Working longer: What is the relationship between person–environment fit and retirement intentions?. (22nd July 2015)

• Record Type: Journal Article
• Authors: Oakman, Jodi; Wells, Yvonne
• Is Part Of: Asia Pacific journal of human resources. Volume 54:Number 2(2016:Apr.)
• Page Start: 207
• Page End: 229
• Publication Date: 2015-07-22
• Subjects: Australia -- employee participation -- person–situation fit; Personnel management -- Periodicals; Personnel management -- Asia -- Periodicals; Personnel management -- Pacific Area -- Periodicals; Personnel -- Direction -- Périodiques; Personnel -- Direction -- Asie -- Périodiques; Personnel -- Direction -- Pacifique, Région du -- Périodiques; 658.3005
• DOI: 10.1111/1744-7941.12075
• Languages: English
• ISSNs: 1038-4111

Abstract

Abstract : This paper examines the role of person–environment (P–E) fit in encouraging longer working lives in a sample of Australian public servants. Study results are of interest to those involved in the development of effective HRM policy aimed at retention of older workers. A sample of 332 workers aged 40 and over, completed a questionnaire. Multivariate regression analyses were used to identify the most important predictors of intention to retire. Focus group interviews (n = 42) were also undertaken. Age and duration of service were strong, negative predictors of time to intended retirement. Work ability and Job satisfaction, two key elements in a P–E fit model, were important in identifying people who intended to retire within the next five years. HRM policy needs to take into account the complexity of retirement decisions and recognise that decision points exist and a one‐size‐fits‐all approach is unlike to be successful. Key points: Person–environment fit is an important factor in the decision of when to retire High job satisfaction is likely to extend employees' working lives. Organisations do have influence over the retirement timing of their employees. Enabling a work environment where employees can maintain work ability may prolong working lives. HRM policy development should focus on improving fit between employees and work.