Overview-Lecture 10 Working Life Types Choices and Satisfaction Older Worker Productivity Retirement...
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Overview-Lecture 10
Working Life
Types
Choices and Satisfaction
Older Worker Productivity
Retirement
Myth Busting: Facts on Aging Revisited
Work in Adulthood:TypesWork in Adulthood:Types
•Position on hierarchy of jobs in terms of:Position on hierarchy of jobs in terms of:Required trainingRequired trainingPrestigePrestigeIncomeIncome
ProfessionalProfessional“white collar”“white collar”ProfessionalProfessional
“white collar”“white collar”Managers, professionalsManagers, professionalsTechnical, sales, administrativeTechnical, sales, administrative
ServiceService““pink collar”pink collar”
ServiceService““pink collar”pink collar”
Personal assistance to othersPersonal assistance to othersProtective service occupationsProtective service occupations
LaborerLaborer““blue collar”blue collar”
LaborerLaborer““blue collar”blue collar”
Machine operatorsMachine operatorsProduction workersProduction workers
Definition of Occupational LevelDefinition of Occupational Level
Work Patterns in Adulthood:Work Patterns in Adulthood:Educational LevelEducational Level
Education and AgeEducation and Age
0
5
10
15
20
25
30
35
40
25-34 35-44 45-54 55-64 65-74
Less than high school High school diploma Some college or AA
Bachelor's degree Post-bachelor's degree
Older least likely to have post-HS degreeOlder least likely to have post-HS degree
Youngest most like to havecollege degreeYoungest most like to havecollege degree
45-54 highest % with post-college degree45-54 highest % with post-college degree
Work Patterns in Adulthood:Work Patterns in Adulthood:Educational LevelEducational Level
0
10000
20000
30000
40000
50000
60000
70000
80000
Male Female
<9 9 to 12 High School diploma
Some college AA degree Bachelor's degree
MA Professional degree Ph.D.
Steady rise in income with increase in educationSteady rise in income with increase in education
Education, Gender, and IncomeEducation, Gender, and Income
Choices: Vocational DevelopmentChoices: Vocational DevelopmentHolland’s TheoryHolland’s Theory
PersonalityPersonality Vocational Interest
Vocational Interest
expressedin
Basis of theoryBasis of theory
•Ratings of Ratings of personspersons•Ratings of Ratings of environmentsenvironments
Six TypesSix TypesSix TypesSix Types
Realisticmechanicalpracticalasocialwork with thingsprefers outdoors
Carpenter
Investigativeanalyticalcomplexindependentintrospectiveintelligentreserved
Electrical engineer
Artisticinnovative, intellectualexpressiveimpulsive, introspectivenonconformingsensitive
Musician
Socialpatientcooperativefriendlyhelpful understanding sociablewarm
Teacher
Enterprisingambitiousdomineeringenergeticextravertedself-confident sociableaction-oriented
Sales rep
Conventionalcarefulconformingconscientious efficientunimaginativeinhibitedprecisefollows instructions
Clerk
RIASEC ModelRIASEC ModelRIASEC ModelRIASEC Model
Vocational Development:Vocational Development:Holland’s TheoryHolland’s Theory
Assumptions of Six-Letter CodesAssumptions of Six-Letter Codes•First letter is First letter is primary typeprimary type•Second and third letters allow Second and third letters allow for more differentiated ratingfor more differentiated rating•Letters arranged according to Letters arranged according to degree of similaritydegree of similarity•Ideal situation= congruenceIdeal situation= congruence
CC RR
SS AA
IIEE
Ratings correspond to NEO-PI-RRatings correspond to NEO-PI-R
•Personality descriptions correspond to each typePersonality descriptions correspond to each type
Choices: Vocational DevelopmentChoices: Vocational DevelopmentSuper’s Self-Concept TheorySuper’s Self-Concept Theory
WORKWORKSelf-concept Self-concept realizationrealizationSelf-concept Self-concept realizationrealization
occursthrough
ExplorationExplorationEstablishmentEstablishmentMaintenance Maintenance DisengagementDisengagement
44 Stages Stages44 Stages Stages•RecyclingRecycling•PlateauingPlateauing
Variations:Variations:
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Intrinsic and Extrinsic FactorsIntrinsic and Extrinsic Factors
IntrinsicIntrinsicIntrinsicIntrinsic ExtrinsicExtrinsicExtrinsicExtrinsic
•Factors inherent in work itselfFactors inherent in work itself•Engages sense of identityEngages sense of identity•Allows expression of autonomyAllows expression of autonomy•Is intellectually challengingIs intellectually challenging
•Features that accompany job Features that accompany job (such as $$$)(such as $$$)•Conditions of workConditions of work
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Herzberg Two-Factor Theory of Work MotivationHerzberg Two-Factor Theory of Work Motivation
Distinction reflected in types of work motivationDistinction reflected in types of work motivation
IntrinsicIntrinsicIntrinsicIntrinsic = “Motivators”= “Motivators”
ExtrinsicExtrinsicExtrinsicExtrinsic = “Hygiene Factors”= “Hygiene Factors”
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Herzberg Two-Factor Theory of Work MotivationHerzberg Two-Factor Theory of Work Motivation
Motivators more powerful than Hygiene FactorsMotivators more powerful than Hygiene Factors
IntrinsicIntrinsicIntrinsicIntrinsic = “Motivators”= “Motivators”
ExtrinsicExtrinsicExtrinsicExtrinsic = “Hygiene Factors”= “Hygiene Factors”
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Effects of Reinforcement Effects of Reinforcement
Reinforcement theoryReinforcement theoryReinforcement theoryReinforcement theory
Incentives Incentives performanceperformance
Cognitive evaluation theoryCognitive evaluation theoryCognitive evaluation theoryCognitive evaluation theory
Incentives Incentives performanceperformance
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Effects of Reinforcement Effects of Reinforcement
Most theories:Most theories:Most theories:Most theories:
•Extrinsic rewards Extrinsic rewards dodo motivate workers motivate workers
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Occupational Reinforcement Patterns (ORP’s)Occupational Reinforcement Patterns (ORP’s)
Fulfillment of work-Fulfillment of work-related needsrelated needs
Job satisfactionJob satisfaction byby
•Each occupation has an ORP based on potential to Each occupation has an ORP based on potential to satisfy one of the work-related needssatisfy one of the work-related needs
Six Work-Related Needs:Six Work-Related Needs:Six Work-Related Needs:Six Work-Related Needs:
•AchievementAchievement•Job security and working Job security and working conditionsconditions
•Recognition Recognition •Social relationshipsSocial relationships•Support from managementSupport from management•IndependenceIndependence
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
PersonalityPersonality
•Levels of optimism predict satisfactionLevels of optimism predict satisfaction
Attachment styleAttachment style
•Secure attachment leads to higher job satisfactionSecure attachment leads to higher job satisfaction
Dispositional affectivity theory- Dispositional affectivity theory-
Spillover modelSpillover model- - feelings from one domain affect feelings from one domain affect feelings in the otherfeelings in the otherCompensation model-Compensation model- high involvement in one high involvement in one domain leads to low involvement in the otherdomain leads to low involvement in the otherSegmentation modelSegmentation model-- people are able to people are able to compartmentalize their livescompartmentalize their lives
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Relationships Between Work and FamilyRelationships Between Work and Family
Spillover modelSpillover model- feelings from one domain affect - feelings from one domain affect feelings in the otherfeelings in the otherCompensation model-Compensation model- high involvement in one high involvement in one domain leads to low involvement in the otherdomain leads to low involvement in the otherSegmentation modelSegmentation model-- people are able to people are able to compartmentalize their livescompartmentalize their lives
Vocational Satisfaction:Vocational Satisfaction:Factors Related to Vocational SatisfactionFactors Related to Vocational Satisfaction
Relationships Between Work and FamilyRelationships Between Work and Family
(Most empirical support)(Most empirical support)
Early studies-Early studies- Older workers more satisfiedOlder workers more satisfied
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational SatisfactionAge and Vocational Satisfaction
Does Age Relate to Job Satisfaction?Does Age Relate to Job Satisfaction?
Linear relationship?Linear relationship?Linear relationship?Linear relationship?
OROROROR
UU shaped??shaped??UU shaped??shaped??
Need to take JOB TENURE into accountNeed to take JOB TENURE into account
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational SatisfactionAge and Vocational Satisfaction
Components of Job Satisfaction and Age Components of Job Satisfaction and Age Relationship (see text pages 316-318)Relationship (see text pages 316-318)
•Intrinsic or extrinsic involvement Intrinsic or extrinsic involvement (Kalleberg & Loscoco, 1983)(Kalleberg & Loscoco, 1983)
•Younger workers value Younger workers value intrinsicintrinsic•Older workers value Older workers value extrinsicextrinsic•Interaction with genderInteraction with gender
•Relationship to career developmentRelationship to career development
•Peak of job level and salary reached by 40s to 50sPeak of job level and salary reached by 40s to 50s•Older workers maintain commitment to Older workers maintain commitment to occupationoccupation•Readjustments may occur in vocational identity to Readjustments may occur in vocational identity to extent that job goals not reachedextent that job goals not reached
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational SatisfactionAge and Vocational Satisfaction
Components of Job Satisfaction and Age Components of Job Satisfaction and Age Relationship (see text pages 316-318)Relationship (see text pages 316-318)
•Social factorsSocial factors•Gender differencesGender differences•Racial discriminationRacial discrimination•Level of occupationLevel of occupation
•Individual differencesIndividual differences•Work ethicWork ethic•Physical and cognitive changesPhysical and cognitive changes
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Age-Performance Relationship Affected By:Age-Performance Relationship Affected By:
•Quality of performance measuresQuality of performance measures•Greater education of younger cohortsGreater education of younger cohorts•Variations within cohorts in health, cognition, and Variations within cohorts in health, cognition, and previous experienceprevious experience•Selective withdrawal of less capableSelective withdrawal of less capable
Therefore, no clearTherefore, no clear relationshiprelationshipTherefore, no clearTherefore, no clear relationshiprelationship
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Are Older Workers More or Less Productive?Are Older Workers More or Less Productive?
•Historical issue of concernHistorical issue of concern•How will baby boomers do?How will baby boomers do?
Performance Performance enhancedenhanced
by experienceby experience
No Yes Positive
No No Zero
Yes Yes Zero
Yes No Negative
Capacities Capacities exceededexceededwith agewith age
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Warr’s Model of Age and Job PerformanceWarr’s Model of Age and Job Performance
Expected Expected relationshiprelationship
with agewith age
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Areas of Job Performance Studied with Regard Areas of Job Performance Studied with Regard to Agingto Aging
•Shift workShift work•More difficult for older workersMore difficult for older workers
•Absentee ratesAbsentee rates•Younger have more voluntaryYounger have more voluntary•Younger Younger ALSOALSO have more absenteeism have more absenteeism
•InjuriesInjuries
•Older have lower injury rateOlder have lower injury rate•But injuries lead to longer time off job for olderBut injuries lead to longer time off job for older
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Older workers lose more work daysOlder workers lose more work daysOlder workers lose more work daysOlder workers lose more work days
Vocational Satisfaction:Vocational Satisfaction:Age and Vocational PerformanceAge and Vocational Performance
Sterns & Miklos (1995) ModelSterns & Miklos (1995) Model
•Human resource Human resource policies and systems policies and systems
Life-Span Life-Span Developmental Developmental OrientationOrientation
Life-Span Life-Span Developmental Developmental OrientationOrientation
Leads to more individualized approaches to older Leads to more individualized approaches to older workersworkers
Retirement:Retirement:Definitions of RetirementDefinitions of Retirement
Definition= Definition= Withdrawal from labor forceWithdrawal from labor forceDefinition= Definition= Withdrawal from labor forceWithdrawal from labor force
•For most workers it is a gradual processFor most workers it is a gradual process•Includes at least five phasesIncludes at least five phases•For most workers it is a gradual processFor most workers it is a gradual process•Includes at least five phasesIncludes at least five phases
Retirement:Retirement:Definitions of RetirementDefinitions of Retirement
Anticipatory Anticipatory periodperiod
Decision Decision to retireto retire
RETIREMENT
Continual Continual adjustmentadjustment
PHASES OF RETIREMENTPHASES OF RETIREMENT
Changes in Changes in activityactivitypatternspatterns
Retirement:Retirement:Definitions of RetirementDefinitions of Retirement
Variations in Phases of RetirementVariations in Phases of Retirement
•10%-10%- “crisp” pattern “crisp” pattern•15%-15%- “blurred” exit which may involve “blurred” exit which may involve bridge employmentbridge employment •33%-33%- never retire at allnever retire at all•Remainder retired early or were unemployedRemainder retired early or were unemployed
•10%-10%- “crisp” pattern “crisp” pattern•15%-15%- “blurred” exit which may involve “blurred” exit which may involve bridge employmentbridge employment •33%-33%- never retire at allnever retire at all•Remainder retired early or were unemployedRemainder retired early or were unemployed
•Collecting government benefits or pensionCollecting government benefits or pension•Considers self retiredConsiders self retired•Does not spend time at workDoes not spend time at work
Ultimate criteria for retirement:Ultimate criteria for retirement:Ultimate criteria for retirement:Ultimate criteria for retirement:
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Theories of Retirement and the IndividualTheories of Retirement and the Individual
Role theoryRole theory Roles provide source of fulfillment; Loss of work role is harmful
Continuity theoryContinuity theory Retirees maintain previous sense of identityRetirement is not a crisis
Life course Life course perspectiveperspective
Normative timing of eventsRetirement stressful only when unexpected
Theory Effect of Retirement
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Retirement and HealthRetirement and Health
•Poor health is often the reason for retirementPoor health is often the reason for retirement•Some individuals Some individuals improveimprove their health after their health after retirementretirement
•Poor health is often the reason for retirementPoor health is often the reason for retirement•Some individuals Some individuals improveimprove their health after their health after retirementretirement
Myth of retirement as cause of poor healthMyth of retirement as cause of poor healthMyth of retirement as cause of poor healthMyth of retirement as cause of poor health
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Factors that Influence Adjustment to RetirementFactors that Influence Adjustment to Retirement
1/3 of retirees suffer stress after retirement1/3 of retirees suffer stress after retirement1/3 of retirees suffer stress after retirement1/3 of retirees suffer stress after retirement
•Retiring before age of 62Retiring before age of 62•Retiring in “off-time” fashionRetiring in “off-time” fashion•Loss of control over retirement decisionLoss of control over retirement decision•Amount of time for retiring (minimum of 2 Amount of time for retiring (minimum of 2 years is best)years is best)
•Retiring before age of 62Retiring before age of 62•Retiring in “off-time” fashionRetiring in “off-time” fashion•Loss of control over retirement decisionLoss of control over retirement decision•Amount of time for retiring (minimum of 2 Amount of time for retiring (minimum of 2 years is best)years is best)
Risk Factors=Risk Factors=
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Social Factors in Adjustment to RetirementSocial Factors in Adjustment to Retirement
•Higher Higher socioeconomic socioeconomic statusstatus•Orderly career Orderly career
•Higher Higher socioeconomic socioeconomic statusstatus•Orderly career Orderly career
More resourcesMore resources
BUTBUT
Greater work involvementGreater work involvement
Income also plays a roleIncome also plays a role•More resourcesMore resources•Better health care and amenitiesBetter health care and amenities•More resourcesMore resources•Better health care and amenitiesBetter health care and amenities
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Personality and Adjustment to RetirementPersonality and Adjustment to Retirement
•Retirement self-efficacyRetirement self-efficacy-- people who believe people who believe that they will retire successfullythat they will retire successfully•See self as active agent in adjustmentSee self as active agent in adjustment•Engagement in rewarding activitiesEngagement in rewarding activities•High self-esteem and perception of self as High self-esteem and perception of self as competentcompetent
•Retirement self-efficacyRetirement self-efficacy-- people who believe people who believe that they will retire successfullythat they will retire successfully•See self as active agent in adjustmentSee self as active agent in adjustment•Engagement in rewarding activitiesEngagement in rewarding activities•High self-esteem and perception of self as High self-esteem and perception of self as competentcompetent
Retirement:Retirement:The Effects of Retirement on the IndividualThe Effects of Retirement on the Individual
Family EventsFamily Events
•Social support protects against role lossSocial support protects against role loss•Enjoyment of activities with spouseEnjoyment of activities with spouse•Leaving high stress job reduces family Leaving high stress job reduces family conflictconflict
•Social support protects against role lossSocial support protects against role loss•Enjoyment of activities with spouseEnjoyment of activities with spouse•Leaving high stress job reduces family Leaving high stress job reduces family conflictconflict
Continuity Continuity perspective perspective regarding regarding relationshipsrelationships
Continuity Continuity perspective perspective regarding regarding relationshipsrelationships
•Well-adjusted couples may retire Well-adjusted couples may retire early to enjoy each other’s companyearly to enjoy each other’s company•Unhappy couples will be negatively Unhappy couples will be negatively affected by presence of spouseaffected by presence of spouse
Myth Busting: Facts on Aging Revisited
#9 Older workers usually cannot work as effectively as younger workers.
False
Myth Busting: Facts on Aging Revisited
#18 Older workers have fewer accidents than younger workers.
True
Myth Busting: Facts on Aging Revisited
# 21. The majority of old people have incomes below the poverty line (as defined by the federal government--United States Statistic).
False
Myth Busting: Facts on Aging Revisited
# 22. The majority of old people are working or would like to have some kindof work to do (including housework and volunteer work).
True