Abstract
In this paper, we aim to analyse selected structural determinants of workforce participation after retirement in Poland. By structural determinants we mean characteristics of one's socio-economic position that (a) result from the interplay of social conditions (mechanisms of power, differentiated access to resources) and individual agency, and (b) restrict or facilitate individuals' choices. We conceptualise workforce participation as engaging in either part- or full-time paid employment despite receiving the old-age pension. Our general hypothesis is that working in older age is not only a matter of motivation or psychological traits but also a complex interplay of structural characteristics, accumulated by individuals during their life course. In the paper, we test a number of hypotheses about the role of specific components of socio-economic status (SES), i.e. occupational prestige, education, and wealth, for workforce participation among retirees. We argue that, in case of retirees, the prestige of the last job before retirement is a more reliable measure of the social position than education. Hence, we conduct a more detailed analysis of the role of occupational prestige for the chances of being employed after retirement. The analysis was based on data gathered in the years 2013-2014 within the sixth wave of the Polish Panel Survey POLPAN (www.polpan.org). We extracted a subsample of retirees from this dataset and used logistic regression to test the hypotheses described above. We found that both occupational prestige of the last job before retirement and educational attainments are strong predictors of being in paid work after retirement, however the impact of occupational prestige varies across the groups with the lowest and higher level of retirement pension. We also found that there are horizontal differences in the occupational structure of the chances for workforce participation after retirement and additionally found that being a farm owner increases the propensity to engage in economic activity after retirement. The paper contributes to the field of studies on the relationship between SES and workforce participation after retirement in line with the cumulative advantage/disadvantage theory and shows that resources that individuals have accumulated during the life course can determine their chances of working after retirement just as individual motivations or organisational characteristics do.