Relationship of Proactive Personality With Life Satisfaction During Late Career and Early Retirement

Maurer, Todd J.; Chapman, Elizabeth

doi:10.1177/0894845317697381

Cited by 16 publications

(13 citation statements)

References 59 publications

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“…It is likely that coaching people to their personal vision would help create a hopeful FRP, as well as voluntary participation in training programs, which in the long term guarantee updated skills for older workers (Sousa-Ribeiro et al, 2017 ). Such a plan might have more adherence and sustainable attention than plans developed through financial or another lens (Maurer and Chapman, 2017 ). Late career management should be considered as a novel field of expanded consequences of FPR (Wang and Wanberg, 2017 ).…”

Section: Discussionmentioning

confidence: 99%

Financial Planning for Retirement: A Psychosocial Perspective

2018

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Retirement is a time of life that has grown ever longer in the developed world, and the number of pensioners has increased accordingly, questioning the strength of Social Security systems and the social safety net in general. Financial Planning for Retirement (FRP) consists of the series of activities involved in the accumulation of wealth to cover needs in the post-retirement stage of life. The negative short-, mid-, and long-term consequences of inadequate Financial Planning for Retirement do not only affect individuals, but also their extended families, homes, eventually producing an unwanted impact on the entire society. The Capacity-Willingness-Opportunity Model has been proposed to understand FPR, combined with Intentional Change Theory, a framework for understanding the process, antecedents and consequences of FPR. From this perspective, we propose this promising model, but there are a large number of variables that have not been included that offer novel ways to deepen our understanding of FPR. A focus on each dimension of the model, the role of age and psychosocial variables associated with demographic indicators such as gender, health status, and migration, allow us to provide a proposal of scientific advancement of FPR.

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Section: Discussionmentioning

confidence: 99%

Financial Planning for Retirement: A Psychosocial Perspective

2018

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“…Despite this, fast changes, employment insecurity, and negative stereotypes toward older workers threaten their well-being [1]. Moreover, the psychology of sustainability and sustainable development [2][3][4] encourage research and intervention directed toward the development of resources at the personal level [5][6][7], and the construction of healthy working environments [8][9][10][11] at the organizational level. Such organizations provide their members with healthy working conditions, which are characterized by their meaningfulness, responsibility, and knowledge, which in turn foster employee well-being.…”

Section: Introductionmentioning

confidence: 99%

Sustainable and Healthy Organizations Promote Employee Well-Being: The Moderating Role of Selection, Optimization, and Compensation Strategies

2018

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The psychology of sustainability claims for a new kind of organization that promotes employee well-being as well as the search firm's performance. In sustainable and healthy organizations, tasks are characterized by their significance, variety, autonomy, and feedback from the job. This way of organizing employees' activities motivates them and can affect their well-being. However, due to a series of age-related physical and cognitive changes, older workers must constantly adapt to task demands to continue working and maintain their productivity. This research explores the moderating role of selection, optimization, and compensation strategies in the relationship between task characteristics (significance, variety, autonomy, and feedback from the job) on the one hand, and job satisfaction and organizational citizenship behaviors on the other. This study was carried out using a lagged design over a three-month interval. Participants were 183 Spanish workers aged between 45-55 years who completed two questionnaires (Time 1 and Time 2). The results support the moderating role of the optimization and compensation in the relationship between task characteristics and employee well-being. Elective selection and loss-based selection strategies do not moderate the relationship. These findings underscore that people who are actively involved in optimization and compensation strategies can age successfully at work. The implications of this study to improve the orientation practices of older workers are discussed.

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“…The proactive individual is one who identifies opportunities and does not shy away from unfamiliar situations. The proactive individual generates change constructively to enhance his/her experience and outcomes (Maurer and Chapman, 2017). Proactive personality from this study can be opined to be positively related to satisfaction with work that is the opposite of pre-retirement anxiety, which indicates that having a proactive personality is associated with a more positive experience as one moves away from work and becomes fully retired.…”

Section: Discussionmentioning

confidence: 60%

“…Using simple cluster sampling, a state was picked using a table of random numbers from the SPSS v17 (SPSS Inc., Chicago, IL, United States) from each of the six geopolitical zones of Nigeria. Participants who have 5 years or less to retirement were the target population because retirement thoughts could be of concern within this period (Ode, 2004;Maurer and Chapman, 2017). Of the total sample, 237 (37.98%) were males and 387 (62.02%) were females.…”

Section: Participantsmentioning

confidence: 99%

“…The study of pre-retirement is justified because retirement challenges have precursors; these precursors if well taken care of, could most likely prevent some future retirement challenges. Proactive personality, social support, and career success are possible factors that can alleviate pre-retirement anxiety (Li et al, 2010;Maurer and Chapman, 2017;Kuo et al, 2019). Moreover, Kubicek et al (2010) posited that some resources at work and personal life of an individual can have an indirect effect on retirement to determine the quality of life.…”

Section: Introductionmentioning

confidence: 99%

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Proactive Personality and Social Support With Pre-retirement Anxiety: Mediating Role of Subjective Career Success

et al. 2021

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The main objective of this paper is to investigate the mediating role of subjective career success (SCS) in the relationship between proactive personality, social support (SS), and pre-retirement anxiety. Using a two-wave longitudinal design, 624 pre-retirees were sampled (M = 56.49 years; SD = 4.56); of these, 237 (37.98%) were males and 387 (62.02%) were females. Measurement model and mediation test were performed using the SmartPLS and IBM SPSS Amos software. The result indicated that proactive personality, SS, and SCS showed negative relationships with the dimensions of pre-retirement anxiety (financial preparedness, social obligation, and social alienation). Subjective career success mediated the relationship between proactive personality and pre-retirement anxiety.

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Relationship of Proactive Personality With Life Satisfaction During Late Career and Early Retirement

Cited by 16 publications

References 59 publications

Financial Planning for Retirement: A Psychosocial Perspective

Financial Planning for Retirement: A Psychosocial Perspective

Sustainable and Healthy Organizations Promote Employee Well-Being: The Moderating Role of Selection, Optimization, and Compensation Strategies

Proactive Personality and Social Support With Pre-retirement Anxiety: Mediating Role of Subjective Career Success

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