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Used strategic leadership theory to examine whether observable experiences of presidents affected adoption of retrenchment (early faculty retirement) plans among Ontario universities. Found that presidents play a major role in the adoptions; those who lack seats on corporate boards, have non-business or non-economics backgrounds, are male, and are recruited externally adopt the plans at lower rates than their counterparts. (EV)

Of 1,805 early retirees, 40% returned to work (17% full time, 51% part time, 32% self employed). Return was positively related to work attachment and tenure at last job. Clerical workers were less likely than managers to choose part-time work over retirement. Lateral mobility and high work attachment were negatively related to postretirement self-employment. (Contains 62 references.) (SK)

Hierarchical regression analyses of data on 133 early retirees showed that organizational tenure, certainty of retirement plans, and career-related pull factors accounted for a significant portion of variance in participation in bridge employment (part-time, self-, and temporary employment). Significance of these variables differed depending on whether bridge employment was in the same or different industry. (Contains 44 references.) (SK)

The average retirement age for men shifted from 70 in 1950 to 65 in 1970 to 62 in 1985. Whether the trend toward early retirement has ended depends on interpretation of changes in the last 2 decades, including elimination of mandatory retirement, modifications in social security and pension plans, and increased longevity. (Contains 18 references.) (SK)

An analysis of labor force projections confirms that early employment withdrawal by registered nurses could have a profound effect on health care. Available policy mechanisms to encourage or discourage early withdrawal require several years to implement, which makes timely decisions imperative. (Contains 18 references.) (Author)

Consideration of a wide variety of options in maximizing income and controlling expenditures is recommended for Australian universities. Although marketing, fund raising, investment, and other income-producers are possibilities, tight control of expenditures is seen as the most effective retrenchment strategy. (MSE)

Issues of early retirement of college and university faculty are examined as they relate to Australia's aging faculty population, and the conditions necessary to promote early retirement successfully in this context are considered. (MSE)

Discusses an initiative to revitalize senior faculty through an interview with Dr. Bernice Braid, Dean of Academic and Instructional Resources at Long Island University (New York). Also presents the inducements for early retirement in the second half of this article via an interview with Dr. Leonard T. Kreisman, Senior Professor of Economics, Government, and History at Union County College (New Jersey). (VWC)

A study created profiles of full-time faculty teaching at nine Canadian universities in 1992-93 in terms of age, rank, tenure status, mobility, and gender, and assessed implications for institutional flexibility and renewal. Salary projections for 1993-2030 are provided, and costs and savings of early retirement programs are evaluated. Institutional variations and the power of institutional research are discussed. (MSE)

A study of 992 early retirees indicated that, before retirement, both pull factors (leisure) and push factors (poor health) distinguished between voluntary and involuntary retirees. Voluntary retirees had higher life-satisfaction scores and rated themselves healthier. (SK)

Discusses the problems associated with reduced availability of paid work due to technological advances and the diminishing supply of labor as living standards rise and people choose early retirement. (JOW)

Explores leadership succession by studying an elected county school superintendent's experience. Extends the Gordon and Rosen theoretical model by identifying factors triggering succession, examining interim appointments, and identifying succession and organizational elements affected by the nature of elected leadership positions. The superintendent's early retirement activated challenges to his successor. (65 references) (MLH)

Examines why individuals elect to take the early retirement package offered by their employer, as well as factors affecting their appraisal of that decision. Results suggest that all early retirement decisions are not voluntary. Individuals who do not wish to retire and who had lower self-esteem, fewer financial resources, and plans to continue working were more likely to appraise the early retirement as harmful. (Author/MKA)

To increase the number of German employees undergoing rehabilitation rather than retiring early because of medical disabilities, a screening process was developed whereby the pension insurance institutions responsible for administering medical rehabilitation measures would identify persons in need of rehabilitation and urge them to take part. An experimental trial involving 600 people indicated the screening's effectiveness. (Author/JDD)

Identifies societal trends increasing the need to retrain older workers for second careers. Sees community colleges as an important resource for retraining older workers and describes some pioneering programs. Identifies key program components (e.g., employment skills for mature adults, ties to regional employers, achievement expectations), and organizational/financial concerns. (DMM)

Incentives to retire at 26 private colleges and universities are analyzed using data for tenured, male faculty employed in the 1970s. Simulations suggest that raising or abolishing the mandatory retirement age will substantially delay retirement by faculty members at these institutions. (16 references) (MLF)

Offers a brief overview of preretirement education in the United Kingdom and its meaning in an economy where forced redundancy can bring "retirement" at an early age. Highlights the Coping with Change Model, which focuses on insight into the feelings, issues, choices, and skills relevant to life changes. (DMM)

A survey of 115 medical schools concerning early retirement benefits and incentives for faculty found that defined-contribution plans were preferred and were available at 37 percent of institutions. Incentive programs were used by 70 percent of schools during 1987-91. However, few early retirements have occurred. Program characteristics, advantages, and disadvantages are discussed. (Author/MSE)

Economic underpinnings of retirement incentives and case law leading to the Older Workers Benefits Protection Act (1986) are reviewed; implications for early retirement incentives for college faculty are considered. It is concluded that congressional intent is not to foreclose such incentives and that the Age Discrimination in Employment Act supports them. (MSE)

Indiana University's experiences with trying to cancel an increasingly expensive early retirement system illustrates some of the ways in which faculty retirement benefits are subject to attack and some of the potential and weaknesses of the traditional faculty governance mechanisms in trying to shape a response. (MSE)

This article examines the retirement plans and personal characteristics of 273 senior law school faculty, focusing on health status, income, job satisfaction, and preferred age of retirement. The study suggests that early retirement incentives and a "senior faculty" alternative to full retirement are positive institutional options. (DB)

A competing-risk model was used to test the influence of strenuous work on ability to delay retirement. Hazard rate estimates on data from 3,038 older males found that physical job requirements and health conditions affect the likelihood of retiring in a disabled state. Strenuous and sedentary jobs did not differ greatly. (SK)

Rule changes in the social security system and pension plans suggest that labor force participation rates for men aged 55 to 64 fell by 20 percent from 1970 through 1986 because of the increase in social security benefits and a change in private pension rules encouraging earlier retirement. (Author/JOW)

Used qualitative and quantitative data from in-depth focused interviews with 60 families of 111 individuals to examine impact of early retirement incentives on satisfaction with retirement, personal efficacy of the retiree, and beliefs about the future of long-term careers. Determined early retirees were satisfied with retirement and satisfaction was related to health. (Author/ABL)

This study attempts to determine the main socioeconomic factors influencing the decision to retire before age 65 among Canadian men and women. The study concludes that early retirees tend to be single men and married women employed by others who are better educated and whose nonearned income is higher than those who retire at a later age. (Author/CT)

Some of the major steps taken in selected market economies of Western Europe, North America, and Asia to strengthen their pension systems are presented. Countries that are examined include Australia, Austria, Canada, Denmark, Finland, Federal Republic of Germany, Japan, Norway, Spain, Sweden, the United Kingdom, and the United States. (CT)

Ohio University's development and implementation of an early retirement incentive program is described and discussed in the context of faculty demographics and faculty attitudes. (MSE)

To offset declining enrollments, financial constraints, younger faculties, and high tenure ratios, some institutions are considering early retirement programs to facilitate faculty turnover. A University of Virginia faculty committee reviewed several early retirement options and selected a cost-effective bridging program with ample incentives and perquisites. (MLH)

Interviews with faculty at a university having an incentive early retirement plan revealed that those choosing to retire early were in poorer health, faced smaller proportional income decrement upon retirement, were less satisfied with teaching assignments, and considered themselves lower in research productivity and higher in teaching and community service when compared to faculty not choosing early retirement. (Author/NB)

Compares early retirement and disability policies in 17 European and North American countries. Considers early retirement policy as a possible solution to high unemployment. (CH)

Part of the crisis in higher education is due to the age and tenure distribution of the faculty and their escalating future salary costs. Universities must find ways to gain financial and academic flexibility. Career alternatives that can provide inducements for faculty to leave the university are described. (Author/MLW)

The author argues that the nation cannot afford its habit of promoting early retirement. He calls for public policy and employer incentives to encourage longer work lives. (CH)

Institutions must provide good counseling regarding retirement program benefits, since when in doubt about their financial position faculty members are inclined to remain employed. Colleges should consider offering nonfinancial incentives for early retirement as well as financial. (MLW)

Examined subsample of nonworking older Black Americans (N=295) from the National Survey of Black Americans sample. Found four factors contributed significantly to respondents' unretired-retired status: indistinct line between lifetime and old age work patterns, view that occasional work is necessary, income from other than private pensions, and benefits that accrue from identifying as disabled rather than retired. (Author/NB)

The study applies a pension acceptance model to acceptance of an early retirement pension bonus. Probabilities of acceptance range from .18 to .33. It also simulates acceptance behavior without the bonus, with probabilities of acceptance ranging from .11 to .30. (Author/CH)