Employment Transitions of Older Workers

The Role of Flexible Employment in Maintaining Labour Market Participation and Promoting Job Quality

Stephen Lissenburgh and Deborah Smeaton

Employment Transitions of Older Workers
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Stephen Lissenburgh and Deborah Smeaton

Distributed for Policy Press at the University of Bristol

52 pages | 8 1/4 x 11 3/4 | © 2003
Paper $20.95 ISBN: 9781861344755 Published March 2003 For sale in North and South America only
The experience of an abrupt and often premature departure from work can leave individuals feeling disorientated and disappointed and can prevent their valuable economic potential from being tapped. This report explores the possibilities of more flexible forms of work that bridge the gap between a steady career job and retirement. It examines such jobs in the wider context of the types of transition that are being made by people leaving work early. Transitions after 50 seriesPeople are living longer, yet increasingly are leaving working life well before the state retirement age. The Joseph Rowntree Fountain programme, Transitions after 50, explores people's experiences, decisions and constraints as they pass from active labour market participation in their middle years towards a new identity in later life. Reports in this series look in particular at issues about work, income and activities beyond work during this period of transition.For other titles in this series, please follow the series link from the main catalogue page.
List of tables and figures

1. Employment transitions of older workers: introduction
    The context: falling employment rates
    Factors encouraging movement out of employment
    Factors encouraging movement into flexible employment
    The quality of flexible employment
    The focus and method of the research
2. Movements out of permanent full-time employment
    Male exits from permanent full-time employment
    Female exits from permanent full-time employment
3. Movements into flexible employment
    Movements into temporary employment
    Movements into self-employment
    Movements into part-time employment
    Reduced hours
4. Flexible employment: good jobs or bad?
    Job quality
    Training opportunities
    Jobs satisfaction
    Supervisory or labour process control
5. Conclusions and policy implications
    Policy implications

Appendix: Regression models of training and earnings
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