Chapter #12: Work, Leisure, and Retirement Flashcards
Meaning-Mission Fit
How corporate executive with a better alignment between their personal intentions and their firms mission and care about employees
Career Constructive Theory
People build careers through their own actions that result from the interface of their personal characteristics and social context
* What people do and how they adapt
Holland’s Personality-Type Theory
Proposes that people choose occupations to optimize the fit between their individual traits and occupational traits
Social Cognitive Career Theory (SCCT)
proposes career choices is a result of the application of Bandura’s social cognitive theory
* Self-Efficacy
* Outcome Expectations
* Interests
* Choice Goals
Reality Shock
A sitution that what you learn in the class-room does not always transfer directly to the “real world”
Mentor
part teacher, sponsor, and counselor who facilitates on the job learning to help new hire with present and future
Developmental Coach
an individual who helps a person focus on their goals, motivation, and aspirations to help them achieve focus
Job Satisfaction
the positive feeling that results from receiving appraisal for one’s week
Alientation
workers do not feel valued and think what they are doing are meaningless
Burnout
a depletion of a person’s energy and motviation, loss of occupational idealism, and the feeling of being exploited
Passion
strong inclination toward an activity individuals like, they value, and where they invest time and energy
Can be split into two types:
* Obsessive
* Harmonious
Obsessive Passion
internal urge to engage in the passionate activity makes it difficult to fully disengage
Harmonious Passion
freely choose to do so, and in harmony with other aspects of person’s life
Gender Differences in Occupational Selection
- Women make up 47% of total workplace force
- African American women employed the most
- Women in US employed at higher rates
What are the 2 main reasons for female professionals to leave their job?
- The organizations where women work are felt to idealize and reward masculine values of working
- May feel disconnected in the workplace
Gender Discrimination
denying a job to someone solely on the basis of whether the person is a man or women
Glass Ceiling
the level in an organization that a women may reach but will never pass
* promotion barriers
Glass Cliff
when women are placed in a leadership position when organizations are in precarious situations
Glass Elevator
men rise faster in traditionally female roles
Age Discrimination
denying a job or promotion to someone solely on basis of age
Career Plateauing
occurs when there is a lack of challenge in one’s job or promotional opportunity in the organization or when a person decides not to seek advancements
Job less effects vary with age, gender, and education
- middle aged men more vulnerable
- women report more negative effects overtime
- higher the education level; lesser the stress
- unemployment rates higher African Americans and Latinos
- Year long unemployment = negative mental health effects
Backup Care
emergency care for dependent children or adults so the employee does not need to lose a day of work
Work Family Conflict
the feeling of being pulled in multiple directions by incompatible demands from one’s job and one’s family
What two factors determine how we choose our leisure activites?
- Perceived Competence
- Psychological Comfort
Perceived Competence
how good we think we are at an activity compared to other people our age
What are developmental changes in Leisure Activites?
- Emerging adults prefer intense leisure activities
- one’s preference for leisure activities is established early on in life
How do leisure activites distract us from negative life events?
- Distract us from negative life events
- generate optimism about our futures
- connects to personal past
- Act as vehicles for personal transformation
Place Attachment
When people derive a deep sense of personal satisfaction and identity from one place
What does being retired mean?
- Involves the loss of occupational identity with no obvious replacement for tat loss
- Puts aspects of life in the past tense
Why do people retire?
- Influenced by one’s occupational history and goal expectations
- income insecurity is at the forefront
Gender & Ethics Differences in Retirement
Women
* careers develop differently
* unclear for women who have never been employed outside the household
Ethnic
* African American and Latino older adults more likely to continue working beyond age 65
Retirement involves working half-time?
True
* Older adults 65+ employed has increased
* Has increased steadily among women
* Face ageism, discrimination, and de-valued
Why do older adults volunteer is retirement?
- to provide service to others
- to maintain service to others
- to maintain social interactions
- improve their communities
- to keep active
Why do people volunteer in general?
- Changing characteristics of social networks
- developing a new sense of self
- finding a personal sense of purpose
- desire to share one’s skills and expertise
- greatly expand opportunities
Vocational Maturity
Occupational behavor is congruent with expectations at difference ages
What are Super’s 5 Stages of Occupational Development?
- Implementation = trial work, may change mind
- Establishment = commit to career, work related self concept
- Maintenance = low urge to advance, Career Plateauing
- Deceleration = slow down before stopping
- Retirement = stops working
Two-Factor Motivation Theory of Job Satisfaction
Interaction of instrinsic factors and extrinsic factors
Self Determination Theory of Job Satisfaction
amount of control an autonomy in a carer
Person-Environment Congruence Theory
most satisfaction when workplace values match worker’s needs (not interests)
Phases of Retirment
- Anticipatory Periods
- Decision to Retire
- Immediate Adjustment
- Changes in Activity Patterns
