age group of older employees with higher employment rates than earlier cohorts. Finally, our regression analysis shows that larger firms are more likely to hire older employees, but their hiring rates are lower.
Low-wage subsidies are often proposed as a solution to the unemployment problem among the low skilled. Yet the empirical evidence on the effects of low-wage subsidies is surprisingly scarce. This paper examines the employment effects of a Finnish payroll tax subsidy scheme, which is targeted at the employers of older, full-time, low-wage workers. The system’s clear eligibility criteria open up an opportunity for a reliable estimation of the causal impacts of the subsidy, using the difference-in-difference-in-differences approach. Our results indicate that the subsidy system had no effects on the employment rate. However, it appears to have increased the probability of part-time workers obtaining full-time employment.
We analyse the relationship between unemployment and self-assessed health using the European Community Household Panel (ECHP) for Finland over the period 1996–2001. Our results reveal that the event of becoming unemployed does not matter as such for self-assessed health. The health status of those that end up being unemployed is lower than that of the continually employed. Hence, persons who have poor health are being selected for the pool of the unemployed. This explains why, in a cross-section, unemployment is associated with poor selfassessed health. However, we are somewhat more likely to obtain the negative effects of unemployment on health when long-term unemployment is used as the measure of unemployment experience
Tutkimuksessa tarkastellaan persoonallisuuden vaikutuksia pitkän aikavälin ansioihin ja työllisyyteen. Tarkastelu perustuu suomalaiseen kaksosaineistoon, jonka avulla on mahdollisuus ottaa huomioon perhetaustaan ja genetiikkaan liittyvien muuten havaitsemattomien tekijöiden vaikutus aikaisempia tutkimuksia paremmin. Tutkimuksessa käytetään faktorianalyysia mittaamaan latentteja persoonallisuuden piirteitä vuodelta 1981. Näitä ovat sosiaalisuus, miellyttävyys, suorituskeskeisyys, järjestelmällisyys, aktiivisuus ja rehellisyys. Tutkimuksessa hyödynnetään lisäksi tietoa neuroottisuudesta. Työmarkkinatulemia (työllisyyskuukausia ja ansiotasoa) mitataan vuosien 1990-2009 keskiarvolla. Tulosten mukaan suorituskeskeisten henkilöiden ansiotaso on selvästi korkeampi muihin ryhmiin verrattuna 20-vuoden seurantajakson aikana. Suorituskeskeisyys on myös positiivisessa yhteydessä korkeampiin pääomatuloihin. Tulokset eivät muutu, vaikka henkilöiden koulutus, aiempi terveydentila, negatiiviset elämäntilanteet ja terveyskäyttäytyminen otetaan huomioon.
Talous & Yhteiskunta -lehden numero 4/2019 sisältää artikkeleita ja haastattelun, jotka kertovat alueellista keskittymistä käsitelleistä tutkimuksista. Suomen seitsemän suurimman kaupunkiseudun väestö kasvaa nopeimmin, kun taas pienempien kaupunkien ja maaseudun väestöosuus supistuu. Muutos on kuitenkin verrattain hidasta, ja sille on myös vastavoimia.
Talous & Yhteiskunta -lehden numeron 3/2019 teemana on työ ja terveys. Artikkeleissa tarkastellaan Suomen terveydenhuoltojärjestelmän toimivuutta ja pohditaan mitä voitaisiin oppia Ruotsissa jo tehdyistä terveydenhuollon uudistuksista. Muissa artikkeleissa käsitellään terveyskäyttäytymisen ja työmarkkinamenestyksen yhteyttä, työttömien aktivointia, työikäisten eritasoisia terveyspalveluja, työaikajoustojen vaikutusta terveyteen sekä informaatioteknologian ja tekoälyn käyttöä mielenterveyspalvelujen tukena. Haastateltavana on THL:n tutkimusprofessori Unto Häkkinen. Hänen mielestään sote-uudistus on tehtävä, vaikka se vaatiikin vielä monen yksityiskohdan ratkaisemista.
Opiskelijavalinta ylioppilaskirjoitusten nykyarvosanojen perusteella ei ole täysin perusteltua, todetaan Aalto-ylipiston ja Palkansaajien tutkimuslaitoksen uudessa tutkimuksessa. Ylioppilaskirjoitusten arvosanoilla on pitkän ajan vaikutuksia. Hienojakoisempi arvosteluasteikko tekisi opiskelijavalinnasta nykyistä reilumman.
Esimerkkiperhelaskelmissa tarkastellaan seitsemää kotitaloutta. Laskelmat kuvaavat ansiotulojen, tulonsiirtojen sekä verojen ja veronluonteisten maksujen kehityksen vaikutusta perheiden ostovoimaan. Perheille lasketaan Tilastokeskuksen tietoihin perustuvat perhekohtaiset kulutuskorit, jotka mahdollistavat perhekohtaisten inflaatiovauhtien ja reaalitulokehitysten arvioinnin. Ensi vuonna eläkeläispariskunnan ostovoima kasvaa eniten ja työttömien vähiten. Esimerkkiperhelaskelmia on tehty Palkansaajien tutkimuslaitoksella vuodesta 2009 lähtien.
Palkansaajien tutkimuslaitos ennustaa Suomen talouskasvuksi tänä vuonna 1,3 prosenttia ja ensi vuonna 1,1 prosenttia. Kasvua hidastaa eniten yksityisen kulutuksen kasvun hidastuminen. Toisaalta vienti kasvaa tänä vuonna hieman ennakoitua nopeammin, neljä prosenttia, ja ensi vuonnakin vielä kaksi prosenttia. Tuotannollisten investointien kasvu jatkuu maltillisena, mutta rakentamisen vähentyminen kääntää yksityiset investoinnit kokonaisuutena pieneen laskuun ensi vuonna. Hallituksen vuoteen 2023 mennessä tavoittelemien 75 prosentin työllisyysasteen ja julkisen talouden tasapainon toteutumista on vaikea arvioida, koska nämä tavoitteet on määritelty rakenteellisina ja niiden eri arviointimenetelmät saattavat tuottaa hyvin erilaisia tuloksia.
Suomen palkkataso oli 2015 ylempää eurooppalaista keskitasoa. Suomen suhteellinen asema ei ole juurikaan muuttunut 2010-luvun alun tilanteesta. Hintatason huomioiminen kuitenkin heikentää asemaamme palkkavertailussa. Palkkaerot meillä olivat vertailumaiden pienimpiä ja pysyivät melko samalla tasolla koko tarkastelujakson 2007–2015 ajan. EU-maissa havaittiin erisuuntaista kehitystä palkkaeroissa. Suurin osa palkkojen kokonaisvaihteluista selittyi taustaryhmien sisäisillä palkkaeroilla.
Suomessa toteutettiin vuonna 2005 laaja eläkeuudistus, jossa vanhuuseläkkeen alaikärajaa laskettiin. Tutkimuksessa havaitaan, että ikärajan lasku aikaisti eläkkeelle jäämistä. Kun alaraja laskettiin 65:stä 63:een, myös yleinen eläköitymisikä laski. Taloudellisten kannustimien muutosten vaikutukset eläköitymiseen jäivät paljon heikommiksi alaikärajan muuttamiseen verrattuna. Eläköitymisikään voidaan siis vaikuttaa tehokkaasti ja vähäisin kustannuksin lakisääteistä eläkeikää muuttamalla.
Talous & Yhteiskunta -lehden numeron 2/2019 artikkelit ja haastattelu kertovat tutkimuksista, joita on tehty Suomen Akatemian strategisen tutkimuksen neuvoston hankkeessa "Osaavat työntekijät - menestyvät työmarkkinat". Keskeinen kysymys on, miten sopeudutaan teknologisen kehityksen mukanaan tuomaan työn murrokseen.
Tutkimuksessa tarkastellaan ammattirakenteiden polarisaatiota sekä sitä, että mihin supistuvissa ja rutiininomaisissa ammateissa olevat työntekijät päätyvät hyödyntämällä kokonaisaineistoa vuosille 1970-2014. Ammattirakenteiden polarisaatio on jatkunut Suomessa jo vuosikymmeniä. Ammattirakennemuutoksen kehityskulku on pääosin tapahtunut siten, että keskitason tuotanto- ja toimistotyöntekijät ovat nousseet urapolkuja pitkin asiantuntijatöihin. Viimeaikaista palveluammattien osuutta on puolestaan kasvattanut se, että nuoret siirtyvät työmarkkinoille palvelutöihin. Rutiininomaisia ja kognitiivisia taitoja vaativien ammattien työntekijöillä on kuitenkin suurempi todennäköisyys nousta korkeammille palkkaluokille rutiininomaista ja fyysistä työtä tekeviin työntekijöihin verrattuna. Rutiininomaista ja fyysistä työtä tekevät tippuvat puolestaan suuremmalla todennäköisyydellä matalapalkka-aloille, ja heidän ansiotason kehitys on myös heikompaa.
Palkansaajien tutkimuslaitos on alentanut Suomen talouskasvun ennustettaan kuluvalle vuodelle viimesyksyisestä 2,3 prosentista 1,4 prosenttiin. Kansainvälisen talouden näkymien epävarmuus hidastaa Suomen talouskasvua etenkin kuluvana vuonna. Jos pahimmat uhkakuvat jäävät toteutumatta, kasvu piristyy ensi vuonna hivenen 1,5 prosenttiin. Viime vuonna pysähtynyt viennin kasvu elpyy, ja myös yksityisen kulutuksen kasvu tukee talouskasvua. Suomi on sopeutunut ammattirakenteiden murrokseen yleisesti ottaen hyvin, mutta etenkin perusasteen koulutuksen varassa olevien varttuneiden työntekijöiden työllistämiseen voi olla vaikea löytää työkaluja.
The Labour Institute for Economic Research has lowered its forecast of Finland’s economic growth for the current year from last autumn’s 2.4 per cent to 1.4 per cent. Uncertainty in the international economic outlook will slow Finland’s economic growth, particularly this year. If the worst threats do not materialise, growth will pick up slightly next year to 1.5 per cent. Export growth, which came to a halt last year, will recover and growth in private consumption growth will also provide support to economic growth. In general, Finland has adjusted well to occupational restructuring, but it may be difficult to find means to employ older workers who only have basic education.
Palkansaajien tutkimuslaitos on alentanut Suomen talouskasvun ennustettaan kuluvalle vuodelle vii-mesyksyisestä 2,3 prosentista 1,4 prosenttiin. Kansainvälisen talouden näkymien epävarmuus hidastaa Suomen talouskasvua etenkin kuluvana vuonna. Jos pahimmat uhkakuvat jäävät toteutumatta, kasvu piristyy ensi vuonna hivenen 1,5 prosenttiin. Viime vuonna pysähtynyt viennin kasvu elpyy, ja myös yksityisen kulutuksen kasvu tukee talouskasvua. Suomi on sopeutunut ammattirakenteiden murrokseen yleisesti ottaen hyvin, mutta etenkin perusasteen koulutuksen varassa olevien varttuneiden työntekijöiden työllistämiseen voi olla vaikea löytää työkaluja.
Tämä PT Policy Brief tuo esiin havaintoja Suomen tuloerojen kehityksestä 1990-luvun puolivälin jälkeen. Tällä ajanjaksolla tuloerot ovat kasvaneet. Aluksi kasvu oli hyvin nopeaa, kunnes kehitys tasaantui finanssikriisin myötä. Tämä näkyy tarkasteltaessa kehitystä viiden vuoden ajalta lasketuissa keskituloissa. Taloudessa on tuloliikkuvuutta, ts. tulot vaihtelevat vuodesta toiseen. Havaitsemme, että liikkuvuus tuloportaikossa on vähentynyt. Samalla kun tuloerot ovat kääntyneet kasvuun, on tuloverotuksen progressiivisuus alentunut. Valtion tuloveron alennusten ohella tähän on erityisesti tulojakauman huipulla vaikuttanut pääomatulojen voimakas kasvu.
Julkisen budjetin sopeuttamistoimia toteutetaan usein etuuksien indeksileikkauksina tai tuloverojen korotuksina. Näillä toimenpiteillä on tulonjako- ja työllisyysvaikutuksia. Tämä PT Policy Brief esittää SISU-mallilla lasketut vaikutukset käytettävissä oleviin tuloihin tuloluokittain, jos valtion tuloveroasteikkoa korotettaisiin 0,4 prosenttiyksiköllä tai jos kansaneläkeindeksiä leikattaisiin. Molemmissa toimenpiteissä budjetti vahvistuisi 180 miljoonalla eurolla mutta tulonjakovaikutukset ovat huomattavan erilaiset. Oheisen kuvion mukaisesti indeksileikkaukset kohdistuvat voimakkaasti alempiin tulonsaajakymmenyksiin, kun taas tuloveron korotukset kohdistuvat ylempiin kymmenyksiin. Kun huomioidaan muutosten aiheuttamat työllisyysvaikutukset, kokonaiskuva muuttuu vain hieman.
Makeisvero otettiin käyttöön makeisille ja jäätelölle vuoden 2011 alusta. Virallinen perustelu oli kerätä verotuloja, mutta poliittisessa keskustelussa selvä tavoite oli ohjata kulutusta terveellisempään suuntaan. Makeisvero nosti selvästi makeisten kuluttajahintoja, mutta se ei vaikuttanut makeisten kysyntään. Toisaalta vuonna 2014 virvoitusjuomavero nousi sokerillisille juomille, mutta sokerittomat juomat jäivät alemmalle verotasolle. Tämä muutos alensi sokerillisten juomien kulutusta ja ohjasi kulutusta sokerittomiin juomiin. Onnistunut terveellisiin tuotteisiin ohjailu näyttääkin vaativan riittävän läheisen terveellisempien tuotteiden ryhmän olemassaolon.
Talous & Yhteiskunta-lehden "Suuren vaalinumeron" 1/2019 jutut käsittelevät aiheita, jotka voivat nousta esille kevään vaalikeskusteluissa. Pääpaino on ilmastonmuutoksessa: haastateltavana on Maailman ilmatieteen järjestön pääsihteeri Petteri Taalas, ja kahdessa eri artikkelissa pohditaan metsien hiilinielujen ja yhdyskuntarakenteen merkitystä pyrittäessä hillitsemään ilmaston lämpenemistä. Muut artikkelit käsittelevät tuloerojen kasvua, sotea, eläkkeiden riittävyyttä, maahanmuuttajien työllistymistä, EMUn uudistamista, eurooppalaista palkkavertailua ja kestävyysvajeen sopimattomuutta talouspolitiikan suunnitteluun.
Raportissa tehdään laskelmia korkeakouluopiskelijoille suunnatun opintotuen tulorajojen muutosten vaikutuksista. Opintotuen tulorajojen tavoite on, että suurituloisille opiskelijoille ei makseta opintotukea. Samalla nykyiset tulorajat kuitenkin estävät opiskelijoita tienaamasta niin paljon kuin he haluaisivat. Laskelmissa hyödynnetään simulaatiomallia, jonka avulla voidaan arvioida miten opiskelijoiden tulojakauma muuttuisi eri vaihtoehtoisissa opintotuen tulorajojen muutoksissa. Tulosten mukaan nykyisiä tulorajaoja voisi nostaa esimerkiksi 50 prosentilla, jolloin yhdeksän kuukauden ajan opintotukea nostavan opiskelijan vuosituloraja olisi 18 000 euroa nykyisen noin 12 000 euron sijaan. Laskelmien mukaan tällöin päästäisiin opintotuen nykyisten tulorajojen haitallisista tulovaikutuksista laajasti ottaen eroon, koska vain harva opiskelija tienaisi tätä tulorajaa enempää. Ottaen huomioon verotulot ja tulonsiirrot tämä vaihtoehto lisäisi julkisyhteisöjen nettotuloja arviolta 5,9 miljoonaa euroa vuodessa.
Tässä tutkimuksessa tutkitaan diskreettien valintajoukkojen vaikutusta palkansaajien työn tarjonnan reagoimiseen tuloveroihin. Artikkelin empiirisessä osiossa hyödynnetään opintotuen tulorajojen aiheuttamaa tuloveroissa tapahtuvaa äkillistä nousua, ja reformia, jossa tulorajoja nostettiin. Tulosten mukaan vuoden 2008 reformi, jossa tulorajaa nostettiin 9 opintotukikuukautta nostaneille 9000 eurosta 12000 euroon, aiheutti merkittäviä muutoksia opiskelijoiden tulojakaumassa. Tulojakauma siirtyi korkeammalle tasolle lähtien noin 2000 euron tuloista. Koska opiskelijoiden verojärjestelmässä ei tapahtunut muutoksia näin alhaisella tasolla vuoden 2008 reformissa, eivät työn taloustieteen normaalit mallit pysty selittämään tätä siirtymää. Artikkelissa esitetään empiirisiä lisätuloksia, teoreettisia argumentteja ja simulaatiomalli, jotka kaikki viittaavat siihen, että tuloksen pystyy selittämään diskreettien valintajoukkojen mallilla. Lisäksi artikkelissa esitetään, että verotuksen hyvinvointitappiot voivat olla suuremmat kuin empiirisesti estimoidut, jos valintajoukot ovat diskreettejä, mutta niiden ajatellaan olevan jatkuvia.
Talous & Yhteiskunta -lehden uuteen numeroon sisältyy artikkeleita veropohjasta ja -vajeesta, liikenteen veroista, naisista tulojakauman huipulla, työllisyyden kasvusta, mikrosimulaatiomalleista ja digitalisaatiosta. Lehdessä on myös Helsingin yliopiston professori Uskali Mäen haastattelu, jossa käsitellään tieteenfilosofista näkökulmaa taloustieteeseen.
Tutkimuksessa rakennettiin uusia makrotaloudellisia malleja PT:n ennustetyötä varten. Malleilla tehtiin ennusteita vuosille 2017 ja 2018. Mallien BKT-ennuste vuodelle 2017 on 3,1 prosenttia (vrt. toteutunut 2,8 prosenttia) ja vuodelle 2018 1,8 prosenttia (vrt. PT:n 11.9 ennuste 2,7 prosenttia).
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
Donate to charity during this holiday seasonSERUDS INDIA
For people who have money and are philanthropic, there are infinite opportunities to gift a needy person or child a Merry Christmas. Even if you are living on a shoestring budget, you will be surprised at how much you can do.
Donate Us
https://serudsindia.org/how-to-donate-to-charity-during-this-holiday-season/
#charityforchildren, #donateforchildren, #donateclothesforchildren, #donatebooksforchildren, #donatetoysforchildren, #sponsorforchildren, #sponsorclothesforchildren, #sponsorbooksforchildren, #sponsortoysforchildren, #seruds, #kurnool
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
Do good working conditions make you work longer? Evidence on retirement decisions using linked survey and register data
1. TYÖPAPEREITA | WORKING PAPERS 315
Do good working conditions make
you work longer? Evidence on
retirement decisions using linked
survey and register data*
Petri Böckerman**
Pekka Ilmakunnas***
2. Palkansaajien tutkimuslaitos
Labour Institute for Economic Research
Pitkänsillanranta 3 A
00530 Helsinki
www.labour.fi
Työpapereita | Working Papers 315
ISBN 978-952-209-165-9 (pdf)
ISSN 1795-1801 (pdf)
Helsinki 2017
* This research was financially supported by the Academy of Finland Strategic Research Council Project Work,
Work, Inequality and Public Policy (number 293120).
** Turku School of Economics, Labour Institute for Economic Research and IZA.
Address: Pitkänsillanranta 3 A, FI-00530 Helsinki, Finland. Phone: -358-9-2535 7330, fax: -358-9-2535 7332.
E-mail: petri.bockerman@labour.fi
*** Aalto University School of Business. Address: PO Box 21240, FI-00076 Aalto, Helsinki, Finland.
E-mail: pekka.ilmakunnas@aalto.fi
3. 1
Tiivistelmä
Tutkimuksessa tarkastellaan epämukavien työolojen ja johtamiskäytäntöjen vaikutuksia
työntekijöiden eläköitymiskäyttäytymiseen Suomessa. Yhdistetty tutkimusaineisto sisältää
tietoja työoloista, työtyytyväisyydestä, ja eläkeaikeista Tilastokeskuksen
työolotutkimuksista sekä toteutuneista eläkkeelle siirtymisistä Eläketurvakeskuksen
rekistereistä. Useamman yhtälön mallin tulokset osoittavat, että epämukavien työolojen
aiheuttama tyytymättömyys työhön on yhteydessä eläkeaikeisiin, jotka seurantajakson
aikana ilmenevät puolestaan aikaisempana eläkkeelle siirtymisenä. Uudet johtamiskäytännöt
taas parantavat työtyytyväisyyttä ja eläkeaikomusten vähenemisen kautta pidentävät työuria.
Abstract
We analyze the potential role of adverse working conditions and management practices in
the determination of employees’ retirement behavior. Our data contain both comprehensive
information regarding perceived job disamenities, job satisfaction, and intentions to retire
from nationally representative cross-sectional surveys and information on employees’ actual
retirement decisions from longitudinal register data that can be linked to the surveys. Using
a trivariate ordered probit model, we observe that job dissatisfaction arising from adverse
working conditions is significantly related to intentions to retire, and this in turn is related to
actual retirement during the follow-up period.
Keywords: working conditions, job satisfaction, retirement, new management practices
4. 2
1. Introduction
Populations in industrialized countries are aging rapidly. This structural change puts
substantial pressure on public finances and social support programs targeted to retired
persons. The prospect of an aging population leads specifically to pressure on the
sustainability of pension systems. In the policy discussion, two broad approaches to
mitigating these challenges have been proposed. First, there are “hard” measures. A popular
policy measure to improve the sustainability of the pension systems is to increase the
mandatory retirement age and force people to retire later in life. Second, there are also a
variety of “soft” measures, which refer to improvements in perceived working conditions.
The goal of these policy tools is to encourage people to lengthen their working careers
voluntarily without changing regulations.
Perceived well-being at work is obviously important for employees, because job satisfaction
is a key domain of employees’ overall well-being in life (Oswald, 2010). Job satisfaction and
productivity at the firm level are also positively related (Böckerman and Ilmakunnas, 2012).
Consequently, investments in better working conditions and improvements in employee
well-being can be mutually beneficial for both employees and employers.
This paper examines the connections between various measures of working conditions and
new management practices (the so-called “high involvement management”) regarding actual
retirement decisions. Workers’ satisfaction with their work and subsequent retirement
decisions are likely to have a connection not only with physical working conditions but also
with how they are treated by management. Therefore, it is important to consider both aspects
of work. We contribute to the literature by modeling the complete chain between perceived
5. 3
working conditions and management practices to job satisfaction, retirement intentions, and
actual retirement. To accomplish this, we use both comprehensive survey data on perceived
well-being at work and administrative data on actual retirement during an extensive follow-
up period. Our survey data contain very detailed information on working conditions
(perceived harms and hazards) at the individual level, and the linked survey and register data
are nationally representative for the working age population in Finland.
Section 2 briefly reviews the earlier literature on working conditions and retirement. Sections
3 and 4 describe the linked survey and register data and our modeling approaches. Section 5
present the estimation results and section 6 concludes.
2. Literature
There are multiple theoretical approaches to understanding retirement decisions. In an early
contribution to the theoretical literature in industrial and organizational psychology, Beehr
(1986) examined the process of retirement. The basic idea is that personal characteristics and
the work environment, including perceived working conditions, influence a person’s
preference for retirement. Preferences determine the decision (or intention) to retire, which
is then realized as an actual retirement behavior.
Karasek (1979) presented the seminal conceptual model about the determinants of employee
well-being at work. Karasek (1979) stressed the balance between job demands and job
control. According to the model, the combination of job demands and job control affects
employees’ intentions to quit. It also affects actual retirement decisions, as retirement is an
6. 4
“extreme form” of employee quitting behavior. In particular, high job demands coupled with
poor job control increase both the intention to quit and actual retirement.
The economic literature stresses that retirement is a rational decision in which the benefits
and costs influence the outcome. The personal preference for leisure time and consumption
opportunities provided by disposable income determines labor supply decisions at the far
margin. Retirement implies an increase in leisure time but at the same time opportunities to
consume decrease because a pension is lower than the prior wage. Thus, workers face a
tradeoff. In the standard model based on rational choice, adverse working conditions
reinforce the preference for retirement if all else is equal. However, if there is a compensating
wage differential for perceived adverse working conditions, the higher pay may lead to longer
working careers (Filer and Petri, 1988). In practice, the compensation for adverse working
conditions in terms of higher pay is complete only in very rare settings (e.g., Böckerman and
Ilmakunnas, 2006, 2009). This implies that perceived working conditions could have an
economically significant influence on retirement decisions.
The focus of empirical research has so far been narrow. Earlier literature focused on some
parts of the “whole chain” from perceived working conditions to actual retirement decisions.
Some empirical studies exploited cross-sectional data and used retirement intentions as the
outcome (see Topa et al., 2009, for a survey of research in organizational psychology). Using
a longitudinal research design, it is possible to use actual retirement choices as the outcome
variable of interest. An important gap in the existing empirical literature is that it seldom
studies retirement intentions and actual retirement choices together. However, deeper
understanding of these connections is necessary to draw policy-relevant insights about the
pertinent mechanisms.
7. 5
Retirement intentions and realizations have been studied in economics. Studies focused on
the rationality of retirement expectations and the influence on the decision to retire of new
relevant information about its benefits and costs (e.g., Bernhein, 1989; Benitez-Silva and
Dwyer, 2005). However, this research has only very rarely examined the potential role of
perceived working conditions and management practices in the decision process.
Our paper is most closely related to recent empirical studies that examine the connection of
working conditions to retirement or anticipated retirement using longitudinal survey data or
survey data combined with register data. Such longitudinal surveys include SHARE (e.g.,
Schnalzenberger et al., 2014; dal Bianco et al., 2015), ELSA (e.g., Hintsa et al., 2015; Carr
et al., 2016), and HRS (e.g., Angrisani et al., 2015; Sonnega et al., forthcoming). Combined
survey and register data have mainly been used in the Nordic countries (e.g., Lund and
Villadsen, 2005; Blekesaune and Solem, 2005). However, working conditions data in some
studies are not derived from individual employees’ workplaces, but rather rely on the typical
work attributes of different occupations (e.g., Angrisani et al., 2015; Filer and Petri, 1988).
The use of aggregate information on working conditions eliminates much of the variation in
workplace working conditions that affect employees’ perceived well-being and quit or
retirement behavior.
An important gap in the prior literature in terms of modeling approaches is the fact that
unobservable characteristics, such as personality traits, are rarely accounted for. However,
unobservable traits are potentially important drivers of actual retirement decisions.
Furthermore, even with longitudinal data, estimation is based mostly on cross-sectional
variation because actual retirement occurs only once. This makes it impossible to use fixed
effects estimation to wipe out unobservable time-invariant data.
8. 6
3. Data
Our empirical analysis uses linked survey and register data. The data on perceived working
conditions and intention to retire originates from the 2003 and 2008 Quality of Working Life
Surveys (QWLS) of Statistics Finland (Lehto and Sutela, 2004, 2009). The initial sample for
QWLS is from the Labour Force Survey, where a random sample of the working age
population is selected for a telephone interview. The respondents are wage and salary earners
between 15 to 64 years old with a normal weekly working time of at least 5 hours. The sample
sizes are 4101 in the 2003 survey and 4392 in the 2008 survey.
The QWLS is a repeated cross-sectional data set that does not contain any information on
actual retirement choices. However, we link the QWLS data to comprehensive longitudinal
register data for the same persons. These include Finnish Longitudinal Employer–Employee
Data (FLEED) from Statistics Finland and the pension records of the Central Pension
Institute. FLEED records each employee’s employer during the last week of each year.
FLEED contains rich background information on both employees and their employers.
Central Pension Institute keeps comprehensive administrative records of actual retirement
for the payment of pensions. We link the data using unique personal identifiers, i.e., ID codes
for persons. We can follow all employees in the QWLS data up to 2013. Using information
from the Central Pension Institute, we observe actual retirement choices during the follow-
up period (2004-2013 for QWLS 2003 and 2009-2013 for QWLS 2008).
The QWLS contains information about intention to retire. In particular, it includes a question
about having thoughts of retirement before the official retirement age with the alternatives:
9. 7
‘often’ (coded as 3), ‘sometimes’ (2) or ‘never’ (1). Because this is ordered qualitative
information, we form a similar variable for the timing of retirement. Actual retirement may
occur after (coded as 3), at (2) or before (1) the official retirement age.
Pension reform occurred in Finland in 2005, before which normal retirement age in the
private sector was 65 years, although it was possible to retire earlier at ages 60 to 64 with a
lower pension. Most state or municipal employees and some special occupations have had a
lower retirement age. Pension reform made old-age retirement flexible between ages 63 to
68, with earlier retirement with lower pension possible only for those 62 years old. The
retirement ages in the private and public sectors were harmonized for new employees, but
existing public sector employees were given a personal retirement age based on age and
tenure. The pension reform led to an increase in the average retirement age and to the
concentration of retirement around the age of 63. We treat 63 as the official retirement age
referred to by retirement intention and actual retirement variables. However, for public sector
employees we use personal retirement ages when they are below 63.
In addition to old-age pension, there are other early exit routes: disability, part-time
retirement, and unemployment. Disability pensions require medical verification but have no
particular age limit. Part-time pensions can be granted to an employed person at least 61
years old who continues working part-time. In addition, disability retirement is possible on a
part-time basis. Older employees who become unemployed can use extended unemployment
benefits to bridge the time until old-age pension age. The lower age limit for this system has
gradually increased to 59 years. In our study, we concentrate on full-time retirement, either
old age or full disability. Some of the QWLS survey participants are actually already on part-
10. 8
time retirement. We leave out the unemployment route, as it is a separate system and not
officially retirement.
In the estimations, we concentrate on those who were 54 or older in the 2003 survey and
those who were 59 or older in the 2008 survey. These employees reach age 64 by the end of
the follow-up period and we see whether they retire at age 63. In addition, we require
participants be below 63 years old during the survey, since for them the choice to retire
before, at, or after age 63 is still relevant. During the 2003 survey, the pension reform was
not yet in force but the upcoming changes were public information. In fact, the survey
respondents were explicitly reminded of the reform. However, to take into account the fact
that some of the 2003 survey participants could retire with lower pensions before the new
rules came into force, we included an indicator variable for the 2003 survey. Furthermore,
we left out those who were already fully retired but still doing some work, persons who died
in the follow-up period before reaching official retirement age, and a few inconsistent
answers (high retirement intentions although already above retirement age). The sample size
in the estimations is 1253.
Figure 1 provides an illustration of the structure of the linked data using the so-called Lexis
diagram. Each line in the figure depicts the increasing age of a birth cohort in the data. The
horizontal line is at age 63, which is the official retirement age in Finland for most of the
persons in the dataset. The lowest upward-sloping line in both parts of the figure shows the
youngest birth cohort in the analysis, or those born in 1949. The highest upward-sloping lines
are the oldest cohorts, or those born in 1941 (in the 2003 survey) or 1946 (in the 2008 survey).
Figure 1 here
11. 9
Our interest is in retirement intention and actual retirement and their background factors,
especially job satisfaction, working conditions and management practices. The question
about job satisfaction contains alternatives: are ’very satisfied’, ’quite satisfied’, ’rather
unsatisfied’, ’very unsatisfied’, and (in the 2008 survey) ’difficult to say’. Most respondents
are satisfied with their work. We combine the lowest satisfaction levels (rather unsatisfied,
very unsatisfied or difficult to say) into a group called ’unsatisfied’. We therefore have three
groups, ’very satisfied’ (coded as 3), ‘quite satisfied’ (2), and ‘unsatisfied’ (1).
The key working condition variables capture perceived harms and hazards. For perceived
harms, the highest category corresponds to the perception by a worker that a certain feature
of working conditions is ‘very much’ (on a five-point scale) an adverse workplace factor.
Harms include 19 detailed aspects such as heat, cold and dust, among other things. For
perceived hazards, the highest category among three possibilities is the one in which the
respondent considers a certain feature at the workplace to be ‘a distinct hazard’. Hazards
include 10 aspects, such as accident risk, risk of strain injuries and risk of grave work
exhaustion, among other things. We aggregate the responses to the questions about adverse
working conditions by forming a dummy variable that equals one if there is at least one
clearly adverse factor (variable Harms) and a dummy that equals one if there is at least one
distinct hazard (variable Hazards).
We also exploit detailed self-reported information on the quality of management practices
from the QWLS as an additional aspect of perceived working conditions. We use a binary
indicator to signify having more than one of the following new management practices:
incentive pay, employer-provided training, self-managed teams and information sharing with
employees (Böckerman et al. 2012, 2013). Incentive pay is an indicator for those who are
12. 10
personally subject to performance-related pay; training is relevant for employees who have
participated in employer-provided training during the past 12 months; self-managed teams
refer to individuals who work in a team that selects its own leader and decides on the internal
division of responsibilities; and information sharing corresponds to employees who are
informed about changes at work at the planning stage rather than shortly before the change
or at its implementation. These measures correspond to the crucial pieces of a high-
performance workplace from the point of view of employees, as outlined in Appelbaum et
al. (2000). Becker and Gerhart (1996) maintain that the four most common components of
high involvement management systems are self-managed teams, quality circles, employer-
provided training, and contingent pay. We capture all of these, except quality circles, in our
measurement using QWLS.
We use individual characteristics from QWLS and FLEED, measured during the survey year,
as the standard control variables. These include age (in years), gender (an indicator for
females), education (indicators for secondary and tertiary education, with basic education as
the reference group), and income level (log of annual earnings) as indicators of person’s
socioeconomic status. Income theoretically has an opposing effect on retirement. Higher
income increases the cost of retiring (substitution effect), but it also makes it more affordable
to retire earlier (income effect). The income variable also takes into account the fact that the
pension level depends on pre-retirement earnings. QWLS also contains information on self-
assessed working capacity on a scale from 0 to 10. We expect those with good working
capacity to be more inclined to stay working longer. We also control for the size of the
employer (indicators for size classes in terms of the number of employees: 10-49, 50-249,
and 250-, with below 10 as the reference category).
13. 11
Using information from the comprehensive registers of the Central Pension Institute, we also
control for some key retirement-related covariates that include an indicator for being on part-
time retirement, an indicator for whether the person has a retired spouse, and the (age-
dependent) pension accrual rate. These are measured during the survey year (the accrual rate
is the average of two years following the survey). Those already on partial retirement may
be more inclined to enter full time retirement earlier than those who have not taken the part-
time option. It is important to take into account the spouse’s labor market status because it
affects the utility of leisure time. Thus, the return on a person’s leisure time is higher if the
spouse is also retired and they can spend the leisure time together. The accrual rate creates
incentives to stay longer at work. After the pension reform, there was a higher accrual rate
for those at age 63 or higher. The accrual rate before year 2005 was 1.5% until age 60 and
2.5% at higher ages; in years 2005-2016 it was 1.5% until age 52, 1.9% at ages 53 to 62, and
4.5% at ages 63 to 68. We include an indicator of experiencing unemployment during the
post-2013 period as an additional variable from FLEED. Those who become unemployed at
older ages may have difficulty returning to work and are therefore more likely to retire at the
(minimum) official retirement age. Descriptive statistics on the variables are reported in the
Appendix (Table A1).
4. Modeling approach
Our empirical application has three endogenous variables (job satisfaction, intention to retire
and actual retirement) with an ordinal scale (1, 2, or 3). We assume there are latent continuous
variables behind the observed ordinal variables. We model the relationships as a trivariate
ordered probit model. This implies there are some unobservable variables, such as personality
traits, that may affect all three dependent variables. Thus, the equations’ errors are correlated
14. 12
with each other. We use the extended regression model framework in Stata (StataCorp, 2017;
Roodman, 2011) to estimate the parameters of the model.
The identification of the parameters of the model is based on the idea that there is a triangular
structure between the variables of interest. Thus, we assume that job satisfaction affects the
intention to retire and that retirement intentions affect the timing of actual retirement, but
there are no backward effects. On the right-hand side of the estimated equations, these
variables appear as observations or indicators for categories 2 and 3 (using the category 1 as
the reference) of the job satisfaction and retirement intentions variables. In addition, we use
exclusion restrictions on the explanatory variables. Research using equation systems with
binary dependent variables and endogenous dummy regressors has shown that exclusion
restrictions are required to correctly identify the parameters (Mourifié and Méango, 2014;
Han and Vytlacil, 2017). There are no corresponding results for ordered variables, but
presumably a similar principle holds.
We assume that individual characteristics such as age, gender and education, all affect
outcomes. Earnings is a measure of socioeconomic status and is included in all models.
Perceived working conditions and management practices influence job satisfaction, but we
assume they have an effect on intentions to retire only through job satisfaction. Working
capacity and firm size influence both job satisfaction and intentions to retire, but they do not
directly influence actual retirement choices because working capacity and the firm in which
a person is employed could have been changed after the QWLS survey. We assume part-time
retirement and a spouse’s retirement status influence the intention to retire and actual
retirement timing, but not job satisfaction. Finally, unemployment measured after the QWLS
has an influence only on actual retirement decisions.
15. 13
There are potential biases that are relevant for the interpretation of the estimation results.
First, there may be unobserved heterogeneity that is correlated with the dependent variables
and not captured by modeling of the correlation structure between the equations. Therefore,
we are cautious to interpret estimated relationships as causal effects. Second, there are issues
related to sample selection. As the data includes only people who are (still) working in 2003
or 2008, those who have particularly good working conditions are likely to be
overrepresented in the estimation sample. On the other hand, the timing of retirement is more
likely observed for those who are exposed to adverse working conditions and, consequently,
retire early. These two sample selection biases have opposite effects on the estimates. In an
ideal situation, they cancel each other out.
5. Results
Tables 1-2 present cross-tabulations of the variables of interest. They show expected
relationships between the variables. Job satisfaction is negatively related to having retirement
intentions. Of those who are unsatisfied with their work, 61.8% often think about retirement
before the statutory retirement age and 20.2% never do. Of those who are very satisfied, only
20.9% think often about retirement and 50% never do. Retirement intention is, on the other
hand, negatively related to the timing of retirement. Among those who never think about
early retirement, 61.63% retire after the statutory retirement age and only 7.4% before it.
Among those who often think about retirement, the distribution of early exits and late
retirements is even, greater: 28.9% delay retirement to an age above the statutory age, and
23.7% retire before it. The rank correlations are -0.291 for retirement age and retirement
intentions and -0.253 for retirement intentions and job satisfaction. The rank correlation of
16. 14
retirement age and job satisfaction is only 0.076, which supports the assumption that job
satisfaction is related to retirement age via retirement intentions, but not directly.
Tables 1 and 2 here
The estimation results of the trivariate ordered probit model are presented in Table 3.
Perceived harms and hazards are negatively related to job satisfaction, while new
management practices are positively related to job satisfaction. These results are consistent
with earlier findings in the relevant literature. Job satisfaction is negatively related to
retirement intentions, and retirement intentions are negatively related with actual retirement
age, as is expected based on cross-tabulations. Furthermore, the correlations of the equation
errors are consistent with the view that, on one hand, the unobservables behind actual
retirement decisions and retirement intentions are related and, on the other hand, the
unobservables behind retirement intentions and job satisfaction are related.
Table 3 here
The estimates of the control variables show that self-assessed working capacity is positively
related to job satisfaction and negatively related with retirement intentions. The level of
education is negatively related to retirement intentions, and the highest levels of education
are negatively related with job satisfaction. The pension accrual rate (at the time of the
survey) is negatively related to retirement intention, supporting the idea that higher accrual
at higher ages encourages delayed retirement. Being already on part-time pension during the
survey is positively related to having retirement intentions, as expected. However, neither
pension accrual, nor part-time pensions are significantly related to actual retirement, which
17. 15
may follow from the fact that actual retirement can occur several years after the survey.
Earnings are not significantly related to any of the dependent variables, possibly because the
models include several controls that are likely to be correlated with earnings. Experiencing
unemployment in the follow-up period has a negative connection with retirement age.
Among the demographic variables, age obtains a positive coefficient in the equation for
actual retirement. This is natural, since those who have already stayed at work until an old
age may be more likely to stay until the official retirement age. Females have less frequent
retirement intentions, but in actual retirement there are no gender differences. Finally, having
a retired spouse is negatively related to continuing to work but is insignificant in the equation
for retirement intentions.
Table 4 shows the average marginal effects of these variables on the three dependent
variables. A variable can have a marginal effect on the dependent variable of the equation
where it appears and on the dependent variables of subsequent equations, but not on those of
previous equations. Further, a working condition variable, for example, which appears in the
job satisfaction equation, has a marginal effect on retirement timing through a channel of
effects. Working conditions affect job satisfaction, job satisfaction affects retirement
intentions, and intentions affect retirement timing. Therefore, the marginal effects tend to
decrease the later the dependent variable is in the system. Table 4 presents the marginal
effects on the highest categories (i.e., those coded as 3) of the ordered variables, i.e., high job
satisfaction, frequent thoughts about early retirement, and retirement after the official
retirement age.
Table 4 here
18. 16
Negative work aspects, harms and hazards decrease the probability of being very satisfied
with work by over 8 percent and increases the probability of thinking often about retirement
before the official age by 2 percent. Likewise, they decrease the probability of retiring after
the official age by 0.6 percent. Being exposed to new management practices increases the
probability of high job satisfaction by over 13 percent, decreases the probability of frequent
early retirement intentions by 3 percent and increases the probability of late retirement by 1
percent.
Among the control variables, an age increase of one year increases the probability of late
retirement by 1.4 percent, while females are 5 percent less likely to have frequent early
retirement thoughts. Those with tertiary education have 7 percent lower probability of high
job satisfaction, 8 percent lower probability of early retirement intentions, and 6 percent
higher probability of late retirement than those with basic education. Variables related to
pension and unemployment have relatively high marginal effects. A one percent increase in
the accrual rate decreases the probability of frequent early retirement thoughts by 12 percent
and being on part-time pension by 15 percent, but its effect on actual retirement is
insignificant. Having a retired spouse decreases the probability of late retirement by 7 percent
and experiencing unemployment by 25 percent.
6. Conclusions
People spend much time at work. Therefore, it is not surprising that working conditions are
an important aspect of overall well-being. Using nationally representative linked survey and
19. 17
register data from Finland, we find that perceived working conditions and management
practices are important for retirement intentions and decisions.
Most of the empirical literature focuses on a narrow set of industries and firms. A key
problem is that the motives of retirement are most likely significantly heterogeneous across
organizations. Thus, the specific organizations that have garnered researchers’ focus may be
those in which the effects are anticipated and/or occur according to prior theoretical
considerations.
Interpreted from a broader perspective, our results support the idea that inequality in
perceived working conditions leads to inequality in retirement choices. Adverse working
conditions are statistically significantly related to early retirement. Early retirement, on the
other hand, leads to lower pensions. Our results support the idea that “soft” measures may be
effective in delaying retirement and may thereby indirectly equalize post-retirement incomes.
There are some caveats that are relevant for the interpretation of our results. First, the
estimates are not necessarily causal. Our analysis reveals links between the variables of
interest. Second, it is difficult to quantify the estimated relationships. To provide quantitative
estimates, validated quantitative rather than qualitative measures of perceived working
conditions are needed. Third, there may be practical challenges to implementing the “soft”
measures, i.e., decreasing the level of perceived harms and hazards at work by investing
resources in better working environments. Fourth, the cost-effectiveness of investments in
better working conditions remains an open issue from the firms’ point of view. Future
research should address these issues.
20. 18
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23. 21
Figure 1. Lexis diagram of birth cohorts included in the estimations.
Notes: The horizontal line is at the age of 63 that is the lowest official retirement age in Finland.
5560657075
Age
2003 2005 2007 2009 2011 2013
QWLS 2003
5560657075
Age
2003 2005 2007 2009 2011 2013
QWLS 2008
24. 22
Table 1. Job satisfaction and retirement intentions.
Job satisfaction
Retirement
intention
1 Unsatisfied 2 Rather
satisfied
3 Very
satisfied
Total
1 Never 18 210 220 448
4.02 46.88 49.11 100.00
20.22 29.01 50.00 35.75
2 Sometimes 16 252 128 396
4.04 63.64 32.32 100.00
17.98 34.81 29.09 31.60
3 Often 55 262 92 409
13.45 64.06 22.49 100.00
61.80 36.19 20.91 32.64
Total 89 724 440 1253
7.10 57.78 35.12 100.00
100.00 100.00 100.00 100.00
Notes: In each cell, the first entry is the number of observations, the second is the percentage share of the row
total and the third is the percentage share of the column total.
25. 23
Table 2. Retirement intentions and actual retirement.
Retirement intention
Actual retirement 1 Never 2 Sometimes 3 Often Total
1 Before statutory
retirement age
33 41 97 171
19.30 23.98 56.73 100.00
7.37 10.35 23.72 13.65
2 At statutory
retirement age
139 181 194 514
27.04 35.21 37.74 100.00
31.03 45.71 47.43 41.02
3 After statutory
retirement age
276 174 118 568
48.59 30.63 20.77 100.00
61.61 43.94 28.85 45.33
Total 448 396 409 1253
35.75 31.60 32.64 100.00
100.00 100.00 100.00 100.00
Notes: In each cell, the first entry is the number of observations, the second the percentage share of row total
and the third the percentage share of column total.