Change in Job Satisfaction Negatively Predicts Change in Retirement Intentions

2017 ◽  
Vol 3 (3) ◽  
pp. 284-297 ◽  
Author(s):  
Hannes Zacher ◽  
Cort W. Rudolph
Keyword(s):  
Job Satisfaction ◽  
Retirement Intentions

Retirement intentions: what is the role of push factors in predicting retirement intentions?

2012 ◽  
Vol 33 (6) ◽  
pp. 988-1008 ◽  
Author(s):  
JODI OAKMAN ◽  
YVONNE WELLS
Keyword(s):  
Job Satisfaction ◽  
Social Cohesion ◽  
Multivariate Regression ◽  
Regression Analyses ◽  
Length Of Service ◽  
Older Employees ◽  
Work Factors ◽  
Retirement Intentions ◽  
Insight Into

ABSTRACTPopulation ageing will significantly impact labour markets in most Organisation for Economic Cooperation and Development countries and as a result individuals will need to remain in paid employment for longer to fund their retirement years. This study examines the retirement intentions of employees of a large public-sector organisation located in Victoria, Australia that was interested in developing policies to assist with retention of their mature-age workforce. Multivariate regression analyses were used to identify the most important predictors of intention to retire. The dependent variable, Intended timing of retirement, was analysed in two forms, as continuous and dichotomised measures. Age and Length of service were strong independent predictors of Intention to retire soon (within five years). Of the work factors that were analysed (Job satisfaction, Job demands, Job control, and Social cohesion), low Job satisfaction and high Social cohesion scores indicated an increased likelihood of retiring soon. The results provide some insight into the development of organisational interventions that might assist with retaining older employees for longer.

Retirement patterns of Australian doctors aged 65 years and older

2015 ◽  
Vol 39 (5) ◽  
pp. 582 ◽  
Author(s):  
Catherine M. Joyce ◽  
Wei C. Wang ◽  
Hayley M. McDonald
Keyword(s):  
Job Satisfaction ◽  
Public Hospital ◽  
Private Hospital ◽  
Working Hours ◽  
Intention To Leave ◽  
Career Stage ◽  
Medical Workforce ◽  
Medical Work ◽  
Policy Makers ◽  
Retirement Intentions

Objective To investigate retirements over a 4-year period among Australian general practitioners (GPs) and specialists aged 65 years and over, and factors influencing retirement. Methods Data from Medicine in Australia: Balancing Employment and Life (MABEL) for the years 2009–12 were analysed for 435 GPs and 643 specialists aged 65 years and over at the time of entry to the MABEL survey. Discrete time survival analysis was used. Results The retirement rates were 4.1% (2009), 5.1% (2010), 4.2% (2011) and 10.4% (2012). Retirement was associated with: (1) the intention to leave medical work in 2009 and 2010; (2) working fewer hours in private consulting rooms in 2010 and 2012; (3) having lower job satisfaction in 2009 and 2011; (4) being older in 2009; (5) working fewer hours in a public hospital in 2012; and (6) working fewer hours in a private hospital in 2010. Doctors who intended to reduce their working hours were less likely to retire in 2009. Conclusions Strategies to support doctors at the late career stage to provide their valued contributions to the medical workforce for as long as possible may include increasing job satisfaction and addressing barriers to reducing work hours. What is known about the topic? Much of the available literature provides measures of retirement intentions. What does this paper add? The present study examined actual retirements and the factors associated with them. What are the implications for practitioners? Consideration should be given by policy makers to ensure that doctors are retained for as long as possible as active contributors to the medical workforce in a safe, appropriate manner.

scholarly journals Military perceived overqualification in a civil organization

2020 ◽  
Vol 2 (7) ◽  
pp. 8-19
Author(s):  
Hondor Saragih ◽  
Yetti Supriyati ◽  
Sri Indah Nikensari ◽  
Ahmad Hidayat Sutawidjaya
Keyword(s):  
Job Satisfaction ◽  
Early Retirement ◽  
Leader Member Exchange ◽  
Employee Job Satisfaction ◽  
Member Exchange ◽  
Negative Effect ◽  
The Republic ◽  
Perceived Overqualification ◽  
Retirement Intentions ◽  
Positive Effect

The Indonesian military is currently faced with a situation in the colonel's career bottleneck so that there is the potential for overqualification of military employees working in government institutions. This symptom can lead to the situation of early retirement for military employees in civilian settings. As many as 157 colonels and lieutenant colonels working at the Ministry of Defense of the Republic of Indonesia were involved in a study to find out how the perceived overqualification and leader-member exchange was independently related to job satisfaction and the early retirement intention. The results show that leader-member exchange has a positive effect on job satisfaction but has positive effect on early retirement intention. Meanwhile, the perceived overqualification affects only employee job satisfaction, not on early retirement intention. Job satisfaction influences early retirement intention. Even so, leader-member exchange does have a negative effect on perceived overqualification. Policies aimed at improving the quality of subordinate superiors' relationships are needed to prevent early retirement intentions of employees who experience overqualification.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

"Job satisfaction reconsidered": Reconsidered.

1978 ◽  
Vol 33 (9) ◽  
pp. 854-855 ◽  
Author(s):  
Edwin A. Locke
Keyword(s):  
Job Satisfaction
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