Job change in later life: A process of marginalization?

Nekola, Martin; Principi, Andrea; Švarc, Michal; Nekolová, Markéta; Smeaton, Deborah

doi:10.1080/03601277.2018.1490162

Cited by 6 publications

(6 citation statements)

References 39 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In addition, HIM is likely to increase the zone of acceptance (i.e., the array of decisions or actions accepted as part of a job; Simon, 1997), and thus enables employees to adjust the job to personal abilities and motives. Indeed, previous research has also found that particular HR practices (i.e., job re-assignment, promotion, providing flexibility in when, where, and for how long older workers engage in work-related tasks, and career customization combined with high manager support) increased the motivation and ability to continue working for older workers (Bal & De Lange, 2015;Bal, Kleef, & Jansen, 2015;Nekola, Principi, Švarc, Nekolová, & Smeaton, 2018).…”

Section: Successful Aging At Work 23mentioning

confidence: 99%

Successful aging at work: A process model to guide future research and practice

Kooij

Zacher

Wang

et al. 2020

Ind. Organ. Psychol.

112

129

View full text Add to dashboard Cite

Although aging workforces result in numerous practical challenges for organizations and societies, little research has focused on successful aging at work. The limited existent research has generated rather diverse conceptualizations of successful aging at work, which are often broad and difficult to operationalize in practice. Therefore, to advance research and practice, we offer a specific and practical conceptualization of successful aging at work by developing a process model, which identifies relevant antecedents and mechanisms. In particular, we define successful aging at work as the proactive maintenance of, or adaptive recovery (after decline) to, high levels of ability and motivation to continue working among older workers. We also argue that proactive efforts to maintain, or adaptive efforts to recover and restore, high ability and motivation to continue working result from a self-regulation process that involves goal engagement and disengagement strategies to maintain, adjust, and restore person–environment fit. Further, we propose that at various levels (i.e., person, job, work group, organization, and society) more distal factors function as antecedents of this self-regulation process, with age-related bias and discrimination potentially operating at each level. Finally, we offer a roadmap for future research and practical applications.

show abstract

Section: Successful Aging At Work 23mentioning

confidence: 99%

Successful aging at work: A process model to guide future research and practice

Kooij

Zacher

Wang

et al. 2020

Ind. Organ. Psychol.

112

129

View full text Add to dashboard Cite

show abstract

“…Along with conservation of resources theory, spillover theory suggests that job change may impact job satisfaction. On the one hand, active seniors’ frequent job changes may have a positive impact on their job satisfaction because the change in later life can increase opportunities to develop their skills while decreasing workload pressure (Nekola et al., 2018). On the other hand, research suggests that active seniors’ frequent job changes decrease their job satisfaction (Metcalfe et al., 2003).…”

Section: The Mediating Roles Of Person–job Fit and Job Satisfactionmentioning

confidence: 99%

Relationship between active seniors’ job change and life satisfaction: Serial multiple mediation effects of person–job fit and job satisfaction

Choi

Kim

2022

The Career Development Quart

View full text Add to dashboard Cite

With older workers staying in or re-entering the workforce post-retirement, there has been growing interest in the aging workforce. This study examines how active seniors' job changes impact life satisfaction through person-job fit and job satisfaction. Drawing on conservation of resources, person-job fit, and spillover theories, we developed and tested a serial multiple mediation model on 2183 active seniors using the Korean Labor and Income Panel Study data. The results of PROCESS macro analysis showed that (a) job change negatively affects life satisfaction, (b) both person-job fit and job satisfaction parallelly mediate the job change and life satisfaction relationship, and (c) there is a serial multiple mediation effect of person-job fit and job satisfaction on the job change and life satisfaction relationship. Our study reveals the link between work and nonwork domains as informed by the three theories, extends the existing literature on life satisfaction from a bottom-up perspective, and considers cultural characteristics.

show abstract

“…In this 'do-it-yourself' life phase, individuals are required to reflexively manage their working lives (Moen, 2011) and may be able to craft their jobs to make tasks and relationships more amenable (Kooij et al, 2015;Wong & Tetrick, 2017;Wrzesniewski & Dutton, 2001). Evidence from Europe and the United States suggests that older workers experienced improved psychosocial working conditions after switching into bridge jobs or reducing their working hours (Johnson et al, 2009;Nekola et al, 2018;Platts et al, 2021;Sacco et al, 2021). Future research could assess whether job changes or reductions in working hours account for some of the differences observed in the current study (Sacco et al, 2021).…”

Section: Conceptualizing the Late Career In Two Phases: Perspectives ...mentioning

confidence: 99%

“…Similarly, attaining the age of old-age pension eligibility may make less difference for job quality of people with fewer formal qualifications than it does for people with more. Improving job satisfaction and psychological working conditions through downward occupational mobility and job changes may be more difficult for low-skilled workers (Nekola et al, 2018; Sacco et al, 2021). Therefore, we seek to bolster the limited existing evidence by asking: Are there differences by gender or by education level in the association between age and working conditions?…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Some aspects of work quality might be more elastic than others; alternatively, workers may trade off some aspects of work quality for others. For example, late career shifts into manual work can lead to reduced workload pressure but increased physical demands (Nekola et al, 2018). Further, the relative importance of various aspects of working conditions may change during the late career.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

See 1 more Smart Citation

Job Quality in the Late Career in Sweden, Japan and the United States

et al. 2022

View full text Add to dashboard Cite

Increasing numbers of older workers continue to work after being eligible to claim a state pension, yet little is known about the quality of these jobs. We examine how psychosocial and physical job quality as well as job satisfaction vary over the late career in three contrasting national settings: Sweden, Japan and the United States. Analyses using random effects modelling drew on data from the Swedish Longitudinal Occupational Survey of Health ( n = 13,936–15,520), Japanese Study of Ageing and Retirement ( n = 3704) and the Health and Retirement Study ( n = 6239 and 8002). Age was modelled with spline functions in which two knots were placed at ages indicating eligibility for pensions claiming or mandatory retirement. In each country, post-pensionable-age jobs were generally less stressful, freer and more satisfying than jobs held by younger workers, results that held irrespective of gender or education level.

show abstract

Job change in later life: A process of marginalization?

Cited by 6 publications

References 39 publications

Successful aging at work: A process model to guide future research and practice

Successful aging at work: A process model to guide future research and practice

Relationship between active seniors’ job change and life satisfaction: Serial multiple mediation effects of person–job fit and job satisfaction

Job Quality in the Late Career in Sweden, Japan and the United States

Contact Info

Product

Resources

About