scholarly journals JOB CHARACTERISTICS, OCCUPATIONAL TRANSITIONS, AND RETIREMENT IN OLDER WORKERS

2017 ◽  
Vol 1 (suppl_1) ◽  
pp. 62-62
Author(s):  
A. Sonnega ◽  
B. McFall
Keyword(s):  
Older Workers ◽  
Job Characteristics ◽  
Occupational Transitions

scholarly journals Job characteristics and mental health for older workers

2017 ◽  
Vol 67 (5) ◽  
pp. 394-400 ◽  
Author(s):  
V. J. C. Mc Carthy ◽  
J. Cronly ◽  
I. J. Perry
Keyword(s):  
Mental Health ◽  
Older Workers ◽  
Job Characteristics

scholarly journals Job demands and resources and their associations with early retirement intentions through recovery need and work enjoyment

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Bert Schreurs ◽  
Nele De Cuyper ◽  
I.J. Hetty Van Emmerik ◽  
Guy Notelaers ◽  
Hans De Witte
Keyword(s):  
Older Workers ◽  
Early Retirement ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Resources ◽  
Equation Modeling ◽  
Necessary Condition ◽  
Work Enjoyment ◽  
Health Impairment ◽  
Motivational Process

Orientation: Job characteristics play a major role in shaping employees’ early retirement decisions.Research purpose: The objective of this study was to examine the mechanisms through which job characteristics associate with early retirement intention, using the Job Demands-Resources (JD-R) model as a theoretical framework.Motivation of the study: Early retirement presents a threat to existing health and pension systems, and to organisational functioning. Therefore, it is important to examine how workrelated factors contribute to early retirement decisions.Research design, approach and method: Two parallel processes were theorised to shape early retirement intention: a health impairment process (i.e. job demands → recovery need → early retirement intention) and a motivational process (i.e. job resources → work enjoyment → early retirement intention). Survey data were collected from a heterogeneous sample of 1812 older workers (age > 45). Structural equation modeling was used to test the hypotheses.Main findings: Job demands and job resources were both associated with work enjoyment, which was associated with early retirement intention. Recovery need did not add to the prediction of early retirement intention.Practical/managerial implications: To retain older workers, companies should promote work conditions and practices that keep older workers motivated. Good health may be a necessary condition for retaining older workers, but it does not appear to be a sufficient one.Contribution/value-add: The results suggest that – for early retirement intention – the motivational process is more prominent than the health impairment process.

Characteristics of the Work Environment Related to Older Employees' Willingness to Continue Working: Intrinsic Motivation as a Mediator

2011 ◽  
Vol 109 (1) ◽  
pp. 174-186 ◽  
Author(s):  
Peter T. van Den Berg
Keyword(s):  
Intrinsic Motivation ◽  
Work Environment ◽  
Older Workers ◽  
Job Characteristics ◽  
Hierarchical Regression ◽  
Job Autonomy ◽  
Regression Analyses ◽  
Older Employees ◽  
Relationship Of ◽  
The Relationship

The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

scholarly journals Uwarunkowania satysfakcji zawodowej starszych pracowników w Polsce

2015 ◽  
pp. 3-24 ◽  
Author(s):  
Ewa Soja
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Older Workers ◽  
Living Arrangement ◽  
Job Characteristics ◽  
Individual Characteristics ◽  
Logit Models ◽  
Physical And Mental Health ◽  
Individual Determinants

The current study investigates the role of job satisfaction in the light of population ageing in European countries. By increasing employees’ job satisfaction it is possible to counteract the consequences of labor force ageing and shrinking. In this context, this study aims to indicate factors that differentiate the level of job satisfaction of older workers in Poland. It also seeks to identify determinants of the greatest job satisfaction or lack of thereof. The analyzed factors include job characteristics and individual characteristics of employees. The study is based on data for Poland from the SHARE project. The analysis employs probit and logit models. Job characteristics that were found to determine job satisfaction, include support, recognition, salary, and opportunity to develop new skills. The most important individual determinants comprise physical health and living arrangement. The determinants of the greatest job satisfaction, among job characteristics, include first and foremost support and opportunity to develop new skills. With respect to individual characteristics, the most important determinants involve living arrangement, sex, and physical health. Lack of job satisfaction is determined first and foremost by salary, and next by recognition, opportunity to develop new skills, and physical and mental health.

Positive First or Negative First?

Methodology ◽  
2010 ◽  
Vol 6 (3) ◽  
pp. 118-127 ◽  
Author(s):  
Dagmar Krebs ◽  
Juergen H.P. Hoffmeyer-Zlotnik
Keyword(s):  
Job Characteristics ◽  
Two Dimensions ◽  
Response Behavior ◽  
Point Scale ◽  
Response Scale ◽  
Job Motivation ◽  
Ballot Design ◽  
Subjective Importance ◽  
Scale Format ◽  
Scale Types

To examine whether starting a response scale with the positive or the negative categories affects response behavior, a split-ballot design using reverse forms of an 8-point scale assessing the subjective importance of job characteristics was used. Response behavior varied according to the scale format employed. Responses were more positive on the scale starting with the category “very important” (split 2). By contrast, the scale starting with the category “not at all important” (split 1) did not elicit more negative responses, but rather less positive ones. However, differences in response behavior did not systematically reflect the direction of the respective scales. Starting with the differences between the two split versions, the factorial structure of indicators assessing two dimensions of job motivation was tested for each scale type separately and then for both scale types simultaneously. Finally, models placing increasingly severe equality constraints on both scale types were tested. The paper concludes with a discussion of the results and desiderata for further research.

Sign in / Sign up

Export Citation Format

Share Document