Conclusion from study: More than half of the employees had experienced organizational changes within the past 2 years, and for many participants, this had led to considerations of earlier retirement. The analyses showed a lower expected retirement age when the changes had been moderately or poorly implemented compared to well implemented changes or no changes. Thus, the results support our hypotheses: that experiences of reorganization and round of layoffs were associated with earlier expected retirement age among senior employees, and that the quality of implementation modified the association with earlier expected retirement age.
