Occupational change encompasses change of profession, employer and work tasks. This study gives an overview on occupational change in later working life and provides empirical evidence on voluntary, involuntary and desired occupational changes in the older workforce in Germany. The analyses were based on longitudinal data from 2,835 participants of the German lidA Cohort Study, a representative study of employees born in 1959 or 1965. Multinomial logistic regression analyses were performed in order to characterise the change groups in their previous job situation. The findings indicate that occupational change among older workers is frequent. In four years, 13.4 per cent changed employer, 10.5 per cent profession and 45.1 per cent work tasks. In addition, the desire for change often remains unfulfilled: the share of older workers who wanted to but did not change was 17.6 per cent for profession, 13.2 per cent for employer and 8.9 per cent for work tasks. The change groups investigated differ in terms of their socio-demographic background, health and job factors such as seniority and leadership quality. In times of ageing populations, the potential of occupational change among older workers requires more consideration in society, policy and research. Special attention should also be paid to the group of workers who would have liked to change but feel that they cannot leave.

职业变更包括职业，雇主和工作任务的变更。这项研究概述了晚年工作中的职业变化，并提供了有关德国老年劳动力自愿，非自愿和理想职业变化的经验证据。这些分析基于来自德国lidA Cohort研究的2,835名参与者的纵向数据，该研究是对1959年或1965年出生的雇员的一项代表性研究。进行了多项logistic回归分析，以表征先前工作环境中的变更组。研究结果表明，老年工人的职业变化是频繁的。在四年中，更换雇主的比例为13.4％，职业为10.5％，工作任务为45.1％。此外，对变革的渴望通常仍然无法实现：愿意但没有改变的老年工人的比例为职业为17.6％，雇主为13.2％，工作任务为8.9％。所调查的变更组在社会人口统计学背景，健康状况和工作因素（如资历和领导素质）方面有所不同。在人口老龄化时期，老年工人职业变化的潜力需要社会，政策和研究方面的更多考虑。还应该特别注意那些想改变但觉得自己不能离开的工人。在人口老龄化时期，老年工人职业变化的潜力需要社会，政策和研究方面的更多考虑。还应该特别注意那些想改变但觉得自己不能离开的工人。在人口老龄化时期，老年工人职业变化的潜力需要社会，政策和研究方面的更多考虑。还应该特别注意那些愿意改变但觉得自己不能离开的工人。