A study in 1987-92 assessed the effects of changes in life course on work and careers. Interviews with 150 individuals who remained active or continued to work beyond age 65 showed lifetimes differing greatly from the traditional model. The combination of longer lifetimes and postponement of old age has created a new stage in adult life, a second…

The beginning phases of a preretirement program at San Jose State University, California, are described. The program, initiated through the interdisciplinary gerontology program, entailed group discussions and individual followup and counseling when appropriate. Discussion topics were housing, legal matters, leisure and volunteer work, health, and…

Retirement plans of older participants of the Teachers Insurance and Annuity Association College Retirement Equities Fund (TIAA-CREF) were surveyed. Questionnaires were mailed to a random sample of 2,260 participants aged 59-69, and 1,438 returns served as the base for data analysis. This group was 62 percent male and 38 percent female; 48 percent…

The likely demand for college degrees among adults over 50 will come from already-educated persons seeking specialist knowledge, those denied opportunities when young, and those who believed university was not for them. Formal study may appeal to retirees because it includes aspects of working life (structure, achievement, social stimulation) they…

This monograph summarizes four demographic influences for retaining faculty vitality. Since these demographic trends provide only a partial analysis, seven conclusions are presented to support the contention that faculty development is not likely to occur in most institutions. The argument over whether faculty are, or are not, like other…

The Age Discrimination in Employment Act (ADEA) and its 1978 amendments are discussed. This statute protects all aged 40 to 70, and it has had a widespread effect. Although the 1978 amendments clarify several issues, there are still many questions left, including retirement issues. (MLW)

For those institutions endeavoring to increase the likelihood of older workers' leaving, a diversified set of retirement options is suggested. Many employers are offering an interim period of part-time employment before final retirement. Evaluations should not be used to drive employees into retirement. (MLW)

The recent upsurge in the number of Age Discrimination in Employment Act cases suggests the need for a warning about unacceptable employment practices. Focuses on problems attendant to adversely affecting the employment status of over-40-year-old employees. (MLF)

The 17 articles in this book were written to help middle-aged retirees, especially the military, in finding second careers. Chapter One discusses the attitudes, policies, and needs of potential employers. Chapters Two through Four separate myth from reality concerning the chances of gainful employment past the age of 45. Chapter Five explores…

The curriculum guide presents 14 modular units for teaching a college-level course about older women (age 40 and above). An introduction discusses the need for and lack of literature or research about older women and their specific personal, financial, and social problems. It also suggests instructional approaches, consideration of students'…

These resource materials are designed to help instructors prepare their business students to work with older employees. The materials can be used in undergraduate and graduate courses in management, organizational behavior, human resource management, business policy, and business and society. The materials include lecture guides, discussion…