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

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


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”


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”


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


Effects of Reinforcement Effects of Reinforcement

Most theories:Most theories:Most theories:Most theories:

•Extrinsic rewards Extrinsic rewards dodo motivate workers motivate workers


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


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


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


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


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


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


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


Warr’s Model of Age and Job PerformanceWarr’s Model of Age and Job Performance

Expected Expected relationshiprelationship

with agewith age


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


Older workers lose more work daysOlder workers lose more work daysOlder workers lose more work daysOlder workers lose more work days


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


Anticipatory Anticipatory periodperiod

Decision Decision to retireto retire

RETIREMENT

Continual Continual adjustmentadjustment

PHASES OF RETIREMENTPHASES OF RETIREMENT

Changes in Changes in activityactivitypatternspatterns


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 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


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=


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


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


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


#9 Older workers usually cannot work as effectively as younger workers.

False


#18 Older workers have fewer accidents than younger workers.

True


# 21. The majority of old people have incomes below the poverty line (as defined by the federal government--United States Statistic).

False


# 22. The majority of old people are working or would like to have some kindof work to do (including housework and volunteer work).

True


Myth:Once you retire, your health will

go. Retirement leads to poor health.

Reality:Complex relationship. Some people improve in health after retirement.

Documents

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