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. Bauknecht, J., Cebulla, A. (2016), “Extending Working Lives – Sticks and Carrots to Get the Older Unemployed Back into Employment”, Intereconomics, Vol. 51, No. 3, pp. 134-139. 5. Bauknecht, J., Gerling, V., Hess, M. (2016), “Extending Working Lives through Flexible Pension Schemes”, Working Paper, Institut für Gerontologie an der TU Dortmund. 6. Bispinck, R., Schulten, T. (2000), “Alliance for Jobs: Is Germany following the path of competitive corporatism?”, WSI Discussion Paper No. 84, Institute of Economic and Social Research, Hans Böckler Foundation, Düsseldorf. 7

(7539), 449-52. DOI:10.1136/bmj.38731.622975.3A Maltby, T., 2011. Extending Working Lives? Employability, Work Ability and Better Quality Working Lives . Social Policy & Society, Cambridge University Press, 10(3), 299-308. Ng, T.W.H., Feldman, D.C., 2008. The Relationship of Age to Ten Dimensions of Job Performance . Journal of Applied Psychology, 93(2), 392-423. Oliveira, E., Cabral-Cardoso, C., 2017. Older workers’ representation and age-based stereotype threats in the workplace . Journal of Managerial Psychology, 32(3), 254-268, DOI:

.1108/JEDT-04-2012-0018. Fuertes, V., Egdell, V., and McQuaid, R. (2013). Extending working lives: Age management in SMEs. Employee Relations , 35, 272–293. doi:10.1108/01425451311320477. Gentry, J. W. and Mittelstaedt, R. A. (2017). The rapidly aging World: Implications for marketing. Global Business Review , 18(3S), 1S-18S. doi:10.1177/0972150917693136. Hennekam, S. (2015). Career success of older workers: The influence of social skills and continuous learning ability. Journal of Management Development , 34, 1113-1133. doi:10.1108/JMD-05-2014-0047. Hennekam, S. (2016

, the decision to remain active in the labour market is also likely to be influenced by family commitments, especially those of a caring nature. Loretto and Vickerstaff (2015) argue that there has been a remarkable lack of attention paid to the role of gender in extending working lives. Firstly, there is little consideration of the relationship between gender and flexible working beyond the child-caring phase of life. Secondly, there is a tendency to assume that the end of working life and retirement are gender-neutral (see also Calasanti, 1996 ; Wright and