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PSYC415: Adulthood & Aging > Chapter #12: Work, Leisure, and Retirement > Flashcards

Chapter #12: Work, Leisure, and Retirement Flashcards

1
Q

Meaning-Mission Fit

A

How corporate executive with a better alignment between their personal intentions and their firms mission and care about employees

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2
Q

Career Constructive Theory

A

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

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3
Q

Holland’s Personality-Type Theory

A

Proposes that people choose occupations to optimize the fit between their individual traits and occupational traits

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4
Q

Social Cognitive Career Theory (SCCT)

A

proposes career choices is a result of the application of Bandura’s social cognitive theory
* Self-Efficacy
* Outcome Expectations
* Interests
* Choice Goals

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5
Q

Reality Shock

A

A sitution that what you learn in the class-room does not always transfer directly to the “real world”

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6
Q

Mentor

A

part teacher, sponsor, and counselor who facilitates on the job learning to help new hire with present and future

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7
Q

Developmental Coach

A

an individual who helps a person focus on their goals, motivation, and aspirations to help them achieve focus

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8
Q

Job Satisfaction

A

the positive feeling that results from receiving appraisal for one’s week

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9
Q

Alientation

A

workers do not feel valued and think what they are doing are meaningless

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10
Q

Burnout

A

a depletion of a person’s energy and motviation, loss of occupational idealism, and the feeling of being exploited

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11
Q

Passion

A

strong inclination toward an activity individuals like, they value, and where they invest time and energy

Can be split into two types:
* Obsessive
* Harmonious

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12
Q

Obsessive Passion

A

internal urge to engage in the passionate activity makes it difficult to fully disengage

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13
Q

Harmonious Passion

A

freely choose to do so, and in harmony with other aspects of person’s life

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14
Q

Gender Differences in Occupational Selection

A
  • Women make up 47% of total workplace force
  • African American women employed the most
  • Women in US employed at higher rates
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15
Q

What are the 2 main reasons for female professionals to leave their job?

A
  1. The organizations where women work are felt to idealize and reward masculine values of working
  2. May feel disconnected in the workplace
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16
Q

Gender Discrimination

A

denying a job to someone solely on the basis of whether the person is a man or women

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17
Q

Glass Ceiling

A

the level in an organization that a women may reach but will never pass
* promotion barriers

18
Q

Glass Cliff

A

when women are placed in a leadership position when organizations are in precarious situations

19
Q

Glass Elevator

A

men rise faster in traditionally female roles

20
Q

Age Discrimination

A

denying a job or promotion to someone solely on basis of age

21
Q

Career Plateauing

A

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

22
Q

Job less effects vary with age, gender, and education

A
  • 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
23
Q

Backup Care

A

emergency care for dependent children or adults so the employee does not need to lose a day of work

24
Q

Work Family Conflict

A

the feeling of being pulled in multiple directions by incompatible demands from one’s job and one’s family

25
Q

What two factors determine how we choose our leisure activites?

A
  1. Perceived Competence
  2. Psychological Comfort
26
Q

Perceived Competence

A

how good we think we are at an activity compared to other people our age

27
Q

What are developmental changes in Leisure Activites?

A
  • Emerging adults prefer intense leisure activities
  • one’s preference for leisure activities is established early on in life
28
Q

How do leisure activites distract us from negative life events?

A
  • Distract us from negative life events
  • generate optimism about our futures
  • connects to personal past
  • Act as vehicles for personal transformation
29
Q

Place Attachment

A

When people derive a deep sense of personal satisfaction and identity from one place

30
Q

What does being retired mean?

A
  • Involves the loss of occupational identity with no obvious replacement for tat loss
  • Puts aspects of life in the past tense
31
Q

Why do people retire?

A
  • Influenced by one’s occupational history and goal expectations
  • income insecurity is at the forefront
32
Q

Gender & Ethics Differences in Retirement

A

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

33
Q

Retirement involves working half-time?

A

True
* Older adults 65+ employed has increased
* Has increased steadily among women
* Face ageism, discrimination, and de-valued

34
Q

Why do older adults volunteer is retirement?

A
  • to provide service to others
  • to maintain service to others
  • to maintain social interactions
  • improve their communities
  • to keep active
35
Q

Why do people volunteer in general?

A
  • 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
36
Q

Vocational Maturity

A

Occupational behavor is congruent with expectations at difference ages

37
Q

What are Super’s 5 Stages of Occupational Development?

A
  1. Implementation = trial work, may change mind
  2. Establishment = commit to career, work related self concept
  3. Maintenance = low urge to advance, Career Plateauing
  4. Deceleration = slow down before stopping
  5. Retirement = stops working
38
Q

Two-Factor Motivation Theory of Job Satisfaction

A

Interaction of instrinsic factors and extrinsic factors

39
Q

Self Determination Theory of Job Satisfaction

A

amount of control an autonomy in a carer

40
Q

Person-Environment Congruence Theory

A

most satisfaction when workplace values match worker’s needs (not interests)

41
Q

Phases of Retirment

A
  1. Anticipatory Periods
  2. Decision to Retire
  3. Immediate Adjustment
  4. Changes in Activity Patterns

PSYC415: Adulthood & Aging (12 decks)

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