European Policy Analysis Volume 2, Number 1, Spring 2016 | Page 82
Policy and Decision to Retire in Central and Eastern European Countries
5,00
4,50
4,00
3,50
3,00
2,50
2,00
1,50
1,00
0,50
0,00
Wanted to Preferred Wanted to Preferred Wanted to Preferred Wanted to Preferred Wanted to Preferred Wanted to Preferred Wanted to Preferred Wanted to Preferred
retire
to continue
retire
to continue
retire to continue
retire
to continue
retire
to continue
retire to continue
retire
to continue
retire
to continue
in paid
in paid
in paid
in paid
in paid
in paid
in paid
in paid
work
work
work
work
work
work
work
work
LT
LT
EE
EE
HU
HU
PL
PL
SK
SK
CZ
CZ
SI
SI
BG
BG
Figure 5. Wanted to retire and preferred to continue in paid work by the variable
“important if choosing job: high income” (mean value, 5 original categories from “not
important at all” (1) to “very important” (5); ESS5)
46,00
44,00
42,00
40,00
38,00
36,00
34,00
32,00
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
Wanted
to retire
Preferred
to
continue
in paid
work
LT
LT
BG
BG
CZ
CZ
EE
EE
SI
SI
SK
SK
PL
PL
HU
HU
Figure 7. Wanted to retire and preferred to continue in paid work by the variable “total hours normally worked per week in main job overtime included” (hours, ESS5)
Daily
work
organization.
Slovenians, Bulgarians, and Lithuanians
who preferred to continue in paid work
gave more importance to the variable
“allowed to decide how daily work is
organized.” Seemingly, the possibility of
choosing the pace of work independently
can also influence the prolongation of
work life in the countries in question:
the respondents from Bulgaria, Slovenia,
Lithuania, and Estonia who liked to work
longer also chose the variable “allowed to
choose/change the pace of work” more
often.
The lack of flexible work
arrangements that was stressed in
previous sections reflected in the
results from the EES5. So the broader
possibilities of managing work time
could rise the motivation of older people
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