– The study aims to elucidate the relationship between five work experiences or conditions (age-related stereotypes, perceived organizational support [POS], coworker support, career satisfaction, and reaching a job plateau) and two different organizational withdrawal intentions – early retirement and turnover – in light of trends to abolish or increase the mandatory retirement age in Israel and elsewhere in the Western world.
– The study is based on a survey of a heterogeneous age sample of 170 unionized employees working in medium-sized Israeli industrial firms.
– POS and perceived age stereotypes were negatively related to early retirement intentions and not to turnover intentions. Job plateau was found to be related to the other work-related variables, with the exception of coworker support, and also was found to be a strong mediator between these variables and employees' turnover intentions, and a partial mediator between the variables and early retirement intentions.
– The study suggests a managerial focus on the person-job fit over time as a tool for reducing employees' turnover intentions, and encouraging continued employee development as a way to reduce early retirement intentions.
– The study focuses on the potential role of correctable contextual characteristics in triggering withdrawal responses, in light of the aging of the workforce.
