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The elderly are keen on redefining retirement. Instead of surfing and mountain-biking, the
elderly will prefer spend at least part of retirement not in leisure but working. It may be
sometimes for money or, out of necessity, or sometimes for no money but just because it is
personally rewarding. Not long ago, many employers appeared to be askance at elderly
workers. They thought that elderly workers lacked the spirit and imagination that youthful
cohorts can display. But now the times are changing. The motives of elderly people to go
out to work may differ; however, what is common to all of these people is that they want to
be actively working as long as they are able to work.
It appears that population ageing is one of the most important and challenging issues in this
millennium. It may infer that in this country, the ageing process has been largely influenced
by socio-economic development of society. However, the problems call for serious thinking
on a part that the government and civil society can play. In this context, the present research
would like to find the reasons of silvers workers for working after retirement.
CONTENTS
Acknowledgements
Abstract
List of Tables
List of Figures
Sr.
No.
Contents
Page No.
1. INTRODUCTION
1-52
1.1 Demography of Elderly Population
1.2 Elderly Defined
1.3 Elderly and Retirement
1.4 Work after Retirement amongst Elderly
1.5 Reasons of Working after Retirement
1.6 Perceptions about Retirement
1.7 Influence of Work on Elderly
1.8 Problems faced by Elderly at Workplace
1.9 Satisfaction at Workplace
1.10 Employers Attitude towards Recruiting Elderly after Retirement
1.11 Statement of the Problem
1.12 Research Questions
1.13 Justification
1.13.1 Justification of the Subject of the Study
1.13.2 Justification of the Sample of the Study
1.13.3 Significance of the Study in the Department of Extension and
Communication
1.13.4 Justification of the Variables
1.14 Objectives of the Study
1.15 Null Hypothesis of the Study
1.16 Delimitation of the Study
1.17 Assumptions of the Study
1.18 Operational Definitions of Silver Workers and Employers
2. REVIEW OF LITERATURE
53-82
2.1 Studies Related to Reasons of Silver Workers to Work after
Retirement
2.2 Studies related to Employment Status of Silver Workers
2.3 Studies related to Factors Influencing Silver Workers to Work
beyond Retirement Age
2.4 Studies related to Employers Perspectives towards recruiting Silver
Workers
2.5 Studies related to Perceptions of Silver Workers related to
Retirement
2.6 Studies related to Problems faced by Silver Workers
3.
METHODOLOGY
83-117
(A) Methodology for Quantitative Data
(B) Methodology for Qualitative Data
3.1 Pilot Study
3.1.1 Findings of the Pilot Study
3.1.2 Conclusion of the Pilot Study
3.2 Population of the Study
3.3 Sampling Unit
3.4 Sampling Frame
3.5 Sample Size and Selection Procedure of the Sample (Silver Workers
and Employers)
3.5.1 Sample Size for Qualitative Data
3.6 Construction of Research Tool
3.6.1 Description of Research tools used for Silver Workers
3.6.1.1 Section 1 Profile of Silver Workers
3.6.1.2 Section 2 Reasons of Working after Retirement and Perceptions
about Retirement
3.6.1.3 Section 3 Influence of Work on Silver Workers
3.6.1.4 Section 4 Problems faced by Silver Workers at Workplace
3.6.1.5 Section 5 Satisfaction at Workplace
3.6.1.6 Suggestions
3.6.2 Description of Research tool Used for Employers
3.6.2.1 Research tool used for Data Collection of Employers
3.7 Validity of Research Tools
3.8 Reliability of Research Tools
3.9 Pre-Testing of Research Tools
3.10 Procedure of Data Collection
3.11 Scoring and Categorization of the Data of Silver Workers
3.11.1 Categorization of Variables
3.11.2 Reasons to Work after Retirement
3.11.3 Perception about Retirement
3.11.4 Influence of Work on Silver Workers
3.11.5 Problems faced by Silver Workers at Workplace
3.11.6 Satisfaction at Workplace
3.12 Scoring categorization of Data of Employers
3.12.1 Qualities of recruiting Silver Workers
3.12.2 Advantages of recruiting Silver Workers
3.12.3 Disadvantages of recruiting Silver Workers
3.12.4 Influential Factors in recruiting Silver Workers
3.13 Statistical Analysis of the Data
3.14 Sampling Unit
3.15 Sampling Frame
3.16 Sample Size
3.17 Process of Conducting In-depth Interviews
3.18 Analysis of the Interviewed Data
4.
FINDINGS and DISCUSSION
-358
Part 1 Silver Workers
A)
Findings and Discussion of the Quantitative Data
4.1
Profile of the Selected Silver Workers
4.1.1 Details about Family
4.1.2 Silver Worker and their Present Occupation
4.1.3 Work History
4.1.4 Health Status
4.2 Overall and Aspects Wise Reasons of Silver Workers to Work after
Retirement
4.3 Differences in the Reasons of Silver Workers to Work after Retirement in
Relation to the Selected Variables
4.4 Item Wise Findings regarding Reasons Prompting Silver Workers to
Work after Retirement
4.5 Perceptions of Silver Workers about Retirement
4.6 Item wise Findings of the Perceptions of Silver Workers about their
Retirement
4.7 Preparation of Retirement
4.8 Influence of Work on Silver Workers
4.9 Differences in the Overall Influence of Work on Silver Workers in
relation to the Selected Variables
4.10 Item Wise Findings of the Influence of Work on Silver Workers
4.11 Problems Confronted by Silver Workers due to Work and Workplace
4.12 Differences in the Problems Confronted by the Silver Workers due to
118
120-326
120-288
work and Workplace in relation to the Selected Variables
4.13 Item Wise Findings of the Problems Confronted by the Silver Workers
due to work and Workplace
4.14
Satisfaction of the Silver Workers related to Work and Workplace
4.15 Differences in the Satisfaction of Silver Workers related to Work and
Workplace in relation to the Selected Variables
4.16 Item wise Findings of the Satisfaction of Silver Workers related to
Work and Workplace
4.17 Suggestion by the Silver Workers
B) Findings and Discussion of the Qualitative Data
289-326
4.18 Profile of the Selected Silver Workers
4.19
Interviews Conducted with Selected Silver Workers
Part 2 Employers 327-358
4.20 Profile of the Employers
4.21 Details about the Employees
4.22
Item wise Findings Regarding Influential Factors in Deciding the
Time to Retire
4.23 Item Wise Findings in view of the Qualities Considered by the
Employers While Recruiting Silver Workers
4.24
Item Wise Findings Regarding Advantages of the Employers while
Recruiting Silver Worker
4.25 Item Wise Findings Regarding Disadvantages Considered by
Employers in Recruiting Silver Workers.
5.
SUMMARY
359-386
Cited literature
Bibliography
Webliography
Appendices
Sr.
No.
List of Tables
Page
No.
1.
Description of Research Tools of the Silver Workers
92
2.
Content and Number of Statements under each Aspect.
95
3.
Content and Number of Statements under each Aspect.
96
4.
Description of Research Tools of the Employers
98
5.
Categorization of Independent Variables for Silver Workers
102
6.
Categorization of Dependent Variables for Silver Workers 103
7.
Plan for Statistical Analysis of the Data of Silver Workers
114
8.
Plan for Statistical Analysis of the Data of Employers
116
9.
Percentage Distribution of the Silver Workers According to their
Background Information
123
10.
Percentage Distribution of the Silver Workers According to their Native
State
127
11.
Percentage Distribution of the Silver Workers According to the Type
of House they Possess
128
12.
Percentage Distribution of the Silver Workers According to the Type
of Vehicle they Own and Drive.
129
13.
Percentage Distribution of the Silver Workers According to their
Purpose of Driving
130
14.
Percentage Distribution of the Silver Workers According to their
Participation in Number of Leisure time Activities
131
15.
Percentage Distribution of the Silver Workers According to their
Participation in Specific Leisure time Activities
132
16.
Percentage Distribution of the Silver Workers According to their
Type of Family
141
17.
Percentage Distribution of the Silver Workers According to their
Relation between Type of Family and Marital Status
142
18.
Percentage Distribution of the Silver Workers According to their Size
of Family
143
Sr.
No.
List of Tables
Page
No.
19.
Percentage Distribution of Silver Workers According to the
Educational Qualification of their Spouse (Husband/Wife)
144
20.
Percentage Distribution of Silver Workers According to the
Occupational Status 145 of their Spouse (Husband/wife)
21.
Percentage Distribution of Silver Workers According to the Sex of
their Children and their Marital Status
146
22.
Percentage Distribution of Silver Workers According to the
Occupational Status of their Sons, Daughters and Daughters-in-
Law
147
23.
Percentage Distribution of the Silver Workers According to their
Sources of Family Income per Month
147
24.
Percentage Distribution of the Silver Workers According to the
Gap of time between the year of Retirement and the year of
Joining Present Job
157
25.
Percentage Distribution of the Silver Workers According to
Organization they are working in after Retirement
159
26.
Percentage Distribution of the Silver Workers According to their
Employment Status
160
27.
Percentage Distribution of the Silver Workers According to the
Type of Organization
161
28.
Percentage Distribution of the Silver Workers According to the
Type of Work they are doing
162
29.
Percentage Distribution of the Silver Workers According to their
Present Designation
162
30.
Percentage Distribution of the Silver Workers According to Their
Type of Designation
163
31.
Percentage Distribution of the Silver Workers According to their
Present Salary and Type of Salary
164
145
Sr.
No.
List of Tables
Page
No.
32.
Percentage Distribution of the Silver Workers According to
Duties Performed by them Prior to Retirement and in their Present
Job
165
33.
Percentage Distribution of the Silver Workers According to the
Type of Duties Performed as the part of Present Job
166
34.
Percentage Distribution of the Silver Workers According to their
Working Hours Per Day
167
35.
Percentage Distribution of the Silver Workers According to the
Distance of their Workplace
167
36.
Percentage Distribution of the Silver Workers According to the
People who helped them in getting Present Job/Work
168
37.
Overall Intensity Indices and Percentage wise Distribution of the
Silver Workers According to the Problems they faced in
Searching Jobs after Retirement
169
38.
Percentage Distribution of the Silver Workers According to
Procuring the Present Job
171
39.
Percentage Distribution of the Silver Workers According to Social
Security Benefits that they receive from their Present Job
172
40.
Percentage Distribution of the Silver Workers According to their
Reasons for Working on the Present Job
173
41.
Percentage Distribution of the Silver Workers According to their
Expectations to Work after Retirement
174
42.
Percentage Distribution of the Silver Workers According to Work
they expected to do after Retirement
174
43.
Percentage Distribution of the Silver Workers According to the
Lacunas noticed in the Present Job as compared to the Previous
Jobs before Retirement
175
44.
Percentage Distribution of the Silver Workers According to
Passion for the Present Work
176
45.
Percentage Distribution of the Silver Workers According to the
Current Retirement Benefits Received
177
Sr.
No.
List of Tables
Page
No.
46.
Percentage Distribution of the Silver Workers According
Importance of their Present Work
177
47.
Percentage Distribution of the Silver Workers According to Age
they think appropriate for their Second Retirement (age when they
will be financially able to Retire from full/part time Work for pay)
178
48.
Percentage Distribution of the Silver Workers According to the
Extent of Appreciation they receive for the Present Work
179
49.
Percentage Distribution of the Silver Workers According to the
Extent they fulfil the Demands of Present Work
180
50.
Percentage Distribution of the Silver Workers According to their
Past Designation
193
51.
Percentage Distribution of Silver Workers according to Work
Experience Pre- Retirement
194
52.
Percentage Distribution of the Silver Workers According to their
Past Salary
194
53.
Percentage Distribution of the Silver Workers According to their
Type of Salary
195
54.
Percentage Distribution of the Silver Workers According to their
Employment Status
196
55.
Percentage Distribution of the Silver Workers According to the
Type of Work
196
56.
Percentage Distribution of the Silver Workers According to the
Type of Organizations
197
57.
Percentage Distribution of the Silver Workers According
Importance of their Work in Past
197
58.
Percentage Distribution of the Silver Workers According to their
Health Status
203
59.
Overall Extent Aspects and Percentage wise distribution of the
Reasons of the Silver Workers to Work after Retirement
206
60.
Overall Extent of the Reasons of the Silver Workers to Work after
Retirement in Relation to the Selected Variables
207
Sr.
No.
List of Tables
Page
No.
61.
Extent of Social and Familial Reasons of Silver Workers to Work
after Retirement in Relation to the Selected Variables
209
62.
Extent of Financial Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
211
63.
Extent of Personal Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
213
64.
Extent of Work Related Reasons of Silver Workers to Work after
Retirement in Relation to the Selected Variables
215
65.
t-Ratio Showing the Difference in the Reasons of Silver Workers
to Work after retirement in Relation to their Age
217
66.
Analysis of Variance (ANOVA) Indicating Reasons of Silver
Workers to Work after Retirement in Relation to their Educational
Qualification
218
67.
t- Ratio Showing the Difference in the Reasons of Silver Workers
to Work after retirement in Relation to their Educational
Qualification
218
68.
Analysis of Variance (ANOVA) Showing Difference between
Reasons of Silver Workers to Work after Retirement in Relation
to their Last Designation
220
69.
Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Educational
Qualification
221
70.
Analysis of Variance (ANOVA) Showing Difference between
Reasons of Silver Workers to Work after Retirement in Relation
to their Health Status
222
71.
t-Ratio Showing the Difference in the Reasons of Silver Workers to
Work after retirement in Relation to their Health Status
222
72.
Analysis of Variance (ANOVA) Showing Difference in Reasons
of Silver Workers to Work after Retirement in Relation to their
Type of Family
223
Sr.
No.
List of Tables
Page
No.
73.
Intensity Indices Showing Reasons to a great extent of the Silver
Workers to Work after Retirement
225
74.
Item Wise Intensity Indices showing the Social and Familial
Reasons of Silver Workers to Work after Retirement
226
75.
Item Wise Intensity Indices showing the Financial Reasons of
Silver Workers to Work after Retirement
228
76.
Item Wise Intensity Indices showing the Personal Reasons of the
Silver Workers to Work after Retirement
229
77.
Item Wise Intensity Indices showing the Work related Reasons of
Silver Workers to Work after Retirement
231
78.
Percentages wise Distribution of Overall Perceptions of the Silver
about Retirement
235
79.
Percentage Distribution of the Silver Workers According to the
Considerations in Deciding the Time to Retire
235
80.
Percentage Distribution of the Silver Workers According to their
Preparation for Retirement
236
81.
Percentage Distribution of the Silver Workers According to
Personnel's primarily responsible for preparing the Workers for
Retirement
237
82.
Percentage Distribution of the Silver Workers According to the
Circumstances that they thought could be the Reasons for the
Inadequate Retirement Savings of their Fellow Workers
237
83.
Item Wise Intensity Indices showing the Favourable Perceptions
of Silver Workers about Retirement
239
84.
Item Wise Intensity Indices showing the Unfavourable
Perceptions of Silver Workers about Retirement
241
85.
Percentage Distribution of the Silver Workers According to their
Stages of Planning Finance
244
86.
Percentage Distribution of the Silver Workers According to the
Specific Age when they started to Plan for Finance
244
Sr.
No.
List of Tables
Page
No.
87.
Overall Intensity Indices and Percentage Wise Distribution of the
Silver Workers According to the Stages of Life that they enjoyed the
most
245
88.
Percentage Distribution of the Silver Workers According to the
Need of money During Retirement Age
246
89.
Percentage Distribution of the Silver Workers According to the
Purpose to Need Money during the Retirement Age
247
90.
Percentage Distribution of the Silver Workers According to the
Preparedness to Spend More Money during Retirement
249
91.
Percentages Wise Distribution of Overall Influence of Work on
Silver Workers
252
92.
Extent of Influence of Work on the Silver Workers in Relation to
the Selected Variables
252
93.
t-Ratio Showing the Difference in the Influence of Work on Silver
Workers in Relation to Age
253
94.
t-Ratio Showing the Difference in the Influence on Silver
Workers in Relation to their Type of Work
254
95.
Analysis of Variance (ANOVA) Showing Difference in Influence
of work on Silver Workers in Relation to their Present
Designations
255
96.
Analysis of Variance (ANOVA) Showing Difference in Influence
of Work on the Silver Workers in Relation to their Health Status
255
97.
Item Wise Intensity Indices Showing Influence of Work on Silver
Workers
256
98.
Percentage Distribution of the Silver Workers according to the
Problems they confronted due to Work and Workplace
260
99.
Percentage Distribution of the Silver Workers According to the
Problems confronted due to Work and Workplace in Relation to the
Selected Variables
261
100.
Percentage Distribution of the Silver Workers According to the
Treatment received at Workplaces
263
Sr.
No.
List of Tables
Page
No.
101.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Work Place in Relation to their
Age
264
102.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Educational Qualification
265
103.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Educational Qualification
265
104.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Present Salary
266
105.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Present Salary
267
106.
Analysis of Variance (ANOVA) Showing Difference between
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Health Status
268
107.
Analysis of Variance (ANOVA) Showing Difference between the
Problems Confronted by Silver Workers due to Work and
Workplace in Relation to their Present Designation
268
108.
t-Ratio Showing the Difference in the Problems Confronted by
Silver Workers due to Work and Workplace in Relation to their
Perceptions about Retirement
269
109.
Item Wise Intensity Indices Showing the Problems Confronted by
the Silver Workers due to Work and Workplace
270
110.
Item Wise Intensity Indices Showing the Problems Confronted by
the Silver Workers at Workplaces due to Self
272
111.
Percentage Distribution of the Silver Workers according to their
Satisfaction related to Work and Workplace
273
Sr.
No.
List of Tables
Page
No.
112.
Percentage Distribution of the Silver Workers According to their
Satisfaction related to Work and Workplace in Relation to the
Selected Variables
274
113.
Percentage Distribution of what the Silver Workers thought about
an Ideal Age of Retirement
275
114.
t-Ratio Showing the Difference in the Overall Satisfaction related to
Work and Workplace of Silver Workers in Relation to their Type of
Work
277
115.
Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction related to Work and Workplace on Silver Workers in
Relation to Present Salary
278
116.
t-Ratio Showing the Difference in the Overall Satisfaction of
Silver Workers related to Work and Workplace in Relation to
their Present Salary
278
117.
Analysis of Variance (ANOVA) Showing Difference in Overall
Satisfaction of the silver workers related to Work and Workplace
in Relation to their Present Designation
279
118.
t-Ratio Showing the Difference in the Overall Satisfaction of
Silver Workers related to Work and Workplace in Relation to
their Present Designation
279
119.
Item Wise Intensity Indices Showing the Satisfaction of Silver
Workers related to their Work and Workplace
281
120.
Percentage Distribution of the Silver Workers according to their
Suggestions for Specific Personnel Policy for Elderly Employees
283
121.
Percentage Distribution of the Silver Workers According to the
Need for Action Concerning Engagement of Elder Employees
284
122.
Percentage Distribution of the Silver Workers Suggestions for the
Important Services for Elder Employees
285
123.
Percentage Distribution According to the Facilities that Employer
can Provide to the Silver Workers
286
Sr.
No.
List of Tables
Page
No.
124.
Percentage Distribution of the Silver Workers interviewed
according to their Background Information
293
125.
Percentage Distribution of the Employers According to their
Designations
329
126.
Percentage Distribution of the Employers According to their Age
330
127.
Percentage Distribution of the Employers According to their
Experience in the organisation/company/institution/
corporate/firm
330
128.
Percentage Distribution of the Employers According to the Type
of Organizations
331
129.
Percentage Distribution of the Employers According to the
Finance Resource that they Resort for the Organizations
332
130.
Percentage Distribution According to the Age of Retirement
Prescribed at the organizations
333
131.
Percentage Distribution of the Employers According to Number
of the Silver Workers working in their Organisations
334
132.
Percentage Distribution of the Employers According to Increase in
Number of Elderly Workers in the Organizations
334
133.
Percentage Distribution of the Employers According to Increase in
Number of Elderly Workers in the Organizations
335
134.
Percentage Distribution of the Employers According to their
Roles in the Organisations
336
135.
Percentage Distribution of the Employers According to Reasons
Organisations for not Retaining retired Silver Workers after
Retirement
337
136.
Percentage Distribution of the Employers According to the Best
Age to Contribute to the Organizations
338
137.
Percentage Distribution of the Employers According to their
Opinions regarding Formal Policies/Programmes for Recruitment
of Employees who are Approaching Retirement Age
339
Sr.
No.
List of Tables
Page
No.
138.
Percentage Distribution of the Employers Concerned about Loss
of Valuable Knowledge faced by the Company/Organization
340
139.
Overall Intensity Indices Showing the Influential Factors in
Deciding Time to Retire
342
140.
Overall Intensity Indices Showing the Qualities Considered by
Employer Expect while Employing Silver Workers
344
141.
Overall Intensity Indices showing the Advantages of the Employers
while recruiting Silver Workers
346
142.
Overall Intensity Indices showing the Disadvantages if the
Employers in Recruiting Silver Workers
348
ILLUSTRATIONS
Figure
No.
List of Figures
Page
No.
1. Global Population by Age Group
3
2. Percentage of People Aged 60 and Over in the Labour Force
15
3. Percentage of Labour Force Participation by People 65 and Older by Region
17
4. Overview of the Study
84
5. Percentage Distribution of the Silver Workers according to their Age
134
6. Percentage Distribution of the Silver Workers according to their Sex
134
7. Percentage Distribution of the Silver Workers according to their Marital
Status
135
8. Percentage Distribution of the Silver Workers according to their
Educational Qualification
135
9. Percentage Distribution of the Silver Workers according to their Religion
136
10. Percentage Distribution of the Silver Workers according to their Caste
136
11. Percentage Distribution of the Silver Workers according to their Native
Place
137
12. Percentage Distribution of the Silver Workers according to their Type of
House
137
13. Percentage Distribution of the Silver Workers according to Vehicle they
Own
138
14. Percentage Distribution of Silver Workers according to the Type of Vehicle
they Own
138
15. Percentage Distribution of Silver Workers according to the Type of Vehicle
they Drive
139
16. Percentage Distribution of Silver Workers according to their Purpose of
Driving
139
17. Percentage Distribution of Silver Workers according to their Leisure Time
Activities
140
18. Percentage Distribution of the Silver Workers according to their Type of
Family
150
Figure
No.
List of Figures
Page
No.
19. Percentage Distribution of the Silver Workers according to their Marital
Status
150
20. Percentage Distribution of the Silver Workers according to their Size of
Family
151
21. Percentage Distribution of the silver workers according to the Educational
Qualification of Spouse (Husband)
151
22. Percentage Distribution of the Silver Workers according to the Educational
Qualification of Spouse (Wife)
152
23. Percentage Distribution of the Silver Worker's according to the
Occupational Status of Spouse (Husband)
152
24. Percentage Distribution of the Silver Worker's according to the
Occupational Status of Spouse (Wife)
153
25. Percentage Distribution of the Silver Workers according to the Marital
Status of the Son
153
26. Percentage Distribution of the Silver Worker according to the Marital Status
of Daughter
154
27. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Son
154
28. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Daughters
155
29. Percentage Distribution of the Silver Workers according to the
Occupational Status of the Occupational Status of Daughter in Law
155
30. Percentage Distribution of the Silver Workers according their Sources of
Income
156
31. Percentage Distribution of the Silver Workers according to the Gap between
Retirement Year and Year of Joining Present Job
181
32. Percentage Wise Distribution of the Silver Workers According to
Organization they are working in after Retirement
181
33. Percentage Distribution of the Silver Workers according to the Employment
Status
182
Figure
No.
List of Figures
Page
No.
34. Percentage Distribution of the Silver Workers according to the Type of
Organization
182
35. Percentage Distribution of the Silver Workers according to the Type of
Work
183
36. Percentage Distribution of the Silver Workers according to the Present
Designation
183
37. Percentage Distribution of the Silver Workers according to the Type of
Designation
184
38. Percentage Distribution of the Silver Workers according to the Present
Salary
184
39. Percentage Distribution of the Silver Workers according to the Type of
Salary
185
40. Percentage Distribution of the Silver Workers according to the Duties
Performed before Retirement
185
41. Percentage Distribution of the Silver Workers according to the Type of
Duties Performed in Present Job
186
42. Percentage Distribution of the Silver Workers according to the Type of
Duties Performed as Part of Present Job Wise
186
43. Percentage Distribution of the Silver Workers according to the Working
Hours
187
44. Percentage Distribution of the Silver Workers according to the Distance of
Work
187
45. Percentage Distribution of the Silver Workers according to the Persons who
helped in Getting Present Job
188
46. Procuring present job Wise Percentage Distribution of the Silver Workers
188
47. Percentage Distribution of the Silver Workers according to the Social
Security Benefits
189
48. Reasons of Working on Present Job Wise Percentage Distribution of the
Silver Workers
189
49. Percentage Distribution of the Silver Workers according to the Expectations
190
to Work after Retirement
Figure
No.
List of Figures
Page
No.
50. Percentage Distribution of the Silver Workers according to the work they
expected to do after Retirement
190
51. Percentage Distribution of the Silver Workers according to the Lacunas in
the Present Job as Compared to the Previous jobs before Retirement
191
52. Percentage Distribution of the Silver Workers according to the Retirement
Benefits
191
53. Percentage Distribution of the Silver Workers according to the Importance
of Present work
192
54. Percentage Distribution of the Silver Workers according to the Age of Re-
retirement
192
55. Percentage Distribution of the Silver Workers according to the Past
Designation
199
56. Percentage Distribution of the Silver Workers according to the Work
Experience of Pre Retirement
199
57. Percentage Distribution of the Silver Workers according to their Past Salary
200
58. Percentage Distribution of the Silver Workers according to the Type of
Salary
200
59. Percentage Distribution of the Silver Workers according to the Employment
Status
201
60. Percentage Distribution of the Silver Workers according to the Type of
Work Wise
201
61. Percentage Distribution of the Silver Workers according to the Type of
Organization
202
62. Percentage Distribution of the Silver Workers according to the Work in Past
202
63. Percentage Distribution of the Silver Workers according to their Health
Status
203
CHAPTER -1
INTRODUCTION
1.1
Demography of Elderly Population
The world is growing older. Longevity should be a matter for congratulations since
long life expectancy is regarded as an indicator to a successful society and an
effective health care system (World Health Organization2000).An ageless world is
not a myth anymore. Age is getting invisible as we move from longetivity to super
longetivity.
According to Gaminiratne (2004) "Population Ageing, Elderly Welfare and
Extending Retirement Cover: The Case Study of Srilanka" Population ageing is a
process no longer confined to industrialized countries. Many developing countries
are now also experiencing ageing of their populations reflected by the rising share
of the elderly in the total population. Not only are developing countries ageing, they
are ageing at a much faster rate and at a much earlier stage of economic
development, thus placing them at a greater disadvantage in terms of their ability to
respond to ageing developments. The availability of domestic resources, for
example, to finance ageing pressures on public finances and public services are
likely to be more limited. In addition, the political time frame available to formulate
and implement appropriate policy responses will be shorter. Developing countries
are confronting ageing pressures at a time when social security coverage is still
limited to a minority of the better-off elderly population, and when the systems of
protection which have supported the elderly in the past are gradually eroding.
Across the world, countries are experiencing population ageing. The growth rate of
the elderly population is more rapid in developing countries like India than
developed countries. Apart from demographic transitions, socio-economic and
political changes together with increased individualism have altered living
conditions of the elderly.
Today, the elderly demand that society should not only ensure independence and
participation, but also provide care, fulfilment and dignity. Limited understanding of
factors influencing their quality of life is largely responsible for the elderly being
1
denied a dignified existence. After all, the last stage of life holds as much potential
for growth and development as earlier stages. The diversity among the elderly and
varied inter-related influencing aspects from their environment need significant
consideration of researchers and policy planners.
According to the Report on the Status of Elderly in selected States of India 2011, by
United Nations Population Fund (UNFPA) a major demographic issue for India in
the 21st century is population ageing, with wide implications for economy and
society in general. With the rapid changes in demographic indicators over the last
few decades, it is certain that India will move from being a young country to an old
country over the next few decades. Presently, India has around 90 million elderly
and by 2050, the number is expected to increase to 315 million, constituting 20
percent of the total population. The analysis found that around three-fourths of the
elderly live in rural areas, of which 48 percent are women and 55 percent of them are
widows. Nearly 70 percent of rural elderly are dependent on others, and their health
problems increase with age. In addition to problems of illiteracy, unemployment,
widowhood and disabilities, older women in India also face life-long gender based
discrimination, resulting in differential patterns of ageing of men and women.
The Global Report on Ageing in the 21st Century (2012) reinforces the observations
made in India that there is multiple discrimination experienced by elderly persons,
particularly elderly women, including in access to jobs and health care, subjection to
abuse, denial of the right to own and inherit property, and lack of basic minimum
income and social security (UNFPA and Help Age International, 2012).
Further, the majority of the people at 60+ in India are socially backward and
economically poor. In addition, there is also extreme heterogeneity in the
demographic transition across states, resulting in vast differences in the demographic
scenario across social, economic and spatial groups. For instance, the state of Kerala
which had 11 percent of the elderly population in 2001 is expected to have 18 per
cent by the year 2026, with an absolute number of around seven million elderly. On
the other hand, Uttar Pradesh in 2001 had only six percent and will have around 10
per cent elderly population in 2026. Though the proportion of the elderly population
in Uttar Pradesh is smaller than in Kerala, the absolute number of elderly in Uttar
Pradesh is expected to be thrice that of Kerala as mentioned in the Report on the
2
Status of Elderly in selected States of India 2011, by United Nations Population
Fund (UNFPA) .Thus, adding life to the years that have been added to life is a
significant challenge. Yet, ageing is not to be viewed from a problem perspective; its
potential must be recognised and realised.
The demographic transition has altered age structure of the population where
sizeable proportion in the population of elderly persons becoming the norm today.
Decline in fertility rate, decline in mortality rate, improvement in child survival and
increased life expectancy signify development. These are the trends towards which
the world is progressing today. These are desired transitions. But these transitions
are not devoid of challenges. One significant challenge is the change in demographic
composition. The number of elderly in the world is set to increase significantly and
rapidly.
The elderly population in India is the second largest in the world, next only to China.
This population, which was 77 million according to the 2001 census (7.5% of the
total population), is projected by the UN to increase to 137 million by 2021. Three-
fourth of the elderly population live in rural areas. Their annual growth rate is higher
(3%) as compared to the growth rate of the total population (1.9%). Population
projections show that by 2050, the elderly population in India will surpass the
population of children below 14 years.
Figure 1: Global Population by Age Group
Source: World Population Prospects: the 2006 revision population database.
3
x Globally, the number of people over 80 is growing at 4 percent per annum, whereas
the population as a whole is growing at 1 percent per annum. 3.5 million People
will be over 100 years old by 2050. Over half will live in Asia.
x The 21st century will witness a gradual transition to an ageing society the world
over. The process which first started in low fertility western societies and in Japan
is now spreading to the developing countries of Asia, Africa and Latin America.
x Countries like China and India will not only be at the forefront in terms of absolute
number of total population, but also in terms of absolute number of the elderly
(60+) population.
x Is the country ready to embrace this transition? Do we have adequate and
appropriate elderly care systems in place in the context of changing socio-
economic conditions? What is the plight of the elderly among the poor? Are there
options to set the poor on the trajectory of graceful ageing?
x In brief, the long-term impact of decline in fertility and reduction in the size of
family will lead to a decrease in the population of children (0-14 years), which in
turn will push up the population in the working age group.
x Looking to these data, it is obvious that elderly would require special attention and
care. It is said that a person starts aging one he/she is out of work place. The
"retirement period" is considered as dangerous for the health of individual.
x Old age is commonly associated with retirement, illness and dependency. Most
government jobs have set the retirement age at 60. This has tuned many urban
minds to think that working life beyond 60 is incidental. However the truth speaks
to the contrary.
x About 70 percent of the elderly in India work. They work like rest of the adults.
The number of elderly that work in rural areas is more than their counterparts in
urban areas.
x Even at the age of 80 and above there are about 35 percent elderly working. Most
of the elderly workforce is engaged as cultivators and agricultural laborers.
x Elderly are also engaged in trade and commerce, non-household industry,
household industry, sense of lowered self-esteem and loss of control. Living with
children determines the physical and psychological well being of the elderly to
some extent. But complete dependence takes away the degree of autonomy in the
4
economic and social decision making. Therefore the elderly want to work for as
long as they wish.
x Experiential studies indicate that health is closely connected to active life. Activity
drives away isolation and boredom to a large extent. Among the poor gainful
employment of the elderly brings in economic security.
x Currently in India the opportunities for the elderly to work are less compared to
their willingness and ability to work. This has to change. They should get
opportunities to work as long as they wish in productive jobs without being forced
into retirement.
x This work should their current abilities. Fortunately, many of these abilities are in
demand. When designing poverty reduction/livelihoods programs it is very
important to make the elderly part of the designing and planning process.
x The active-elderly can be prepared for graceful ageing to make the transition as
smooth as possible. Attention can be paid towards improving the livelihoods and
income levels of these groups so they have decent reserves to take care of
themselves in times of need.
The primary reason for such demographic ageing is improved Medicare in all its
aspects. Due to the phenomenal advances in medical and biological sciences, infant
mortality has been substantially reduced. The general healthcare of the population
has improved. People have become, over the years, nutrition and health conscious.
There has been a general increase in the overall standard of living. What are the
likely effects of people living longer on the society and country at large? An
immediate impression that grips everyone is that the ageing population might
become a burden to the concerned country and the world at large.
The reduction in fertility level, reinforced by steady increase in the life expectancy
has produced fundamental changes in the age structure of the population, which in
turn leads to the aging population. India had the second largest number of elderly
(60+) in the world as of 2001. The analysis of historical patterns of mortality and
fertility decline in India indicates that the process of population aging intensified
only in the 1990's. The older population of India, which was 56.7 million in 1991,
is 76 million in 2001 and is expected to grow to 137 million by 2021. Today India
5
is home to one out of every ten eldely of the world. Both the absolute and relative
size of the population of the elderly in India will gain in strength in future.
1.2 Elderly Defined
The use of words `elderly',' older persons' and `senior citizens' in both popular and
scholarly works gives an impression that they make a homogeneous group. But, in
fact, there prevails great deal of variation between and among these various
categories of old people. The concept of an old age varies between societies and it
has undergone great deal of change in diverse context. Population ageing is a
multidimensional phenomenon and, as such, it is difficult to provide its clear
definition. Some would wonder whether an old age is a problem in India in the first
place or it is one of those unwanted legacies inherited from the West. In fact, the
discussion demands to clarify. What constitutes old age? Is it an age at which
employees retire? or is it only a mental process?. Does it pose a challenge that
organs do not co-operate and the body becomes inhabits number of diseases or it is
viewed as an opportunity to take up a renewed vigour and cultivate hobbies or
interests for which he/she had little time earlier in life.
Gorman, (2000) defines The ageing process is of course a biological reality which
has its own dynamic, largely beyond human control. However, it is also subject to
the constructions by which each society makes sense of old age. In the developed
world, chronological time plays a paramount role. The age of 60 or 65, roughly
equivalent to retirement ages in most developed countries is said to be the
beginning of old age. In many parts of the developing world, chronological time has
little or no importance in the meaning of old age. Other socially constructed
meanings of age are more significant such as the roles assigned to older people; in
some cases it is the loss of roles accompanying physical decline which is significant
in defining old age. Thus, in contrast to the chronological milestones which mark
life stages in the developed world, old age in many developing countries is seen to
begin at the point when active contribution is no longer possible."Although there
are commonly used definitions of old age, there is no general agreement on the age
at which a person becomes old. The common use of a calendar age to mark the
threshold of old age assumes equivalence with biological age, yet at the same time,
it is generally accepted that these two are not necessarily synonymous.
6
Different writers have viewed ageing in different contexts as the outcome of
biological, demographic, sociological, physiological or other processes.
Hermanova, (1988) views "Ageing in its demographic sense is not the same as the
biological process of ageing which is dynamic and continuous. Chronological age
does not measure psychological age".
According to Talib (April, 2000), every society marks the biographical trajectory of
its members into recognized scenes of a play. Each scene represents different roles
and narrations, varying colours and costumes. As individuals graduate from one
scene to another, they acquire newer identities and relations in the structure and
dynamics of the play. The imagery of drama is somewhat restrictive if deployed to
understand life. While a play has clear cut scenes, actual life has several replays of
the same drama enacted simultaneously. The final, the middle and the early scenes
of a play coexist in actual life; it is their inter-relation, which makes a scene or a
group of actors' problematic. The last scene in life has invariably been understood
either segmentally or integrally. In a segmental view, old age is set apart,
constructed through stereotypes and discriminated against, simply because those
enacting the last scene are considered worn out and removed from the central
concerns of active, healthy and productive life".
Since the present study proposes to conduct study on silver workers in India , based
specifically in the city of Vadodara, it would be interesting to know how the Indian
concept of old age was originated and implemented in the context of societies in
India. Majority of the Indians population consist of people with Indian way of
living. Irrespective of caste or creed, they mostly follow the system of `ashrams' or
stages of life and the caste system. However, deterioration has occurred in the spirit
of systems which has originally based on division of work in human life of society.
Accordingly, human life is presumed to be of 100 years which is divided into four
stages or ashrams according to an age. `Brahmacharya ashrama' from birth to 25
th
year, second is `Grihasthashrama' , from 26
th
year to 50 years and third is
`Vanaprastha ashrama', from 51
st
year to 75
th
year and fourth is `Sanayastashrama' ,
from 76
th
year to 100
th
year. Of these four stages, the later two stages relate to old
age like , say from 50 years to 60 years as early old age- age or young-old age,
from 60 years to 70 years as middle old-age and 70 years and above as old age.
7
The silver workers that are referred in the present study fall in a range of 60 years
and above.
In the Indian context, a person beyond 50 years is supposed to be relived from
family responsibilities entrusting all powers and duties to their grown-up sons and
daughters. They are supposed to lead almost a retired life under the care of their
families. In case of financially strong family, things go smoothly. But with families
undergoing financial constraints, things are bit difficult to manage and its effect
surfaces in attitude and behaviour of younger members to elders. Eventually,
growing apathy and neglect of elders in families forces the elderly to decide to work
even after retirement.
Ageing is measured in many ways. To a nonprofessional an elderly means a person
who lives longer. Ageing refers to the process of growing older or the effect of age
i.e. the deterioration in psychological capabilities.
Considering the facts first--7 percent of India's population is
elderly today. The definition of elderly as given by World Health Organization
(WHO) and other
agencies determines an old age at sixty years. But interestingly, now the
agencies divide the elderly population into 3 age groups
1. YOUNG-OLD-AGED---60 to 70 years old
2. MIDDLE-OLD- AGED--70 to 80 years.
3. OLD-OLD- AGED---- above 80 years.
An old age is a part of life cycle about which there are numerous myths and
stereotypes. They present an overstatement of commonly held beliefs; the old age is
portrayed in reference to dependent individuals .It is characterized by a lack of social
autonomy. It carries a sense of being unloved and neglected by both their immediate
family and friends, and posing a threat to the living standard of younger age groups
by proving a "burden" that consumes without producing anything. These negative
notions cause decline a status of old people in society. Stereotyping is judging,
reacting to, or treating another person on the basis of one's perception of the group to
which that person belongs or in which they have been placed. The terms old or older
describe a group of people to which certain characteristics are assigned. They may
8
include positive traits such as experience, good judgment, strong work ethic, and a
commitment to quality. In a more negative vein, older workers have been
characterized as lacking flexibility, resentful to new technology, unwilling or unable
to learn new skills, and unable to compromise or adapt to new conditions. Viewing in
the context of work sector, as Lord and Farrington, (2006) state that "many people
attribute high absenteeism, and high job turnover to the older population due to the
stereotype of a physically and mentally declining individual". So there prevail variety
of observations as regarded to elderly and retirement. They may be explained in view
of establishing the basic theme of the resent research.
1.3 Elderly and Retirement
"Retirement kills more people than hard work ever did."- Malcolm S. Forbes
Given the trend of population aging in the country, the elderly population faces a
number of problems and adjusts to them in varying degrees. These problems range
from absence of ensured and sufficient income to support themselves and their
dependents after retirement to ill health, absence of social security, loss of social
role and recognition and to the non-availability of opportunities for creative use of
free time. The needs and problems of the elderly vary significantly according to
their age, socio-economic status, health, living status and other such background
characteristics.
Retirement refers to an ongoing period in life that traditionally has been considered
to begin at the point of withdrawal from working life. Retirement is a social
concept implemented primarily during the past 100 years due to changes in life
expectancies and population demographics. Increase in life expectancies over the
past century has produced both challenges and opportunities during the retirement
phase of life. It continually calls for increased attention and resources. The arrival
of the elderly generation arriving at an retirement age has enormous implications
for population demographics, workforce, and a host of social and economic issues.
A dramatic trend toward early retirement, coupled with increased life expectancy,
ensures a growing focus on issues related to retirement.
9
For individual retiree, this retirement period of life holds remarkable potential and
risk as well. The usual definitions of retirement imply withdrawal from the
workforce and from remaining years of life. Operationally, retirement has been
conceived in a variety of ways:
a) A well-deserved rest as a reward for years of work
b) A means of maintaining an effective work force
c) A period of transition to old age
d) A distinct period of human development
e) A period for postretirement careers
f) A period of adjustment to loss of work identity.
Perhaps all of these concepts are applicable across to or within particular cases.
Developing of a general theory or model for retirement has been difficult for several
reasons. For example, the number of factors that influence the nature and quality of
experience of retirement are substantial. Further, there is no real standard to
determine the beginning of retirement. Some workers choose to retire early and
some choose not to retire at all, some others are forced to retirement; whereas some
retire partially; and some even return to work after retirement. Viewing retirement
in socio economic economical context "Age-based retirement arbitrarily severs
productive persons from their livelihood, squanders their talents, scars their health,
strains an already overburdened social security system, and drives many elderly
people into poverty and despair. Ageism is as odious as racism and sexism."
The word "Retirement" implies by its very nature letting go, dropping or giving up.
Some people legitimately wish to spend their later years relaxing. It may be true
but, according to studies carried out at Harvard University and Johns Hopkins
University, a vast majority of retired people list boredom as their complaints.
Turning sixty? Time to sit back and relax? But it would not be a case anymore. In
fact life begins at sixty! There is lot to do in life after sixty. Age is just a number of
years for growing number of elderly citizens. The population after age 60 is smart
and not at all the 'sathya gaya' types as made out in the past. Living life of dignity,
self sufficient, at ease in parties, not to content with babysitting of their grand kids.
It makes a true face of aged. Ageing is now fashion and not even negativity about
life. "Life ki Second Innings Back foot pe nahi front foot pe khelni chahiye". This
10
is a mantra for the sixty plus and it has fascinated many elders who do not want to
retire.
Retirement is an occupational transition. It is therefore considered important in the
field of occupational therapy.
Life after so-called "retirement" is defined in India as
an age after sixty years. The question arises, are these elderly helpless as made out?
The reply is not at all. Retirement is not an end. It is the beginning. It is a phase in
which an old chapter closes and a person moves forward to live a new chapter in
life to face another. People can do many things after retirement. Gone are the days
when the post retirement plans did not extend beyond undertaking regular
pilgrimages and live happily in company of grandchildren .In recent years the
concept of retirement, mostly in the metros and towns, has almost become defunct.
An idea of "Second Innings" is now more acceptable and appropriate terms its
claimants are living it up every moment.
The manner in which people leave the work force does not always translate simply
into "retirement" in a customary sense. About one-third and one-half of people who
leave their full-time career jobs move into, what can be described "bridge jobs"-
these jobs are full-time or part-time paying jobs. As Quinn (2002, 2003) explains,
other than those in which they spent the better part of their working years and that
presumably "bridge" the transition from work to retirement. Still others leave the
work force entirely for a while and return later on. Prisuta (2004) explains what is
more, as many as half of current retirees left the work force earlier than they
planned or had wanted to, most often because of poor health or adverse economic
events, such as plant closings, layoffs, or downsizing . Several specific factors may
interact to influence individuals' experience of retirement. These factors include
finance, health and medical care, relationship, housing, existential issues, security,
and satisfaction with career.
Retirement can lead to a sense of social isolation. Especially when work
relationships are just primary or retirement involves a geographical movement.
Social support systems are critical to most people. A need for social support also
changes across years of retirement. It requires some significant planning and
adjustment. It is generally thought advisable to start discussing retirement issues
and plans with friends and family much before the time to retire actually
11
approaches. Access to family or others relatives who can play supportive role in
retirement is a key dimension of satisfaction. Consequently, everyone ought to be
involved in the planning process. Certain kind of support, with financial matters for
example, may be best handled through professionals approach. From the
perspective of generating supportive atmosphere, retirees also need to make plans to
contribute to the support of the significant others (e.g., spouse, children, and
siblings). The retiree can do it by sharing responsibilities with these individuals.
There is substantial increase in number of retirees who wish to return to work, at
least part-time. It reflects shifting financial demands. Some others however may
choose to return to work for a variety of reasons other than financial. For instance,
they may see work as an opportunity to help others; to meet
achievement/productivity needs; to stay engaged cognitively and socially; to share
knowledge, skills, or experiences; or to gain the intrinsic rewards associated with
engagement in work. Any of these objectives can also be satisfied by doing
volunteer work as well. Objectives for any work or activities have to be
thoughtfully planned. Retirees who wish to return to work ought to consider both
the reason for assuming work responsibility and their specific expectations
regarding the work.
It is very normal for retirees to have with a lifetime of experience and getting more
of free time to reflect on the meaning of life. The reality of mortality increases with
age. Retirement can serve a great opportunity, not only to reflect on purpose of life
issues, accomplishments, and failures, but also to develop and project a vision of
the future. Sharing the reflections of retirement with younger generations, staying
engaged with social and religious institutions and activities, and engaging in service
to others are all easily accessible ways to enhance meaning and value of life in
retirement. They can be realized with, these skills, abilities, and motives that were
set up and nurtured in the earlier phase of life.
At any age a person can do new things, learn new skills, and be more active with
the community. Many countries have witnessed major changes in the work and
retirement patterns of their older citizens during the last 3 decades (Jacobs, Kohli
and Rein, 1991). In developed countries, until the 1950's retirement from the
workforce was an event that occurred almost exclusively at a regulated age, with
12
little possibility of receiving a pension prior to that age (Tracy, 1979). Since then,
countries have adopted a wide range of approaches to provide old age security, to
old age persons. As a result, different potential routes have emerged to benefit for
persons who make the transition from labour force participation to retirement.
Changes in view of part-time work, unemployment, disability pensions, and early
retirement have hastened withdrawal from the labour force, and increased an
average number of years that an individual spends outside formal economic
activities (Torrey, 1982).
The American Association of Retired Persons received 36,000 responses to a
working life survey, covering 375 job titles from workers age 50 and who had
returned to the workplace after an initial period of retirement (Bird 1994). The three
most frequently cited reasons for returning to work include those of financial need,
liking to work, and keeping busy. However, closer examination of the data revealed
that "financial need" would refer to money to help the children as well as to meet
basic needs. "Liking to work" would include feeling of being successful, enjoying
excitement of the workplace, and contributing. Further the reasons of "Keeping
busy" would mean working with a spouse, staying healthy, and fulfilling a social
need. Reasons cited for remaining or returning to the workplace expressed the
social meaning of work. Ginsberg (1983) viewed that work provides income, status,
and personal achievement; structures time; and provides opportunities to explore
interpersonal relationships. In the study by Stein, Rocco, and Goldenetz (2000),
older workers who remain in workplaces or return to workplace were mentioned as
not planning wisely. A need to contribute, expecting appreciation from others, and
desire to create something would form reasons for not retiring from the workplace.
Work is something more than mere earning livelihood; it is a way to life. When
people live longer, what mechanisms are available to them to remain active and
productive in employment and other gainful activities? How much unemployment
and poverty are there among elderly? Are they covered under existing social
security schemes and/or do they own financial assets and property? Are they
assured of income through pension and retirement benefits? Is there any special
social security provisions for elderly? What are the policy responses? This study
aims to finds out answers to such questions.
13
1.4 Work after Retirement amongst Elderly
In the view of the elderly work, it is said,
"The race is over, but the work never is done
while the power to work remains...
it cannot be, while you still live.
For to live is to function;
that is all there is in living.
These thoughts may reflect a perspective of current older generation about work.
Age is identified as a fundamental organising principle of modern society. One of
the areas of our lives that are structured with reference to age is employment. In
particular, a practice of withdrawing from the labour force resulting into
retirement is age related. Retirement can thus be socially constructed
phenomenon. Yet it has more the economies of the organised labour markets than
with preferences and abilities of older people to participate in paid employment
Old age is commonly associated with retirement and illness and dependency are its
by-products. Most government jobs have an age of retirement set at sixty years.
This conveys to many in urban societies that working life beyond sixty years is just
incidental. However, the truth speaks about the contrary. About seventy percent of
the elderly in India are to be working, they work like other workers. The society
needs to recognize strengths of the old and empower them rather than adopting a
paternalistic attitude to cause devastating impact on self esteem of the elderly
citizens. According to AARP study (2007), 'Old age' calls for much more personal
and individualistic definition like: A 60-year-old may be known as 'old,' while an
85-year-old remains youthful. What works in it is not longevity of life in years, but
spirit of living that sees no age. Therefore, people, especially in the West, now see
retirement as a time of reinvention and a new chapter in life. People in more
affluent societies want to carry on working even in retirement.
14
Figure 2: Percentage of People Aged 60 and Over in the Labour Force
Source: World Population Prospects: the 2006 revision population database.
The above figure reflects that in least developed country more number of persons
ageing 60 and beyond, both men and women, were engaged in labour force as
compared to those in less developed countries. However, those in more developed
countries remain lower than world statistics. In more recent times, a line between
working full-time a.nd not working has blurred. Many elderly persons prefer partial
retirement or they look to find for other ways of raising income after they leave full-
time employment. The AARP (2002) survey has found that 70 percent of mature
workers plan to work into what they view as their retirement years. Updating the
2002 survey, the survey Staying Ahead of the Curve 2007: The AARP Work and
Career Study reports that 27 percent of the 45-75 year olds questioned admit about
a need for money as a reason to continue to work, while 21 percent attributed their
decision to work in retirement to the reason that they enjoy working.
The study further reports that 51 of those interviewed said they plan to work part-
time in retirement, while 29 percent of them do not have any plan to work. Another
11 percent of the respondents even plan to start their own business or work for
themselves and 6 percent plan to work full-time. The final report includes a section
called Blueprint for Change" that focuses on creative policies adopted by
progressive employers. These creative practices include among other things flexible
work schedules and work arrangements, competitive health and other benefits,
restructuring jobs or workplaces to accommodate employees' unique needs related
15
to later life, recharging late-career workers with updated training, and utilizing
knowledge retention strategies. There has been growing emphasis on lifestyle and
consumption in retirement rather than on idleness and leisure. It is supported with a
new rhetoric that emphasizes that `retirees' have worked hard and they deserve their
time in the sun. This kind of reformulation of retirement seems to be driven in part
by cultural changes arising from social transformations of persons in sixties in
which the elderly generation gave a new legitimacy and cachet to youthfulness. The
elderly fascination for youth culture leads them to denial about own ageing, and
redefine old age and retirement. The elderly who create the cult of youth are now
confronted with the unreality of the sixties to refrain `Hope I die before I get old'.
Nonetheless, elderly seem determined to prolong their adolescence and resist the
future (Mackay 1997). In keeping with their ability to rewrite the rules, it seems that
the elderly can live up to lament simply by redefining what is `old' with slogans
like `50 is the new 40'etc. Redefinition of old age is further supported by the
government campaigns like `Positive Ageing'. It emphasizes that retirement is an
active time to call for social and cultural involvement. It may also further contribute
to the perception that retirement is just the next lifestyle phase. Such new
understanding of retirement is echoed in the demos study. Many older persons work
for economic reasons, but as an old age increases the ratio of older persons who
work for economic reasons decreases, while the ratio of those who work for health
increases.
It has been observed over the world that if more people avail enjoys opportunities
for dignified work earlier in life, (properly remunerated, in adequate environments,
protected against the hazards) the more they would be able to reach old age able to
participate in the workforce in old age by it, the whole society would benefit. In all
parts of the world, there is an increasing recognition of a need to support active and
productive contribution by older people in the form of formal work, informal work,
and unpaid activities at home or in voluntary occupations. Volunteering need not be
an isolated activity. Instead, it is a reflection of an underlying quality of social
connectedness. It may manifest itself in many ways like through work for social
life, formal community service, informal helping, secular civic engagement, or
faith-based good works. Social connectedness is also strongly associated with
health and welfare of individuals in a community, which is a necessary precondition
16
for engaging in community service (Berkman et al. 2000; Fried et al. 2004; Rowe
and Kahn 1997). A critical question, then, arises in relation to the elderly's potential
as a community resource about an extent to which they will embrace and enhance
quality of social connectedness. This is where the real promise of improving the
quality of community life lies. It is played out through a variety of mechanisms,
formal and informal, structured and unstructured, organized and unorganized
In developed countries, the potential gain of older people encouraged to work
longer is not being fully realized. But when unemployment is high, there is often a
tendency to see reduced number of older workers as a way to create more jobs for
younger people. However, experience shows early retirement to free up new jobs
for the unemployed has not been an effective solution (OECD, 1998).In less
developed countries, older people are by necessity more likely to remain
Figure 3: Percentage of Labour Force Participation by People 65 and Older,
by Region
economically active into old age (see Figure 3 ). However, industrialization,
adoption of new technologies and labour market mobility threaten much of the
traditional work of older people, particularly in rural areas. Development projects
need to ensure that older people are eligible for credit schemes and full participation
in income- generating work opportunities.
17
Study after study disproves stereotypes about old people. Older workers can indeed
learn new processes and technologies. They are no less efficient or productive; they
are less absent than younger workers. They are less likely to shift jobs for a new
career, and are no more inflexible about full-time and overtime than any other
worker. The world of the aged may appear to be ugly and undesirable and young
may reject them. Young people with vigour and strength forget that one day they
will find themselves in the same shoes. It is just same life that we all have. Why
cannot we build a world of love to shelter all, irrespective of age? Why cannot life
begin after retirement, rather than end? .This can be possible only if the society will
understand the importance of the elderly. It is important that society understands
that retirement of a person does not mean end of his/her capabilities and potentials
of the person. They still have capacity to work. It is the responsibility of the society
to encourage them to work and live their life with dignity and respect so that they
do not have to depend on their family for their daily requirements. This will
definitely facilitate understanding and adjustment necessary for the old and the
young to appreciate mutual problems and create harmony, love and respect for each
other.
The problem to promote an idea of "Active Elderly" amongst society is a challenge
pose by the age related stereotypes about elderly that they are weak, they have
health related problems, and they are stubborn and slow. These preconceived
stereotypes occupy minds of people to be resentful to employ elderly, or associate
them with work. It is not enough; they also lead to misconceptions about the
elderly that keep them away from work. There is a need to develop a bridge
between the elderly and other segment of society. Society needs to listen to
problems of the elderly and the elderly as well should learn about the expectations
that society keeps from them. There is an urgent need to bridge this gap and build
alternative bridges of productive interaction between two to far alien generations.
Some solution has to be sought to put an end to a situation like two aliens locked in
the same cell denying communicating with each other and share ideas and concern
about life.
18
1.5 Reasons of Working after Retirement
"Retirement at sixty-five is ridiculous. When I was sixty-five, I still had pimples."
George Burns
"Age is only a number, a cipher for the records. A man can't retire his experience. He
must use it. Experience achieves more with less energy and time.
Bernard Mannes Baruch
The above quotations express spirit of youthfulness among elderly persons who are
still zealous to work more and be active to contribute. There are various reasons for
employment of older persons. They work mainly to earn their living, but it is also
noticed that even if they do not need money, they do not retire from their jobs. This
is because they want to work for self-satisfaction, for friendly relations with
colleagues and also for realization of their social participation.
To some extent, older workers remain in the workplace because they are healthier,
cognitively able and want to remain engaged in work. In view of the study on older
workers, Rix (1990) observed that many elderly workers continue to work at peak
efficiency and that there is virtually much more variation within age groups than
among age groups. Cognitive performance and personality have little effect on
workers output except in the most physically demanding tasks. Farr, Tesluk and
klein (1998) find in their study that there is no consistent relationship between an
age and performance across settings. Some more observations among faculties like
in the sciences, an age had a slight negative relationship to publicity productivity
(Levin and Stephan 1989).Some studies indicate stronger negative relationship
between an age and work performance for non-professional and low-level clerical
jobs than for higher-level craft service and professional jobs. (Avolio, Waldman and
Mc Daniel 1990; Waldman and Avolio 1993)
According to the study conducted by AARP titles "Staying Ahead of the Curve
2003: The AARP Working in Retirement". It is observed that more than three in
four pre-retirees (77- 87 percent) who plan to work in retirement indicate that their
desire to stay mentally and physically active and to remain productive and useful
are among the major factors causing them to consider work in retirement work. In
contrast, no more than two in three (54-66 percent) indicate that the need for health
19
benefits or the needing money are among the major factors influencing their
decision to work.
However, when the respondents were asked to indicate only one major factor for
their decision to work in retirement, it became clear that the need for money is the
most common primary motivator. Specifically, when they were asked to choose
only one major influence to their decision to work, respondents were more likely to
cite the need for money (22 percent) than any other factor. The second to
importance of money is a need for health benefits (17 percent) .It is followed
closely by a desire to remain mentally active (15 percent) and a desire to remain
productive or useful (14 percent).
Numerous AARP reports present evidence that older workers form an active
segment of the workforce (AARP 2004).One evidence indicate that 1,200 elderly
and almost 80 percent of the respondents were found to be planning to work in
some capacity during their retirement years(AARP 2005).The following factors
impacted older workers for decision making.
x Inadequate retirement savings
x Stagnating pension coverage and other benefits reduced to extent to many
workers with little or no pension protection and inadequate health benefits
x Changes and reduction in eligibility for full social security benefits
x Higher education levels educated workers are more likely to stay in labour force
x Increased life expectancy and improved health status
x Labour shortages that may prompt employers to implement programme and
polices to attract and retain older workers
Although it appears that pre-retirees would expect that retirement work will avail
them to provide a variety of nonfinancial benefits as well as financial benefits, the
fact remains that a need for money is the most frequently cited as "one major
factor" for working in retirement .It suggests that a sizable portion of these workers
would choose to spend their retirement years outside of the workforce if they felt
them financially secure doing so. Not surprisingly as compared to workers who do
not plan to work in retirement, those who plan to continue working in retirement are
more likely to have lower household family incomes.
20
Retirement from economic activities need not mean retirement from non-economic
activities. Some retired persons live alone in later years and some participate in a
variety of non economic activities like community work, hobbies, religious groups,
and the like. Smooth and satisfied retirement would mean smooth transition
from
economic activities to such personal and social kind of activities.
Ageing and changes in work force may prompt us to re-examine and revalue
meaning and necessity of work for older workers. An ageing work force might
influence cultures and values at workplaces in ways may that change our notions of
meaning and necessity of work. A workplace that blends training opportunities,
flexible employment patterns, and policies supportive to needs of ageing work force
becomes a workplace that value elderly workers as capable, productive, and
knowledgeable workers. Elderly workers will need organizational and social
supports to encourage the extension of the work life (Bailey and Hansson 1995).
Discovering meaning of work in the lives of elderly workers would provide is
fertile ground to adult educators. They might explore more of learning-teaching
approaches that would prove more effective to provide career guidance to older
adults making while transition to part-time work, returning from periods of
retirement, or thinking about leaving the work force. Flexible schedules, job
sharing, reduced loads, and seasonal employment can be redefined in the context of
a changing and ageing work force. Notions of full-time, part-time and career are
applied usually to workers of the age between 18-65may need to be re-examined
in a light of employees who wish to work beyond even eighth decades of life.
Elderly workers possess rich source of experience, accumulated knowledge, and
wisdom. The quality and sensitivity reflected in an institution's program for
counselling, training, retraining, and preparing elderly workers transition of life and
career might indicate way by which organizations can recruit and retain their valued
and productive workers
21
1.6 Perceptions about Retirement
Aging is judged by different criterion in different societies. The transition to old
age is identified with several factors such as chronological age, ill health,
retirement, physical/mental deterioration, and death of spouse. Studies reveal that
changes in social role (widowhood, grandparenthood, retirement) and physical
health dominate the definition of age identity. At the same time, studies also reveal
that, like other age group, some aged separate illness or disability from aging.
While they feel their health has deteriorated because of aging, their personality
continues to remain the same. Thus, self-image remains unaltered, as the subjective
image of age is not changed.
For many of us, it can be unpleasant to grow older. Our society and culture value
youth, and being old is sometimes treated like a disease that has no cure. Of course,
it's a reality that all of us have to face at some point, so aging is a huge topic of
study for sociologists. Among other things, they observe patterns of social activity
and identify the challenges we all face as we age. The larger challenge that has
been identified is retirement.
Retirement may seem like something to strive for - a goal - not a challenge to face.
It's nice to imagine not having to go to work every day, travelling and living a life
of leisure. However, retirement like this doesn't happen too often anymore. In our
current economy, more and more individuals have no choice but to work well past
the age of 65. The harsh reality is that most of those who cannot work - and even
some of those who can - live in or close to poverty.
Money aside, another part of the challenge of retirement is adjusting to retired life.
Work provides us not only with income but also with social interaction and a sense
of purpose. So, our job is often an important part of our identity. When it ends, it's
common to struggle with the loss of that identity.
Retirement is a fluid concept because it connotes different things and is fraught
with different experiences for different people. While some individuals perceive it
positively and anticipate it with nostalgia others dread its eventuality with great
anxiety. Thus, it could be said that it is not a homogenous experience for everyone.
22
Retirement is a time of significant transition as far as the use of time is concerned.
However, the importance of retirement is made more glaring by the fact that the
retired person is made to face some challenges because of his/her new status (as a
retired person). It has been noted that retirement is a stressful experience to many
because of its associated life decision change in the matter of life arrangement
generally. It has been postulated by Elezua (1998) that the moment retirement
comes knocking on the door (of an employee) it enters with challenges and
expectations.
Retirement has been defined as a state of being withdrawn from business, public
life or active service. According to the Industrial Training Fund, Centre for
Excellence (2004), retirement is a real transition. In the views of Kemps and Buttle
(1979) in Ubangba and Akinyemi (2004), retirement is a transfer from one way of
life to another; they note that many people suffer from retirement shock such as a
sense of deprivation during the early period of their retirement. In the opinion of
Olusakin (1999), retirement involves a lot of changes in values, monetary
involvements and social aspects of life. Olusakin further noted that for some
retirees, it leads to termination of a pattern of life and a transition to a new one.
However, Billings (2004) described retirement as the transition from first
adulthood to second adulthood which is often a jarring and unsettling experience. It
follows from these descriptions/definitions of retirement that a retired person or
retiree is any person who performs no gainful employment during a given year or
any person who is receiving a retirement pension benefit and any person not
employed full time, all year round after his/her disengagement from a previous
work schedule. It is deducible; therefore, that retirement implies a transition from
active working life at youthful age with adequate financial capability to less
rigorous work schedule or lack of any tangible work schedule at old age.
Retirement usually entails changes to economic circumstances. The loss of paid
employment may lead to lower life satisfaction due to financial insecurity and a
lower standard of living. On the other hand, for people with substantial financial
resources these factors may not be of concern, while for others moving from
unemployment to retirement may entail greater financial security if eligible for the
aged pension or superannuation funds.
23
The negative effect of retirement due to financial insecurity may be particularly
marked if the retirement is involuntary. Research has found that control over the
timing of retirement may be important to higher levels of wellbeing (Quine et al.,
2007; Sharpley and Layton, 1998; Szinovacz, 2003; Schulz and Heckhausan, 1997;
Mirowsky and Ross, 1989; Herzog et al., 1998; Heckhausan and Schulz, 1995;
Seeman and Lewis, 1995).
There are many social circumstances which may change at retirement. The end of
working life may be associated with the loss of a role fundamental to personal
identity and social status. This can result in disengagement from society due to the
loss of social support and networks. Retirees may also experience low motivation
and boredom if they are unable to replace the lost role with new activities (Pinquart
and Schindler, 2007: 442).
1.7 Influence of Work on Elderly
One of the most influencing factors is decision-making in the work /retirement
transition that will be influenced by the degree of control which individuals have
over key events affecting their lives. Researchers contrast those with total choice
and control to those with virtually no choice at all. Between these extremes will be
a variety of circumstances and experiences, these influencing the extent to which
work and retirement pathways are open to individual control. Social class appears
as a significant variable, with those from manual occupations much less able to
make meaningful choices about whether or not to extend work or take flexible
retirement.
The context for decision-making is likely to be important. Organisational factors
are likely to influence decision-making in the move from work to retirement.
Family circumstances may be relevant for some, notably for those with
responsibilities for caring for a spouse or parent. Women in their 50s have been
identified as a `pivot' generation, juggling care as well as work roles. Decisions
about work and retirement must also be located in the wider social networks within
which personal ties are embedded.
24
Retiring early or late may be normative among a group of colleagues within a
particular occupational setting. Personal relationships are themselves likely to
influence work and retirement options, notably in respect of the timing of decisions
made by couples about leaving or staying on at work.
Retirement decisions are directly related to labour force, and especially elderly
labour force participation. Major factors affecting elderly participation include
education, working spouse or spousal labour force supply, health, personal
properties and family debt, financial status of the family, marital status, number of
children and fertility rate.
According to the discussed arguments, postponing or advancing retirement which
happens in response to different factors, causes a change in the rate of participation
from the elderly and the participation of all labour force in the labour market. There
may be people who are still active in the labour market even after retiring and
receiving pension. Although there is a close relationship between retirement and
getting out of the market in developed countries, as the retirement pension they
receive is not enough to support their family.
Therefore, any factor relating to retirement and retirement decisions has a direct effect
on labour force participation, though outflow of labour force from the market and lack
of labour force participation in the labour market may be a more general and
comprehensive concept than retirement. In other words, factors that influence labour
force participation and retirement decisions can also affect retired people's decision to
return to the labour market.
1.8 Problems faced by Elderly at Workplace
Retiring from paid work may be different from the transition to retirement while
unemployed. Many people transition to retirement from unemployment due to the
large proportion of unemployed people (ABS, 2010). Older people may have
difficulties in finding work because of employer preference or because of rapid
changes in technology.
25
What problems do elderly employees face in the workplace?
Reduced employment opportunities: Those who are returning to the workforce or
making a career change later in life find it harder to maintain salary and benefit
levels comparable to their previous employment, because fewer options are
available.
Decreased training participation: When compared to younger workers, elderly
are less likely to participate in workplace training activities (35 hours per year for
younger workers versus 9 hours per year for elderly).11 Contributing factors to this
disparity potentially originate from perceptions of both employers and employees
that prolonged tenure means greater level of workplace knowledge or lack of
interest. Employees also may feel diminished support from management to
participate in training opportunities.
Increased discrimination: Employer anxiety around salary and benefit costs have
driven some to avoid interviewing and hiring elderly, even though evidence
suggests it would not cut workplace productivity or earnings to employ them.
More challenging workplace conditions: When the need arises for elderly to care
for aging family members or slowly transition out of the workplace, they may be
confronted with inflexible work hours. Flexible work conditions, such as
unconventional work schedules or the ability to telecommute, are important for
employers to consider when employing elderly.
Salary expectations: Salary expectations also can be a major obstacle for older
workers, many of whom made high incomes because of their experience level and
length of time at their former company.
26
1.9 Satisfaction at Workplace
For many life events, people can be expected to experience a common reaction. For
example, getting a job could be expected to be associated with an increase in life
satisfaction for a period of time. Life events such as unemployment, ill health or
bereavement are typically accompanied by low levels of life satisfaction (Carroll,
2007; Cole et al., 2009). The effect of retirement on life satisfaction differs for a
range of reasons, depending on the individual circumstances surrounding the
retirement transition. The associated change may be negative or positive, or there
may be no change at all.
Previous studies generally found that job satisfaction is not only associated with
salary but also with achievement, personal growth or relationship with others
(Robbins, 2001). For the situational predictors, none of the occupational
characteristics predicted life satisfaction, while all measured characteristics
experienced by individuals during post retirement activity predicted work
satisfaction. This is largely consistent with the Job Characteristics Model
(Hackman and Oldham, 1975) with the important addition that opportunities to
pass on knowledge (generativity opportunities) are also important in post-
retirement work, which corresponds to findings on work motives at older ages (e.g.,
Calo, 2005; Grube and Hertel, 2008; Loi and Shultz, 2007). But the main part of
the variance in work satisfaction is explained by opportunities to fulfill one's own
achievement goals, perceived appreciation, and autonomy. This might suggest that
persons who engage in unpaid post-retirement activities live in a different `work
world' than older employees still embedded in traditional work settings.
According to the study conducted by Over half of employees say job satisfaction is
more important than salary in ensuring they are happy at work, a survey has
revealed.
Job satisfaction was the most important factor for 56% of UK workers in securing
happiness in the workplace, in contrast to just over a third (36%) who ranked pay
above all else, according to the findings from Capital One. Furthermore, more than
six in ten (62%) workers are happy in their current role, with one in five (19%)
going so far as to say they love it.
27
Happiness in work was also noticably higher among older employees, with 67% of
those aged over 55 saying they loved their job. Job satisfaction appeared a primary
motivator in ensuring happiness at work for older employees, with 61% of those
aged over 55 Good employers recognise that their staff are their best asset and
invest in creating positive working environments, empowering through trusted
leadership and offering secondary benefits that support employees work life, well-
being and interest. Creating an environment for success boosts morale, innovation
and productivity.
1.10 Employers Attitude towards Recruiting Elderly after Retirement
Despite the lack of consensus regarding the point at which a worker officially
becomes an "older worker," there is no debate that elderly face a number of
challenges in the workforce, some of which are due to common perceptions of
elderly--whether they are accurate or not. Studies of employer attitudes toward
elderly workers consistently find that elderly are perceived to have a number of
positive characteristics such as a good work ethic, acquired knowledge and
experience, loyalty to the company, dependability, a commitment to quality, and
productivity
Employment at older ages, however, depends not only on the willingness and
ability of elderly to work but also on employers' willingness to hire and retain them.
In surveys, employers usually say they value elderly' experience, maturity and work
ethic, but often express concern about their relatively high salaries and benefit
costs. One-quarter of employers in a 2006 survey said they were reluctant to hire
elderly. Furthermore, some employers appear to discriminate against elderly. For
companies happy to employ elderly, studies have shown that employers can reduce
the barriers to working at older ages by offering phased retirement opportunities
and reduced and flexible hours.
Many stereotypes and prejudices related to the employment of elderly persons that
employers usually exhibit to avoid employing them find no justification today and
cannot be taken as valid arguments. Primarily, the demand for manual work has
decreased, which suits elderly to a large extent. Similarly, due to the advances in
medicine and better life conditions, the physical and mental health of elderly
population have improved, which enable them to be able to work longer hours than
28
it was possible in the past. Besides, the living style has completely changed in the
last two decades. All this has led to a situation that even those who count as the
richest and who can safely retire, wish to continue to work and feel useful to
themselves, to their families and to their society. The poor ones are forced to work
even after they have formally retired because their pensions are small and often
insufficient to allow a decent life. There is also a category of people that were laid
off due to the crisis, who cannot exercise their right to retirement and hence want to
find a new job. The motives of elderly people to go out to work may differ;
however, what is common to all of these people is that they want to be actively
working as long as they are able to work. Some wish to try new jobs and start up
their own firms. Here they encounter numerous barriers of different forms.
One stereotype is that older people are less physically active and less mentally
prepared to answer the demands of their jobs than the younger age groups. These
attitudes cannot be fully accepted given that the health (both mental and physical)
of elderly people is much better nowadays than it used to be in the past. Hence, they
represent a valid potential in terms of labour force, skills and experience that
societies need to put to productive use. Experience with "active aging" shows that
older people, when integrated into the society, lead a better quality life, live longer
and stay healthier. A conclusion can be drawn that integration and participation in
employment are closely connected with the concept of social cohesion, a vital
constituent of a healthy society. This can be achieved through a more substantial
support the society should provide for this category of population in terms of
encouraging them to be economically active as long as they choose or are able to
be. The lack of policy that will regulate these issues leaves elderly people to live
their lives in poverty instead of recognizing their active economic and social
contributions. It is in this view that we can rightfully conclude that aging is a
natural process, and that healthy elderly people are an important resource for their
families, their communities, as well as for the economies of their countries.
Since there are elderly workers active on the labour market, organizations may
benefit by employing elderly workers with intrinsic work values, since these
elderly workers are more willing to invest in their work and relationship with the
organization (Bal and Kooij, 2011).
29
In view of this reality, the present research seeks to conduct an enquiry into
economical, social and psychological undercurrents in the reality today that prompt
elderly decide to work even after they retire from their first employment. Does it
turn out to be a kind of compulsion or because of familial responsibilities on their
part or they wanted to do it out of their willingness or passion for work, or some
other kind of considerations? The present research focuses on these issues to review
the decisions of elderly to work after retirement. Popularly these workers are termed
as "Silver Workers". The focus is laid on silver workers in the city of Vadodara to
conduct a sample study on the related issues at large. Emerges from the responses
and reflections of the silver workers against the questions asked to them. As a result
we can obtain perspective on the silver workers decision to work after retirement.
1.11 Statement of the Problem
Keeping in view above discussion a study entitled "A Study on Silver Workers Residing
in Vadodara City was undertaken"
1.12 Research Questions
There are questions concerning to the elderly and their decision to work in
retirement. They reflect on variety of issues related to them. So they need an in-
depth inquiry. The present research proposes to dwell on the following questions
and analyse their implication in the interest of projecting the reality about silver
workers and focus on some pertinent reasons, influencing factors, perceptions about
retirement and problems puzzling and troubling them. In the light of the above,
discussion, the following questions need to be responded by assessing
Q-1 How many elderly get success in seeking job after retirement?
Q-2 Do the companies welcome them as silver workers?
Q-3 Do they respect their work experience?
Q-4 Are they paid what they deserve? Or are they exploited?
30
Q-5 Are they treated in the way same as young colleague in a unit?
Q-6 Are they given any extra benefits for being in their third stage of life?
Q-7Are elderly happy and satisfied with the type of job they do after their
retirement?
To seek answers to these questions it was proposed to take up "A study on Silver
Workers residing in Vadodara City"
1.13 Justification
1.13.1 JUSTIFICATION OF THE SUBJECT OF THE STUDY
The subject of working and caring has gained much attention in the last decades.
However the research carried out in the field is mostly concentrated on childcare
and mothers of young children. Only recently, a subject of caring for an elderly and
its impact on employment and individual choice gets serious attention. Such sudden
growth in interest for the elderly care cannot be accidental. We live in a time when
the elderly generations are increasingly growing into a big cohort and the younger
generation is constantly shrinking to minority causing care deficit.
The elderly are keen on redefining retirement. Instead of surfing and mountain-
biking, the elderly will prefer spend at least part of retirement not in leisure but
working. It may be sometimes for money or, out of necessity, or sometimes for no
money but just because it is personally rewarding. Not long ago, many employers
appeared to be askance at elderly workers. They thought that elderly workers lacked
the spirit and imagination that youthful cohorts can display. But now the times are
changing.
With respect to living arrangement and gender significant variations in morbidity
exist among the elderly. Elderly population has become a challenge for many
developing countries because their socio-economic development does not keep pace
with rapid increase of the ageing population. Many nations are not adequately
equipped with the social and economic potentiality to facilitate their elderly people
31
to lead a dignified healthy life (Kalache A and Keller I, 2000). Healthy elders are a
resource to their families, communities, countries and economies (WHO, 2002).
But for many elderly with no savings, lack of old age economical security, poor
health, no economic support from their children and little help from their children,
friends and communities, the old age is not a phase of life worthy of looking
forward to (UNFPA, 2002).
In a country like as India, in which no universal social security exists, people tend
to work as long as they can (Irudaya Rajan,2005).In India ,there are several
mechanism of social safety nets for vulnerable groups in the form of the gratuity,
provident funds and social insurance programmes. The coverage of these schemes
is restricted to 12 percent of elderly engaged at work mostly in the organized sector.
The remaining 88 percent of elderly are engaged at work in unorganized sectors.
They may have an access, though to limited extent to social assistance, social
insurance, employer's liability and social allowance. In order to address limited
coverage of these schemes, in view of ensuring fiscal viability, new initiative are
undertaken, including the pension reforms. The increased life expectancy and
improved health status of older people allow them to work after retirement. As soon
as a person retires, he does not necessarily become old, inactive or non-
contributory. His / her capacity to contribute to society is not reduced and hence, an
opportunity to continue working should be allowed to the elderly.
Opening the doors to welcome elderly would prove very beneficial to organizations
in time when a talent crunch is faced. Elderly can help in transmitting knowledge
within the organization to benefit younger workers. Abundance of experience and
wisdom that the aged possess cannot be gained from books or friends or can never
be downloaded from the websites. The elderly who possess enough experience and
maturity to cope with problems in life can help to enhance productivity by
alleviating problems that a company confronts in its day to day functioning.
In order to remain active, the elderly have to find out adequate the possible work in
which they can engage themselves. It may be part time or some kind of social work
or of counselling about education. At such a stage in life a person should become a
participant in life instead remaining a mere spectator. It will help them to remain
economically independent. In addition, by utilizing of their time in constructive
32
activities they can review enthusiasm and interest in life. One elderly person from
Vadodara city shared his experience of retirement. He said "I am killing my time
every day. I play with my grandchildren, help my wife in household chores, watch
television and read newspapers. But I always feel that I must utilize my time by
sharing my expertise with others. I must contribute to the society". This expression
reflects that an elderly person would not be satisfied with normal household duty
and hobbies as pastime activities. Along with them he would rather be aspirant to
find out ways to share his/her knowledge and experience, benefit younger
generation and, in that way, to impart valuable contribution into making of a new
better work for generations to come.
Life expectancy has reportedly increased over the past few decades. With the
elderly population in a country is increasing both in terms of absolute numbers in
proportion of the total population; yet, traditional family norms and values to
support the elderly are eroding gradually. Being country with second highest
population in the world, India needs to determine priority issues for future research
on ageing and redefine methodologies to undertake such studies. Earlier studies on
ageing enable us to understand issues concerning the elderly, especially their
problems. However, besides being exploratory, descriptive and localized, most of
the studies focus on the urban elderly mostly male retirees/pensioners. The elderly
are viewed as mere passive receivers of care. Now the profiles of the elderly
population are undergoing a big change with a shift in issues concerns and
aspirations. Today, a big proportion of the elderly intends to lead active life to earn
sense of fulfilment for themselves, their family and the community. These changes
affect quality of their life both directly and indirectly. Consequently, it is imperative
to prioritize research efforts and evolve alternative methodologies to conduct
meaningful issues related to ageing.
Researches consistently reflect that elderly in general and elderly workers in
particular suffer from negative perceptions of their capabilities and desires for
continued work. Recently, however, with changes occurring in context of
employment markets and new researches suggest that the tide may be turning in
favour of elderly workers. One key reason for examining the current situation for
elderly workers is that many businesses start to worry about finding enough
33
workers to fill the void of intend caused with elderly workers. They now consider
employing elderly a positive step to safe guard the interest of the organizations. The
AARP too begin to recognize and reward companies that prove them "elderly
worker friendly."
The words like "work," "retirement," "volunteer," and also those related to the
ageing (e.g., "seniors") tend to oversimplify the reality, which is more complex
.They may serve as barriers to change. To combat negative image of the elderly as
mere frail, dependent elderly underpinning a grim view of their future, society too
willingly promote their positive image of the "active senior" usually indefatigable,
healthy, usually wealthy, and eternally young in spirit. Both the images have
limitations. New language, imagery, and stories need to be evolved to help elderly
and the general public to re-envision the role and value of elders and also the
meaning and purpose of later years in a person's life. Today's elderly live longer
and remain healthy for longer periods of time the previous generations did.
Currently cohorts of elderly workers are facing new pressures to continue work
beyond the conventional age of retirement. Some continue to work because they
enjoy it and expect new meaning, structure and purpose that work can provide to
life .They want to continue work in order to receive costly health benefits. They
want to work also to supplement inadequate pension that they are receiving. Some,
of course, work because they can ill afford retirement. And, finally, new researches
that view across generations of workers reveal that at least in some instances,
employers prefer elderly workers to younger workers in view of their contribution
about their utility and contribution to their business.The Government of India is
committed to ensure conducive environment to the elderly to secure the goals of
economic and emotional security. It recognizes that all institutions of civil society,
individuals and community should act as equal and necessary partners to achieve
this goal.
In this backdrop, when we review of the Indian legal system it reveals that our legal
system enacts different legislations to deal with provisions in favour of the elderly.
The Constitution of India specifies laws for the territory of India is concerned. The
Article 21 of the Constitution announces for the elderly the fundamental right,
called "Right to Life and Personal Liberty". Further Perusal of the Article 41 of the
34
Constitution, announces one of the directive principles, by which it enunciates the
responsibility of the state, to make effective provisions within the limits of its
economic development and capacity to secure the right to work, to education and to
public assistance in cases like unemployment, old age sickness etc.
The aged who are employed in the organized sector in government service are given
economic protection on retirement through the Pension Act, The Employees'
Provident Fund and Miscellaneous Provisions Act, 1952.This is another mode to
provide social and economic security for elderly workers who have given the best
part of their life to industry. The payment of Gratuity Act, 1972, provides some
more retirement benefits in addition to the PF and the Family Pensions benefits to
employees in the organized sector. This certainly helps the aged to survive in their
later life.
Recently the parliament enacted the Maintenance and Welfare of Parents and Senior
Citizens Act, 2007.The name of the Act is descriptive and it conveys that parents
and senior citizens should receive care and attention from their children. The
Perusal of the Act further reveals that it is a short legislation with only 32 sections.
It ensures that maintenance of old persons by their families will be a matter of right
for the parents. It makes clear that it is a duty of children to take care of their
parents.
In order to provide economic and social security in the real sprit, the Government
of India goes a step further to launch the National Old-Age Pension Scheme. Its
objective is to provide monetary relief and benefits to the destitute aged people so
that they can survive happily and with relaxed mind in later years.
The careful analysis of the above referred legislations, policies and other schemes
launched by the government reveals that they appear to be working well in theory to
safeguard elderly. But the factual positions of their implementation pose a picture.
In spite of all ideal provisions, we come across deplorable conditions of the aged
people in almost all the states in India.
Several times, violation of the most precious constitutional right, right to life, has
been reported. Each time it is rectified by intervention of the judiciary. The
judiciary should intervene and ensure justice to elderly. Injustice may occur to
35
elderly only when the government fails to implement the provisions in correct way.
The National Policy of Older Persons was announced a way back in 1999 and it had
very noble objective. But even after time beyond a decade, the same is not
implemented by the government.
The first point that draws our attention is pension given to elderly .The amount paid
to the retired elderly by way of their pension is not adequate. It is too meagre an
amount for the elderly to hardly meet their expenses. There is enormous hike in the
prices of all commodities including medicines. In such a situation the pension
amount would not be sufficient to survive. Such may be a case for the elderly
workers in the organized sector. The situation would be worse for the aged in the
unorganized sector. They do not get even meagre amount as pension. They have to
meet all these expenses on their own. The gratuity and the provident fund make
sumptuous amount disbursed after retirement. While observing the mechanism, one
will experience acute problem to get their own money from the respective
government department. As the elderly aged has to wander office to office for days
for the amount and in some cases they are seen even begging for the said amount.
The rebate in payment of tax is availed by a very few elderly, as every elderly does
not have that much income to avail the rebate.
As consequences of such conditions today we find many elderly persons working in
their retirement age. They either wish to continue with their existing job or search
for new jobs. Searching for a new job would not be easy task at this age, since we
do not have re-employment policy in the organized sectors. As a part of
nongovernmental effort website for elderly
www.jobsforelderly.in
launched in 2007
by Mehta, revealed that there were number of elderly who uploaded their bio-data
on the website to get the job. In a period of three months there were hundreds of
bio-data uploaded to get a job. The elderly who wanted jobs after retirement were
educated and they were retried from organized sectors. The data revealed that most
of the elderly had retired from decent jobs also, wanted to work after retirement.
Hence, it is imperative that the present study focuses on silver workers who are
working in their retirement age. Such a study will help us to understand their
importance at workplaces. Their vast experience of work would fetch respect for
them, or they would be exploited by employers. The elderly have the right to work,
36
and the civil society has to respect his/her and dignity in return. By undertaking
such a research, the government and civil society will be able to provide a better
work environment to its silver workers.
The rapid growth of the elderly population, and the wide diversity of their profiles
with inter-related environmental influences of varied nature demand need
significant consideration of researchers, policy planners and service providers. A
research agenda on the ageing in the 21st century is evolved by the United Nations
Programme on ageing .The International Association of Gerontology contributes to
clarify it and implement public policies on the ageing, and influence also to the
direction indicated and priorities for scientific gerontology. Thus, it is necessary to
study issues related to the labour force participation (LFP) of older persons in view
of its impact on the welfare of the elderly, households, society and the economy of
the nation. Most of the researches are devoted to the elderly in developed countries,
because the ratio of the old-age dependency is reported ratios are higher in them
relatively to that in of developing countries. However, in countries like India, the
ratio will rise is presumed to rise in coming decades. Moreover, developing
countries do not have a well-developed and comprehensive pension system to offer.
In addition, the joint family system is falling under strain. In light of these factors, a
study of labour market behaviour of the elderly gains is important. Hence, there is a
pressing need to re-examine the existing both formal and informal systems available
to deal the challenges arising out of the `Age Quake'. The World Health
Organization pose an argument that countries can afford to get old provided if
governments, international organizations and civil society enact "active ageing"
policies and programmes to enhance the health status, participation and security of
elderly. So it the time to plan and to act, Policies and programmes need to be
framed addressing to which is based on the rights, needs, preferences and capacities
of elderly. They also need to review embrace perspectives on course of life
significance of earlier life experiences on the way individual's age. Therefore the
main aim of the study is to help the elderly to create a social legacy claiming
profound importance in the present context. Added years of their life would give
them this chance and at large. There is a need for them to come to terms with the
world at large in a way that would create their integrity with world and to their life
give them psychological incentive.
37
1.13.2 JUSTIFICATION OF THE SAMPLE OF THE STUDY
Since the last century, human civilization has witnessed silent revolution, unseen
and unheard by many. Although its impact is subtle, it is of utmost significant to
everyone. The biggest achievement of the last century was longevity that results in
increasing of ageing population worldwide. A man ages continuously through an
irreversible biological process. It also occurs socially as perceived by the members
of the society. Economically it occurs when a person retires from the workforce and
chronologically it happens with passage of time. The survival of an increasing
people beyond their traditional adult roles leads to population ageing.
The incredible increase in life expectancy may be termed as one of the greatest
triumphs of human civilization. But it poses one of the tough challenges to be met
by modern society. The term old is always related to physical incapacity,
biological deterioration and also economical unproductively, disabilities and
psychological failures. A healthy lifestyle is required during old age also. But in the
Indian context, there exist three different trends that are seriously threatening the
chances of meeting such needs. These are rapidly growing elderly population on
one hand and gradual erosion of the traditional joint family system on the other .In
addition there is inability of the government to sustain the incremental burden of
pension expenses for its own employees. Hence, the possibility of government
support for any other section of the elderly population in the society may be ruled
out (Vaidyanathan 2003).
However, an aged person has right to decide about personal needs and aspirations,
depending upon his capacity. Only sound social security system can protect such
rights by assuring regular income during the post-retirement years. But developing
such a system in the Indian context would prove a herculean task, as majority of the
elderly do not enjoy currently any type of old-age income security. Neither the
government nor the public sector alone can formulate the system. The private sector
too cannot develop it in isolation. Joint approaches and strategies will be required to
design and build up a robust old-age income security system (WHO 2002). The
prerequisites for building such a system are effective economic environment,
availability of financial instruments and a satisfactory regulatory model. These
38
factors will help to win confidence of investors which is must required for smooth
transition to long-term instrument.
Population ageing is a worldwide phenomenon. In India, the trend results in various
challenges on account of gradual erosion of the traditional joint family system and
the inability of government to support any section of the elderly population beyond
retired government employees on pension. In recent years, India has undergone
enormous changes on account of increased urbanization, industrialization and
globalization. Across the world, several countries are experiencing population
ageing. The growth rate of the elderly population is reported more rapid in
developing countries like India than that in developed countries. Apart from
demographic transitions, socio-economic and political changes together with
increased individualism alter living conditions for the elderly.
Around one-eighth of the world's elderly population live in India. Most of them do
not avail coverage of pension system. So they have to rely mostly on family
arrangements or their own savings. In the past the elderly were highly respected
members in a family in traditional Indian society. Taking care of them was
considered among basic responsibilities of a family. Majority of the elderly who
lived with their children preferred living with them and it was their desirable
choice. .However, growth of 'individualism' in modern life led them to alienation
and isolation in their families and society. Migration from rural areas too resulted in
growth of more nuclear families in towns and cities.
As a result things become more difficult for the elderly. Policy planners never felt a
need seriously to focus on this important area. Lack of attention on their part would
not allow them support development of policies that would encourage and facilitate
fullest participation of elderly in family, neighborhood and society. The traditional
methods of old age income security would not cope with the realities of increased
life span and spiraling medical expenses. Hence, there is a pressing need to
reexamine existing formal and informal systems available to deal the challenges
that arise out of the `Age Quake'. Coupled with high growth rate of the elderly
population, rapid changes are noticed not only in their profiles, but also in their
personal, familial, neighborhood and societal environment. It intensifies a need
further to evolve alternative approaches and methodological refinements to study
39
issues related to ageing in a more sensitive manner. There is great deal of literature
available on the subject of ageing but most of them inflict of it does a disservice to
elderly. They neglect or addresses only in passing, the changing ways that elderly
affect in society. Minimum attention is granted to the wealth of knowledge,
expertise, skills and wisdom that elderly possess and that is made to educate
younger generations.
Today, elderly are relatively more active and independent .It is owing to health
consciousness, medical interventions, and their easy accessibility to medical
facilities. However most of them are dependent on the younger generation for
physical care and financial security. Hence they are forced and are forced to adjust
in a society in which that stereotype prevails for the ageing referring to their as
deteriorated physical and mental health. The existing studies mostly reveal negative
aspects of ageing like the elderly are passive receivers of care, and they do not
possess skills and talents to offer to the family and society. It is time that research
needs to be geared to look at the positive aspects of the ageing that would ensure
them happier in later years. In India, as elsewhere, elderly need to remain integrated
in society, and they should be able to live with dignity and security. Further they
should be able to pursue opportunities for self-development and participate actively
in the formation of policies that concern them.
Two major effects of the globalization is realized in the form of breaking up of
traditional joint family system and increasing economic burden on the elderly. It
leads to increased marginalization of the elderly. It is important that government
and society understand the rights and needs of the elderly and frame suitable
policies and legislations to implement them effectively. The ageing needs to be
viewed as positive experience for the elderly. A review of age-related issues
presented in literature, media and researches would reveal that the majority only can
attempt to bracket the elderly as dependent on family and society. Such
unfavourable stereotypes of the ageing can serve to further marginalize the elderly
in modern Indian society dominated mostly by the young-adult society. In order to
create age-integrated society, negative views about the elderly need to reviewed and
revised. The elderly need to be regarded as an integral part of society and their
contribution should be given due recognition. It is equally important that the elderly
40
prevent their obsolescence on their own by overcoming their negativity as far as
possible to convert into positive outlook to others. 'As you think, so you are' is an
aphorism that indicates the influence of mind over body. Considering steady
increase in longevity, they must learn to accept the fact that professional retirement
does not signify an end of active life. The studies on high longevity and
heterogeneity among the elderly in fact reveal that there is increasing section of
elderly who are still healthy and active. Well even into their 80s and 90s, they
continue to lead productive life and they are eager about it. These people can serve
a 'resource group' to make valuable contributions to society provided appropriate
policies and programmes are developed to integrate them in developmental process.
Old age should be viewed from perspective of elderly participation and continuity
of roles and functions and not of their disengagement and withdrawal. Unbiased
perceptions about them will foster positive view of the ageing and reorient the
existing stereotype that elderly invariably as mere liabilities. Efforts are urgently
required to provide to them favourable environment and would facilitate them to
enhance productivity and self-development. Importance of improving self-esteem
and self-image, a primary requirement for successful ageing, cannot be overlooked.
We need to inculcate a positive attitude. Considering the multi-dimensional aspects
that constitute successful ageing and multiple determinants that influence it, some
important questions may surface such as: How do we define successful ageing?
What factors influence it? Are there variations in successful ageing among
individuals with respect to class, gender or other strata of the elderly? What
measures need to be taken to promote successful ageing?
Today, the elderly demand that society should not only ensure for their
independence and participation, but also provide them care, fulfilment and dignity.
Limited understanding of factors influencing their quality of life is largely
responsible for the fact that the elderly are denied dignified existence. After all, last
stage of life holds as much potential for growth and development as the earlier
stages would do. Diversity among the elderly and varied interrelated influencing
aspects of their environment should receive significant consideration of researchers
and policy planners. The World Assembly on Ageing held in 1982 gave significant
impetus to gerontological research; and it has recently gained importance. Further,
41
the announcements of policies like National Health Policy, National Population
Policy and National Policy on Older Persons too lead to far more awareness and
consciousness among researchers, policy makers and others, resulting in an
increased focus on age-related issues. In this light, the United Nations (2002) carry
feeling that There is a need to assess the 'state of the art' of existing knowledge, as
it varies across countries and regions, and to identify priority gaps in information
necessary for policy development. As the second most populous country in the
world, it is important for us to assess the status of research on ageing in our country
and identify existing gaps. It calls for attention of researchers as well as policy
makers and others associated with issues of ageing. Such exercises would help us to
prioritize issues for future research and refine methodologies to undertake such
studies in better manner. An opportunity has to be created for the elderly to create a
social legacy of profound importance. Added years of their life give them a chance.
Their experiences in life give them capability. They need to come to terms with the
world in a way that allows them integrity to life and gives them the psychological
incentive.
In conclusion, it appears that population ageing is one of the most important and
challenging issues in this millennium. It may infer that in this country, the ageing
process has been largely influenced by socio-economic development of society.
However, the problems call for serious thinking on a part that the government and
civil society can play. In this context, the present research would like to find the
reasons of silvers workers for working after retirement
42
1.13.3 SIGNIFICANCE OF THE STUDY IN THE DEPARTMENT
OF EXTENSION AND COMMUNICATION
Department of Extension and Communication at the Faculty of Family and
Community Sciences, The Maharaja Sayajirao University of Baroda, seeks to train
its student to work on the various issues related to human development. In past
number of studies were undertaken for the benefit of women and children on
development issues like health education and income generation, women
empowerment, human rights etcetera.
The students of department also work with the vulnerable sections of the society in
the field courses. The elderly constitute vulnerable section of society and students
of the department conduct field work with this group as a part of adult education
course. So it makes it interconnecting that elderly was selected as the sample of this
study. Conducting this study is more pertinent in department of extension and
communication as it will help in designing the course curriculum of the courses like
adult and non formal education of the department in order to make the field work
more effective and need based.
Department undertakes various projects through its curriculum to cater to
vulnerable section of the society. Elderly population is an emerging group in society
that needs special care and attention. This group faces number of problems which
can be tackled meaningfully through researches and action projects in the
department.
1.13.4 JUSTIFICATION OF THE VARIABLES
1. Age
Age is a major variable that is used to indicate individuals' age differences.
Increasing age signifies seniority and physical deterioration. This means age has an
oppositional relationship with health levels of the elderly. When the elderly get
older, their ability to work decreases according to increasing age. The study of
Soontranuet et al., (1991) reveals that the proportion of the elderly's responsibility
to their family decreases according to increasing age. It is in accord with the studies
of Nirom (1987), Ruttanavijit (1995), and Keukulnurak (1997) which found that
43
most elderly people who work are in the age group of 60-64 years old and they will
reduce their work when getting older. Pittayanon (1992) indicates that age is an
indicator of labour participation. There is a low rate of very old age people working
because of their weak health.
Although in this study age is used as an indicator for working ability; that is people
who work in the governmental sector and the state enterprise sector retire when
they are 60 years old, it does not mean that people aged 60 or over are not able to
work. The scientific research that studies the aging process or aging revealed that
the elderly are able to retain their activeness for their lifetime, especially those aged
between 60 and 75. They are healthy enough to do activities on their own
(Khotrakul, 1993). It accords with the study of Hemathorn and Silapasuwan (1983
cited in Nirom, 1987) that found that early old aged people or those aged between
60 and 69 have active bodies and were able to do more efficient work than those
who were aged 70 and over. The elderly aged from 80 years old were in the group
that has the least ability to do activities. It can be said that the age of the elderly is
relational to their ability to work. Keukulnurak (1997) found that both male and
female elderly aged between 60 and 69 worked in the agricultural sector more than
other age groups. The elderly aged over 80 did other work more than agricultural
work because agricultural work required a lot of strenuous labour. Khotrakul
(1993) revealed that those who did not work in the governmental sector tended to
work until the time they thought it was enough for them. And those whose work
requires physical energy, such as farmers or labourers, often retire before they are
60 years old.
The age at which any individual retires will reflect their circumstances, choices,
and constraints. Hansson et al. (1997) argued retirement is rarely based on one
influence alone, but that several variables affect the decision. According to
Patrickson and Ranzijn (2004), individuals have `bounded choices' about
retirement, each needing to take into account the constraints of their financial
position, health situation, and motivation to work. Employers contribute to these
bounded choices by their offering, or not, suitable employment, and governments
also contribute with policies and incentives concerning taxation, superannuation,
and age pension benefits. In contrast, Parnes and Sommers (1994) described some
44
elderly who were `shunning retirement', based on their good health, continued
psychological commitment to work, and dislike of retirement.
2. Education Qualification
Education is an indicator of an individual's ability to work, including opportunity
to work, payment, and characteristics of the jobs. In addition, education has a
positive relationship to economic systems. Those who receive high education have
a better opportunity to get a good job; they will be well paid; and they are able to
earn enough for their living costs (Chumjit, 1987). The studies of
Amornsirisomboon (1992) and Keukulnurak (1997) found that education was
related to both male and female elderly working. The rate of the elderly who
finished grade 4 was higher than those finishing other grades. It accords with the
study of The National Statistical Office (1998) in which the highest proportion of
working elderly was from the group of those who had primary education. The
second highest was those who had lower education than early primary school and
lowest was those who did not receive any education. While Ruttanavijit (1995)
found that education was not related to the elderly working, Boonnak (1994) in her
study of the education of the elderly in Bangkok found that the more the elderly
had higher education the more they wanted to work.
The rate of those who had higher education or over was 36.3 percent; those who
finished junior high school was 30.9 percent; and those who finished primary
school was 24.5 percent, respectively. Pittayanon (1992) revealed that education
has an influence on labour participation. Those who have high education participate
in the labour force more than those who have low education because the former
consider that they should use the knowledge gained from their education for their
own benefit. Education affects different occupations of the elderly. While most
elderly who have high education work in the non-agricultural sector, those who
have low education work more in the agricultural sector (Nirom, 1987). The study
of Boonyanupong and Boonyanupong (1990) found that both the elderly who lived
in the urban and rural areas began their work after they finished primary school.
This was because in the past there was no indicator that specified that age and
knowledge were requirements for work. As a result of the fact that there was a
45
transferral of occupational knowledge from individual to individual, such as
parents, familial members or owners of the business, the elderly in the past did not
have high education (Boonyanupong and Boonyanupong, 1990).
3. Health Status
Health is a major factor that affects behaviours and roles of individuals of every
gender and age. Changes in physical conditions and deteriorating bodily functions
make old age people have more health problems than other age groups
(Chariyaratpaisarn, 2000). Ruttanavijit's study of elderly people in the Central
region and Northeastern region of Thailand (1995) revealed that elderly people's
physical abilities are related to their work. The rate of those who have good
physical abilities is higher than those who do not have good bodily functions. It
accords with Chayovan's study of the community's response to elderly people's
health problems (1995). Chayovan found that the number of the elderly who
worked in the past year were those who had less health problems and was higher
than those who did not work because the work status of the elderly was a selection.
That is, the elderly who were able to work were those who had good health or did
not have health problems. However, the study of Ruttanavijit (1995) found that
sickness was not related to the work of the elderly.
A lot of research studies revealed that 70 80 percent of the causes that make the
elderly stop working are health problems (Chayovan and Wongsit, 1987). The
study of Nirom (1987) found that health conditions of the elderly were the major
factor that allowed the elderly to work in the agricultural sector. Some people who
were old but healthy were able to work. It was also found that health conditions
were indicators that specified elderly people's abilities to work. Most of those who
had good health worked in agricultural and non-agricultural sectors. The second
highest were those who had medium health problems and the last were those who
had bad health problems.
Another important health factor is the health of the worker's partner (Talaga and
Beehr 1995). Talaga and Beehr (1995) and Wolcott (1998) found if their partner is
in poor health, men will continue to work to provide greater financial resources,
46
while women will tend to leave the workforce, in order to directly care for their
sick partner.
4. Type of Family
When considering family structure, which is able to indicate working conditions, it
is found that male elderly and female elderly living in nuclear family households
work more than those living in extended family households and unrelated
individuals households. The fact is that nuclear family households consists of
husband and/or wife, and unmarried child, so children make the elderly take more
responsibility for the couple and the children than the elderly living in an extended
family household and unrelated individuals household (National Statistical Office,
2001). The studies of Amornsirisomboon (1992) and Keukulnurak (1997) found
that most of the working old age people were married. This echoes the study of
Boonnak (1994) that 58.2 percent of people who want to work were married
people; 33.6 percent were those were widowers or divorcees; and 7 percent were
single people. It accords with the study of The National Statisticial Office. Marital
status is related to the working of the elderly. Old age people who are single and
those who are married are of the highest numbers. Pittayanon (1992) reveals that
the most important variable of married women's participation in the labour force is
the husband's income. Women from well-to-do families spend most of their time
raising their children and doing house work. In contrast, the study of Rakwanich
(1993 cited in Ruttanavijit, 1995) indicates that the highest numbers of the working
elderly are those who are single. The second highest are those who are married and
those who are widowers, divorced, or separated.
5. Economic Status
One of the important factors concerning the retirement decision is that of the
individual's Economic status. An individual's economic status includes issues of
savings, both personal and superannuation, housing ownership, other investments,
dependence of others (children, elderly parents, sick relatives), expected income
stream from combined pension and superannuation, and adequacy of health
47
insurance (Karoly and Rogowski 1994; Wise 1996; Patrickson and Ranzijn 2004).
If finances are very healthy, then the decision to retire may be possible at any age
or stage. On the contrary, if finances are very unhealthy, the option to retire may
not be realistic at a particular point in time. One effect of longer life expectancy is
that people commonly having children later in life, and hence, they may still be
financially responsible for children at the traditional retirement age of 65 years. In
addition, these same people may have parents that are still alive and if they are,
their health care costs are likely to be greater and to go on for longer. In other
words, the `older Baby Boomers are already becoming financially sandwiched in
their need to provide for two other generations' (O'Neill 1998, p. 178). Both these
financial imperatives, plus the strong likelihood that they will live longer than their
parents did due to healthier lifestyles and improvements in medicine, may push
workers to continue working or attempt to return to the workforce. Moreover, the
likelihood that government-funded social service payments will dwindle and
individuals will need far more to financially fend for themselves, suggests that
some elderly will be forced to continue working because they will be unable to live
on their accumulated savings, superannuation and pension (Schwartz 1999).
Evidence from the USA supports this possibility, as that country's economic crisis
recently resulted in some elderly not being able to retire, and some retirees
returning to work, because of their reduced retirement savings and investments
(Kadlec 2002; Clement 2004). In contrast, other research suggests that financial
considerations were not the most important motivator in the decision to retire. For
example, Leonard (1999, p. 28) reported a study finding a growing number of
employers were asking elderly to remain on the job, and many of these elderly
were staying on, not because of financial needs, but because their work colleagues
had become like family to them, and `their pride and self-esteem are also linked to
the notion that they are making a contribution to society'. Likewise, Gardyn (2000)
argued money was not the main motivator for elderly continuing to work, instead,
the main motivators were found to be the desire to keep active and to maintain
social interaction with others and to feel productive.
48
1.14 Objectives of the Study
(A)
Objectives related to Silver Workers
1.
To study the profiles of silver workers working in Vadodara city.
2.
To study the reasons of silver workers to work after retirement with respect to
a. Personal reasons
b. Familial reasons
c. Financial reasons
d. Work related reasons
3. To study the differences in the reasons of silver workers to work after retirement in relation
to the selected variables:
a. Age
b. Educational qualification
c. Last Designation
d. Present salary
e. Health status
f.
Type of family
4. To study the influence of work on silver workers
5. To study the differences in influence of work on silver workers in relation to the selected
variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
6. To study the problems faced by silver workers at their workplace
7. To study the difference in the problems faced by silver workers at their workplace in
relation to the selected variables:
a. Age
b. Educational qualification
49
c. Present salary
d. Health status
e. Present designation
f. Perceptions about old age
8. To study the satisfaction of silver workers in relation to their work status
9. To study the differences in satisfaction amongst silver workers in relation to the selected
variables:
a. Type of work (present)
b. Present salary
c. Present designation
(B)
Objectives Related to Employers
10. To study the profiles of organizations employing silver workers
11. To study the reasons of employers for recruiting silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
12. To study benefits of employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
13. To study the problems faced by employers by employing silver workers in their
organizations/companies/institutions/firms/business houses/corporate.
1.15 Null Hypotheses of the Study
1.
There will be no significant differences in the reason of silver workers to work after
retirement in relation to the selected variables:
a. Age
b. Educational qualification
c. Last designation
d. Present salary
e. Health status
f. Type of Family
50
2.
There will be no significant differences in influence of work on silver workers in relation
to the selected variables:
a. Age
b. Type of work (Present)
c. Present designation
d. Health status
3.
There will be no significant difference in the problems faced by silver workers at
their workplace in relation to the selected variables:
a. Age
b. Educational qualification
c. Present Salary
d. Health status
e. Present designation
f. Perceptions about old age
4.
There will be no significant differences in satisfaction amongst silver workers in
relation to the selected variables:
a. Type of work (Present)
b. Present salary
c. Present designation
1.16 Delimitations of the Study
1. The study is delimited to retired silver workers (58 and above) residing in
Vadodara City
2. The study is delimited to silver workers reasons, influence, perception, problems
and satisfaction of silver workers working after retirement
1.17 Assumptions of the Study
1. Most of the silver workers were working after retirement
2. There are various reasons of silver workers to work after retirement
51
1.18 Operational Definition of the Study
1. Silver Workers: In the present study, they are those people who work after
retirement. These people fall in the age group of 58 years and above residing in
Vadodara City.
2. Employers: In the present study, they are those people who recruit the silver
workers in the organization, corporate, business houses and firms post their
retirement
52
CHAPTER - 2
REVIEW OF LITERATURE
This chapter will provide a background to and a context for the investigation of the
topic of silver workers working post retirement, which is of key importance in the
present-day industrialized world that is facing a rapidly aging population and
concomitant labour force shortages, through a review of relevant literature. The
review conducted aimed to identify research that examined the reasons of working
beyond retirement. In this study retirement age is defined as the accepted retirement
age in the country where the study took place. This is generally the age at which
individuals become eligible for the state pension. This chapter is having exclusive
studies which compared retired people and people employed over traditional
retirement ages to focus specifically on the effect of working beyond the normative
retirement age.
The present study therefore aims at studying the reasons why elder work after
retirement. The study limits its scope to elderly people in India, several studies are
conducted on various issues concerning society, culture, economies, politics, and
health etc. In society the area of social life, good attention is paid to issues concerning
women and children. But it's regretting fact that elderly have received scant attention
from researchers and as a result, not many researches are conducted focussing on their
issues. One may call it lack of sensitivity of the Indian society to their elders or
neglect paid to elders in a society once they cease to be productive member in a
society. The reason may be whatever, it is hardly noticed that elders in our society
suffer neglect and helpless and their expectations are not duly attended. Government
and public agencies like non government organizations etcetera do not appear to carry
out social responsibilities about them. The result is that a few studies are available on
elderly people. Against if, there are many other countries who display sensitivity to
elders.
It is witnessed universally that for ages the sense of politics that is implied in popular
expressions "Right is Right" and survival remains the reality for all living beings. In
the context of the human history, politics prevails in a form of tug of war between two
53
sections the powerful and weak. These two groups are constantly at strike for
advantage over each other and the weak are always losing to suffer derivation this
occurs at different grounds like social, cultural and political. At social level, the weak
who suffer include the old, women and children popularly known as the weaker
sections. These humans are easily exploited to their helplessness described as
beautiful losers: old or elderly people form a sizeable part of beautiful losers in human
society.
In India several studies are conducted related to health status, recreation, but very few
studies have been carried related to reasons of elderly working after retirement;
consequently significant numbers of studies are carried out in foreign countries which
have relevance to the elderly, specifically to the present study. The literature related
to the available research studies is reviewed for the purpose of preparing a ground for
the present study. The review is presented under following heads
2.1 Studies Related to Reasons of Silver Workers to Work after
Retirement
2.2 Studies Related to Employment Status of Silver Workers
2.3 Studies related Factors Influencing Silver Workers to Work
beyond Retirement Age
2.4 Studies Related to Employers Perspectives Towards Recruting
Silver Workers
2.5 Studies Related to Perceptions of Silver Workes Related to
Retirement
2.6 Studies related to Problems of Silver Workers Working Beyond
Retirement Age
54
Total Studies:
Years: 2002 to 2010
The purpose of this kind of presentation of the available literature is to prepare useful
ground for the present study with due classification on the related aspects and issues. It
may help correct understanding of the issues that are dealt in the present study. Further
some of the heads above mention one phrase "silver workers. It refers to elderly people
who work after retirement some of the research studies conducted abroad focus chiefly
on some of the compel elders to work after retirement. They arose of the factors such as
demographic factors, lack of information, and attitude and interest level on part of elders.
The studies summarized below will explain he reasons in the light of these factors.
2.1 Studies related to Reasons of Silver Workers to Work after
Retirement
Brown et al., (2010) conducted a research study on "Working in Retirement: A 21
st
Century Phenomenon". The main aim was to define what it means to be working in
retirement and how employers might best meet the needs of elderly, to the advantage
of workers and of the employers themselves. The sample of the study involved 1,382
participants aged 50 and older. The data collected by the FWI'S nationally
representative study of the U.S was used for the study.
The major findings of the study revealed that 75 percent of workers who aged 50 years
above expected to get post retirement jobs in future. Further it was observed that
people worked after retirement for variety of reasons, which included one to avail
opportunity to earn more money with which they could have more comfortable life in
retirement and because they would be bored if they were not working. Those working
5 Studies
from India
20 Studies
from
Abroad
25 Studies
55
in retirement were highly satisfied .They could keep them engaged in their work. They
even rated their workplace more positively than those who were not yet retired.
A significant number of such employees showed preference for transition to self
employment as retirement jobs. While those worked in retirement worked for a fewer
hours, on an average than those who were not yet retired. Majority of elders working
in retirement have reported working full time and they wanted to work for the same or
even more hours.
Finally the study suggested that these working retirees represented a new paradigm for
thinking about work throughout an individual's lifespan in terms of flexible careers.
Flexible careers is supposed to recognize that people's values, needs and aspirations
with respect to work change as individuals move through different life stages .It may
allow multiple exit and re-entry points.
(http://familiesandwork.org/site/research/reports/workinginretirement.pdf)
Dittrich, Busch and Micheel (2008) conducted a study on "Working beyond
retirement age in Germany: The employee's perspective". The aim of the study was to
focus on old person's willingness to continue working after reaching legal retirement
age. The sample survey was conducted by the Infratest in Germany with 1,500
employees (blue collar workers, white collar workers and civil servants) they were of
the age between 55 and 64 years. The variables of the study included gender, job
status, job demand, job reward, job position, working time, family Income, size of a
company, health, expected work ability, and specifically motivation worth willing for
a prolonged working life.
The findings of the study revealed that factors related to desire to continue working
indicated to a family income. Lower income would arouse higher desire to continue
working. Further smaller would be the firms size the higher would be desire to
continue working; work classification would also count as important factor. There was
also non-linear interaction effect for work hours. The positive effect of work
motivation on work ability was strongest for those respondents who were working part
time.
(
http://economicscience.net/files/Working%20beyond-retirement-age-in Germany_20-
10-10.pdf
)
56
Ling and Fernandez (2006) conducted a study on "Labour Force Participation of
Elderly Persons in Penang". The main objective of the study was to examine
demographic and socio-economic profile of the elderly and the factors that influenced
the labour force participation of senior citizens i.e. the choice to be "in" or "out" of the
labour force. The sample of the study comprised of 328 respondents of the age falling
between 55 and 89 years. The sample selected for this study consisted of 142
respondents who participated in the labour force, whereas the remaining 186
respondents did not form a part of labour force. The sample consisted of individuals of
different races in the state of Penag. So the questionnaire was prepared in two
languages i.e. English as well as in mandarin, a language spoken pre-dominantly by
the Chinese population in Penag .Two types of sampling namely purposive and
opportunity sampling were used to identify possible participants who were over an age
of 55. The variables to study included the factors like (i) demographic factors like age,
gender, marital status, number of children and race, (ii) human capital variables like
education level and health status, (iii) work-related variables such as sector of
employment, individual's former employment status and spouse's labour force
participation status and (iv) financial considerations which would include spouse's
monthly income, financial security that was derived from non-labour income and also
monthly expenses.
The findings in this study indicated that gender, high monthly expenses, previous
employment status of an individual and the spouse's labour force participation status
had significant positive relationship with the labour force participation. The human
capital variables like education and health were positively related to the labour force
participation but were statistically insignificant. The factors which had a significant
negative relationship with the labour force participation of the elderly were age,
spouse's income, financial security and low monthly expenses.
http://www.globalresearch.com.my/proceeding/icber2010_proceeding/PAPER_138_LaborFor
ce
Abraham and Houseman (2004) conducted a study on Work and Retirement Plans
among Older Americans. The aim of the study was to examine factors that
influenced work and retirement plans of older Americans' and also to know whether
or not these plans were realized. The analysis was based on the data received from
the HRS; .The study was conducted as a panel study that included representative
57
samples of Americans who were born between 1931 and 1941. The panel members
were interviewed biennially since 1992. The analysis was restricted to those
individuals who were working for at least 20 hours per week and at least for 1,000
hours in a year at the time of the survey, and these claimed significant labour force
attachment.
The findings of the study revealed that good number of people expressed interest in
working at older ages. Among elderly interviewed for the survey quarter planned to
stop work altogether and 18 percent planned to reduce hours of work. A need to
change jobs was felt a major obstacle by older Americans who sought to reduce their
work hours and remain employed. While nearly as many older working Americans
said that they had plans to reduce their work hours and even to retire fully.
The study also reported that elderly might have faced substantial barriers in changing
jobs. They are mainly age discrimination in employment and lack of information
about job opportunities and also options for skills training. In this scenario, policies
framed to eradicate age discrimination may provide information on employment and
training opportunities. It may also increase possibility of job transitions .It thus, exert
positive effects about employment among seniors.
2.2 Studies related to Employment Status of Silver Workers
Yesudian and Singh (2009) conducted a study on Working Elders in India: A
Gender Specific Situation Analysis. The objective of this study were, to study the
trend of elderly population's work participation in India, to study the pattern of
work participation among the elders in India and its various regions, and to explore
the demographic and socio-economic characteristics of these working elders.
The first objective various sources of information such as Census 2001 and 61st
National Sample Survey were used. The 61st round of NSSO survey focused on
employment and unemployment situation in India. It was conducted from July
2004 to June 2005 covering 1,24,680 households comprising of 79306 from rural
and 45376 from urban areas. Some socio-economic characteristics of the aged were
also used from NSSO 60th round data. The NSSO survey covered all the regions of
India, with the exception of some interior areas of Nagaland and Andaman and
Nicobar Islands, and Leh (Ladakh) and Kargil districts of Jammu and Kashmir.
58
Individuals aged 60 and above were considered as elderly in this study. In India the
retirement age for formal or organized jobs for central and state governments varies
from 55 to 60.Work participation according to Indian Census is defined as
`participation in any economically productive activity with or without
compensation, wages or profit.
Findings of the study revealed that more than half (51.8 percent) of the elderly
population in India depends on someone economically. Among them majority (77.9
percent) depends on their own children. Economical dependency is high (73
percent) among elderly women, both in rural as well as in urban areas. Schedule
tribe (ST) elderly men and women are much more involved in labour force than the
other ethnic groups. At the national level the work participation rate is declining.
However, female work participation is increasing for elderly women. Age-specific
work participation rate highlights, the higher proportion of economically active
male workers in the 60-65 years age group. Hence this study has explored the
elderly person's work participation over the decades and also explored the
background characteristics of these elderly workers. It also found some
determinants which contribute to gender-specific work participation in old age
Giang and Pfau (2006) conducted a study on a gender perspective on elderly work
in Vietnam. The main objective of this study was to examine the current status and
determinants of employment for the Vietnamese elderly.
The sample of the study consisted of 39,071 people in 12,020 household, in which
the number of elderly people and the household were 3,865 and 2.883 respectively.
Summary was carried out to collect the data. The survey is organized by household,
but it also included some characteristics for individuals in the household, such as
age, gender, relationship to the household head, marital status, working status, wage
or salary, health, and educational attainment. Variables of the study included
working status, age, marital status, and educational level, and the household
characteristics include residential areas, residential regions, household living
arrangements, household composition, household income quintile, as well as receipt
of social security benefits and remittances.
It was evident from the findings of the study that 44 percent of the elderly were
working in 2006 .The prosperity of males to have higher employment rates was
59
found across all the category groups. Majority of the elderly were living with their
children on the other hand 22 percent of the elderly were living in the household
with only elderly (including elderly living alone).The findings further showed that
elderly living in the household receiving social security or remittances generally had
lower rates of employment than did non-recipients for both genders. There was
higher tendency to work at a statically significant level among younger elderly,
married elderly, elderly in centre regions and rural areas, elderly in houses holds
with less working aged people, elderly in low income households and elderly in
households not receiving social security.
Characteristics which do not play a significant role for both genders include
educational level and remittance receipt. The study was concluded pointing that
elderly were left behind with more responsibilities under limited social and financial
sources, which in turn may force them to work in order to earn a living.
(http://mpra.ub.uni-muenchen.de/24946/4/MPRA_paper_24946.pdf)
Delong (2006) conducted a study on "The Paradox of the `Working Retired'
Identifying Barriers to Increased Labour Force Participation for Elderly in the
U.S.".The main aim of the study was to assess any real changes in the labour force
participation rate over time and state of the aging workforce today. The sample of the
study consisted of 2,719 respondents in the age group of 55 and 70.The study was
conducted during the first quarter of the year 2006. It consisted of an interactive
online survey fielded by the zoby international.
The findings of the study revealed that, overall 38 percent of the respondents were
retired and were not working for money, or they had not worked outside the home
earlier for almost 15 years. This group included about 15 percent of the respondents
in the age of 55-70 years. These persons were availing retirement benefits, and also
either returned to the workforce or were actively searching work.
It was revealed from the study that the respondents having an age between 55- 59
years complained about "age bias" for about 39 percent of the time, whereas those in
the age of 60-65 years olds and 66-70 years olds identified age bias as mere a
barrier for about 42 percent and 60 percent of the time respectively.
60
Those who were currently in the workplace who were about 72 percent and in the age
group of 55 to 59 called work as need for raising "income to live on" as primary
reason for working. This group was followed by those who expressed it as the desire
to "maintain lifestyle (43 percent) and "build additional retirement savings" (41
percent). Among those of 60 to 65 years, a need for "income to live on" (60 percent)
was still the most frequently mentioned reason for working.
What followed this reasons was a shift in priorities which appeared as the desire to
"stay active and engaged" (54 percent) and "do meaningful work" (43 percent), these
reasons were in second and third places. Elderly who were 66 to 70 year old, this shift
in priorities was merely dramatic, with 72 percent of them who said like "want to stay
active and engaged" as the most frequently mentioned reason for working. The second
choice for them was "want the opportunity to do meaningful work" (47 percent) and
third choice was like "enjoy social interaction with colleagues" (42 percent). A choice
like "Need income to live on" trailed a fourth place and it was given by 37 percent of
those 66 to70 years' olds.
The findings further revealed that majority of all three groups made it clear tht they
were interested in part-time work only. Almost all the respondents of the study
expressed they expected to live up to a median age of "81 to 85 years ." About 44
percent of old workers in age group of 55 to 59 years were not confident that they will
have enough money to live comfortably past age 85. Those ageing 60 to 65 and 66 to
70 were considerably more confident (69 percent) on an issue of retirement security,
although their confidence might be unfounded.
Therefore from this research it can be concluded that the motivations for work would
not change for every person in similar way. For some, the motivational drive was
economic gain never all the time and for many others economic motives would be
preference next to a need to accomplish something meaningful in life their early
sixties
.(
http://group.aomonline.org/cms/Meetings/Atlanta/Workshop06/Streams/Aging/CMS
%20AgingWorkforcePaper-DeLong-FINAL6-21-06.pdf
)
Kaldi (2005) conducted a study on "Employment status of the elderly referring to the
social security organization of Tehran city". The main aim of the study was to
examine the employment status of the elderly workers over an age of 60. The
61
respondents selected for study were employed elderly in Tehran. They were all
retired men on pension who were also receiving benefits from the social security
organization from 1996 to 2003. They were selected as the statistical population of
the study .The reason for keeping the years between 1996 and 2003 was to get
information on the latest group of workers who retired according to the current
regulations. The sample respondents consisted of 15 persons selected from each
office. It made a group of total of 450 persons coming to 30 social security offices in
Tehran. The survey was carried out on the employment status of these elderly in
reference to the social security organization in Tehran. A questionnaire followed with
interview was the method adopted for collecting information from the pre-determined
sample respondents.
The major findings of the study revealed that the elderly person's interviewers in 60
to 65 years age group (20 percent) in 66 to 70 years age group (28 percent) and in 71-
75 years age group (12 percent) who were interviewed on the issue declared that their
income was not sufficient in terms of their life expenses. Only 1 percent of the
interviewees who were above 75 years old have preferred this option. Totally, 71
percent of the interviewees declared that their income was not enough to meet their
life expenses.
Among the elderly workers interviewed those in 60 to 65 years old group(18 percent)
,in the 66 to 70 years age group (19 percent) ,71 to 75 years age group (11 percent)
had a full time job, whereas only 0.9 percent in above 75 years old group were in part
time jobs.
About the recruitment condition interviewees, in total 77 percent of them informed
that they had a contract based job and some 20 percent had temporary jobs, only 2
percent of them had permanent jobs. Totally, 58 percent of the interviewees declared
that most essential problem for them was lack of earning opportunities in life, 19
percent of them said that it was lack of attention from family and society, and 7
percent reported that it was physical or mental inabilities that affected their chances
for jobs adversely.
The question was "why they continue working in the elderly period". In response to it
more than half (60 percent) of them replied, that it was because they could not earn
enough money during their earlier life. Net to that more than half (57 percent)
62
declared that since the pension was their only income they had no enough money to
meet the life expenses and so they had to work to earn enough livelihood. Therefore,
58 percent of the interviewees believed that main problem was not earning their
livelihood and more than one fourth of them considered that the main worry was to
arrange for survival in future as they had no sufficient income.
The study concludes with a remark that different needs of the elderly should be
studied properly with an objective to improve their living status by providing them
enough facilities. This subject can be incorporated under the social policy framework
by compiling comprehensive plans for the elderly welfare through providing proper
services that are adapted to their needs
(www.me-jaa.com/mejaa4/sso.pdf
)
Kangsasitiam (2004) conducted a study on "Household structure and elderly
working status" This research aimed to analyze household factors affecting
employment status of the elderly in Kanchanaburi province (Thailand). The sample
group used in this study was male and female elderly aged over 60 living in
Kanchanaburi province in 2001. The total number was 3,985 elderly. multinominal
logistic regression was used for analyzing statistical data. Variables of the study
included age, gender, marital status, education, health, house head status, household
structure, household financial status, migration, and living area.
Findings of the study revealed that age group of most old age people was between 60
and 69 years old, the second highest people aged between 70 and 79, and the least
people aged over 80. In the matter of marital status, it was found that majority of
elderly (62 percent) were married One third of the elderly were widowed, divorced,
and separate. The proportion of divorced and separated (35 percent) was higher than
the other age group. In the matter of educational level, most of elderly had primary
education (59 percent). The proportion of elderly having secondary school education
and higher was the least (15 percent). Other elderly who did not receive education
were (36 percent).
Further findings of the study revealed that working status of the elderly categorized
according to gender, the ratio of female elderly (61 percent) who did not work was a
lot higher than the male elderly (37 percent). In the matter of the elderly who were
working, most of them work in the agricultural sector. The ratio of male elderly (52
63
percent) working in the agricultural sector was about two times higher than that of the
female elderly (27 percent).
In the matter of working status categorized according to age group, the elderly in the
younger age group worked more than the elderly in the older age group. The elderly in
the older age group work less. The elderly aged between 60 and 69 were in the least
group that does not work.
The working status of the elderly categorized according to household structure, more
than half of the elderly living alone (53 percent) and extended family household (55
percent) do not work. The ratio of the elderly living in nuclear family household who
does not work represented the lowest ratio of the elderly, which was 38 percent. As
for the elderly who work, most of the elderly work in the agricultural sector. The
percentages of the elderly living in nuclear family household, the elderly living in
extended family household, and the elderly living alone were as follows: 48 percent,
35 percent, and 32 percent respectively.
The finding of the study indicated that household factors were related to the working
and non-working status of the elderly. Therefore, the elderly should be encouraged to
participate in the work that is suitable to their ability.
(
http://ipsr.healthrepository.org/bitstream/123456789/307/3/THCT2004_Yukolnee%20Kangs
asitiam_eng.pdf
)
Brown (2003) conducted a study on staying ahead of the curve in Washington DC.
The study aimed to explore elderly vision of retirement and to better understand the
types of jobs that workers want to do who plan to work in retirement.
The sample of the study consisted of 2,001 respondents between in the age group of
50 to 70 years. They who were employed either on full time or part time basis. The
interviews were conducted with them on phone by the roper ASW from April to June
2003 using the random digit dialling method.
The findings of the study revealed that the most important considerations of job for
working retired persons were "keeps you mentally fit" (74 percent) makes you feel
useful (70 percent) is fun or enjoyable (86 percent) and lets you feel interact with
other people (61 percent).These considerations also served as the most important
reasons to elders to work after retirement. When asked to mention one factor
64
defining their decision to work after retirement, the respondents said that, it was
money needed. Among those who were actually working in their retirement has the
same reasons and rated them as decisive, with a slight change of ranking .The reason
of productive or useful was rated first it was followed by the reasons to stay mentally
active, physically active and need of money.
This research study clearly identifies financial need as the primary reason that
respondents chose to work even after retirement. The study also showed that the
reason was non-financial too. The study also showed that the non-financial benefits
of work would certainly influence their decision to remain in labour force.
(
http://assets.aarp.org/rgcenter/econ/multiwork_2003_1.pdf
)
Dhillon and Ladusingh (2001) who focused their study on "Economic Activity in
Post Retirement Life in India" .The study analyzes work participation in post
retirement life of 60 plus old persons in by primary, secondary and territorial sectors
. The study also examines trends in working-life-expectancies to evaluate
association between longevity and post retirement economic activities in India. It is
found that the average length of working life of the 60 plus in India is 9.8 years for
males and 3.9 years for females. Though the life expectancy at the 60 plus age for
males has enhanced by 2.9 years over a period of thirty years 1971 to 2001, ,the
working life expectancy has increased only marginally by just 0.1 years during the
same reference period. On the other hand for the females, against improvement of
4.2 years in longevity at the 60 plus age, there have been a gain of 2.4 years has
been noticed in their working life. Work participation of working old persons has
shifted from the primary sectors to the formal sectors. It indicated an increase in
their productive activities. The economic tables obtained from the Census of the
years 1971, 1981, 1991, and 2001 were analyzed to compute a rate of the trend in
age-specific work participation by sex and by sectors of employment.
In addition to it the sample registration systems based on the abridged life-tables
for the years 1970 to 1975, 1980 to 1985, 1989 to 1993 and 1999 to 2003 were
obtained from the registrar general of India and used to construct the working life
tables. The census data provide information on the rates of work participation by
age group. Based on it age specific work participation by sex were computed for
the primary, secondary and territory sectors each separately. The primary sector in
65
India includes cultivators, agricultural labourers, livestock, forestry, fishing,
hunting and plantations, orchards and allied activities, mining and quarrying. The
secondary sector included manufacturing, processing, servicing and repairs at
consumer Industry and other than consumer Industry, and constructions. The
territory sector included trade and commerce, transport storage and
communications and others services.
Based on this study, the findings suggested that in terms of the relationship
between life and working life expectancies. The longevity does not promote post
retirement work participation of the males. However, for females it is the other way
round, because as their participation in economic activities increased in terms of
working life expectancy over specified time. However, the overall, improvement in
the longevity does not necessarily extend the working life of the person in the 60
plus age in India. When the ratio of WLE was compared to LE it was found that for
males 73.9 per cent of their remaining life in 1971 was spent working. This
percentage declined to 60.1 percent by the 2001. What contributed to this decrease
on major part was a decline in older men's work participation in the primary sector.
The work participation of elderly male persons shifted from the primary sector to
the formal sector. It was a sign of higher productivity on their part in the post
retirement period than it was earlier. Still, elderly male persons work participation
was predominant in the primary sector as there were not many jobs in the formal
sector or they lacked of skills required for those jobs. When it comes to work
participation of women over 60 years they spent, 10.5 percent of the remaining life
gainfully through work participation in 1971.In 2001, it increased to 21.1 percent.
Although the female working life expectancy marked an increased in all sectors, it
was still far behind of the males working life expectancy. A possible reason would
be under reporting of work participation of most women as they were involved in
unpaid household work
66
2.3 Studies related Factors Influencing Silver Workers to Work
beyond Retirement Age
Agewell Research and Advocacy Centre (2008) conducted a research study on
"Assessment of the Impact of Economic Slowdown on Older persons of India". The
broad objective of the study was to assess an impact of economic slowdown on
older persons in the recent time.
The sample of the study included 500 respondents who were of the age of
55+years.They were selected from five regions' of India North, South, East, West
and Central India. Direct and in depth interviews were conducted with these
respondents by administering semi structured schedules.
The results of the study revealed that majority of the elderly believed that the
economy was in fact suffering set back and many of them were finding it very hard
to address their needs. Even their daily life too was affected severely due to
decrease in their day to day income. Further it was revealed that good number of
elderly persons started making radical changes in their financial condition such as
getting gainful occupational engagement and by reducing their expenses on
recreational facilities and luxuries.
It was noticed that almost half of government as well as private employees in the
age group of 55 to 60 postponed their plans to opt for voluntary retirement scheme
(vrs) .However the respondents of age between 65 and 70 were less likely to be
affected than those of the ages 55 to 60. The respondents said that they had taken
adequate steps to cope with a slowing economy or increasing prices.
The results indicated that economic problems forced some decisions on the elderly.
It appeared that older persons had fewer decisions left to make, because their
expenditure and economic activities had already been restricted to necessities given
their fixed incomes.
Cameron and Waldegrave (2008) conducted a study on work, retirement and well
being among the older New Zealanders. Main objective was to study the lifetime
work experiences of New Zealanders of the age of 65 to 84 years, and also to present
67
analyses of their associations with satisfaction of work and with overall
wellbeing.
The data used as indicators for work in the EWAS Survey were derived from
questions related to three phases of the working life of the respondents: (i) first main
jobs; (ii) principal jobs during their midlife; and (iii) their most recent principal job.
The data were also collected about their significant absences from the workforce (of
more than six months duration), their retirement, and their recent work engagement.
The findings of the study revealed that work and wellbeing of New Zealanders
ageing from 65 to 84 has confirmed many with lifetime experiences of older people
in case of, both in and out of the workforce. It was surveyed about older New
Zealanders that the first principal job for nearly all was full-time paid work. It began
at a median age of 16.2 years. Women in Newzealand were significantly more likely
to be homemakers or they were engaged in part-time paid work during midlife, they
were less likely to be engaged in full-time paid work.
In terms of their most recent job, significantly many of the respondents reported that
men were in full-time paid work, with similar proportions of each gender in part-time
paid work. The range of occupations from respondents `first job through to their
midlife occupation and on to their current or most recent occupation showed
considerable stability. Younger age cohorts and women were more likely to have
experienced two or more extended periods outside the workforce. The most cited
reasons for these periods outside the workforce were family responsibilities (mostly
by women), poor health, and injury or disablement.
The median retirement age was significantly higher for those in older age cohorts,
and significantly lower for women than for men. But in contrast with international
literature, there were no significant differences in retirement age by education.
However, education was significantly associated with work after retirement. It
suggested that while education would not affect the age of retirement, it does affect
the continued participation of older people in worker related activities after
retirement. Women were found to be significantly more likely to be involved in
voluntary work. Bit would be both as their last principal job and their job after
retirement.
68
A matter of self-reported satisfaction of old people with work was found to have no
relation with lifetime work experiences and absences from the workforce measured
in this survey. However, self-reported satisfaction with work was found to be
significantly associated with overall wellbeing. This suggests that a way to encourage
further wellbeing for them would be to generate satisfaction with work amongst those
who have already retired. Finally, two important associations with overall wellbeing
were identified. Firstly a period beyond of more than one year spent outside the
workforce was negatively associated with overall wellbeing and it was the case only
for men.
Spending time outside the workforce was not related with satisfaction with work. But
it may have an effect through lower economic standard of living in later life. It or
may be related even to poor health .Therefore, it has an effect through health
dimension of overall wellbeing. The dynamics of this effect should be investigated
further as to particular why it is significant only for men.
Secondly, retirement by choice was associated with higher level of overall wellbeing.
It confirms some findings in the international literature that indicate that higher levels
of well-being are noticed among those who prefer to be in their current work role.
Again, retirement by choice was not significantly associated with satisfaction with
work, so further investigation is required to determine mechanism by which work
roles and the control over them would affect overall wellbeing.
(https://www.waikato.ac.nz/wfass/populationstudiescentre/docs/ewas/ewas-chp6.pdf)
Uppal and Sarma (2007) conducted a study on "Aging Health and Labour Market
Activities the case of India". The study explores intricate relationship between the
health status of the elderly and their labour market participation in rural and urban
parts of India. The sample for the study was drawn from a nationally representative
survey." The 1995/96 National Sample Survey" using probit regression and
propensity score matching techniques.
The major findings of the study indicated that decision to participate in labour
market on the parts of the age 60 and above in India in particular, are affected with
disabilities and chronic illnesses on the probability of working. Results further
showed that disabilities and chronic illnesses exerted negative effects on probability
69
of their working. The effect is more visible in rural areas. The data revealed that
approximately 21 percent of the elderly in urban and rural areas and 39 percent in
rural areas were working. It was most likely because they did not have sufficient
means to survive. The result obtained from the models showed that adverse health
shocks disabilities and chronic illnesses had negative impact on the elder's
employment. Since they did not have adequate means of support or a job to raise
earning and bad health would lead them further to much lower levels of well-being
.In the absence of a broad based pension system, only 10 percent of them covered
for this situation might be mitigated by providing assistive technology or
accommodation of those with disabilities by prospective employers. This is being
likely to increase employment for such elderly persons.
Calvo (2006) conducted a study on does working longer make people healthier and
happier. The main aim was to study the impact of late life paid work on physical and
psychological well being of workers.
For the study the longitudinal data was drawn from the Health and Retirement Study
(HRS) and the RAND-HRS data base. The sample analyzed was composed of
individual aged between 59 and 69 years who were working either or not working
and were alive in the year 2002.
The findings of the study showed that longer working life exerted had beneficial
effects on individuals' physical and psychological well being .The findings revealed
that if one had an undesirable job does not change the favorable effects of aid work
on self rated health. However, it had an impact on follow up mood indicators and
mortality .It could be said that higher job satisfaction was associated with improved
mood.
The study suggests that on the whole longer working life will help most people to
keep up maintain their well-being. While working longer appears beneficial to most
people, for some it will likely to have negative consequences. The type of a job
seems to be a critical factor. It may be feared that with undesirable jobs potential
favorable effects of work cab be washed out. Another critical factor would be an
opportunity to continue working which too would minimize negative consequences.
70
Friedli (2003) conducted study on Transition to Retirement and Ageing Change and
Persistence of Personal Identities in Thun Switzerland. The main aim of the study
was to assess (1) The content of identity: The question if and how retired working
people had a different ways to define or characterize themselves than other
employed people. (2) The age identity (subjective age): The question of how old
people feel, and what predictors and implications can be found for younger or older
age identity. The sample of the study comprised of 792 respondents of the age 58
to70. A standardize questionnaire was developed keeping in view to collect the data
that would be required for the study.
The major findings of the study revealed that for the respondent's profession
remained important consideration for self-description after retirement, and it could
not be replaced with their new identity as being retired. Retired persons estimated
more domains of self-description. It means that identity diversity was perceived
higher for the retired than for those who were not yet retired. Further, the findings
of the study revealed that higher identity, correlated with a high satisfaction across
different life domains. This finding gives significant implications of psychological
theories related to development of older people it strongly disproves strongly a view
that a state of disengagement would be inherent to successful or even normal aging.
There is a tendency to feel younger than one's real age. It implies a motivational
component and therefore, probably be seen as special case of self-enhancement.
The finding provides a possible theoretical framework for further research. To
explore relationships between various predictors and subjective age, a predictive
structural model of subjective age was developed; it included aspects of personality,
behaviour and body.
(
http://ethesis.unifr.ch/theses/downloads.php?file=TeuscherU.pdf
)
Bansal and Sharma (2003) conducted a study on Retirement: An Emerging
Challenge for the Planners. The aim of the study was to analyze and identify;
various social and psychological factors that influence the level of happiness
among retired people .For empirical analysis of measurement of well being a
primary survey was done among elderly males in the Haryana state of India. The
purpose was to collect relevant data with help of a questionnaire. The questionnaire
was designed in such way so that maximum information on various characteristics
71
of the respondents may be obtained. The information obtained social,
psychological and physiological conditions of elderly males were useful and
relevant for the present study. It indicated that retired/aged males who engaged
themselves in some kind of social, economic, political or religious activities felt
happier than those who did not do anything. The results of the analysis clearly
indicated that work has its own reward. The results led further policy implication
that more efforts should be made. It was observed that to engage the retirees/aged
people in some activity or the other. "Individuals who kept themselves physically
and mentally active were likely to feel more satisfied than others who led passive
life. Therefore, it is useful to help old people develop a programme involving
activities like social work and extending various types of help in the household. It
was further argued that those who survived longer were individuals who had kept
themselves physically and mentally active."
The finding of the study revealed that retired people could lead happier life
provided they: (i) engaged themselves in various social, economic, religious
activities: (ii) mentally prepared themselves for life after retirement well in
advance and made necessary plans in that direction; (iii) who made efforts to
reduce their needs and resultant expenditures' (iv) took proper care of their health,
and (v) tried to remain less dependent on others.
2.4 Studies related to Employers Perspective towards Recruiting
Silver Workers
Mermin, Johnson and Toder (2008) conducted a study on "Will Employers Want
Ageing Boomers?"The main aim of the study was to examine employer demand
for elderly currently and explores how this demand would be changing over time.
The study focuses on the issues like personal and social benefits of increased work
put on by older adults and the reasons why boomers were likely to work longer
than younger generations, and also whether employers prefer to have elderly.
The finding of the study revealed that 30 occupations in which most persons over
65 years and above were employed age 65 were employed for nearly half (48
percent) of all employed older adults. The three occupations that employed the
largest numbers of older adults were retail salespersons, farmers and ranchers
72
(agricultural management positions) and the immediate supervisors and managers
of retail sales workers. The top 30 occupations included nursing and home health
aides, registered nurses, physicians and surgeons, and personal and home care
aides. These occupations altogether employed more than 4 percent of workers who
aged 65 and above. Adults of an age 65 or older made up about 31 percent of
funeral service workers, and thus the occupation claimed with the highest share of
elderly. Further, more than one in five workers employed as crossing guards,
farmers and ranchers, models, demonstrators, and product promoters were of an
age of 65 or more. Other occupations in which older adults made up beyond 9
percent of the workforce were tax preparers, clergy, property managers, real estate
brokers, and bus drivers.
About 36 percent of workers aged 65 or above were employed as managers or
professionals, 17 percent of them worked in service occupations. Some 15 percent
of old workers work in sales and 14 percent worked in office and administrative
support occupations. Another 17 percent of old workers worked in blue collar
occupations that included construction, factory, and transportation jobs.
Most employers' surveys indicated that firms generally value elderly' knowledge
and experience and reliability, and work ethics. About 47 percent of the employers
said it was very true that late-career employees possessed "high level of skills
related to what is needed for their jobs," as compared with 38 percent of mid-
career employees and 21 percent of early-career employees. Because late-career
employees held at their back many years' of experience in their respective
positions. It is however, not clear from these survey how employers viewed
elderly possessing limited experience.
(http://www.urban.org/uploadedPDF/411705_aging_boomers.pdf)
Swanberg, Sharon and Mckechine (2007) conducted a cross-generational study
on generational differences in perception of elderly' capabilities .The objective of
the study was to examine perception of elderly across four generations, and also to
study the effects of these perceptions on elderly. The sample of the study
comprised of respondents who were employees in 388 stores and in 37 districts of
a national retail chain.
73
The findings of the study revealed that elderly belonging to both the traditionalist
generation and the baby boom generation were very positive about them and their
company. They believed that they were as more reliable than younger workers, and
were more productive and loyal to their companies. Indeed they earned the highest
scores for employee's engagement.
Further it was observed that the older generations were more positive in their
responses regarding older employee's ability to work better with younger
supervisors. Finally, in terms of perceptions that elderly were "just as likely be
promoted as younger workers the responses given by two older generations did not
differ significantly.
The findings in terms of psychological well being of employees the two older
generations perceived equal opportunities for elderly. They were significantly
higher kind well being than those who perceived unfair advantage for younger
workers.
In general, elderly belonging to both the traditionalist's generation and the baby
boom generation were very positive about them and also for the company they
worked for. They perceived themselves as more reliable than younger workers.
They also believed that they were more productive, and great loyal to their
companies. Indeed they claimed the highest scores of employees' engagement.
Such findings suggested that the lens of "generation" was proved useful for
understanding that some level of conflicts might occur between workers of the older
and the younger generation. These were but a few of the within-generation
differences in matter of thinking about people's values, attitudes, and work styles at
workplaces in present time.
Brown (2006) conducted a study on "Business Executives' Attitudes Towards the
Ageing Workforce: Aware but not Prepared? The purpose of this study was to
understand business executive's views towards 50 + workers and corporate
America's preparedness for the ageing of workforce. Chief executive officers and
other "c"-level executives, senior vice presidents, vice presidents, and general
manager's respondents for the online survey the conducted between July 10 and
July 23, 2006. The sample for study was derived from the Business Week Market
74
Advisory Board. It is an online panel of approximately 17,800 readers of the
Business Week and McGraw-Hill publication and also online registrants. The
registration for the survey was floated through email to randomly selected
respondents of panel members. All respondents hailed from companies that have a
staff of at least 100 employees worldwide. Among these companies more than half
(56 percent) were bigger organizations with at least 1,000 employees. In order to
ensure that the study would collect the opinions of those who influence workforce-
related decisions, the survey access kept restricted focus to those who reported that
they were holding responsibility of managing employees and that they could
influence decisions related to recruitment as well as matters of compensation or
other financial matters.
The results of the study focus to those revealed that more 83 percent of the
respondents reported that workers who were reaching conventionally determined
age of approaching retirement would play a greater role in the U.S. workforce over
the next decade than they did in previous decades.
Nearly 74 percent of the respondents strongly or somewhat agreed positively that
the U.S. economy might experience shortage of skilled workers over the next
decade. Whereas some 79 percent of them agreed that knowledge and experience
that older employees carried away when they retire from jobs or leave the
organization on any grounds would cause damage.
Some companies would prefer to retain old workers in view of their knowledge and
skills that they have cultivated with long experience of working for the company in
this matter only 16 percent of them reported that their company adopted formal
policies or programs to encourage employees who were approaching retirement to
continue working.
There were only 14 percent of the respondents who believed that their companies
were much committed to retaining experienced employees who were approaching
the retirement age. They rated each of their characteristics as quite important for
the company .Majority of executives evaluated qualities of old workers such
"experience" (91 percent), "knowledge" (78 percent), ability to "mentor other
workers" (71 percent), and "valuable insights into customer or business needs" (63
percent) and rated them as valuable for the company's progress and success.
75
Undoubtedly, each of these traits contributes specifically to customer service and
retention. Therefore, these traits were identified priority by 40 percent of
respondents as the top priority of their organizations.
There was also a group of executives (52 percent) who held a belief that old age
workers formed group that felt bit "uncomfortable with the technology",49 percent
of them indicated that elderly were bit "inflexible," and 44 percent of them felt that
they had "difficulty at reporting to younger supervisors. These executives called
their attitude as the disadvantage of employing workers 50 plus
The findings of the study further revealed that most business executives were
generally aware that the U.S. workforce is aging and that many firms would face
risk of talent shortages and significant loss of knowledge as increasing number of
old workers reach conventional age of retirement. However a few of these
corporate leaders reported that their organization had taken adequate steps to
counteract such demographic shift in the workforce
(
http://assets.aarp.org/rgcenter/econ/aging_workforce.pdf
)
Center for Aging and Community of the University of Indianapolis, U.S.A
(2006) conducted a study on "Gray matters: Opportunities and Challenges for
Indian's Ageing Workforce". The main aim of the study was to gain a better
understanding of how Indiana employers were preparing for the anticipated shortage
of skilled labour due to the impending retirement of the baby boomers. The study
also investigated an extent to which organizations perceived the pending loss of
these employees as important factor to affect their business operations. The sample
of the study consisted of Indiana employers who were surveyed online .It made a
group of more than 50 employees. The survey was conducted by the CAC for the
period from March-May 2006. Over 400 employers responded to the survey,
The findings of the study revealed that 55 percent of the respondents indicated that
their organizations would be very likely to adopt a strategy to rehire retired persons
to cope the loss. Over 41 percent and 43 percent of the respondents indicated that
their organizations would likely have retiring workers to mentor their replacements
or to write operating procedures describing their jobs before they retire. Further
76
about 20 percent of them considered steps such as hiring replacements and about 18
percent of them considered to train their replacements.
Only 21 percent of the respondents indicated that their organization would be very
likely to use this strategy. Only 11 percent of the respondents indicated that they
were very likely to rehire the retired workers as either a full-time or part-time
employee .Some 10 percent of the employers approved two other retention
strategies. An offer to rehire the retired workers under a contract was rated by 9
percent of the respondents and reducing responsibility as an adopted strategy was
endorsed by 9 percent of the employees offering benefits like promotion, or offering
financial incentives, or sabbatical leave were considered as very likely to be used by
less than 5 percent of respondents of the survey.
Comparing perceptions of older respondents to younger ones as reflected from their
questions of the survey when younger responsible were asked about their willingness
to participate in training. Nearly 10 percent (9 percent) of them reported that elderly
had very poor to poor willingness to participate in training. On the other hand, only
(2 percent) of the older respondents felt that elderly had very little willingness to
participate. Likewise about 66 percent of the older respondents, expressed about
good willingness on elderly part and some 50 percent of the younger respondents on
the other part felt that elderly had very good willingness to participate in training.
As today elderly usually delay formal retirement, employers get more and more
opportunities to take advantage of their experience and maturity. However, the levels
of sophistication and effort as HR practices vary considerably among employers. In
general, larger firms appear to be more focused on finding solutions than smaller one
do. A selected number of employers, often considered as "employers of choice,"
were found to be engaged in variety of initiatives to accommodate and embrace an
aging workforce.
(
http://cac.uindy.edu/media/GrayMattersI.pdf
)
77
2.5 Studies related to Perceptions of Silver Workers towards
Working and Workplace after Retirement
Wyatt (2009) conducted a study on "Effect of the Economic Crisis on Employee
Attitudes towards Retirement". The study aimed to focus on employees' retirement
timing .Sample of the study consisted of 2,232 active employees and 904 retirees of
non-government organizations with 1,000 or more employees to gauge the effect of
the economic crisis on Americans.
Findings revealed that more than two-thirds of workers aged 50 and over (69
percent) believed that they will need to save significantly more for retirement as a
result of the economic crisis. One-third of workers (34 percent) had increased their
planned retirement age in the last 12 months. Elderly were most likely to increase
the length of their working career, with 44 percent of workers aged 50 and over
planning to work longer compared with 38 percent of those in their 40s and only 25
percent of workers under 40.
Fifty-four percent of workers aged 50 to 64 who planned to postpone retirement
said they will work at least three years longer than expected. Three-quarters of
workers aged 50 to 64 (76 percent) cited the decline in the value of their 401(k)
plans as a key reason they would retire later.
The average planned retirement age for all employees was 65 years old. Elderly,
however, plan to work longer. Half of those aged 50 and over expected to work
past age 65. One-quarter of workers (26 percent) expected to retire before age 65
compared with 41 percent.
It was concluded that all Americans had been affected by the economic crisis, but
sharp declines in stock prices will had more immediate impact on elderly. With
reduced account balances, a shorter window to recover their losses and less
confidence in their ability to afford a comfortable retirement, many were likely to
work longer than planned.
Reynolds, Ridley and Horn (2005) conducted a study on "A Work-Filled
Retirement: Workers' Changing Views on Employment and Leisure". The main
aim was to study current perceptions of the treatment of elderly in the workplace.
78
A total of 1,232 adults were interviewed for this survey .Respondents who worked
full or part time, or who were unemployed and looking for work were interview.
The sample for this survey was stratified to ensure all regions, as defined by the
U.S.
Interviews were conducted at Center for Survey Research and Analysis (CSRA's)
interviewing facility in Storrs, Connecticut, using a Computer-assisted telephone
interviewing system Professional survey interviewers who were trained in
standard protocols for administering survey instruments conducted all CSRA
surveys.
Findings of the study revealed that those born between 1946 and 1964, boomers
were almost twice as likely as non-boomers to believe they will be working part
time for extra money. A majority of workers look forward to a productive
retirement focused on working out of interest or for enjoyment, supplementing
their incomes, or starting new businesses that contribute to the economy. Others
expected to remain active through volunteer activities. However, workers were not
as certain as they were five years ago that they will be able to retire when they
want. Personal savings were the most commonly cited source of primary
retirement income after employers sponsored pension plans more than half think
they were doing a good job of saving for retirement.
Findings of this study indicated that growing presence of older workers in the
labour force is likely to force changes in employers' policies and workplace
practices. Policymakers should look for solutions that facilitate a work-filled
retirement for employees that choose it, meet the needs of employers for a
steady supply of qualified workers, and address the need of all workers for
retirement security. (
http://www.retirementplanblog.com/WT16-Retirement.pdf
)
2.6 Studies related to Problems faced by Silver Workers
Punia and Punia (2002) conducted a study on Socio-emotional and Psychological
Problems of Retired Elderly in Haryana: A Comprehensive View. Main objective
of the study was to find out the types and extent of problems faced by old people.
The participants were retired old men and women (above 58 years) from Hisar,
79
Bhiwani and Sirsa districts of Haryana state, covering whole of Bagar pocket. A
sample of 80 people from each district city participated in the study, finally 240
elderly constituted the sample. A personal interview schedule was administered to
the sample of retired personnel to obtain socio-demographic information. Higher
proportions of the respondents were of 58 to 67 yrs of age group and had education
upto post graduation level. A majority of families possessed medium and low
socioeconomic status. More than fifty percent of the selected respondent had large
family size and had a monthly income range of Rs. 3000 to 6000. Personal
interview schedule and a standardized old age adjustment problem inventory
(Husain and Kaur, 1995) were used to gather information on family demography
and different types of problems faced by old people. This inventory measures the
following areas: (a) Health (b) Home (c) Social (d) Marital (e) Emotional (F)
Financial. The respondents were asked to tick `Yes' or `No' for all 125 statements
score, more the problems. The statistical analysis for measuring the type and extent
of the problems of the elderly were frequency and percentage and for differences in
the problems faced by old male and old female, the `Z' value was calculated.
In conclusion, compared to retired males, retired females faced more problems in
old age and this may be possible due to the fact that her medical needs are also
given second priority. In the joint family system, she faces psychological pressure
and hostile feelings from the daughter in- law as the control of family moves from
her to the daughter-in-law. By nature the female is more submissive and after
initial squirmishes adjust even though unwillingly in most cases. The male on the
other hand, has been the main wage earner and has enjoyed the position of
supreme dominance in the house and does not face these problems. Further it was
found that after retirement there is feeling among the aged that every one's
attitude toward them has changed. The old people felt lonely and perceived
avoided in their life. Almost all had financial problems perceived a loss of status
accompanied by a sense of alienation and hopelessness. There is a need for
counselling of old as well as the second generation to make relations more cordial.
80
Conclusion
Studies conducted on elderly in India showed that majority of the researchers aimed
at finding the current status of silver workers, problems that they face after
retirement, effects on health post retirement. From the reviewed literature it was
found that solely the reasons of silver workers working after retirement was not
studied in Indian context. There is no data available on the reasons, perceptions,
problems and satisfaction of silver workers to work after retirement. There was
dearth of researches studies to find out which were the reasons that insisted them to
work after retirement, also the influencing factors, what were the problems that they
faced while working after retirement, what do employers think about the such elderly
who work after retirement, do they recruit them.
Studies conducted in other countries than in India on elderly revealed that-
1. Majority of the studies were conducted to find out the status of retired elderly.
2. Current perceptions of elderly towards workplace
3. Impact of late life paid work on physical and psychological well being of elderly
workers and types and extents of problems faced by elderly
4. Explore the elderly vision of retirement and to better understand the types of jobs
they want to do in retirement.
5. Employers demands and views for elderly and explores how this demand would
be changing over time.
6. Future of work and workplace transformation with an emphasis on the provision
of flexible working arrangements
7. Sample of the studies were mainly elderly aged 60 years and older and
employers were chief executives and senior vice presidents
8. Tools used for data collection were Questionnaire, Interview Schedule, Rating
Scales, Online Survey, Telephonic Interviews
9. Almost every study reported that elderly do work after their retirement.
Knowledge and
10. Age, Gender, Educational Level, Sector of Employment , Financial Security
,Spouse Employment Participation, Family Income , Health Status were the
variables studies by the majority of the researchers experience that older
81
employees is carried away when they retire from jobs or leave the organization
on any grounds would cause damage
However it was also observed that no studies were found which solely focuses
on the reasons, problems, perceptions and factors that influence elderly to work
after retirement. Therefore it can be concluded from the review of related
literature that there is need to undertake research study which can throw light on
reason of silver workers to work after retirement, problems that they face while
working, factors that influence them to work, their perceptions about retirement
and also about the view points of employers in terms of recruiting them
82
CHAPTER 3
METHODOLOGY
Given the study is exploratory research to first investigating the target group, for
analysis, both quantitative and qualitative methods have been applied. This study
aims at quantifying the qualitative data gained from open ended questions. This is
not a pure qualitative analysis. Therefore in a first approximation, all given answers
were listed and frequencies were counted. Then categories were created, numbers
assigned and percentages were obtained. On the one hand, there are quantitative
analyses of subjective ratings using percentage scale or numerically anchored scales.
On other hand, there are open ended questions which demand free non supported
statements from the respondents. These statements were coded and quantified in a
subsequent step. This study considers appropriate analyses for these different
approaches and quantitative data were imported into SPSS and Excel as shown in
chapter 4.
As the qualitative part of this study generated a large amount of textual material
certain systematic methodological conducive to tits condensation were referred to
interpretation of open ended questions. The following analysis explores the
association between job search duration and types of factors such as reasons,
problems, perceptions, satisfaction, their suggestions and factors that influence silver
workers to work after retirement. It also included the employers who recruit retired
silver workers for jobs/work.
Figure 4 gives an overview of the general procedure of this study. Research question
was what are silver workers like? What do they do, how they think and what they
have to say?
83
Figure 4: Overview of the Study
Research Questions
The present chapter describes the steps in methodology. This chapter is divided into the
two sections:
(A) Methodology for Quantitative Data, and
(B) Methodology for Qualitative Data
(A) METHODOLOGY FOR QUANTITATIVE DATA
3.1 Pilot Study
3.2 Population of the Study
3.3 Sampling Unit
Questionnaire Development and its Validation
Data Collection
T
ranscriptio
Analysis of Quantitative Data
Analysis of Qualitative Data
SPSS Analysis
Construction of Codes
Description of Findings
IIIustrations and Discussion of Results
84
3.4 Sampling Frame
3.5 Sample Size and Selection Procedure of the sample (Silver workers and
Employers)
3.6 Construction of the Research Tools
3.7 Validity of the Research Tools
3.8
Reliability of the Research Tools
3.9 Pre-testing of the Research Tools
3.10 Procedure of Data Collection
3.11 Scoring and Categorization of the Data of Silver Workers
3.12 Scoring and Categorization of the Data of Employers
3.13 Plan of Statistical Analysis of the Data
(B) METHODOLOGY FOR QUALITATIVE DATA
3.14 Sampling Unit
3.15 Sample Frame
3.16 Sample Size
3.17 Process of Conducting Interviews
3.18 Analysis of the Interviewed Data
3.1 Pilot Study
The present pilot study was undertaken with objective of identifying the silver workers
working after retirement and their reasons for working after retirement. The reason for
conducting the pilot study was to study the feasibility of conducting a study on
working silver workers.
The sample comprised of 30 silver workers (58 years of age and above) residing in
Vadodara city. Purposive sampling method was used to select the sample. The
questionnaire was constructed to collect the data from the silver workers to find out
their reasons and problems, factors that influence them to work after retirement. Their
work satisfaction, suggestions of working after retirement
85
3.1.1 FINDINGS OF THE PILOT STUDY
The information was collected in terms of educational qualification, gender, and age,
family income, type of job, reasons for working after retirement, problems and
benefits of working after retirement, expected maximum age of silver workers to
work after retirement.
x Major findings of the pilot study revealed that high majority of silver workers
were male and only 2 percent were female .Regarding the level of education,
silver workers with graduation degree were 52 percent whereas 44 percent had
masters degree, technicians or similar and those with graduation were 4 percent.
x Further the findings of the study revealed that 64 percent silver workers were in
60-65 years old age group, 32 percent were in 66-70 years old group and 71 -75
years old group were 4 percent.
x Majority of the silver workers (60%) lived with their families whereas 35
percent were living with their spouses and 5 percent lived alone.
x Majority (70%) of silver workers reported that they were working part time, and
30 percent were working full time.
x Majority (65%) of silver workers were self employed. While 25 percent of them
reported that they were working in private sector, businesses and 10 percent in
other organizations.
x High majority (80%) of the silver workers had monthly family income between
Rs.20,000 to Rs.50,000 whereas 20 percent had between Rs.50,000 and 70,000
per annum.
x To the question of what were the reasons of your working after retirement"
majority (60%) of the silver workers reported that for staying active and engaged
after retirement, whereas 30 percent revealed that they had not earned enough
money during their earlier life, and now had to earn to pay their life expenses.
Very few (10%) of them declared that their pensions was their income which was
not enough to pay the life expense and hence now they worked.
86
x The distance from their residence to work place for a majority (65%) was
between 5 and 10 kilometres, whereas 5 percent of them reported the distance as
between 10 to 15 kilometres.
x When asked about the problems they faced while working after retirement a
majority (60%) reported being mistreated because of age by younger colleagues,
whereas 35 percent believed that they were paid less salary/income and very few
(5%) felt neglected when their salary was determined or promotions were
decided.
x Silver workers reported financial security, remaining active and updated, financial
independence, social interactions and remaining healthy were the benefits of
working after retirement.
x Majority (70%) of the silver workers reported that they will continue to work till
the age 75 years, whereas 20 percent of silver workers reported that they work till
they are physically capable enough to work, while a few (10%) reported that they
were willing to work till 80 years of age.
3.1.2 CONCLUSION OF THE PILOT STUDY
It can be concluded that the motivations for work do not change for everyone in the
same way. For some, the drive for economic gain never goes away, but for many
others economic motives fall behind the need to accomplish something meaningful
in their early sixties. One of the best ways to accommodate these changes is to look
for more creative ways to structured work. Many factors today seem to be
encouraging elderly workers to stay in the workforce, but, in practice, individuals
still face major barriers to working longer than previous generations. It is not to
develop effective theories about the employment of elderly until the dynamics that
are currently driving elderly workers into retirement sooner than they had planned
are truly understood.
The study was concluded with a remark that different needs of the silver workers
should be studied to improve their living status by providing them with facilities.
This subject can be implemented under social policy framework by compiling
comprehensive plans for silver workers welfare through providing proper services
that are adapted to their needs.
87
Based on these findings, policies can be formulated for the silver workers, in which
will emphasize the importance of policies to implement a comprehensive social
security scheme to cope with an expected aging population, as well as to create jobs
for working-age people in the still relatively young country.
Hence, it is imperative to study about elderly working after their retirement such a
study will help us understand their importance at workplace. The vast experience of
theirs fetches respect for them or are they exploited by the employers. The seniors
have the right to work, and the civil society and dignity in return. By undertaking
such a research, the government and civil society will be able to provide a better
work environment to a large work force of elderly.
Therefore, it can be concluded from the results of the pilot study that a research on
"A Study on Silver Workers Residing in Vadodara City" can be undertaken
3.2 Population of the Study
The population of the present study comprised of silver workers those who are
officially retired (58 and above) working for productive purpose/still working and
earning after their retirement. The other group of sample consisted of employers
from Vadodara city who have recruited those silver workers in their
offices/institution/firms and business houses residing in Vadodara city of Gujarat
State.
3.3 Sampling Unit
Sampling unit refers to the geographical area from where the samples are drawn. In
the present study, samples of silver workers who were working after their retirement
and the employers who recruit these retired silver workers were drawn from the
Vadodara city of Gujarat state.
3.4 Sampling Frame
The elderly working post retirement, who is termed as silver workers in the present
study and that comprised the sampling frame for the present study. The selected
samples were working in the various organizations companies, private banks, firms,
and corporate of Vadodara city of Gujarat State.
88
At the same time, the sampling frame also included the employers who recruit these
retired silver workers on jobs post retirement in the different organizations of
Vadodara city of Gujarat State. With regards to the acquisition of sample, large
organizations were systematically contacted who supposedly maintained contact
with their retirees. Some silver workers were identified with the help of these
organizations. However most silver workers were acquired using personal contacts
known to the researcher or from interviewees in a snow ball process. While the
employers were identified with the help of silver workers or through the personal
contacts of the researcher.
3.5 Sample Size and Selection Procedure of the Sample (Silver
Workers and Employers)
The sample of the present study comprised of two types of respondents one were
the silver workers and other were the employers who employed silver workers.
(See Figure)
Elderly Working
after Retirement
Employers (who
Recruit
Elders)
89
In total there were three hundred and fifty respondents from which three hundred
were silver workers who were working post retirement and fifty were the
employers who recruit those retired silver workers in their organizations, corporate,
banks, companies, firms and colleges from Vadodara city of Gujarat State.
In order to indentify an employer which is the second sample of the study, the
researcher approached the same organization where the silver workers were found
working during their retirement. The size of the organisation (i.e number of
employees) was one important factor in shaping the experience, ethos and practice
of employers.
A purposive sampling method was used to draw the sample. Researcher identified
banks/corporate/organizations/companies/firms functioning actively and recruiting
silver workers and the organization recruiting those silver workers after retirement
in Vadodara city. Researcher visited those
banks/corporate/organizations/companies/firms and asked about silver workers
who were recruited there after retirement. Almost fifty silver workers were
identified initially those who were working after their retirement.
Those silver workers provided the names and addresses of the other silver workers
whom they knew. The names and addresses of silver workers were also collected
from colleagues, friends, relatives, neighbours, who knew silver workers those who
were working after retirement. Same organizations were approached by the
researcher in order to identify the employers .The snowball sampling technique was
used to identify the sample.
3.5.1 SAMPLE SIZE FOR QUALITATIVE DATA
It was decided to use in-depth interviewing as the main method to collect data for
the study since an interpretative approach (qualitative in nature) was adopted for
Qualitative
Method
15 silver
Workers
Interviews
were
Conducted
90
the investigation. The central concern of the interpretative research understands
human experiences at a holistic level. Because of the nature of this type of research,
investigations are often connected with methods such as interviewing, participant
observation and the collection of relevant documents. Maykut and Morehouse 1994
state that the data of qualitative inquiry is most often people's words and actions,
and thus requires methods that allow the researcher to capture language and
behaviour. The most useful ways of gathering these forms of data are participant
observation, in interviews and the collection of relevant documents. Observation
and interview data is collected by the researcher in the form of field notes which
are later transcribed for use in data analysis. Same procedure and method was
adopted to gather the sample for qualitative data. The sample for qualitative
analysis total fifteen interviews were individually conducted with the silver
workers.
3.6 Construction of Research Tools
The present study was an exploratory research. Therefore, survey method was
preferred for studying the reasons of silver workers and for the employers who
recruit them. The questionnaire, perception scale and rating scales were the tools
used for data collection. In addition to obtain a picture of ideal working situation
during retirement open ended question were incorporated. The main aim to
incorporate open ended questions was to attract unfiltered impressions of the silver
workers descriptions of their circumstances and experiences. The tools were
constructed keeping in mind various purposes after reviewing related literature
desired from books, journals and other literatures. As a first step, main topics for
survey were defined such as former professional career, motivation for working
during retirement, changing profession when entering retirement, and type of work
in retirement. The pilot study helped the researcher to frame the questionnaire. The
tools were prepared in English and then translated into Gujarati for better
comprehension of the silver workers and to ensure ease in communication.
91
3.6.1 DESCRIPTION OF RESEARCH TOOL USED FOR SILVER
WORKERS
A questionnaire consisting of six sections was prepared to study the reasons,
perceptions, problems, their work related satisfaction and factors that influence
silver workers, to work after retirement. The sections, content and response system
used in the research tool of silver workers are detailed in the table below:
Table1: Description of Research Tools of the Silver Workers
(Refer Appendix-1)
Sections
Content
Response System
Section-1 Part-A
Background Information of the
Silver Workers
Check list cum
Questionnaire
Part-B
Details About the Family
Check list cum
Questionnaire
Part C
Present Occupational Status
Check list cum
Questionnaire
Part-D
Work History
Check list cum
Questionnaire
Part E
Health Status
Checklist
Section-2 Part-A
Reasons of Working after
Retirement
4-Point Rating Scale
Part-B
Perceptions about Retirement
3-Point Rating Scale
Section -3
Influence of Work on Silver
Workers
3-Point Rating Scale
Section -4
Problems Faced by Silver Workers
at Workplace
4-Point Rating Scale
Section -5
Satisfaction at Workplace
3-Point Rating Scale
Section -6
Suggestions
Open Ended Questions
and checklist
The research tools used for data collection of silver workers are as follows:
92
3.6.1.1. Section-1: Profile of the Silver Workers
In this research tools used for silver workers has been spilt in five parts namely,
Part A, Part-B, Part C, Part-D and Part-E.
Part -A of Section-1 Background Information: It consisted of questions related
to the background information of the silver workers such as:
x Age
x Sex
x Educational qualification
x Marital status
x Type of house
x Leisure time activities
Part -B of Section-1 Details about Family: This section comprised items related
to the details related to the families of silver workers like:
x Type of family
x Number of family members
Details about family members like:
x Silver workers relationship with them
x Their occupational status
x Income
x Marital status
x Physical or mental disabilities
x Sources of families income
Part -C of Section-1 Present Occupational Status: This section included
questions related to the:
x Organizations/firm/company/corporate/bank/college/institute in which silver
workers were presently working,
x Their employment status
x Designation
x Type of work
93
x Income/salary
x Type of duties
x Working hours
x Distance of workplace
x Problems they faced while searching present job
x Reasons of doing present job/work etcetera
Part -D of Section-1 Work History: This section consisted the question related to
first job of the silver workers that is the job they were doing before retirement such
as:
x Designation
x Type of organization they were working in before retirement
x Employment status
x Designation
x Income
x Type of work
Part -E of Section-1 Health Status: To find out the health status of silver workers,
a checklist consisting nine items was prepared including the possible health
problems which could occur in the old age. Silver workers had to tick mark against
the health problems they were facing. The tool developed by Kikani (1993),
Department of Foods and Nutrition, The M.S University, Vadodara was adopted by
the researcher. The nutritionist and experts from Geriatrics were also consulted for
preparation of the proforma.
3.6.1.2. Section-2 Reasons of Working after Retirement and
Perception about Retirement
Part -A of Section-2 Reasons of Working after Retirement: This section
included the items which can be possible reason for silver workers to work after
retirement:
x Financial reasons
x Familial reasons
x Work related reasons
94
x Personal reasons
The statements were prepared after reading and reviewing of books and previous
researches conducted in the same area and also research articles, on the subject
etcetera. Some of the statements are modified from another similar study for
preparing this tool for present study. It is four point rating scale .Silver workers
were required to mark against the statements, wherein they had to indicate the
extent of reasons for working after retirement as perceived by them. The content
and number of statements under each aspect are as follows:
Table 2: Content and Number of Statements under each Aspect.
Aspects
No. of
Statements
Financial
10
Familial
11
Work
7
Personal
8
Total
36
Part -B of Section-2 Perceptions about Retirement: This section consisted of 46
statements representing positive and negative perceptions about retirement namely:
x Decreasing physical and mental strength
x Retirement and reduced income
x Retirement and society
x Worries of being retired
x Adapting social role in flexible way
x Fear of growing age and isolation
The statements were prepared after reading and reviewing of books and previous
researches conducted in the same area and also research articles, on the subject
etcetera. Some of the statements are modified from other similar studies. It is three
point rating scale .Silver workers were required to mark against the statements,
wherein they had to indicate the extent of perceptions about retirement as
perceived by them.
95
Table 3: Content and Number of Statements under each Aspect.
Aspects
No. of Statements
Favourable
17
Unfavourable
29
Total
46
3.6.1.3. Section -3 Influence of Work on Silver Workers
This section included the items on influence of work on silver workers .The main
aim to design this section was to know the influence positive or negative influence
of "Work" on silver workers due to their working life after retirement. Twenty
four statements were prepared after reading and reviewing of books and previous
researches conducted in the same or related areas and also research articles on the
subject etcetera. It is a three- point rating scale. The content covered under this
section included statement related to the influence of work on silver worker's like:
x Physical and mental well being
x Family
x Income
x Leisure time
x Silver workers job related goals
x Silver workers equation with family and society
The silver workers were asked to tick mark against the statements which indicated
the influence of work on them.
3.6.1.4. Section -4 Problems Faced by Silver Workers at Workplace
A list of possible problems which could be faced by silver workers while working
after retirement and problems they face due to workplace were listed in the tool.
The problems were related to physical, social, financial or familial problems,
problems related to:
x Work given to them
x Designation
96
x Equation with authorities
x Working with younger generation
x Working/Adapting new technologies
x Reduced income
x Infrastructure of workplace
x Distance of workplace
x Working hours
Above mentioned could be the problems that can be faced by silver workers due to
work or because of workplace. A four point rating scale was designed to study the
extent of problems faced by silver workers. It included twenty five statements. The
silver workers were asked to tick mark against the statements which indicated
certain problems which might affect their working life
3.6.1.5. Section -5 Satisfaction at Workplace
This section consisted of 12 statements related to satisfaction of silver workers
related to:
x Opportunity to work
x Welfare facilities in the organization they work
x Advancement of their work skills
x Work value system
x Nature of their work and salary/income
x Readdressal of grievances
A three point rating scale was designed to study the extent of satisfaction by silver
workers related to their work and workplace. The silver workers were asked to tick
mark against the statements which indicated their extent of satisfaction.
3.6.1.6. Section -6 Suggestions
This section included checklist and open ended questionnaire to seek suggestion of
silver workers about:
x Specific personnel policies that can be framed for silver workers
x Their suggestion about preparation for retirement
97
x Services which they think important for silver workers
x Services that employers can provide to silver workers that can make their
working in later life attractive
3.6.2 DESCRIPTION OF RESEARCH TOOLS USED FOR EMPLOYERS
A questionnaire consisting two sections was prepared to study reasons, advantages
and disadvantages, qualities, factors that influence the employers towards recruiting
silver workers. The sections, contents and response system used in the research
tools of employers are detailed below:
Table 4: Description of Research Tools of the Employers
(Refer Appendix-2)
Sections
Content
Response
System
Section -1
Background Information of the
Organization/companies/institution/firms/corpor
ate/business house
Check list cum
questionnaire
Section-2
Information related to silver workers working in
their
Organization/companies/institution/firms/corpor
ate/business house
3 point rating
scale and
intensity Indices
3.6.2.1
Research tool used for data collection of Employers
Section 1 consisted of questions related to the background information of the
Employers to include:
x Age
x Sex
x Designation
x Experience
x Organization's details like type of organization
x Objectives/mission
x Financial resources of the organization
x Number of silver workers working in their organization
98
Section 2 Consisted of questions related to the employees such as:
x Qualities of silver workers
x Advantages of recruiting silver workers
x Disadvantages of recruiting silver workers
x Factors that influence employees to work after their retirement
x Formal policies to retain retired employees into work sector
3.7 Validity of the Research Tools
To check the validity of the research tools, the questionnaires were sent for review
by experts from the following institutions:
x Dean, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Baroda , Vadodara
x Head, Faculty of Family and Community Sciences, The Maharaja Sayajirao
University of Baroda , Vadodara
x Associate Professor, Department of Extension and Communication, Faculty
of Faculty of Family and Community Sciences , The Maharaja Sayajirao
University of Baroda, Vadodara
x Associate Professor, Department of Psychology, Faculty of Education and
Psychology, The Maharaja Sayajirao University of Baroda, Vadodara
x Associate Professor, Department of English, Faculty of Arts, The Maharaja
Sayajirao University of Baroda, Vadodara
x Associate Professor, Department of Statistics, Faculty of Science, The
Maharaja Sayajirao University of Baroda, Vadodara
x Associate Professor, Faculty of Social Work, The Maharaja Sayajirao
University of Baroda, Vadodara
The experts were requested to check the questionnaire for:
x Content validity
x Nature of the statements
x Clarity of language and ideas
x Appropriateness of the response system
The suggestions given by experts were incorporated in the tool
99
3.8 Reliability of the Research Tools
The test- retest method was used for measuring the reliability of the questionnaire. The
tool was administered on five silver workers and five employers in Vadodara city. To
measure the reliability of the tool, it was administered again on the same persons after a
gap of fifteens days. The coefficient of correlation between the two sets of scores was
calculated to find out the reliability of the tool by using the following formula:
Where, r = Coefficient of correlation
X= Score of First test
Y= Score of Second test
The tool reliability was found 0.92
3.9 Pre-testing of the Research Tools
The prepared questionnaires were pre-tested on ten silver workers and ten
employers in the Vadodara city. The researcher simplified some terms that
respondents could not follow. Silver workers and employers selected for pre-testing
of the tool took about thirty to thirty five minutes to fill the questionnaire.
3.10 Procedure of Data Collection
The data were collected from 300 silver workers and 50 employers who recruit
those retired silver workers in their organizations, firms, corporate, business
houses, from different areas of Vadodara city during December 2012 to May 2013.
With regards to acquisition of respondents, large organisations were systematically
contacted who supposedly maintained contacts with their retirees. Some
respondents were acquired using personal contacts known to the researcher or from
respondents in a snow ball process. Thus making the study's sample a cumulative
sample. A large number of silver workers were identified through
companies/organizations/corporate/institutes/firms/colleges who were recruiting
100
retired silver workers. A permission to collect data from silver workers as well as
employers was sought from the various authorities of the concerned organizations.
The silver workers and employers were contacted and the data was collected by
meeting them according to their convenience of time and place. The questionnaires
were distributed to silver workers. They were collected back after a week or fifteen
days.
Many a times, silver workers took more than 30 to 35 minutes to fill the
questionnaire as it required them to do some thinking on the items and relating it to
their working practise and experiences. Interview method was used to collect data
from those silver workers, who faced difficulty in reading or were not used to
filling questionnaire. Six to seven hundred questionnaires were distributed amongst
the silver workers as well as employers out of which 378 in total were returned.
x Various reasons were found for not returning the questionnaire such as:
x Losing the questionnaire
x Unwilling or uninterested in the study/in filling questionnaire
x Not filling the questionnaire after many reminders
x Few silver workers found the questionnaire too lengthy and some question about
which they were hesitant to answer
Interview schedule was prepared as tool for the employers and interview method
was used to collect the data. Tools were prepared in English language. Employers
took around fifteen to twenty minutes to answer the questions.
No major difficulties were faced during the data collection and it was completed
peacefully. Majority of the silver workers and employers were interested in the
study as it was related to them.
101
3.11 Scoring and Categorization of the Data of Silver Workers
Different types of scoring procedures were used for giving weightage to various
items of all the parts of the tools used to collect information regarding the variables
of the study. The scoring pattern and categorization of the silver workers and
employer are discussed separately in the following lines:
3.11.1 CATEGORIZATION OF VARIABLES
The tool contains questions regarding profile of the silver workers. The
categorization of the Independent and Dependent variables for a silver worker was
done as follows
Table 5: Categorization of Independent Variables for Silver Workers
Variables
Basis
Categories
1. Age
58-66 years
Young-Old
67-74 years
Old
2. Educational
Qualification
Graduate to Doctorate
Higher Level of Education
Higher Secondary to Diploma
Moderate Level of Education
Primary to Secondary
Low Level of Education
3. Designation
Class I
Higher order Designation
Class II
Class III
Middle order Designation
Class IV
Low order Designation
4. Present Salary
Less than 17,000 Rupees
Low Income Group
17,000 Rupees
Middle Income Group
More than 17,000 Rupees
High Income Group
5. Health Status
0-1 Health Problems
Healthy
2-4 Health Problems
Somewhat Healthy
More than 4 Health Problems
Less Healthy
6. Type of Family
Living Alone
Living Alone
Living with Partner
Living with Spouse
Living with Children
Living with Family
7. Type of Work
8 hours
Full Time
Less than 8 hours
Part Time
8. Perceptions
about
Retirement
Above Mean
Most Favourable
Mean and Below Mean
Favourable and Less
favourable
102
Table 6: Categorization of Dependent Variables for Silver Workers
3.11.2 REASONS TO WORK AFTER RETIREMENT
To measure the reasons of silver workers to work after retirement, the scores were
given to the silver workers as shown in the (Appendix 1, Section 2-A).The
minimum and maximum possible ranged from 1 to 36. However, the scores
achieved by the respondents ranged from 1 to 36 and they were categorized as
follows:
Aspect Wise total Obtainable Scores:
Aspects
Number of
Statements
Maximum Obtainable
Scores
Minimum Obtainable
Scores
Financial
10
30
10
Familial
11
33
11
Work
7
21
7
Personal
8
24
8
Total
36
108
36
Variables
Basis
Categories
1. Reasons of
Working
Above Mean
More Number of Reasons
Mean
Moderate Number of Reasons
Below Mean
Less Number of Reasons
2. Influence of
Work
Above Mean
High Level of Influence
Mean
Moderate Level of Influence
Below Mean
Low Level of Influence
3. Problems at
Workplace
Above Mean
More number of problems
Mean
Moderate number of Problems
Below Mean
Less number of Problems
4. Satisfaction at
Workplace
Above Mean
High satisfaction
Mean
Moderate Satisfaction
Below Mean
Less Satisfaction
103
The range of intensity indices were calculated overall and aspect wise to measure
the extent of reasons of the silver workers to work after retirement. To describe
the extents of reasons, the range of intensity indices were decided as follows:
The range of intensity indices were decided as follows:
Extent of Reasons Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Range of the scores for describing the reasons of silver workers to work after retirement
was decided as follows:
Type of Reasons
Score
Less Number of Reasons
36-60
Moderate Number of Reasons 61-85
More Number of Reasons
86-108
Range of mean scores for describing the reasons of silver workers to work after
retirement were decided as follows:
3.11.3 PERCEPTIONS ABOUT RETIREMENT
The perception scale was developed to measure the intensity of the perceptions of
silver workers about retirement. It was a 3 point scale. The scoring of the responses on
a scale was done as follows:
Range of Mean Scores
Categories
Less Number of Reasons
Below Mean
Moderate Number of Reasons
Mean
More Number of Reasons
Above Mean
104
Scoring pattern according to the nature of statements in the perception scale
regarding silver worker's perception about retirement
Nature of Statement
Agree to
Great Extent
Agree to
Some Extent
Agree to
Less Extent
Positive
3
2
1
Negative
1
2
3
The total numbers of statements were 46. The minimum and maximum obtainable
scores ranged from 46-138.Range of scores describing the perceptions of silver
workers regarding retirement was decided as follows:
Type of Perceptions
Score
Less Favourable
46-76
Favourable
77-107
Most Favourable
108-138
Aspect Wise Obtainable Scores were as follows
Perceptions
about
Retirement
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Favourable
17
51
17
Less favourable
29
87
29
The range of intensity indices were calculated overall and aspect wise to measure the
extent of perceptions about retirement of the silver workers. To describe the extents of
perceptions, the range of intensity indices were decided as follows:
Range of Intensity Indices:
Extent of Perceptions Scores Range of Intensity Indices
Great Extent
3
2.51-3.50
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
105
Categories for describing the perceptions of silver workers regarding retirement was
decided as follows:
3.11.4 INFLUENCE OF WORK ON SILVER WORKERS
To measure the influence of work on silver workers, a three point scale was developed.
The overall intensity indices were calculated to measure the extent of influence of work
on silver workers. The total number of statements in the scale was 24 and the possible
obtainable score ranged from 24-72.
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influence of work
24
72
24
To describe the extent of work, the obtainable scores and range of intensity indices
were decided as follows:
Range of Intensity Indices:
Range of Mean Scores
Categories
Favourable and Less Favourable Mean and Below Mean
Most Favourable
Above Mean
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
106
Range of the scores for describing the intensity of influence of work was decided as
follows:
To find out overall and item wise influence of work intensity indices were calculated.
Range of mean scores for describing the intensity of influence of work was decided as
follows:
3.11.5 PROBLEMS FACED BY SILVER WORKERS AT
WORKPLACE
To measure the extent of problems faced by silver workers at workplace a four point
rating scale was prepared which included twenty five statements. The maximum
obtainable score was hundred and minimum obtainable score was twenty five. The
scoring of the statements in the scale was done as follows:
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Problems faced by silver
workers at their
workplace
25
75
25
Extent of Influence
Score
Low Level of Influence
24-40
Moderate Level of Influence 41-57
High Level of Influence
58-72
Categories
Basis
Low Level of Influence
Below Mean
Moderate Level of Influence
Mean
High Level of Influence
Above Mean
107
The intensity indices were found out overall and item wise to measure the extent of
problems faced by silver workers at workplace. The categorization of intensity indices
was as follows:
The range of intensity indices were decided as follows:
Extent of Problems Score Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Range of the scores for describing the intensity of problems at workplace was decided
as follows:
Type of Problems
Score
Less Problems
25- 41
Moderate Problems 42-58
More Problems
59-75
Categories for describing the intensity of problems at workplace were decided as
follows:
3.11.6 SATISFACTION AT WORKPLACE
To measure the extent of satisfaction of silver workers at workplace a three point rating
scale was prepared which included twelve statements. The maximum obtainable score
was thirty six and minimum obtainable score was twelve. The scoring of the statements
in the scale was done as follows:
Categories
Basis
Less Problems
Below Mean
Moderate Problems
Mean
More Problems
Above Mean
108
Obtainable Scores were as follows:
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Satisfaction of Work
12
36
12
The intensity indices were found out overall and item wise to measure the extent of
satisfaction of silver workers at workplace. The range of intensity indices was as
follows:
The range of intensity indices were decided as follows:
Range of the scores for describing the intensity of satisfaction of silver workers at
workplace was decided as follows:
To find out overall and item wise satisfaction of silver workers at workplace intensity
indices were calculated. Range of the mean scores for describing the intensity of
satisfaction of silver workers at workplace was decided as follows:
Extent of Influence Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Type of Satisfaction
Score
Less Satisfaction
12-20
Moderate Satisfaction 21-29
High Satisfaction
30- 36
Categories
Basis
Less Satisfaction
Below Mean
Moderate Satisfaction
Mean
High Satisfaction
Above Mean
109
3.12 Scoring and Categorization of Data of Employers
3.12.1QUALITIES OF RECRUITING SILVER WORKERS
To measure qualities that employers considered while recruiting silver worker, a
three point scale was developed. The overall intensity indices were calculated to
measure the extent. To describe the qualities, the obtainable scores and range of
intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Qualities of the
Employees
22
66
22
The intensity indices were found out overall and item wise to measure the extent of
qualities of an employee. The categorization of intensity indices was as follows:
Range of Intensity Indices:
Range of scores for describing the qualities of the employees was decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
22-36
Some Extent
37-51
Less Extent
52-66
110
3.12.2 ADVANTAGES OF RECRUITING SILVER WORKERS
To measure advantages that employers takes into consideration while recruiting
silver workers, a three point scale was developed. The overall intensity indices
were calculated to measure the extent. To describe the advantages, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Advantages
18
54
18
Range of Intensity Indices:
Range of scores for describing the advantages of employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
18-30
Some Extent
31-43
Less Extent
44-56
111
3.12.3 DISADVANTAGES OF RECRUITING SILVER
WORKERS
To measure disadvantages that employers takes into consideration while
recruiting silver workers, a three point scale was developed. The overall
intensity indices were calculated to measure the extent. To describe the
disadvantages, the obtainable scores and range of intensity indices were decided
as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Disadvantages
17
51
17
Range of Intensity Indices:
Range of scores for describing the disadvantages of employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
17-28
Some Extent
29-40
Less Extent
41-52
112
3.12.4 INFLUENTIAL FACTORS IN RECRUITING SILVER
WORKERS
To measure the factors that influence the employers takes while recruiting silver
worker, a three point scale was developed. The overall intensity indices were
calculated to measure the extent. To describe the influential factors, the
obtainable scores and range of intensity indices were decided as follows:
Obtainable Scores were as follows
Content
Number of
Statements
Maximum
Obtainable
Scores
Minimum
Obtainable
Scores
Influential Factors
10
30
10
Range of Intensity Indices:
Range of scores for describing the influential factors in employing silver workers was
decided as follows:
Extent
Scores Range of Intensity Indices
Great Extent
3
2.51-3.00
Some Extent
2
1.51-2.50
Less Extent
1
1.00-1.50
Extent
Scores
Great Extent
10-16
Some Extent
17-23
Less Extent
24-30
113
3.13 Statistical Analysis of the Data
A statistical package for social sciences (SPSS) was used to analyze the data. Different
statistical measures for various purposes used were as follows:
Table 7: Plan for Statistical Analysis of the Data of Silver Workers
No.
Purpose
Statistical Measure
1
Background Information of the Silver
Workers
Frequencies, Percentage and
Intensity Indices
2
Reasons and Perceptions of Silver
Workers to work After Retirement
T-Test, ANOVA (F-test)
Intensity Indices
3
Influence of work on Silver Workers
T-Test, ANOVA (F-test)
Intensity Indices
4
Problems faced by Silver workers at
work place
T-Test, ANOVA (F-test)
Intensity Indices
5
Satisfaction at Workplace
T-Test, ANOVA (F-test)
Intensity Indices
6
Suggestions
Intensity Indices
Formula used for t-test:
114
Where,
= mean of Group 1
= mean of group 2
= number of group 1
=number of group 2
df =
+
- 2
S1= SD Group 1
S2 = SD Group 2
Sp = Pooled Variance
Formula used for ANOVA (F-test)
F= Large Variance
Small Variance
Or = Between Group Variance
Within Group Variance
Between group variance = Variance in the mean of each group from the total mean of
all variance groups
Within group variance = Average variance of scores within groups
Formula used for Calculating Item Wise Intensity Indices:
Item Wise Intensity Indies = Total Score for an Item
_____________________________________________
Total Number of Respondents
115
Table 8: Plan for Statistical Analysis of the Data of Employers
No.
Purpose
Statistical
Measure
1
Background Information related to silver
workers working in their
organization/companies/institution/firms/corpora
te/business house
Frequencies and
Percentages
2
Information related to silver workers working in
their
organization/companies/institution/firms/corpora
te/business house
3 point rating
Scale and
intensity Indices
(B) METHODOLOGY FOR QUALITATIVE DATA
An in-depth interview method was used to collect qualitative data only from
selected silver workers of Vadodara city:
The purpose of conducting in-depth interview was:
x To study the reasons of the silver workers to work after retirement.
x To study their perceptions about old age and retirement
x To obtain suggestions for the policies they wish should be framed for silver
workers as well the kinds of jobs/work opportunities that should be created
for them
3.14 Sampling Unit
The silver workers working in different organizations, firms, institutions, private banks,
corporate based in Vadodara city were contacted for conducting in-depth interviews.
3.15 Sampling Frame
The selection of the samples was done using purposive sampling method. While
distributing and collecting the questionnaires the silver workers were identified and
selected on the basis of their willingness to share their experiences and perspectives.
However, the prior permission from the respondents were oriented about the nature and
116
objectives of the study. Then, according to the pre-decided time the researcher
approached the silver workers to conduct the interview.
3.16 Sample Size
The fifteen silver workers selected from different organizations, firms, private banks,
institutions, were interviewed for all relevant details through personal visits. The prior
appointments were sought from these silver workers for the interviews.
3.17 Process of Conducting In-depth Interview
In the beginning, the interviewees were given a handout describing the nature of the
study. They were assured of all confidentiality. The interviews were mainly conducted
in English or Gujarati as per the preference and comfort of the participants. They were
held at the respective organizations or at the residence keeping in mind the convenience
of the silver workers. The interviewer introduced the topic to the silver workers and
then they were asked to express and share their own experiences related to the topic of
discussion. They were asked to share their views and perceptions without any
hesitations. All the 15 in-depth interviews were conducted personally by the
investigator. Each in-depth interview conducted focused on selected key issues of the
study. The selected silver workers were able to discuss at length key issues of the study.
It took almost 1 to 1 ½ hour during which almost all the key points were discussed by
the silver workers and the interview was conducted with a note of gratitude. The notes
were taken about discussed to record the response of the participants.
3.18 Analysis of the Interviewed Data
The notes maintained at the time of the interviews were transcribed and the data was
finally recorded. The respondents were classified and coded under a particular questions
or issues. Then under each question, the coded data obtained from the 15 interviews
were clubbed on a comparative analysis table. It helped the researcher to categorize the
qualitative findings under major sections. These sections are discussed in the following
chapter.
117
CHAPTER 4
FINDINGS AND DISCUSSION
The current demographic trend of an aging population and workforce will present
researchers and policymakers with many challenges in the near future. Initiatives have
been put forward to address this issue of great importance. Many of these initiatives
are aimed at increasing the labour force participation of older individuals. In order for
these policies and programs to succeed, the factors that are associated with prolonged
workforce activity must be understood. This includes the phenomenon of return to
work after retirement. The present study aims to fill a number of gaps in the literature
through a comprehensive examination of this topic. Numerous variables and various
interactions among these variables are investigated as potential correlates of the
probability that one has engaged in post-retirement work.
Beyond a study of factors that are correlated with the likelihood of having been
involved in work after retirement, this study is concerned with how return to paid
work after retirement is associated with the health and well-being of silver workers.
Elderly individuals whose health and happiness are compromised by their post-
retirement work activity will be unlikely to sustain this activity for a lengthy period of
time. On the other hand, elderly workers whose health and quality of life are
benefiting from their work efforts after retirement will likely proceed with these
efforts with much commitment and enthusiasm. Furthermore, it would be socially
unjust to encourage productive work among retired individuals for the benefit of the
larger society if this benefit is to be realized at the expense of their health and life
satisfaction and other factors. For all of these reasons, there is a need to understand
how post-retirement work is associated with the health and happiness of silver
workers.
When people of 60 years and above decide to work after retirement they make a
unique category of workers. They attract ever ones attention. Their existence in human
society gives rise to variety of responses, reactions and apprehensions, because it
connotes on greater part, to some kind of compulsion or willingness that prompt
elderly to decide to work after retirement. Work due to social attention and assurance
for security both economical and social. In this age, elderly aspire for psychological
118
security with due attention. But the fact remains that despite age related limitations
good number of persons in their age of sixty and beyond were hunting for work that
would support them and get them some kind of support and in it turns helps them to
remain physically and mentally active. Does it mean that they feel insecure in the
present set-up of the economical, social and psychological condition of human society
or it was their willingness to continue working after retirement?
In view of this reality, the present research seeks to conduct an enquiry into
economical, social and psychological undercurrents in the reality today that prompt
elderly decide to work even after they retire from their first employment. Does it turn
out to be a kind of compulsion or because of familial responsibilities on their part or
they wanted to do it out of their willingness or passion for work, or some other kind of
considerations? The present research focuses on these issues to review the decisions of
elderly to work after retirement. Popularly these workers are termed as "Silver
Workers". The focus is laid on silver workers in the city of Vadodara to conduct a
sample study on the related issues at large. Emerges from the responses and reflections
of the silver workers against the questions asked to them. As a result we can obtain
dial perspective on the silver workers decision to work after retirement
This chapter interprets specific results of silver workers experiences regarding
transition to retirement and their post retirement activities. This included findings of
retiree's reasons and conditions for post retirement work, as well as their ideas and
perceptions about retirement and their organizational needs. The silver workers study
provides an insight into circumstances of continued work during retirement. For
instance, silver workers in this study have high level of educational level. Their former
jobs often have been characterised by high complexity. In addition, silver workers
subjectively had achieved their occupational goals to a very high degree. Therefore,
they left a highly productive level of activation when they retired.
Secondly, the study consisted of the employers who were recruiting the silver
workers. Although few organizations have taken steps to prepare for the potential loss
of critical talent and knowledge as elderly retire, executives overwhelmingly report
that their organizations value silver worker for their experience, knowledge, and
insights. However, stereotypical notions of elderly worker inflexibility and difficulty
with technology persist. Companies are testing innovative recruitment, retention,
119
workforce planning, and flexible work solutions in an effort to attract the talent
needed to maintain corporate productivity.
The present study was undertaken with a major objective of study the reasons that
prompt silver workers to work after retirement .This chapter seeks to present an
overview of the data collection and information collected from the respondents in
order to frame findings for the purpose of the present study. The applied and
explorative study of silver workers incorporates a wide variety of interests. So, the
present study evolves multiple methodological approaches that would sound
appropriate to its broad approach. The first approach is a theory based quantitative
part. The second approach looks at the qualitative part to represent unbiased
reflections of the respondents. These reflections were further coded and quantified
subsequently for the purpose of review and analysis. It further looks into the
perspectives of employers who employ silver workers at their organization,
companies. Thus a kind of triangular perspective may be evolved on the ground of the
data, information and responses and reflections obtained from a huge size of the
sample comprising of three hundred silver workers and fifty employers as the
respondents selected from city of Vadodara. It may be noted that only those silver
workers were selected as the sample of the study that were recruited in any of the
corporate, private banks, firm, agencies, organizations, private schools. The
quantitative and qualitative findings are presented in the following order:
Part-1 Silver Workers
(A) Findings of the Quantitative Data
4.1
Profile of the selected Silver Workers
4.1.1 Details about Family
4.1.2 Silver Wokrers and their Present Occupation
4.1.3 Work History
4.1.4 Health Status
4.2
Overall and Aspects Wise Reasons of Silver Workers to Work after Retirement
120
4.3 Differences in the Reasons of Silver Workers to Work after Retirement in
Relation to the Selected Variables
4.4 Item Wise Findings regarding Reasons Prompting Silver Workers to Work after
Retirement
4.5 Perceptions of Silver Workers about Retirement
4.6 Item wise Findings Regarding Perceptions of Silver Workers about Retirement
4.7 Preparation for Retirement
4.8 Influence of Work on Silver Workers
4.9 Differences in the Influence of Work on Silver Workers in relation to the
Selected Variables
4.10 Item Wise Findings Regarding Influence of Work on Silver Workers
4.11 Problems Confronted by Silver Workers due to work and Workplace
4.12 Differences in the Problems Confronted by the Silver Workers due to work and
Workplace in relation to the Selected Variables
4.13 Item Wise Findings Related to Problems Confronted by the Silver Workers at
their Workplace
4.14 Satisfaction of the Silver Workers related to Work and Workplace
4.15 Differences in the Satisfaction of Silver Workers related to Work and
Workplace in relation to the Selected Variables
4.16 Item wise Findings of the Satisfaction of Silver Workers related to Work and
Workplace
4.17 Suggestion by the Silver Workers
(B) Findings of the Qualitative Data
4.18 Profile of the Selected Silver Workers
4.19 Interviews Conducted with Selected Silver Workers
121
Part -2 Employers
Findings of the Quantitative Data
4.20 Profile of the Employers
4.21 Details about the Employees
4.22 Item wise Findings Regarding Influential Factors in Deciding the Time to Retire
4.23 Item Wise Findings Regarding Qualities Considered by the Employers While
Employing Silver Workers
4.24 Item Wise Findings Regarding Advantages of the Employers while recruting
Silver Workers
4.25 Item Wise Findings Regarding the Disadvantages of the Employers in Recruiting
Silver Workers.
The quantitative data provides an objective perspective on silver workers. The
qualitative data projects a subjective perspective on them through review of their
reflections on related issues. Thus, the part I focuses on two basic dimension related to
the subject of the research. The part II, on the other hand, projects yet one more
objective dimensions of the employers who from the counterpart of the silver workers.
It helps to avail neutral perspective on the subject of the research. The present study
was conducted with the specific dimension of studying the reasons, problems,
influencing factors, their satisfaction with the work they were presently doing. Silver
workers themselves form most sensitive and sentimental segment of the society and
their decision to work after retirement might be influenced by economical, social and
psychological compulsions. In this light their profile would form interesting and
significant part of the data required for the present study. They lead us to determine
variable on the ground of which the reviews and analysis for the study may be valuable
for the purpose.
122
Part-1 Silver Workers
(A)
Findings of the Quantitative Data
4.1
Profile of the Selected Silver Workers
Table 9: Percentage Distribution of the Silver Workers According to their
Background Information
(N=300)
Background Information
Category
F
%
Age
Young-Old
Old
116
184
38.67
61.33
Sex
Male
Female
294
6
98.00
2.00
Marital Status
Married
Widow/Widower
Single
Divorcee
288
7
4
1
96.00
2.33
1.33
0.33
Educational Qualification
High Level
Moderate Level
Low Level
254
31
15
84.67
10.33
5.00
Religion
Hindu
Jain
Parsi
Muslim
286
7
4
3
95.33
2.33
1.33
1.00
Caste
General
SC/ST
OBC
250
37
13
83.33
12.33
4.33
123
Table 9 shows that the majority of the selected, silver workers (61.33%) belonged to
older age group, whereas little less than forty percent of them (38.67%) belonged to
young-old age group. It means that higher percentages of silver workers belonged to
older age group were working than those belonging to young old age group.
The findings of the data focus first on the profile of the silver workers selected for
the present research. As the data reflects the silver workers were distributed in the
groups of `young-old' and `old' in the ration of 60-40 percentage(As shown in
Figure 5). It means that majority of them were belonging to old age group and
remaining were in young-old age group. Kangsasitiam (2004) conducted a study on
"Household structure and elderly working status". It indicates that the intensity of
the subject on discussion would be relatively higher.
Further table 1 and Figure 6 revelas that sex indicates wide gap in distribution
between males and females like a very high majority of the silver workers (98%)
were male and just 2 percent of them were females. It clearly explains that a very
few women silver workers prefer to work after retirement or it might be the case that
they were getting less opportunities to work post retirement in comparison to male
silver workers. Secondly high very majority of the silver workers were male and
only six of them were female. It means that the issue on the discussion would be
mostly male oriented according to the study conducetd by Preeti Dhillonv and
Laishram Ladusingh (2001) who focused their study on Economic Activity in Post
Retirement Life in India.
Table 1 and figure 7 revelas that marital status reveals that very high majority of the
silver workers (96%) were married, whereas very low percentage (2.33%) of them
were widow. About 1.33 percentages of the silver workers were single and only one
of the silver worker was a divorcee.
In view of the marital status of the silver workers the data represents that very high
majority of them were married and having their spouses' alive. The rest meagre
minority of them were distributed among the other groups like widow/widower
single and divorcee, which means that they were living alone and not with their
spouses. Such status reflected that most of the silver workers had to carry out
responsibility of a spouse and a family. There have been considerable changes in the
levels of education among silver workers over the past several decades. Thanks to
124
the expansion of the education system, there are now high majority of the silver
workers who claimed that they were educated holding graduate/post graduate
degrees. Some of them were moderately educated upto college level and a small
number of them had studied upto matriculation
Further a focus was laid on level of education among the silver workers (As shown
in Figure 8). It was revealed that very high majority (84.67%) of the silver workers
had obtained high level of education; nearly 11 percentages (10.33%) of the silver
workers had moderate level of education. Very low percentage (5%) of them had low
level of education. It indicates that the silver workers with higher level of education
were more inclined to work after retirement than the other two groups with moderate
or low levels of education.
The level of education among the selected silver workers point at a fact that the
minds were cultivated with good education they had gained and they possessed high
sensitivity about the prevailing conditions of life they were facing. The level of
knowledge enriched their minds with good capacity to know, understand and react to
what was happening around. Further, knowledge and education enabled them to
express them well and respond effectively to the queries put towards them. With
good level of education, it may be expected that the silver workers would be able to
voice their concerns more effectively and put across their ideas and views with
relatively better quality. Education would prove significant in determining the
sharpness of the qualitative data that were obtained from the silver workers through
their responses in the form expressions and reflections to the issues discussed.
Findings of Hung's (2003) study also shows that people who are academically educated
are more willing to participate in the labor market than those who are not.
Religion as specified in the table 1 and Figure 9, it can be revealed that very high
majority (95.33%) of the silver workers belonged to the Hindu faith. Little less than
3 percentages (2.33%) of them were Jain and very low percentages (1.33%) of them
were Parsi and (1%). Muslims .Further table 1 indicates that silver workers from all
religions were involved in post retirement work and the major part of the workforce
was formed with Hindu persons.
125
Further, very high majority of the silver workers followed the Hinduism and the
remaining small number of them was other faiths like the Jainism, the Parsi, and the
Islam. Since religion contributes significantly to shape the psychology and the
tendency of an individual's beliefs, responses and reactions too would be coloured
with the system of the relevant philosophy. The data reflects that most of the silver
workers possessed patterns of thinking and believing the Hinduism .Consequently,
their responses and reactions would naturally be influenced with Hindu conventions
and traditions.
Further it can be seen form table 1 and Figure 10 that as specified categories of the
government of India very high majority (83.33%) of silver workers belonged to
general caste, little more than 10 percentages (12.33%) of them belonged to SC/ST
and nearly 5 percentages (4.33%) of silver worker belonged to OBC. The table
reflects that silver workers from various caste groups formed the labour force.
Categories of caste are a recent classification of population that were specified by the
government of India in view of equal distribution of opportunities of growth and
quality of living among all segments of the population. These categories are applied
through formal government acts and regulations to make available equal
opportunities in education and jobs to the deprived classes. Under the noble notion
of the `Right to education' and `Right to work' in the interest to ensuring social
justice among all the classes of the population .The data displayed in the table
represents that a good majority of the silver workers belonged to the `General'
category whereas relatively very small number of them belonged to the reserved
categories of the `SC/ST" and `OBC" .This classification indicates that a good
majority of them enjoyed good opportunities of education and jobs and for small
number of them had their rights reserved in the matter of education and jobs. It
further hints at the psychology that they lived with. The good majority of them were
bit satisfied with the opportunities of education and jobs they had enjoyed. As small
number of them may be carrying feeling of being deprived and neglected suffering
injustice in the prevalent social and economical set-ups. In this manner, the data
concerning the personal profile appear to clear the picture about socio economical
and psychological dimension of the silver workers and it would prepare a suitable
ground for specific kinds and quality of responses and reactions from them during
126
interactions on their present conditions in view of their decision to work after
retirement.
Table 10: Percentage Distribution of the Silver Workers According to their Native
State
(N=300)
Native State
F
%
Gujarat
251
83.67
Maharashtra
16
5.33
Rajasthan
14
4.67
Madhya Pradesh
5
1.67
Chennai
9
3.00
Kerala
3
1.00
Uttar Pradesh
1
0.33
Assam
1
0.33
The table 10 and Figure 11 shows that a high majority (83.67%) of silver workers
native place was Gujarat nearly 6 percent (5.33%) belonged to Maharashtra .Little
less than 5 percent (4.67%) were from Rajasthan, there were less than 2
percentages of them who belonged to Madhya Pradesh and 3 percentages of them
were from Chennai, followed by 1 percent from Kerala and just 1 silver work
belonged to Uttar Pradesh and just one to Assam. The table reflects that though the
silver workers had native places in other states they did not move back home but
continued to work in Gujarat even after their retirement.
Another point that the data reflect on is the comfort level the silver workers
experience at social level. First it represents that good majority of them belonged to
the Gujarat state and some belonged to the states of Maharashtra, Rajasthan,
Madhya Pradesh, Chennai, Kerala, Uttar Pradesh and Assam. For most of them, the
nativity of Gujarat allowed them relatively more comfort level and relaxation while
staying in Gujarat in terms of language dressing, style of living, food habits,
conventions and tradition of the home state. Others might feel less comfortable in a
state other than the home. However, there is high mobility and migration of people
to other states for business and migration of people to other states for business and
127
jobs. Since migration becomes inevitable for them on economic prospects they have
to do some kind of compromise in the matters of language, food habits, dressing
style, style of living etc. It also reveals that instead of doing such compromises and
adjustments silver workers decided to stay back in Gujarat after their retirement.
This shows that they might be getting good work opportunities in Gujarat than their
native state
Table 11:
Percentage Distribution of the Silver Workers According to the
Type of House they Possess
(N=300)
Type of House
F
%
Bungalow/Tenement
206
68.67
Flat
65
21.67
Row House
29
9.67
In order to assess the comfort level of living, a survey was made about what property
silver workers possessed. It can be seen from the table 11 that all (100%) the silver
workers owning their own houses. Further, the table 3 and figure 12 shows that little
less than seventy percent (68.67%) of the silver workers owned a bungalow or a
tenement and little more than one fifth (21.67%) of the silver workers owned flats
and nearly ten percent (9.67%) of them owned a row house. This shows that though
the type of house may differ but the fact remained that each and every silver worker
owned house. They had shelter to spend in their post retirement life comfortably.
It was revealed that good majority of them were the owners of bungalows or
tenements and some of them owned flats. A small number of them had row houses.
Thus, it is understood that majority of them possessed decent and comfortable
dwellings, if not luxurious ones. It seems that they had managed a decent house from
their income before retirement so they feel ease in this matter. It also indicated that
silver workers were not working after retirement with the burden of purchasing a
property as they were already having their own houses which shows a sign of
financial stability
128
Table 12: Percentage Distribution of the Silver Workers According to the Type
of Vehicle they Own and Drive.
(N=300)
Almost high majority (99.33%) of the silver workers reported that they owned
vehicles whereas only two of them admitted that did not own a vehicle. The table
further shows that majority (62.33%) of silver workers owned two wheelers whereas
18 percent of them owned four wheelers. There were about twenty percent of them
who owned both two and four wheelers. Table 12 also indicated that high majority
(73%) of the silver workers were driving only two wheelers and almost thirteen
percent (12.67%) of them were driving only four wheelers(As shown in Fugure 13,
14 and 15) . Little less than fifteen percent of them were driving both the kind of
vehicles, two and four wheelers. The table reveals that almost all the silver workers
owned vehicles and they were even driving their own vehicles.
Since the present time life is so speedy and busy that one had to manage a day's time
well to be able to manage as many as jobs possible. At times, he/she has to run to
distant places. So he/she needs a vehicle to facilitate his/her quick movements. In the
present age a vehicle becomes an inevitable need for a person, particularly one wants
to work more to raise some more income. Having a vehicle makes a lot of difference
to improve work and improves prospects or more income. It also reveals that silver
workers were physically fit enough to drive on their own and they did not depend to
others for going out.
Type of Vehicle they Own
Type of Vehicle they Drive
Only Two
Wheeler
Only Four
Wheeler
Both
Only Two
Wheeler
Only Four
Wheeler
Both
F
%
F
%
F
%
F
%
F
%
F
%
187
62.33
54
18.00
59 19.67 219
73.00
38
12.67
43
14.33
129
Table 13: Percentage Distribution of the Silver Workers According to their
Purpose of Driving
(N=298)
Purpose
F
%
Work/Job
298
99.33
Social Purposes
251
83.67
Household Task
206
68.67
Doctor's Visit
137
45.67
Table 13 and Figure 16 shows that almost all the (99.33%) of silver workers used to
drive for work/job except two of them, little more than eighty percentages (83.67%)
used to drive for social purposes, nearly seventy percentages of them (68.67%) used
to drive for household task, and 45.67 percentages of them used to drive for doctor's
visit. This table indicated that age or health was not the barrier for silver workers to
drive as almost all of them were independently driving while going for job/work.
Further the table also shows that silver workers were actively driving for other day to
day activities.
In view of the purpose of driving, almost all of the silver workers informed that they
used vehicles to reach places of work and for purpose of job or work. High majority
viewed owing vehicles as a matter of social pride and they moved on vehicles for
social purposes, like meeting relatives and attending social occasions. Majority of
them said they needed to drive vehicles for household task like fetching grocery and
to arrange for daily needs. About half of the silver workers drove vehicles on health
ground like to visit doctors or approaching hospitals and like. Thus, it is understood
that most silver workers used vehicles on valid reasons as a facility to help their
routine task.
130
Table 14: Percentage Distribution of the Silver Workers According to their
Participation in Number of Leisure time Activities
(N=300)
Activities
F
%
More (11 to 20 Activities)
180 60.00
Less (10 or Less than 10 Activities) 120 40.00
Table 14 and Figure 17 shows that 60 percent of the silver workers were
participating in more number of leisure time activities. While 40 percent of them
were participating in less number of leisure time activities. It clearly shows that
majority of the silver workers were actively involved in leisure time activities along
with their present job after retirement.
Leisure time activities are common with all persons. They start them as something to
do when they are free from routine duties and task. They view it as pastime activities
to give them a good change of mind from routine burdens and tensions. Slowly, these
activities come to be habit or even addiction for most persons without which they
would feel void and uncomfortable. In one way, leisure time activities indicate a
human tendency to try out something new as interest and hobbies. It is noticed that
one may involve in more than one activity as his/her time permits .The data indicates
that good number of the silver workers admitted that they were participating in more
activities of eleven to twelve different kinds, whereas considerably small numbers of
them informed to be participating in less than ten different activities. This reveals that
in spite of remaining busy the day long silver workers do find time for leisure time
activities, which shows their enthusiasm and fitness and love towards their life. On
whole it is good sign that majority of the silver workers preferred to keep themselves
busy in some meaningful activities.
131
Table 15: Percentage Distribution of the Silver Workers According to their
Participation in Specific Leisure time Activities
(N=300)
Activities
F
%
Read
Newspaper
282
94.00
Magazine
123
41.00
Books
117
39.00
Listen
Music
202
67.33
Bhajans
138
46.00
Religious Lectures
115
38.33
Political Lectures
106
35.33
Health Lectures
104
34.67
Educational Lectures
61
20.33
Social Lectures
44
14.67
Visit
Relatives
190
63.33
Temple
189
63.00
Garden
177
59.00
Restaurants
101
33.67
Theatre/Cinema
98
32.67
Neighbours
75
25.00
Club/Mahila Mandal
36
12.00
Play
Indoor
77
25.67
Outdoor
15
5.00
Walk
254
84.67
Household Work
238
79.33
Sleep
168
56.00
Computer
164
54.67
Yoga/Meditation
113
37.67
Grandchildren
109
36.33
Creative Work
14
4.67
132
Table 15 specifies the kinds of leisure time activities that silver workers were found
to be involved with. These activities range from reading ,listening, writing, playing,
walking, household work, sleeping, working on computers, practising
yoga/mediation, enjoying the company of grandchildren, some kind of creative work
etc. the table indicates preferences to some kind of activity by the silver workers
participation. Accordingly high majority (94%) of silver workers were participating
in reading activities such as news paper reading. Followed by listening to music in
which silver workers showed high interest (67.33%). Little more than sixty
percentages (63.33%) of the silver workers were interested in visiting relatives and
majority (84.67%) of them prefer walking. High majority (79.33%) of them said they
were interested to do household work in their leisure time. More than fifty
percentages of them liked to sleep, or work on computers, yoga or meditation,
playing or spending time with grandchildren from other kinds of the leisure time
activities that one third of them preferred. A very less percentages (4.67%) of them
were involved in some kind of creative work.
133
Figure 5: Percentage Distribution of the Silver Workers according to their Age
(N=300)
Figure 6: Percentage Distribution of the Silver Workers according to their Sex
(N=300)
38.67
61.33
Young-Old
Old
98.00
2.00
Male
134
Figure 7: Percentage Distribution of the Silver Workers according to their
Marital Status
(N=300)
Figure 8: Percentage Distribution of the Silver Workers according to htier
Educational Qualification
(N=300)
96.00
2.33
1.33
0.33
Married
Widowed
Single
Divorced
84.67
10.33
5.00
High
Moderate
Low
135
Figure 9: Percentage Distribution of the Silver Workers according to their Religion
(N=300)
Figure 10: Percentage Distribution of the Silver Workers according to their
Caste
(N=300)
95.33
2.33
1.33
1.00
Hindu
Jain
Parsi
Muslim
83.33
12.33
4.33
General
SC/ST
OBC
136
Figure 11: Percentage Distribution of the Silver Workers according to their
Native Place
(N=300)
Figure 12: Percentage Distribution of the Silver Workers according to their Type
of House
(N=300)
83.67%
5.33
4.67 1.67
3.001.00 0.33
0.33
Gujarat
Maharashtra
Rajasthan
Madhya Pradesh
Chennai
Kerala
Uttar Pradesh
Assam
.68.67
21.67
9.67
Bungalow/Tenament
Flat
Row House
137
Figure 13: Percentage Distribution of the Silver Workers according to Vehicle
they Own
(N=300)
Figure 14: Percentage Distribution of Silver Workers according to the Type of
Vehicle they Own
(N=300)
99.33
0.67
62.33
18.00
19.67
Only Two Wheeler
Only Four Wheeler
Both
138
Figure 15: Percentage Distribution of Silver Workers according to the Type of
Vehicle they Drive
(N=300)
Figure 16: Percentage Distribution of Silver Workers according to their Purpose
of Driving
(N=300)
73.00
12.67
14.33
Only Two Wheeler
Only Four Wheeler
Both
34%
28%
23%
15%
Work/Job
Social Purposes
Household Task
Doctor's Visit
139
Figure 17: Percentage Distribution of Silver Workers according to their Leisure
Time Activities
(N=300)
60.00
40.00
11 to 20 Activities
10 or Less than 10 Activities
140
4.1.1 DETAILS ABOUT FAMILY
A family is a social unit to which a person is attached throughout his life. He deserves
comfort and solace from his family. In an old age when a person retires from his job he
feels lonely and in that condition a family is a valuable asset to him.
Table 16: Percentage Distribution of the Silver Workers According to their Type
of Family
(N=300)
Table 16 and Figure 18 reveals that majority (63%) of silver workers were living with
their families. Nearly thirty five percentages of them were living with their spouses
and very fewer percentages of the silver workers (2.33%) were living alone. It was
revealed the silver workers living with families preferred more to work than those
living with the spouse or living alone.
Man being a social animal does need a family. It is in a family that he fells stable,
secured and comfortable. It this sense, the data collected in view of the families of the
silver workers reflects how stable and secured they feel with their families to add to his
comfort level. The data reflects that a good majority of the silver workers were staying
with their families and about one third of them were living with their spouses. A few
of them were staying alone. This indicates that high majority of them enjoyed social
stability and secured comfortable living with their families. Further, high majority of
them were living either with families or with spouses and were married and few of
them were divorced or widow or even unmarried. The marital status may imply the
extent of responsibility and caring sense of their part.
Type of Family
F
%
Living with Family
189
63.00
Living with Spouse
104
34.67
Living Alone
7
2.33
141
Table 17: Percentage Distribution of the Silver Workers According to their
Relation between Type of Family and Marital Status
(N=300)
Type of Family
Married
Single
Divorced
Widowed
F
%
F
%
F
%
F
%
Living with Family
(N=189)
184
97.35
-
-
1
0.52
4
2.11
Living with Spouse
(N=104)
104
100
-
-
-
-
-
-
Living Alone
(N-7)
-
-
4 57.14
-
-
3
4.28
Table 17 and Figure 19 shows that high majority of the silver worker were living with
family and they were married. A small percentage of them were living alone and they
were widowed and divorcee
The marital status of being divorced or widow would get in the some kind of
dissatisfaction, regret or complaining nature against them, those with single status
would get some kind of carefree/ careless or even reckless attitude to others. The
silver workers having marital status appeared to carry some kind of pressure that
would ample them to search for job after retirement and they might be having
responsibilities towards their spouse, children education and marriage. Since divorce
or widowed or single among the silver workers were not much pressurized by their
families to work after retirement their decision to work after retirement would be
prompted by the consideration other than the familial or economical reasons. For such
silver workers the reason to work after retirement can be to kill their time or might be
as they did not want to depend on other for financial requirement. Thus a family can
serve a source of support and solace to an elderly person, while on the other hand it
can be a factor to cause anxiety to him/her.
142
Table 18: Percentage Distribution of the Silver Workers According to their Size
of Family
(N=300)
Table 18 and Figure 20 shows that almost half percentages of the silver workers
belonged to large families and nearly fifty percent (49%) of them belonged to small
families. It was revealed that the difference between the types of families of the silver
workers was very small.
In this sense a size of a family matters. A bigger family can assure good support and
solace to an elderly person and on the other hand, it can also cause anxiety and
pressure to him/her. With a smaller family these contradictory experiences would
reduce relatively. As the data represents the silver workers were found belonging to
these two groups on almost equal grounds. Those having a bigger family of four to six
members formed almost 51 percent of them and those having a small family of 1 to 3
members formed about 49 percent of them. This explains that the feeing and benefits
of a family was almost equally divided among them and so it can be understood that
their responses would bear reactions and reflections would be divided with mixed
feelings. Such mixed reactions and reflections can be further applied to the factors that
prompted them to work after retirement. In this sense, it can be inferred that decision
to work after retirement would be compulsion for the half of them and for the
remaining half it could be a choice or willing in the interest of activeness, fitness
updating skills and knowledge and also sharing knowledge and experience to
contribute to others growth
Size
F
%
Large (4 to 6 members) 153 51.00
Small (1 to 3 members) 147 49.00
143
Table 19: Percentage Distribution of Silver Workers According to the
Educational Qualification of their Spouse (Husband/Wife)
Educational Qualification Husband
(N=6)
Wife
(N=282)
F %
F
%
Under Graduate
1 16.67 86 30.49
Graduate
3 50.00 103 36.52
Post Graduate
2 33.33 93 32.97
Table 19 and Figure 21 reveals that in case of female silver workers, half of them had
husbands holding graduate degrees. Little more than one third of them had husbands
holding post graduate degrees. A very small percentage of the women silver workers
had husbands who had studied up to undergraduate level. While in case of male silver
workers, almost 37 percentage of the silver worker's spouse (wife) were educated up to
graduate level and one third of them the spouse (wife) were under graduates. For about
thirty three (32.97%) percentage of the silver workers spouse (wife) had studies with
post graduate degree (as shown in Fiigure 22).
Another significant is related to a family is a level of education among spouse and other
members would display approach and attitude towards those members of a family.
Education is indicative of level of understanding, approach and attitude that members of
a family would display in interactions and decision making on routine matters and on
special occasions. If an elderly person in a family retires after a full tenure of working
for 35 to 40 years and then at an advanced age he/she decides to work even after
retirement, what would it reflect? Would members in his/her family resent to his/her
working after retirement? Even if he/she has a strong desire to work after retirement on
consideration other than socio economical compulsion members in his/her family would
first resent to his/her decision and then they would agree to him/her on some assurance
and conviction related to health and comfort. In this consideration, the data presented
focus on the level of education among the spouses and other members in the silver
workers families. Accordingly, the silver workers spouses either the husband or wife,
were considerably educated with half of them possessing graduate degrees and the one
third possessing even post graduate degrees' small number of the spouses had studied
144
below the level of graduation. It was a good sign that none of the spouses was illiterate.
This status of education reflects relatively positive attitude among them addressing
correctly the pressures on them and liking they desire for.
Table 20: Percentage Distribution of Silver Workers According to the
Occupational Status of their Spouse (Husband/wife)
Table 20 and Figure 23 reflect on the occupational status of the spouses of the silver
workers. Majority (66.66%) of the female silver worker's husbands were working and
little more than thirty percent (33.33%) of them had husbands who were retired .The
table and Fugure 24 further reveals that majority (72.34%) of the male silver worker
spouses were house wife's, whereas for little more than twenty five percent (26.59%)
of them the spouses were retired. For a very less percentage (1.06%) of them the
spouses were working.
From above table it can be revealed that almost good majority of the spouses were
working and a few were even retired. Only one fourth of them were not Woking. This
further reflects that working spouses can better understand the decision that would
afflict the counterpart and play supportive role to support him/her in their decision to
work. This also reveals that silver workers having working spouse might develop a
sense of inferiority complex, or they feel finically dependent, because of which they
chose to continue working after retirement. It can also be the other way that silver
workers were taking it in a positive way to have a working spouse as they get an
encouragement from to keep themselves working post retirement.
Occupational Status
Husband
(N=6)
Wife
(N=282)
F
%
F
%
Working
4
66.66 204 72.34
Not Working
-
-
75 26.59
Retired
2
33.33 3
1.06
145
Table 21: Percentage Distribution of Silver Workers According to the Sex of their
Children and their Marital Status
Children
Marital Status
Married
Unmarried
F
%
F
%
F
%
Sons (N=314)
314
60.38
278 88.53
36 11.46
Daughters (N=206) 206
39.61
182 88.34
24 11.65
Table 21 shows that majority (60.38%) of the silver worker had sons and forty percent
of them (39.61%) were having daughters. It can be further revealed for the above table
and Figure 25shows that for high majority of silver worker (88.53%) sons were
married. Whereas little more than one tenth percent of silver worker's (11.46%) sons
were unmarried (As shown in Figure 26). Further it was revealed that high majority
(88.34%) of the silver workers daughters were married, whereas nearly 12 percent of
them (11.65%) the daughters were unmarried. It reveals that there were silver workers
who still had responsibilities of getting their sons/daughters married.
Above table reflects in the children to include sons, daughters and daughters-in-law in
the silver workers families. As silver workers had more of sons almost 60 percent and
less of daughters and most of them were married. It reflects that majority of their sons
and daughters were settled in life. Further, as shown in the table 19 in findings chapter,
high majority of sons were working and employed with some organization and a small
group would imply a kind of responsibility on the silver workers. Among daughters,
almost sixty percent were not working or still students and only forty percent were
employed.
146
Table 22: Percentage Distribution of Silver Workers According to the Occupational
Status of their Sons, Daughters and Daughters-in-Law
Occupational Status
Sons
(N= 314)
Daughters
(N=206)
Daughters- in- Law
(N= 278)
F
%
F
%
F
%
Working/Employed
291
92.67 82 39.80
113
40.64
Not working/Student
23
7.32
124 60.19
165
59.35
Table 22 and aFigures 27, 28 and 29 reveals the occupational status of the silver
workers sons, daughters and daughters-in-law. High majority of the silver worker had
son's working and very less (7.32%) of them were not working/students .Further, it
was revealed that for nearly forty percentages (39.80%) of them, the daughters were
working and almost 61 percentages of them the daughters were not working. While
nearly 41 percentages of the silver workers the daughter-in-laws were working and
little less than 60 percentages of them the daughters-in-law were not working
Daughters in law were either working or not working in the same proportion of about
60-40 percent. Such a status reflects a mixed kind of attitude and support that the silver
workers would receive from their children in their decision to work after retirement as
well as this data also leads to conclusion that as most of the silver workers children
were working , they did not had much financial burden of their children. So the reason
to work after retirement would not be mainly to help the children.
Table 23: Percentage Distribution of the Silver Workers According to their
Sources of Family Income per Month
(N=300)
Sources of Income
F
%
Pension
165 55.00
Interest from Fixed Deposit 89 29.67
Interest from Investments
66 22.00
Rental Income
23
7.67
147
As the table 23 and Figure 30 shows ,more than half (55%) of the silver workers were
found to be receiving pension and less than thirty percent (29.67%) had income in form
of interest of fixed deposits. While 22 percentages of them had interest raised from their
investments and a few of them (7.67%) were earning through their rental income. This
shows that all of them had limited sources of income
There follows in a person's life next to the immediate concern of a family economic
concern that turns out to be inevitable on the living conditions in the present time.
Money is an urgent matter that no one can ignore. It affects ones life and quality of his
living intensely. Money can improve or mar quality of living making a person happy or
miserable. The pressure of money works so intensely that a man is much afflicted with
tension of having no money, hunger ,deprivation and deteriorating health and he may be
compelled to commit suicide. Lack of money causes conditions in a person's life that
can be neither shared with anyone nor can be tolerated by him/her. He/she runs a
condition of suffocation and tension that he is unable to share with his family or friends.
But for those who have stable financial condition and well to do even after retirement
face number of problems as they develop a sense of inferiority complex. They lose their
confidence and feels isolated from the society and in some cases they also bears change
in attitude and behaviour of family members due to their retirement. It is like a swamp
into which he/she plunges himself out of carving for survival so ones psychological
condition may turn fatal to his life. When we think of an elderly person who looks for
work after retirement this would be the first doubt to arise in our mind. The silver
workers conditions of living may be perceived as confronting problems of money
inviting such depressing feelings.
It is known from the data that good majority of the silver workers were surviving on the
pension they were receiving on the ground of the first job. Some of them had income
from fixed deposits with banks. Some had invested money and they were getting
dividend against them. A few of them owned houses and they raised some income to
survive life in the time of soaring prices. It becomes clear that they could meet the two
ends of income and expenditure. For those silver workers who were not having enough
savings as well those who were not receiving pensions it might be difficult for them to
have decent life, they need to earn more and so they do need a job even after retirement.
With limited source of income, they were compelled to decide to work after retirement.
148
Such a picture reflects our economic constraints that prompted the silver workers to
work after retirement. On the other there were also silver workers who seems to be
finically stable as they were having savings and income from other sources as well
pension they chose to work after retirement which clearly shows that financial need was
not the only reasons for them to work after retirement.
149
Figure18: Percentage Distribution of the Silver Workers according to their Type
of Family
(N=300)
Figure 19: Percentage Distribution of the Silver Workers according to their
Marital Status
(N=300)
63.00
34.67
2.33
Living with Family
Living with Spouse
Living Alone
97.35
0.52
2.11
Married
Divorcee
Widow
150
Figure 20: Percentage Distribution of the Silver Workers according to their Size of
Family
(N=300)
Figure 21: Percentage Distribution of the silver workers according to the
Educational Qualification of Spouse (Husband)
(N=6)
51.00
49.00
Large (4 to 6 members)
Small (1 to 3 members)
16.67%
50%
33.33%
Educational Qualification
Under Graduate
Graduate
Post Graduate
151
Figure 22: Percentage Distribution of the Silver Workers according to the
Educational Qualification of Spouse (Wife)
(N=282)
Figure 23: Percentage Distribution of the Silver Workers according to the
Occupational Status of Spouse (Husband)
(N=6)
30.49%
36.52%
32.97%
Under Graduate
Graduate
Post Graduate
66.66
33.00
Working
Not Working
Retired
152
Figure 24: Percentage Distribution of the Silver Workers according to the
Occupational Status of Spouse (Wife)
(N=282)
Figure 25: Percentage Distribution of the Silver Workers according to the Marital
Status of the Son
(N=314)
72.34
1.06
26.59
House Wife
Working
Retired
88.53
11.46
Married
Unmarried
153
Figure 26: Percentage Distribution of the Silver Worker according to the Marital
Status of Daughter
(N=206)
Figure 27: Percntage Distribution of the Silver Workers according to the
Occupational Status of the Son
(N=314)
88.34
11.65
Married
Unmarried
92.67%
7.32%
Working/Employed
Not working/Student
154
Figure 28: Percentage Distribution of the Silver Wokers according to the
Occupational Status of the Daughters
(N=206)
Figure 29: Percentage Distribution of the Silver Wokers according to the
Occupational Status of the Occupational Status of Daughter in Law
(N=278)
39.8%
60.19%
Occupational Status
Working/Employed
Not working/Student
40.64%
59.35%
Occupational Status
Working/Employed
Not working/Student
155
Figure 30: Percentage Distribution of the Silver Workers according their Sources
of Income
55.00
29.67
22.00
7.67
Pension
Interest from Fixed Deposit
Interest from Investments
Rental Income
156
4.1.2 SILVER WORKERS AND THEIR PRESENT OCCUPATION
In previous section information about the personality of the silver workers is obtained
from the data concerning the personal profile and comfort levels their social and
economical condition, it would be useful to focus on their job profiles. While this
section will look into the diversity in jobs after retirement where some workers who
retire embark on a second full-time career, others work highly flexible hours and only
when it suits them. In addressing this diversity, we will examine different aspects of
the job, such as the nature of employment, the type of work, and earnings. We will
also look at the quality of the job as perceived by persons engaged in jobs after
retirement and compare this with the perceived quality in their former career jobs. We
focus on flexibility, workload and job challenge.
Table 24: Percentage Distribution of the Silver Workers According to the Gap of
time between the year of Retirement and the year of Joining Present
Job
(N=300)
Table 24 and Figure 31 reflects on the profile of present job. To begin with the gap of
time between retirement and the present employment, it shows that 41 percentages
of the silver workers had got the present job within a year of the retirement. Little
less than fifty percent (47.33%) of them got a job in a time span of 1 to 3 years.
While nearly one tenth of the silver workers (9.33%) were employed in the present
job in moderate gap. Lesser percent of them (2.33%) took more than six years to join
the present job. It shows that high percentages of the silver workers started working
in a new job within a year of their retirement.
To begin with, the first point that may be reviewed would be the time of their
reemployment or the time gap between their retirement and new employment after
Gaps
F
%
No Gap (Same year)
123
41.00
Small Gap (Within 1 to 3 years)
142
47.33
Moderate Gap (Within 4 to 6 years)
28
9.33
More Gap (Beyond 6 years)
7
2.33
157
retirement. As the data reveal, several of the silver workers had their search for jobs
to end soon after the retirement and got a new job during the same year, so for them,
the waiting was not very long, or it might be the reasons that they wanted to get back
to work soon after retirement. For about half of them, the search for job prolonged
little longer and ended with new employment in a small gap of one to three years.
This reveals that for such silver workers it might have been difficult to search jobs
soon after retirement. It is understood that the waiting was torturing to them. Or the
other reason of joining work after this much gap can be a they wanted to spend some
quality time with their family, or they were in search of work that was much
according to their expectation.
A small number of them had a moderate gap of four to six years after their retirement
when they got the present job. One can understand the extent of anxiety and
depression he/she had to suffer during the time of waiting ,if this waiting was
because of not finding the work .There is an American saying "Waiting is a torture"
and it became the reality for a few of the silver workers who had a relatively longer
waiting for job after retirement. One would, in fact, feel sympathy for such silver
workers. We may understood that delay in getting new employment might have
occurred on the consideration like low level of education and skills, lacking skills and
capability for the job, unfavourable trends on job markets and the like or it can be the
other way round like lack of jobs available for them according to their expertise,
skills and education, as well in the city they live and according to their expectations,
or because of age discrimination in the job market. The reasons behind joining jobs
after long gap can be because they wanted to spend some quality time with their
family before joining the next job after retirements as well as they were not in
financial pressure to take up job just after retirement. However it passes a message
that a silver workers with adequate knowledge skill and experience does not have to
wait longer for new employment. Such people are always in demand as it said "there
is always a room at top and the bottom is always overcrowded" .It also reveals that
there are employers who give an opportunity to the silver workers to work post
retirement and that is being proved from the results of the present study as many of
them took up the jobs in very less gap after their retirement which proves that are
employers who understands and value the experience and knowledge that silver
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workers possess and they know that by recruiting them they will have lot of
advantage
Table 25: Percentage Distribution of the Silver Workers According to
Organization they are working in after Retirement
(N=300)
Working Organization
F
%
Different
228
76.00
Same
72
24.00
Table 25 and Figure 32 revealed seventy six percentages of the silver workers joined
different organization for the new jobs and less percent (24%) joined same
organization as before retirement. This shows that there are organizations, companies,
corporate who gives an opportunity to silver workers to continue working even after
retirement.
From the data obtained through the survey about the present occupation of the silver
workers, it is revealed that high majority of them were re-employed in different
organizations and only about one fourth of them were appointed in their own
organization. It explains that when a silver worker had to adjust in a place with new
work environment and jobs to be performed, of course, with different expectations
from the other side it might become a bit strenuous causing some kind of undue
botheration on the silver workers. It naturally takes away from him/her ease of
working, such a condition particularly at an age when there can be little of compromise
and more of rigidity of human nature.
It can also be revealed from the findings that there are very few organizations,
companies corporate, business houses who gives an opportunity to silver workers to
continue working in the same organization after retirement, others have to struggle to
find out jobs in different organization which becomes difficult, but with all the
difficulties and obstacles also silver workers do find jobs and works in new
environment ,with new people adjust themselves in every ways which show their
willingness to continue working after retirement . At the same time to compromise and
to work in new environment can be because of the financial crunch. In such situation
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and with many obstacles, the findings of the study revealed that silver workers took the
new job as a challenge.
Table 26: Percentage Distribution of the Silver Workers According to their
Employment Status
(N=300)
Table 26 and Figure 33 shows that almost forty percentages (39.67%) of the silver
workers were working on temporary basis and little less than thirty percent of them
(28%) were working on contract basis. About eighteen percent of the silver workers
were working on permanent basis and 15 percent of them were rendering the
consultancy services. It shows that higher numbers of silver workers were working on
temporary basis.
Employment status matters much to as or robs away workers ease and peace of mind.
It is a general experience that when a person is employed on a permanent ground
he/she feels sense of stability and security with assurance of steady source of income.
For a working person in the present time of lot economic upheavals and high soaring
prices, a permanent job would be most aspired arrangement for income. In this light, if
an elderly person is employed after retirement in temporary or contract basis he/she is
destined to difficult conditions of life. The data reveal that such was the destiny for
more than twothird percent of them. For remaining one-third the condition was
relatively better with permanent employment or a status of consultancy. It is
understood that good education, level of skill and experience would make such status
of employment possible for a person. So the overall picture of the psychology of the
silver worker project anxiety, tension botheration feeling of insecurity, unsteadiness
and a kind of fear of probable retrenchment from jobs any time. The findings also
revealed that that there are very less organization who recruit the silver workers on
permanent basis after retirement, which might cause insecurity for silver workers, as
Employment Status
F
%
Temporary
119 39.67
Contract Basis
84 28.00
Permanent
52 17.33
Consultancy
45 15.00
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they always have to work under pressure and they might develop a feeling of
insecurity of losing the job.
Table 27: Percentage Distribution of the Silver Workers According to the Type of
Organization
(N=300)
Type of Organization
F
%
Private Organizations like Hospitals,
Educational Institutes, Service Industries,
Business houses, Corporate, Banks, Agencies,
Firms
297
99.00
Government like Educational Institutions
3
1.00
Table 27 and Figure 34 revealed that a very high majority (99%) of the silver workers
were working in private organizations and only one percent of the silver workers were
reemployed in government educational institutions .Among those working in private
organizations, 22 percentages of them were working in firms, 15 percent in corporate
offices and little less than 10 percentages (7.67%) were working in agencies. Almost 5
percent (4.67%) of them were working in business house. Thus it shows that high
percentages of the silver workers were working after retirement in non-
government/private sectors after retirement.
The data obtained about the type organizations which the silver workers are employed
after retirement .It can be revealed from above table that only three of them were
employed at government organizations and all of them were educational institutions. A
very huge majority of almost 294 silver workers were employed at private organisations
that included hospitals, schools, private banks and colleges, corporate, business houses,
firms. It can also be revealed that private organization recruit the silver workers or give
them a chance to continue working in the same organization after retirement, such
positions and opportunities should be created by government organizations too as the
finding shows that in comparison to private organization there are very less government
organization who recruit silver workers after retirement..
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Table 28: Percentage Distribution of the Silver Workers According to the Type of
Work they are doing
(N=300)
Type of Work
F
%
Full Time
184
61.33
Part Time
116
38.67
Table 28 and Figure 35 shows that the majority of silver workers (61.33%) were