Overview-Lecture 10

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

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

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

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

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

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

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

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

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

10. 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

11. 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

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

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

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

15. 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

16. 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

17. 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 (Most empirical support)

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

19. 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 40s to 50s • Older workers maintain commitment to occupation • Readjustments may occur in vocational identity to extent that job goals not reached

20. 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

21. 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 clearrelationship

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

23. 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 Positive No No Zero Yes Yes Zero Yes No Negative

24. 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

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

26. 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

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

28. Retirement: Definitions of Retirement PHASES OF RETIREMENT RETIREMENT Changes in activity patterns Continual adjustment Anticipatory period Decision to retire

29. 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

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

31. 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

32. 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)

33. 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

34. 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

35. 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

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

37. Myth Busting: Facts on Aging Revisited #18 Older workers have fewer accidents than younger workers. True

38. 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

39. 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

40. 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.