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“Increasingly, people are becoming aware of the severe consequences of not having either health care or retirement benefits,” says Elizabeth Kellar, executive director for the center. “The responses likely speak to people’s growing insecurities, to the point where many people now say that they won’t even consider a job that doesn’t offer health insurance.”

The cost of providing health care has seen staggering increases in recent years and, according to consulting firm Towers Perrin, has increased 63% over the past five years. As a result, many companies are reducing fixed health-care costs.

On the retirement side, Kellar points out that corporations are cutting back on traditional defined-benefit pension plans to better manage expenses; employees are then becoming more dependent on contribution plans, such as 401(k)s.

This slowdown in the rate of growth speaks to a potential decline in American’s standard of living with fewer workers generating goods, services and income. Coupling the fact that there will also be a decline in the number of working teenagers with the baby boomers exit suggests that , “…successive generations will be unable to compensate.”

The survey of over 1 million employees said that those who express boredom reported, “…far lower levels of job satisfaction, sense of accomplishment and pride” in their companies when compared with other groups of workers. The boredom may have nothing to do with employees not having enough work. Rather, it stems mostly from two causes: employees occupying jobs for which they are not suited or trained, or jobs that are poorly designed.

In another Sirota survey, employees who experience a reasonable work / life balance are more likely to recommend their company to others and have higher levels of engagement. Of those who have a positive view, nearly 90% have a favorable view of their employers, compared with 58% who are negative about their work / life balance, according to Sirota’s survey of more than 300,000 employees.

Younger retirees are even more likely to rely on a paycheck to boost their annual income. In 2006, job earnings accounted for 39.1% of annual income of retirees ages 65 to 69, a 69% increase from two decades ago, according to the EBRI report.

The Pension Preservation Act of 2006 sought to help more people retire, work if they wanted and collect their pensions by allowing companies to offer a phased retirement program to employees at 62. In reality, many companies offer some type of early retirement option to employees at age 55, a policy held over from the days when they needed then-older employees to retire early to make room for baby boomers, according to retirement experts, industry analysts and consultants.

That’s no help for employees between 55 and 62 who want to start receiving pension benefits in order to supplement decreased hours, says Tonya Manning, chief actuary with Aon Consulting’s U.S. retirement practice. Because of that catch, some employees would be better off leaving their current employer, starting to collect pension benefits and going back to work at a competitor, Manning and other experts say.