Transition from work to retirement: theoretical models and factors of adaptation
Transition from work to retirement: theoretical models and factors of adaptation

Summary/Abstract: The article aims to provide a review of the currently most accepted models explaining transition and adjustment to retirement, which include role theory, continuity theory, life course perspective, and the resource-based dynamic model for retirement adjustment. One of the main theories explaining adaptation to retirement is role theory. This theory assumes that during the transition from one life period to another, an individual exits one role and enters a different role (George, 1993). Based on this theory, retirement can be characterized as a role transition (Riley & Riley, 1994), when a job role is weakened or even lost, and roles associated with family and community are strengthened (Barnes-Farrell, 2003). In cases when an individual’s job role is central to their identity and they are overly-engaged in their job, transition to retirement is more difficult compared to an individual who perceived their job role as more stressful, more demanding or who had experienced more conflicts with their co-workers. Transition to retirement, thus, can be experienced as a relief, where there is an opportunity to engage in family and community roles in newly-acquired leisure time (Osborne, 2012; Wang, Henkens, & Solinge, 2011a). Unlike the emphasis on role change, the continuity theory argues that retirees adapt effectively to a new life-period if they have developed relationships, activities, a framework of thinking, and adaptive skills during their previous life-period and if they continue to use them after being retired, and thereby they maintain continuity (Atchley, 1989). Research suggests that an individual can maintain continuity even through part-time employment (Feldman & Beehr, 2001) or by maintaining leisure activities (Pushkar et al., 2011) after retiring. Continuity theory, therefore, suggests that a retired person is directly responsible for creating an adaptation strategy which may help them in their transition. Life course perspective theory, on the other hand, discusses two main factors influencing retirement: a) individual history - including past life transitions, working and recreational habits (Carr & Kail 2013), and b) individual attributes - such as demographics, health and financial status and transition capabilities (Griffin & Hesketh 2008; Wang, 2007). From a life course perspective, an individual who has flexibly addressed previous life transitions, who has been less socially integrated with their job and co-workers, and who has attributes effective for retirement adaptation, will experience a smooth transition to retirement (van Solinge & Henkens 2008; Wang & Shultz, 2010; Wang, et al., 2011a). A current model explaining the adaptation to retirement is the resource-based dynamic model for retirement adjustment, which recognizes adaptation as a process that depends on individual resources and changes of these resources (Wang et al., 2011a). The resources can be defined as the overall ability of an individual to meet their needs and are divided into seven categories: a) physical resources, including health or physical strength (Jex, Wang, & Zarubin, 2007); b) cognitive resources, including, for example, work memory (Wang & Chen 2006); c) financial resources, such as wage and retirement benefits (Hobfoll, 2002); d) social resources, e.g. social networking and social support (Kim & Feldman, 2000); e) emotional resources, such as emotional stability, sensitivity, mood (Wang, Liao, Zhan, & Shi, 2011b) and f) motivational resources, e.g. self-efficacy.

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