Coping with Job Loss Between 50 and 65: Applying a Positive Ageing Framework

<p>The aim of the research was to explore predictors of positive ageing in a sample of 50 to 65 year old New Zealand displaced workers. The main focus of the research was to ascertain the mechanisms used by individuals to age positively when faced with situations characterized by limited control. Of the 174 respondents, 103 were male, 7l female. Of this sample, 8l individuals (47 males, 34 females) also took part in an interview evaluating cognitive aspects of wisdom. The survey contained a mixture of standardized measures (ABS and CES-D and a Life Satisfaction Scale as measures of wellbeing; OPS-JL and the Coping Humour Scale for measurement of coping) in addition to a number of closed and open-ended questions. Areas evaluated in the research were divided into three parts: opportunities (non-work and work based activities, roles, social resources, humour, wisdom and generativity), coping (using the newly developed 'Optimization in Primary and Secondary Control Job Loss Scale' (OPS-JL)) and constraints (job-related strain and other life transitions), and it was predicted that bidirectional links would be found between these three areas. Evidence for lack of control over re-employment in this age group and gender differences in coping with job loss (as a function of differences in central identity, coping, work history and socialization) were also predicted. Results found evidence for systematic differences between the sexes, in particular - males appeared to have more complex coping hierarchies. Substantial evidence was found for lack of situational control over re-employment and bi-directional links between opportunities, coping and constraints were demonstrated, indicating a holistic approach to evaluating positive ageing is warranted. Among outcomes unique to the thesis were a correlation between wisdom and the impact of life transitions, the moderating role of wisdom between coping and wellbeing, and the necessity to distinguish flexible goal adjustment into two forms: horizontal goal adjustments (HGA) (i.e. different jobs but similar rewards) and downward goal adjustments (DGA) (i.e. different jobs with lower rewards). DGA's were generally associated with lower levels of wellbeing for males, with outcomes contingent on factors such as whether HGA's were used first, levels of job related strain and current work status. It was concluded that older workers use many resources to aid positive ageing, but society must work to remove age-related blocks if this is to be achieved at an optimal level.</p>

Coping with Job Loss Between 50 and 65: Applying a Positive Ageing Framework

<p>The aim of the research was to explore predictors of positive ageing in a sample of 50 to 65 year old New Zealand displaced workers. The main focus of the research was to ascertain the mechanisms used by individuals to age positively when faced with situations characterized by limited control. Of the 174 respondents, 103 were male, 7l female. Of this sample, 8l individuals (47 males, 34 females) also took part in an interview evaluating cognitive aspects of wisdom. The survey contained a mixture of standardized measures (ABS and CES-D and a Life Satisfaction Scale as measures of wellbeing; OPS-JL and the Coping Humour Scale for measurement of coping) in addition to a number of closed and open-ended questions. Areas evaluated in the research were divided into three parts: opportunities (non-work and work based activities, roles, social resources, humour, wisdom and generativity), coping (using the newly developed 'Optimization in Primary and Secondary Control Job Loss Scale' (OPS-JL)) and constraints (job-related strain and other life transitions), and it was predicted that bidirectional links would be found between these three areas. Evidence for lack of control over re-employment in this age group and gender differences in coping with job loss (as a function of differences in central identity, coping, work history and socialization) were also predicted. Results found evidence for systematic differences between the sexes, in particular - males appeared to have more complex coping hierarchies. Substantial evidence was found for lack of situational control over re-employment and bi-directional links between opportunities, coping and constraints were demonstrated, indicating a holistic approach to evaluating positive ageing is warranted. Among outcomes unique to the thesis were a correlation between wisdom and the impact of life transitions, the moderating role of wisdom between coping and wellbeing, and the necessity to distinguish flexible goal adjustment into two forms: horizontal goal adjustments (HGA) (i.e. different jobs but similar rewards) and downward goal adjustments (DGA) (i.e. different jobs with lower rewards). DGA's were generally associated with lower levels of wellbeing for males, with outcomes contingent on factors such as whether HGA's were used first, levels of job related strain and current work status. It was concluded that older workers use many resources to aid positive ageing, but society must work to remove age-related blocks if this is to be achieved at an optimal level.</p>

Too Old to Tango? Job Loss and Job Search Among Older Workers

Older workers are often shielded from job loss by high tenure, yet are struck particularly harshly when seeking reemployment after job loss. This article combines earlier research on coping with job loss and job search with insights on employability for older workers. We outline the situation of older workers, highlighting their vulnerability to possible job-loss and to stereotypes that may lower their perceived employability. Then we outline how this may place older workers in precarious situations regarding (a) the threat of losing their jobs, (b) suffering from loss of nonmonetary benefits (or latent functions) associated with work, (c) having different and fewer coping options than younger job-seekers, and (d) facing fewer chances of finding reemployment. Older workers face an uphill battle when searching for reemployment, which is partially explained by retirement as an alternative coping reaction to age-related stereotypes, discrimination that undermines older workers’ employability, and other factors.

Job Loss, Unemployment, and Families

The detrimental effects of job loss and unemployment are not limited to the unemployed worker but ripple out to affect those closest to him or her. These ripple effects most notably impact the unemployed worker’s family, including a spouse or partner and/or children. In this chapter, we summarize previous research related to the impacts on marital or partner relationships and families and the particular effects of unemployment on children. For couples and families, we explore the financial or economic stressors and strain brought about by job loss; the direct, crossover, and relationship quality effects of stress and reduced mental health among unemployed workers and their spouses; protective resources for coping with job loss, such as social support and family resilience; and the social roles and identity of the unemployed worker. For children, we focus on mental health, child development, and educational/human capital attainment. We then offer suggestions for future research on families facing unemployment.