Topa Gabriela, Depolo Marco, Alcover Carlos-Maria
Social and Organizational Psychology, Universidad Nacional de Educación a Distancia, Madrid, Spain.
Psychology, Università di Bologna, Bologna, Italy.
Front Psychol. 2018 Jan 4;8:2157. doi: 10.3389/fpsyg.2017.02157. eCollection 2017.
Early or voluntary retirement (ER) can be defined as the full exit from an organizational job or career path of long duration, decided by individuals of a certain age at the mid or late career before mandatory retirement age, with the aim of reducing their attachment to work and closing a process of gradual psychological disengagement from working life. Given the swinging movements that characterize employment policies, the potential effects of ER-both for individuals and society-are still controversial. This meta-analysis examined the relationships between ER and its antecedent and subsequent correlates. Our review of the literature was generated with 151 empirical studies, containing a total number of 706,937 participants, with a wide range of sample sizes (from = 27 to = 127,384 participants) and 380 independent effect sizes (ESs), which included 171 independent samples. A negligible ES value for antecedent correlates of early retirement (family pull, job stress, job satisfaction, and income) was obtained (which ranged from = -0.13 to 0.19), while a fair ES was obtained for workplace timing for retirement, organizational pressures, financial security, and poor physical and mental health, (ranging from = 0.28 to 0.25). Regarding ER subsequent correlates, poor ESs were obtained, ranging from = 0.08 to 0.18 for the relationships with subsequent correlates, and fair ESs only for social engagement ( = -0.25). Examination of the potential moderator variables has been conducted. Only a reduced percentage of variability of primary studies has been explained by moderators. Although potential moderator factors were examined, there are several unknown or not measurable factors which contribute to ER and about which there are very little data available. The discussion is aimed to offer theoretical and empirical implications suggestion in order to improve employee's well-being.
提前退休或自愿退休（ER）可定义为在达到法定退休年龄之前，职业生涯中期或后期的特定年龄个体决定完全退出长期的组织工作或职业道路，目的是减少他们对工作的依恋，并结束从工作生活中逐渐心理脱离的过程。鉴于就业政策具有摇摆不定的特点，提前退休对个人和社会的潜在影响仍存在争议。这项荟萃分析研究了提前退休与其前因和后续相关因素之间的关系。我们对文献的综述来自151项实证研究，共包含706,937名参与者，样本量范围广泛（从n = 27到n = 127,384名参与者），以及380个独立效应量（ESs），其中包括171个独立样本。提前退休的前因相关因素（家庭因素、工作压力、工作满意度和收入）的效应量可忽略不计（范围从r = -0.13到0.19），而退休的工作场所时机、组织压力、财务安全以及身心健康不佳的效应量适中（范围从r = 0.28到0.25）。关于提前退休的后续相关因素，效应量较差，与后续相关因素的关系范围从r = 0.08到0.18，只有社会参与的效应量适中（r = -0.25）。我们对潜在的调节变量进行了检验。调节变量仅解释了原始研究中一小部分的变异性。尽管对潜在的调节因素进行了检验，但仍有几个未知或不可测量的因素导致提前退休，并且关于这些因素的数据非常少。讨论旨在提供理论和实证方面的启示建议，以改善员工的幸福感。
