From: Domains and determinants of retirement timing: A systematic review of longitudinal studies
The Netherlands | Denmark | Sweden | Germany | France | UK | Europe | USA | Australia | |
---|---|---|---|---|---|---|---|---|---|
Demographic factors | |||||||||
Education (high vs low) | [21] | [21] | [23] | ||||||
Gender (female) | [21] | [21] | [21] | ||||||
Health | |||||||||
Having a disease (y/n) | [24] | [26] | [20] | [29] | |||||
# days of treatment | [24] | ||||||||
# of admissions | [24] | ||||||||
General health | |||||||||
Poor health | [26] | [21] | [21] | [31] | |||||
Subjective life expectancy | [7] | ||||||||
Health limitations | [30] | [30] | |||||||
Latent health | [30] | [30] | |||||||
Lifestyle | |||||||||
Overweight; obese vs normal | [31] | ||||||||
Physical activity (low vs high) | [31] | ||||||||
(ex-)smoker vs non-smoker | [31] | ||||||||
Excessive alcohol intake (y/n) | [31] | ||||||||
Social factors | |||||||||
Partner employed (y/n) | [21] | [21] | [21] | ||||||
Social participation | |||||||||
Providing care (y/n) | [20] | ||||||||
Member of a club (y/n) | [20] | ||||||||
Following general or higher education (y/n) | [20] | ||||||||
Following vocational or training course (y/n) | [20] | ||||||||
Satisfaction with leisure time (y/n) | [20] | ||||||||
Work characteristics | |||||||||
Working fulltime | [22] | [20] | |||||||
Hourly wage | [21] | [21] | [21] | ||||||
Tenure before age of 50 years | [21] | [21] | [21] | ||||||
Sector of work | |||||||||
Occupational class (lower vs upper) | [22] | ||||||||
Irregular work (y/n) | [34] | ||||||||
Larger firm size | [22] | ||||||||
Job demands | |||||||||
Physically demanding job | [34] | [31] | |||||||
High time pressure | [34] | [31] | |||||||
Job satisfaction (low vs high) | [20] | ||||||||
Low job control | [31] | ||||||||
Low rewards | [31] | ||||||||
Challenge at work | [34] | ||||||||
Contextual factors | |||||||||
Firm specific training | [33] | ||||||||
Child to teacher ratio in day-care sector | [25] | ||||||||
Training opportunities | [34] | ||||||||
Place to work/ time flexibility | [34] | ||||||||
Use of seniority scheme | [34] | ||||||||
Opportunities to grow | [34] | ||||||||
Retirement behaviour among colleagues | [34] | ||||||||
Support supervisor prolonged work participation | [34] | ||||||||
Financial factors | |||||||||
Higher personal income | [20] | ||||||||
Social security wealth | [35] | ||||||||
Health insurance coverage Employer provided and RHB; non-employer; none vs employer provided but no RHB | [36] | ||||||||
Replacement rate (% of income a worker receives when ER, DP, unemployed) | [28] | ||||||||
Retirement factors | |||||||||
Retirement preferences: earlier vs later | [37] | ||||||||
Macro effects | |||||||||
Policy change (RET/FRA) (y/n) | [12] | ||||||||
Birth cohort (related to pension regime) (≥1946=reference) | |||||||||
≤1939 | [22] | ||||||||
1940-45 | [22] | ||||||||
Calendar time effects | [28] |