Ch' 8 Work and Retirement

1
Ch. 8 Work and Retirement
2
Midterm Exam

• Chs. 5, 6, 7, 8 and corresponding lectures

3
Some questions on adult development and work

• How do careers develop?
• How does age influence job performance?
• How do jobs provide a context for other aspects
  of development?

4
Hollands Theory of Vocational Choice

• Summarized in six statements
• 1. Six types of people
• Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional

5

• 2. People of the same personality tend to flock
  together.
• 3. People of the same personality type working
  together in a job create a work environment that
  fits their type.
• 4. There are six types of work environments
• Realistic, Investigative, Artistic, Social,
  Enterprising, Conventional

6

• 5.People who choose to work in an environment
  similar to their personality type are more likely
  to be successful and satisfied.
• 6. How you act and feel at work depends to a
  large extent on your workplace environment.

7
(No Transcript)
8
Enter self-efficacy (Hackett Betz,1981, 2006)

• Beliefs about our ability to successfully perform
  a specific given task or behaviour
• I think I can

9
Enter self-efficacy

• Beliefs about our ability to successfully perform
  a specific given task or behaviour
• Self efficacy is part of a persons type, but
  is much more specific (Hackett Betz)
• i.e., self efficacy directly influences
• Career interests
• Career goals
• Related actions

10
Information Sources

• 1. Performance Accomplishments
• 2. Vicarious Learning
• 3. Verbal Persuasion
• 4. Emotional Arousal

11
Career Barriers (e.g., Lent, Brown Hackett)

• Facets of environment that hinder career progress
  at any stage
• Career choice
• Implementing career choice
• Advancing through a career

12
Career Barriers (e.g., Lent, Brown Hackett)

• Proximal vs. Distal

13
Supers theory of occupational development

• Implementation
• Establishment
• Maintenance
• Deceleration

14
Age Work Peformance

• Cognitive decline?
• Expertise?

15
Success?

• Measured as
• Management span
• Salary level
• Job performance ratings
• Results Success depended on 3 things
• Years working at bank
• Tacit knowledge
• Years of education

16
Age Peformance The moral so far

• It depends
• How much demand does the job place on fluid
  abilities?
• How much demand does the job place on acquired
  experience?
• How much room is there for lifespan changes in
  quality and quantity of work?

17
Do others think age is associated with declines
in work peformance?

• YES!
• Firing and layoffs target older workers
• Hiring decisions also reveal ageism

18
Ageist Hiring Practices(Bendick et al., 1999)

• Young testers and Older testers
• Trained in interviewing
• Applied for 102 jobs

19
Findings

• Pre-interview
• Younger applicant favoured 32 of the time
• Older applicant favoured NEVER
• Post-interview
• Younger applicant favoured 11 of the time
• Older applicant favoured 1 of the time

20
Findings (contd)

• Nine cases where both received an offer
• Almost equal
• When not equal younger got better salary and
  better health benefits.

21
Retirementwhat do you think of?
22
Retirement

• Prior to 1900 retirement was for those with
  enough land or resources to stop working
• Many unemployed older workers who were living in
  poverty
• Age 65 chosen arbitrarilyfollowing Germanys
  lead
• Helps to solve the problem of unemployment among
  younger workers

23
Recent Retirees Would Have Continued Paid Work if

• 33 Flexible work arrangements available
• 28 PT work available
• 26 Better Health
• 22 Increased Salary
• 12 No mandatory retirement
• 11 Other
• 7 Caregiving Arrangements Available
• (Schellenberg, 2004)

24
When do Cdns want to retire? (Novak, 1995)

• 40 before age 65
• 14 at age 65
• 1 after age 65
• 7 do not plan to retire at all
• 33 do not know

25
The early retirement decision

• Health
• Potential retirement income

26
Theories of Retirement Adjustment

• Crisis Theory
• retire and drop dead
• Continuity theory
• sufficient opportunities for satisfaction and
  maintenance of the self remain
• INDIVIDUAL DIFFERENCES!

27
Theories of Retirement Adjustment

• Stress or satisfaction
• Control (was retirement voluntary?)
• Minimize change (balance in life)
• Transitions should occur gradually
• Personal resources

28
Avg Hrs Spent Volunteering(Hall et al., 2001)