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PSYC 322 > Chapter 10: Work, Retirement, Leisure > Flashcards

Chapter 10: Work, Retirement, Leisure Flashcards

1
Q

Labour force

A

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

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2
Q

Gender gap

A

a proportion of women’s salaries to men’s salaries

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3
Q

Factors of the narrowing of the gender wage gap

A

occupational distribution with more women in professional roles, higher educational attainment, full-time work

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4
Q

Vocation

A

person’s choice of occupation based on personality, values, and skills

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5
Q

Career

A

unique connection between individuals and social organizations over time

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6
Q

Holland’s vocational development theory

A

people express their personality in their vocational aspirations and interests

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7
Q

RIASEC model

A

six fundamental types or codes that represent all possible vocational interests: realistic, investigative, artistic, social, enterprising, conventional

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8
Q

Three underlying dimension of the RIASEC model

A

(1) interest in people vs things (2) preference for abstract vs concrete ideas (3) striving for personal growth vs accomplishment

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9
Q

Congruence

A

when your vocational type matches your occupational environment

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10
Q

Super’s life-span life-stage theory

A

people attempt to realize their inner potential through their career choices

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11
Q

Stages of career development according to Super

A

exploration in 20s, establishment in 20s-30s, plateau, maintenance in 30s-50s, recycling, disengagement in 50s and above

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12
Q

Recylcling

A

workers change their main field of career activity partway into occupational life

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13
Q

Career plateauing

A

remaining static in one’s vocational development

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14
Q

Calling

A

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

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15
Q

Boundaryless career

A

a career that involves connections beyond one’s employer or organization

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16
Q

Protean career

A

individual seeks personal growth through self-reflection and self-learning, and has internal standards for success

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17
Q

Two forms of self-directed vocational employment

A

boundaryless career and protean career

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18
Q

Core self-evaluation

A

a person’s appraisal of people, events, and things in relation to oneself

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19
Q

Vocational satisfaction

A

extent to which people find they work enjoyable

20
Q

Intrinsic factors in vocational satisfaction

A

interest in job tasks, ability to express autonomy and self-direction in the daily performance of your job

21
Q

Extrinsic factors in vocational satisfaction

A

external rewards like salary that are not unique to a job

22
Q

Two-factor motivational theory

A

intrinsic factors are job motivators to achieve self-actualization and extrinsic factors are the hygiene conditions present in the workplace

23
Q

Self-determination theory

A

workers attempt to fulfill their needs for competence, autonomy, and relatedness

24
Q

Motivation crowding out

A

people’s intrinsic motivation decreases when they receive extrinsic rewards for completing the work they enjoy

25
Q

Affective events theory

A

events at work lead people to experience affective reactions, which influence attitudes toward work and performance

26
Q

Person-environment correspondence theory

A

people are most satisfied when their workplace responds to their needs

27
Q

Occupational reinforcement patterns (ORPs)

A

work values and needs likely to be reinforced or satisfied by a particular occupation

28
Q

Six ORPs

A

achievement, altruism, autonomy, comfort, safety, status

29
Q

Emotional labour

A

workers in service-oriented jobs must smile and maintain a friendly attitude regardless of their personal feelings

30
Q

Work-family enrichment model

A

experiences in one role improve the quality of life in the other; based on the theory of conservation of resources

31
Q

Conservation of resources

A

organizations can protect their workers against stress by providing them with support to maintain both their work and family roles

32
Q

Work-family conflict model

A

people have a fixed amount of time and energy to spend on their life roles

33
Q

Retirement

A

withdrawal of an individual in later life from the labour force

34
Q

Crisp retirement pattern

A

workers leave the labour force in a single, unreversed, clear-cut exit

35
Q

Blurred retirement pattern

A

workers exit and re-enter the labour force several times

36
Q

Bridge employment

A

retirees work in a completely different occupation than what they did most of their adult life

37
Q

Role theory of retirement

A

retirement has deleterious effects because the loss of a work role loosens ties between the individual and society

38
Q

Continuity theory of retirement

A

retirees maintain their self-concept and identity over their retirement transition

39
Q

Life course perspective on retirement

A

changes in the work role in later life are best seen as logical outgrowths of earlier life events

40
Q

Resource-based dynamic model of retirement

A

individual’s adjustment to retirement can fluctuate depending on their physical, cognitive, motivational, financial, social, and emotional resources; more resources = more favourable

41
Q

New modes of retirement perspective

A

characteristics of the person’s spouse and lifelong family responsibilities play a role in retirement decisions and adjustment

42
Q

Temporal process model

A

retirement process consists of three sequential phases: cognitive and financial planning, decision-making, and transition and adjustment

43
Q

Key antecedents to retirement planning, timing, and engagement in bridge work

A

individual attributes, job/organizational factors, family factors, socioeconomic contexts

44
Q

Financial well-being

A

extent to which a person feels satisfied with their financial status and is able to maintain effective financial functioning

45
Q

Post-retirement factors of physical well-being

A

quality of health insurance, bridge employment, volunteering

46
Q

Factors of psychological well-being when retiring

A

work-related factors, family factors, voluntariness of retirement, post retirement activities

PSYC 322 (13 decks)

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