Chapter 10: Work, Retirement, Leisure Flashcards
Labour force
percentage of the population who did any work (even unpaid) or had a job but did not work due to illness or disability, personal or family obligations, vacation, or labour dispute
Gender gap
a proportion of women’s salaries to men’s salaries
Factors of the narrowing of the gender wage gap
occupational distribution with more women in professional roles, higher educational attainment, full-time work
Vocation
person’s choice of occupation based on personality, values, and skills
Career
unique connection between individuals and social organizations over time
Holland’s vocational development theory
people express their personality in their vocational aspirations and interests
RIASEC model
six fundamental types or codes that represent all possible vocational interests: realistic, investigative, artistic, social, enterprising, conventional
Three underlying dimension of the RIASEC model
(1) interest in people vs things (2) preference for abstract vs concrete ideas (3) striving for personal growth vs accomplishment
Congruence
when your vocational type matches your occupational environment
Super’s life-span life-stage theory
people attempt to realize their inner potential through their career choices
Stages of career development according to Super
exploration in 20s, establishment in 20s-30s, plateau, maintenance in 30s-50s, recycling, disengagement in 50s and above
Recylcling
workers change their main field of career activity partway into occupational life
Career plateauing
remaining static in one’s vocational development
Calling
an individual’s consuming passion for a particular career domain that serves people in some capacity and contributes to a sense of personal meaning and purpose
Boundaryless career
a career that involves connections beyond one’s employer or organization
Protean career
individual seeks personal growth through self-reflection and self-learning, and has internal standards for success
Two forms of self-directed vocational employment
boundaryless career and protean career
Core self-evaluation
a person’s appraisal of people, events, and things in relation to oneself
Vocational satisfaction
extent to which people find they work enjoyable
Intrinsic factors in vocational satisfaction
interest in job tasks, ability to express autonomy and self-direction in the daily performance of your job
Extrinsic factors in vocational satisfaction
external rewards like salary that are not unique to a job
Two-factor motivational theory
intrinsic factors are job motivators to achieve self-actualization and extrinsic factors are the hygiene conditions present in the workplace
Self-determination theory
workers attempt to fulfill their needs for competence, autonomy, and relatedness
Motivation crowding out
people’s intrinsic motivation decreases when they receive extrinsic rewards for completing the work they enjoy
