In this editorial we discuss organizations’ role in the process of retirement. We argue that organizations have abdicated their moral obligation to older workers, thereby negatively impacting older workers’ wellbeing and their successful transition to retirement. We also note that organizational studies scholars have not paid adequate attention to that negligence, or its alternatives. We suggest that, among other reasons, this oversight can be a result of the comparatively privileged socioeconomic positions of faculty in business schools vis-à-vis older workers in many other occupations, as well as to a discord between traditional human capital and human resource management theories and modern retirement practices. Organizations exert significant influence on how and when workers retire, in ways that are related both to their treatment of older workers and their failure to provide adequate retirement support. These place the onus unduly on individuals to manage their own retirement while simultaneously restricting their control over retirement decisions. We call for renewed research attention to organizations’ role in retirement planning and decisions in pursuit of a more inclusive and socially responsible organizational approach to workforce aging and retirement.

中文翻译：

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退休与组织：在实践中和奖学金中倡导退休的组织责任


在这篇社论中，我们讨论了组织在退休过程中的作用。我们认为，组织已经放弃了对老年员工的道德义务，从而对老年员工的福祉和他们成功过渡到退休产生了负面影响。我们还注意到，组织研究学者没有对这种疏忽或其替代方案给予足够的重视。我们认为，除其他原因外，这种疏忽可能是由于商学院教师相对于许多其他职业的老年工人相对优越的社会经济地位，以及传统人力资本和人力资源管理理论与现代退休实践之间的不和谐。组织对员工退休的方式和时间施加了重大影响，其方式与他们对待老年员工的方式和未能提供足够的退休支持有关。这些错误不当地将管理自己的退休生活的责任放在个人身上，同时限制了他们对退休决定的控制。我们呼吁重新关注组织在退休规划和决策中的作用，以寻求更具包容性和社会责任感的组织方法来解决劳动力老龄化和退休问题。