Farm Succession and Retirement: Some International Comparisons
By M. Lobley, J. R. Baker, I. Whitehead. 2010
168 citations recorded by the source corpus.
The increasing age of farmers and the reluctance to transfer management from the owning generation to the successor generation has been well documented by several studies. In this article we review the literature relating to the succession of farm businesses. Drawing on data from the international FARMTRANSFERS project, we explore attitudes toward retirement and also rates and patterns of succession in several contrasting countries and states in the United States. Lastly, we discuss the implications of the research and provide recommendations for public policies that would enhance the opportunities for successors to succeed in the continuation of the farm family business.
Subfields: General Agricultural and Biological Sciences, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/e2b84a7b4e9eb2256c13b5b1f43cc4384c6f3fc5
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In General Agricultural and Biological Sciences
- K. Zawalińska
- Jeroen J. L. Candel
- D. Maye
- P. Feindt
- E. Mathijs
- H. Hansson
- Robert Finger
- Erwin Wauters
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Preventing young farmers from leaving the farm: Investigating the effectiveness of the young farmer payment using a behavioural approach (2019, background): “In terms of financial reasons, it has been found that older farmers who are concerned about their financial future and/or who do not have formal retirement plans are unwilling to transfer their farm assets, negatively affecting intra-family farm transfer (Lobley et al., 2010; Matthews, 2014).”
- A framework to assess the resilience of farming systems (2019, background): “These uncertainties exacerbate demographic issues such as a lack of successors to enable generational renewal at farm level (Lobley et al. 2010; Burton and Fischer 2015; Zagata and Sutherland 2015) and insufficient availability of seasonal, permanent and skilled labor (McGuinness and Grimwood 2017).”