Intentions to Continue Working and Its Predictors

  • René SchalkEmail author
  • Donatienne Desmette


What we know about managing and retaining older workers is quite limited. Attention is needed regarding the retention of older workers due to demographic shifts and their implications for organizational needs. Simply put, organizations need to retain older workers. Both because they want to keep the older workers’ knowledge “on board” and depend on older workers as the availability of younger workers declines. The chapter addresses the concept of intention to continue working among older workers. How can it be defined? How is it different or related to concepts such as work motivation, commitment and intention to retire early? We review the findings regarding the personal, organizational and context factors that predict it. We need to understand the influences on the employees’ intentions to continue working. In doing so, the HR practices to stimulate older employees to stay at work longer can be better identified. We discuss Human Resource Management practices that can influence employee intentions to continue working.


Organizational Commitment Goal Orientation Early Retirement Organizational Factor Psychological Contract 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.


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Copyright information

© Springer International Publishing Switzerland 2015

Authors and Affiliations

  1. 1.Department of Human Resource StudiesTilburg UniversityTilburgThe Netherlands
  2. 2.Workwell Research Unit for People, Policy and Performance, Faculty of Economic and Management SciencesNorth West UniversityPotchefstroomSouth Africa
  3. 3.Psychological Science Research InstituteUniversité catholique de LouvainLouvainBelgium
  4. 4.Open Faculty of Social and Economic PolicyUniversité catholique de LouvainLouvainBelgium

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