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
Affective events theory
events at work lead people to experience affective reactions, which influence attitudes toward work and performance
Person-environment correspondence theory
people are most satisfied when their workplace responds to their needs
Occupational reinforcement patterns (ORPs)
work values and needs likely to be reinforced or satisfied by a particular occupation
Six ORPs
achievement, altruism, autonomy, comfort, safety, status
Emotional labour
workers in service-oriented jobs must smile and maintain a friendly attitude regardless of their personal feelings
Work-family enrichment model
experiences in one role improve the quality of life in the other; based on the theory of conservation of resources
Conservation of resources
organizations can protect their workers against stress by providing them with support to maintain both their work and family roles
Work-family conflict model
people have a fixed amount of time and energy to spend on their life roles
Retirement
withdrawal of an individual in later life from the labour force
Crisp retirement pattern
workers leave the labour force in a single, unreversed, clear-cut exit
Blurred retirement pattern
workers exit and re-enter the labour force several times
Bridge employment
retirees work in a completely different occupation than what they did most of their adult life
Role theory of retirement
retirement has deleterious effects because the loss of a work role loosens ties between the individual and society
Continuity theory of retirement
retirees maintain their self-concept and identity over their retirement transition
Life course perspective on retirement
changes in the work role in later life are best seen as logical outgrowths of earlier life events
Resource-based dynamic model of retirement
individual’s adjustment to retirement can fluctuate depending on their physical, cognitive, motivational, financial, social, and emotional resources; more resources = more favourable
New modes of retirement perspective
characteristics of the person’s spouse and lifelong family responsibilities play a role in retirement decisions and adjustment
Temporal process model
retirement process consists of three sequential phases: cognitive and financial planning, decision-making, and transition and adjustment
Key antecedents to retirement planning, timing, and engagement in bridge work
individual attributes, job/organizational factors, family factors, socioeconomic contexts
Financial well-being
extent to which a person feels satisfied with their financial status and is able to maintain effective financial functioning
Post-retirement factors of physical well-being
quality of health insurance, bridge employment, volunteering
Factors of psychological well-being when retiring
work-related factors, family factors, voluntariness of retirement, post retirement activities
