OverviewLecture 10 Working Life Types Choices and Satisfaction

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Overview-Lecture 10 Working Life Types Choices and Satisfaction Older Worker Productivity Retirement Myth Busting:

Overview-Lecture 10 Working Life Types Choices and Satisfaction Older Worker Productivity Retirement Myth Busting: Facts on Aging Revisited

Work in Adulthood: Types Definition of Occupational Level • Position on hierarchy of jobs

Work in Adulthood: Types Definition of Occupational Level • Position on hierarchy of jobs in terms of: Required training Prestige Income Managers, professionals Professional Technical, sales, administrative “white collar” Service “pink collar” Personal assistance to others Protective service occupations Laborer “blue collar” Machine operators Production workers

Work Patterns in Adulthood: Educational Level Education and Age Youngest most like to have

Work Patterns in Adulthood: Educational Level Education and Age Youngest most like to have college degree Older least likely to have post-HS degree 45 -54 highest % with post-college degree

Work Patterns in Adulthood: Educational Level Education, Gender, and Income Steady rise in income

Work Patterns in Adulthood: Educational Level Education, Gender, and Income Steady rise in income with increase in education

Choices: Vocational Development Holland’s Theory Basis of theory Personality expressed Vocational in Interest Six

Choices: Vocational Development Holland’s Theory Basis of theory Personality expressed Vocational in Interest Six Types • Ratings of persons • Ratings of environments

RIASEC Model Conventional Realistic careful conforming conscientious efficient unimaginative inhibited precise follows instructions mechanical

RIASEC Model Conventional Realistic careful conforming conscientious efficient unimaginative inhibited precise follows instructions mechanical practical asocial work with things prefers outdoors Carpenter Clerk Investigative Enterprising analytical complex independent introspective intelligent ambitious domineering energetic extraverted self-confident sociable action-oriented reserved Electrical engineer Sales rep Social patient cooperative friendly helpful understanding sociable warm Teacher Artistic innovative, intellectual expressive impulsive, introspective nonconforming sensitive Musician

Vocational Development: Holland’s Theory Assumptions of Six-Letter Codes • First letter is primary type

Vocational Development: Holland’s Theory Assumptions of Six-Letter Codes • First letter is primary type E • Second and third letters allow for more differentiated rating • Letters arranged according to degree of similarity • Ideal situation= congruence C R I S A Ratings correspond to NEO-PI-R • Personality descriptions correspond to each type

Choices: Vocational Development Super’s Self-Concept Theory Self-concept realization 4 Stages occurs through WORK Exploration

Choices: Vocational Development Super’s Self-Concept Theory Self-concept realization 4 Stages occurs through WORK Exploration Establishment Maintenance Disengagement Variations: • Recycling • Plateauing

Vocational Satisfaction: Factors Related to Vocational Satisfaction Intrinsic and Extrinsic Factors Intrinsic • Factors

Vocational Satisfaction: Factors Related to Vocational Satisfaction Intrinsic and Extrinsic Factors Intrinsic • Factors inherent in work itself • Engages sense of identity • Allows expression of autonomy • Is intellectually challenging Extrinsic • Features that accompany job (such as $$$) • Conditions of work

Vocational Satisfaction: Factors Related to Vocational Satisfaction Herzberg Two-Factor Theory of Work Motivation Intrinsic

Vocational Satisfaction: Factors Related to Vocational Satisfaction Herzberg Two-Factor Theory of Work Motivation Intrinsic = “Motivators” Extrinsic = “Hygiene Factors” Distinction reflected in types of work motivation

Vocational Satisfaction: Factors Related to Vocational Satisfaction Herzberg Two-Factor Theory of Work Motivation Intrinsic

Vocational Satisfaction: Factors Related to Vocational Satisfaction Herzberg Two-Factor Theory of Work Motivation Intrinsic = “Motivators” Extrinsic = “Hygiene Factors” Motivators more powerful than Hygiene Factors

Vocational Satisfaction: Factors Related to Vocational Satisfaction Effects of Reinforcement theory Incentives performance Cognitive

Vocational Satisfaction: Factors Related to Vocational Satisfaction Effects of Reinforcement theory Incentives performance Cognitive evaluation theory Incentives performance

Vocational Satisfaction: Factors Related to Vocational Satisfaction Effects of Reinforcement Most theories: • Extrinsic

Vocational Satisfaction: Factors Related to Vocational Satisfaction Effects of Reinforcement Most theories: • Extrinsic rewards do motivate workers

Vocational Satisfaction: Factors Related to Vocational Satisfaction Occupational Reinforcement Patterns (ORP’s) Job satisfaction by

Vocational Satisfaction: Factors Related to Vocational Satisfaction Occupational Reinforcement Patterns (ORP’s) Job satisfaction by Fulfillment of workrelated needs Six Work-Related Needs: • Recognition • Social relationships • Achievement • Job security and working • Support from management • Independence conditions • Each occupation has an ORP based on potential to satisfy one of the work-related needs

Vocational Satisfaction: Factors Related to Vocational Satisfaction Personality Dispositional affectivity theory • Levels of

Vocational Satisfaction: Factors Related to Vocational Satisfaction Personality Dispositional affectivity theory • Levels of optimism predict satisfaction Attachment style • Secure attachment leads to higher job satisfaction

Vocational Satisfaction: Factors Related to Vocational Satisfaction Relationships Between Work and Family Spillover model-

Vocational Satisfaction: Factors Related to Vocational Satisfaction Relationships Between Work and Family Spillover model- feelings from one domain affect feelings in the other Compensation model- high involvement in one domain leads to low involvement in the other Segmentation model- people are able to compartmentalize their lives

Vocational Satisfaction: Factors Related to Vocational Satisfaction Relationships Between Work and Family Spillover model-

Vocational Satisfaction: Factors Related to Vocational Satisfaction Relationships Between Work and Family Spillover model- feelings from one domain affect feelings in the other (Most empirical support) Compensation model- high involvement in one domain leads to low involvement in the other Segmentation model- people are able to compartmentalize their lives

Vocational Satisfaction: Age and Vocational Satisfaction Does Age Relate to Job Satisfaction? Early studies-

Vocational Satisfaction: Age and Vocational Satisfaction Does Age Relate to Job Satisfaction? Early studies- Older workers more satisfied Linear relationship? OR U shaped? ? Need to take JOB TENURE into account

Vocational Satisfaction: Age and Vocational Satisfaction Components of Job Satisfaction and Age Relationship (see

Vocational Satisfaction: Age and Vocational Satisfaction Components of Job Satisfaction and Age Relationship (see text pages 316 -318) • Intrinsic or extrinsic involvement (Kalleberg & Loscoco, 1983) • Younger workers value intrinsic • Older workers value extrinsic • Interaction with gender • Relationship to career development • Peak of job level and salary reached by 40 s to 50 s • Older workers maintain commitment to occupation • Readjustments may occur in vocational identity to extent that job goals not reached

Vocational Satisfaction: Age and Vocational Satisfaction Components of Job Satisfaction and Age Relationship (see

Vocational Satisfaction: Age and Vocational Satisfaction Components of Job Satisfaction and Age Relationship (see text pages 316 -318) • Social factors • Gender differences • Racial discrimination • Level of occupation • Individual differences • Work ethic • Physical and cognitive changes

Vocational Satisfaction: Age and Vocational Performance Age-Performance Relationship Affected By: • Quality of performance

Vocational Satisfaction: Age and Vocational Performance Age-Performance Relationship Affected By: • Quality of performance measures • Greater education of younger cohorts • Variations within cohorts in health, cognition, and previous experience • Selective withdrawal of less capable Therefore, no clear relationship

Vocational Satisfaction: Age and Vocational Performance Are Older Workers More or Less Productive? •

Vocational Satisfaction: Age and Vocational Performance Are Older Workers More or Less Productive? • Historical issue of concern • How will baby boomers do?

Vocational Satisfaction: Age and Vocational Performance Warr’s Model of Age and Job Performance Capacities

Vocational Satisfaction: Age and Vocational Performance Warr’s Model of Age and Job Performance Capacities exceeded with age Performance enhanced by experience Expected relationship with age No Yes No No Yes Zero Yes No Negative Positive Zero

Vocational Satisfaction: Age and Vocational Performance Areas of Job Performance Studied with Regard to

Vocational Satisfaction: Age and Vocational Performance Areas of Job Performance Studied with Regard to Aging • Shift work • More difficult for older workers • Absentee rates • Younger have more voluntary • Younger ALSO have more absenteeism • Injuries • Older have lower injury rate • But injuries lead to longer time off job for older

Vocational Satisfaction: Age and Vocational Performance Older workers lose more work days

Vocational Satisfaction: Age and Vocational Performance Older workers lose more work days

Vocational Satisfaction: Age and Vocational Performance Sterns & Miklos (1995) Model Life-Span Developmental Orientation

Vocational Satisfaction: Age and Vocational Performance Sterns & Miklos (1995) Model Life-Span Developmental Orientation • Human resource policies and systems Leads to more individualized approaches to older workers

Retirement: Definitions of Retirement Definition= Withdrawal from labor force • For most workers it

Retirement: Definitions of Retirement Definition= Withdrawal from labor force • For most workers it is a gradual process • Includes at least five phases

Retirement: Definitions of Retirement PHASES OF RETIREMENT R E Anticipatory Decision T Continual Changes

Retirement: Definitions of Retirement PHASES OF RETIREMENT R E Anticipatory Decision T Continual Changes in period to retire I adjustment activity patterns R E M E N T

Retirement: Definitions of Retirement Variations in Phases of Retirement • 10%- “crisp” pattern •

Retirement: Definitions of Retirement Variations in Phases of Retirement • 10%- “crisp” pattern • 15%- “blurred” exit which may involve bridge employment • 33%- never retire at all • Remainder retired early or were unemployed Ultimate criteria for retirement: • Collecting government benefits or pension • Considers self retired • Does not spend time at work

Retirement: The Effects of Retirement on the Individual Theories of Retirement and the Individual

Retirement: The Effects of Retirement on the Individual Theories of Retirement and the Individual Theory Role theory Effect of Retirement Roles provide source of fulfillment; Loss of work role is harmful Continuity theory Retirees maintain previous sense of identity Retirement is not a crisis Life course perspective Normative timing of events Retirement stressful only when unexpected

Retirement: The Effects of Retirement on the Individual Retirement and Health Myth of retirement

Retirement: The Effects of Retirement on the Individual Retirement and Health Myth of retirement as cause of poor health • Poor health is often the reason for retirement • Some individuals improve their health after retirement

Retirement: The Effects of Retirement on the Individual Factors that Influence Adjustment to Retirement

Retirement: The Effects of Retirement on the Individual Factors that Influence Adjustment to Retirement 1/3 of retirees suffer stress after retirement Risk Factors= • Retiring before age of 62 • Retiring in “off-time” fashion • Loss of control over retirement decision • Amount of time for retiring (minimum of 2 years is best)

Retirement: The Effects of Retirement on the Individual Social Factors in Adjustment to Retirement

Retirement: The Effects of Retirement on the Individual Social Factors in Adjustment to Retirement • Higher socioeconomic status • Orderly career More resources BUT Greater work involvement Income also plays a role • More resources • Better health care and amenities

Retirement: The Effects of Retirement on the Individual Personality and Adjustment to Retirement •

Retirement: The Effects of Retirement on the Individual Personality and Adjustment to Retirement • Retirement self-efficacy- people who believe that they will retire successfully • See self as active agent in adjustment • Engagement in rewarding activities • High self-esteem and perception of self as competent

Retirement: The Effects of Retirement on the Individual Family Events • Social support protects

Retirement: The Effects of Retirement on the Individual Family Events • Social support protects against role loss • Enjoyment of activities with spouse • Leaving high stress job reduces family conflict Continuity perspective regarding relationships • Well-adjusted couples may retire early to enjoy each other’s company • Unhappy couples will be negatively affected by presence of spouse

Myth Busting: Facts on Aging Revisited #9 Older workers usually cannot work as effectively

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

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

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

Myth Busting: Facts on Aging Revisited # 22. The majority of old people are working or would like to have some kind of work to do (including housework and volunteer work). True

Myth Busting: Facts on Aging Revisited Myth: Once you retire, your health will go.

Myth Busting: Facts on Aging Revisited Myth: Once you retire, your health will go. Retirement leads to poor health. Reality: Complex relationship. Some people improve in health after retirement.