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首页> 外文期刊>Journal of pension economics and finance >Behavioral effects of employer-sponsored retirement plans: Evidence from Watson Wyatt's Retirement Attitude Survey
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Behavioral effects of employer-sponsored retirement plans: Evidence from Watson Wyatt's Retirement Attitude Survey

机译：雇主赞助的退休计划的行为影响：来自Watson Wyatt的退休态度调查的证据

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Many organizations have either already terminated their defined benefit (DB) plans or are thinking about it, in order to offload the financial and regulatory risks these programs pose. But plan sponsors should think carefully about how their decision might affect their workers' commitment and productivity - and ultimately their organization's success. To answer those and other retirement questions, Watson Wyatt set out to learn how DB and defined contribution (DC) plans affect employees' workforce behavior and decisions. Watson Wyatt's Retirement Attitude Survey (WWRAS) found that, while most workers value both types of plans very highly, workers with DB plans generally appreciate their retirement programs significantly more than those with only a DC plan. This was particularly the case for those with a hybrid pension plan. This analysis found that retirement plan generosity and effective communication strongly affect a plan's perceived value to employees. This has important implications for plan sponsors, since greater plan appreciation is strongly linked to employee commitment. In fact, we found that workers covered by a defined benefit plan express a very strong commitment to their current employer, while DC plan coverage has no effect on employee commitment. This is partly owing to a selection effect, whereby firms with DB plans tend to attract more committed workers. However, even after controlling for the selection effect, DB plans exert an independent effect on the likelihood that employees will stay with their employer.
机译：为了减轻这些计划带来的财务和监管风险，许多组织已经终止其既定福利（DB）计划或正在考虑。但是计划发起人应该仔细考虑他们的决定如何影响其员工的承诺和生产力，最终影响其组织的成功。为了回答这些问题以及其他退休问题，Watson Wyatt着手研究数据库和定额供款（DC）计划如何影响员工的员工行为和决策。沃森怀亚特（Watson Wyatt）的退休态度调查（WWRAS）发现，尽管大多数工人对这两种计划都非常重视，但拥有DB计划的工人通常比仅拥有DC计划的工人更欣赏他们的退休计划。对于拥有混合养老金计划的人来说尤其如此。该分析发现，退休计划的慷慨和有效的沟通在很大程度上影响了计划对员工的感知价值。这对计划发起人具有重要意义，因为更大的计划欣赏力与员工的承诺密切相关。实际上，我们发现，设定受​​益计划所涵盖的工人对其现任雇主表示出非常强烈的承诺，而DC计划所涵盖的范围对员工的承诺没有影响。部分原因是由于选择效应，制定DB计划的公司倾向于吸引更多忠诚的工人。但是，即使在控制了选择效果之后，DB计划也会对员工与雇主待在一起的可能性产生独立影响。

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