Aging, Values, and Rewards: Explaining Age Differences in Job Satisfaction

Kalleberg, Arne L.; Loscocco, Karyn A.

doi:10.2307/2095146

Cited by 302 publications

(179 citation statements)

References 18 publications

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“…This study showed some support for 'developmental aging' perspective of job satisfaction proposed by Kalleburg and Loscocco (1983). As predicted, job satisfaction tended to increase through the 30s, leveled off somewhat in the 40s, and increased again during the late 50s.…”

Section: Discussionsupporting

confidence: 80%

“…Some influential studies do show that older employees tend to be more satisfied than younger employees. Kalleburg and Loscocco (1983) introduced the concept of developmental aging that examines job satisfaction through the aging process, whereby satisfaction tends to increase through the 30s, level off in the 40s, and increase again during the late 50s. Thus, age is an important variable to be considered which is further substantiated by recent evidence that employee motivation differs significantly as a function of age even when controlling for other socio-demographic factors such as gender, education, and professional tenure, with older employees consistently deriving more satisfaction from intrinsic factors as compared to extrinsic motivators (Inceoglu et al 2012).…”

Section: Autonomymentioning

confidence: 99%

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The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Hosie

Jayashree

Tchantchane

et al. 2013

The International Journal of Human Resource Management

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South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent that jobs characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68 per cent response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4 per cent) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service.

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Section: Discussionsupporting

confidence: 80%

Section: Autonomymentioning

confidence: 99%

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Hosie

Jayashree

Tchantchane

et al. 2013

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…It may be that the values of older workers are no longer predominantly attached to work outcomes, but rather to gaining satisfaction from alternative sources; thus, their values are no longer being met to the same extent within their jobs. This line of reasoning finds support in empirical literature, whereby Kalleberg and Loscocco (1983) found that intrinsic values were negatively related to job satisfaction for older age groups.…”

Section: The Job Satisfaction Modelsupporting

confidence: 73%

Culture, participative decision making and job satisfaction

Westhuizen

Pacheco

Webber

2012

The International Journal of Human Resource Management

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“…and the rewards that the worker gains from his/her for each of these aspects. For example, if it is true that levels of satisfaction vary according to age (Kalleberg and Loscocco, 1983), it can be hypothesised that also organisational changes to high-performance solutions have differing effects according to age and work experience. It is therefore advisable to start from the personal dimension of workers, using broader and more composite concepts and measurements yielding multidimensional definitions of the phenomena to be studied.…”

Section: Concluding Remarks and Recommendationsmentioning

confidence: 99%

High performance work systems and workers' well-being: a sceptical view

Torre

2012

IJWI

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Abstract:The mainstream approach to new work systems -so-called high performance work systems -views workers' commitment, satisfaction and well-being as the main mediators between the introduction of new organisational practices and business performance. However, the effects of such practices on workers are highly controversial. By means of a survey of existing theoretical and empirical studies on the topic, this paper analyses the traditional opposition between supporters of the 'empowerment thesis' and supporters of the 'intensification thesis'. The results show that internal tensions relative to the application of the new work practices and methodological difficulties encountered by researchers explain the uncertainty of the results obtained in the literature. The principal implications for future research in this field concern closer attention to the context in which the practices are introduced and to the characteristics of individuals, the use of more detailed indicators, and the devising of multi-approach and multi-method research designs.

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Aging, Values, and Rewards: Explaining Age Differences in Job Satisfaction

Cited by 302 publications

References 18 publications

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Culture, participative decision making and job satisfaction

High performance work systems and workers' well-being: a sceptical view

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