Working Longer Versus Flexible Pathways in Uncertain Times
Working Longer Versus Flexible Pathways in Uncertain Times
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在不确定时期延长工作时间与采取灵活的途径
DOI：
10.1093/ppar/praa018
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发表时间：
2020
期刊：
影响因子：
--
通讯作者：
Moen, Phyllis
中科院分区：
文献类型：
--
作者：
Moen, Phyllis
对于个人和家庭，以及面临人口老龄化和随之而来的社会保障和医疗成本上升的政府来说，较晚的终生工作退出的时机会产生巨大的后果。一个看似显而易见的政策解决方案是鼓励婴儿潮一代和他们之后的人工作更长时间，推迟从劳动力市场退休。为了鼓励持续的劳动力参与，美国将完全的社会保障福利资格推迟到67岁，同时为那些继续工作到70岁的人提供更大的福利胡萝卜。越来越多的美国老年人，特别是那些受过特别大学教育的人，推迟了退休，尽管其他人已经不能或不愿意继续工作，因为他们有很多选择。2018年，超过三分之一(34%)的婴儿潮一代男性(65岁至72岁)在劳动力大军中，四分之一(25%)的婴儿潮一代女性(Fry，2019)在劳动力大军中。关于进一步推迟领取全额社会保障福利的资格年龄的讨论正在进行中(McNamara&Williamson，2013年；Munnell&Sass，2008年)。但是，这些“解决方案”忽视了这样一个现实，即所有年龄段的工人为应对冠状病毒疾病而大规模裁员2019年(新冠肺炎)，许多后来的成年劳动力退出不是自愿的(Rhee，Mor Barak，&Gallo，2016；van Soling e&Henkens，2007)，无论是因为被赶走(Ebinghaus&Radl，2015；Reynolds&Wenger，2010)，还是健康问题(Martin，Freedman，Schoeni，&Anreski，2010；马丁，舍尼和安德烈斯基，2010)，或家庭照顾责任(范德霍斯特，莱恩，维克斯塔夫，克拉克和鲍姆伯格盖格，2017)。此外，许多60岁出头的老年工人经历了工作僵局，由于没有资格获得公共支持，他们出于经济或医疗保险需要而不愿留在劳动力大军中(Fisher，Ryan，Sonenera，&Naudé，2016)。延长工作时间的理由主要是经济上的：除了减轻政府的福利负担外，它还将提高个人和家庭的经济保障。令人不安的是，我们对更长时间工作和退休过渡时机的了解，很大程度上来自对生活在非常不同的人口、技术、社会、公共卫生和经济环境以及非常不同的私营部门和公共政策制度的早期人群的研究。
The timing of later life-course work exits has enormous consequences for individuals and families, as well as for governments confronting population aging and corollary rising Social Security and health care costs. A seemingly obvious policy solution is to encourage Boomers and those following in their wake to work longer, postponing retirement from the labor market. To encourage ongoing labor force engagement, the United States has delayed full Social Security benefit eligibility to age 67, while simultaneously offering the carrot of greater benefits for those who continue working to age 70. Growing numbers of older Americans, especially those who are especially collegeeducated, have postponed retirement, even as others have been unable or unwilling to continue working given the options available to them. In 2018, over one in three (34%) Boomer men ages 65 to 72 were in the labor force, as were one in four (25%) Boomer women (Fry, 2019). There are ongoing discussions about further postponing the age of eligibility for full Social Security benefits (McNamara & Williamson, 2013; Munnell & Sass, 2008). But these “solutions” disregard the reality that, as is made strikingly evident by massive layoffs of workers of all ages in response to coronavirus disease 2019 (COVID-19), many later adult workforce exits are not voluntary (Rhee, Mor Barak, & Gallo, 2016; van Soling e & Henkens, 2007), whether because of being pushed out (Ebbinghaus & Radl, 2015; Reynolds & Wenger, 2010), health problems (Martin, Freedman, Schoeni, & Andreski, 2010; Martin, Schoeni, & Andreski, 2010), or family care responsibilities (van der Horst, Lain, Vickerstaff, Clark, & Baumberg Geiger, 2017). Moreover, many older workers in their early 60s experience job lock, remaining unwillingly in the labor force because of economic or health insurance needs, given their ineligibility for public supports (Fisher, Ryan, Sonnega, & Naudé, 2016). Arguments for working longer are primarily financial: it will increase the economic security of individuals and families, in addition to reducing the welfare burden on governments. What is troubling is that much of what we know about working longer and the timing of retirement transitions comes from studies of earlier cohorts living through very different demographic, technological, social, public health, and economic environments and very different private-sector and public policy regimes.
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