Professional Documents
Culture Documents
Employment
Module 6: Careers and Aging Workers
Barbara McIntosh, Ph.D., SPHR 2010
2
SHRM 2010
3
SHRM 2010
SHRM 2010
Research Questions
Are there significant differences in the importance of
different job characteristics as predictors of career
engagement?
Do these predictors change for different age cohorts?
The answers to these questions suggest what
managers can do to increase organizational
commitment.
5
SHRM 2010
6
SHRM 2010
7
SHRM 2010
Age.
Education.
Years in current position.
Full-time or part-time employment.
Plans to leave job in less than five years.
No plans about staying in current position.
Job involvement.
Job characteristics.
8
SHRM 2010
Discussion
Managerial implications:
> Older nurses in this study had higher levels of
career engagement than younger nurses.
> Feedback from others is critical to all ages.
> Autonomy is significant after age 40.
> Working with others is significant for those
between the ages of 40 and 55.
> Feedback and job options are critical for older
nurses.
These results could be generalized to other
professions, but there should be additional testing.
Data does not show how we change as we age
(cross-sectional data limitation).
10
SHRM 2010
11
SHRM 2010
SHRM 2010
12
13
SHRM 2010
Definitions
Career: Patterns of work-related experiences
over ones lifetime.
> Advancement in a job.
> Advancement in a profession.
> Stability in work over time.
Development: Long-run (intermediate) general
training for possible future positions.
Career development: Long-term success of
people in the organization.
Career transitions: Exploring and moving into
new careers after age 40.
14
SHRM 2010
16
SHRM 2010
Retention Tools
Tap into changing development and career
preferences; transitions.
> Movement within the organization.
> Increased opportunity for community
service (corporate social responsibility or
CSR).
Offer flexibility:
> Hours.
> Location.
> Responsibilities.
17
SHRM 2010
18
SHRM 2010
Flexibility Options
Reduced hours in the same occupation or
industry.
Phased retirement.
Sporadic employment after retirement.
Reduced hours in a different industry or
occupation (bridge employment).
20
SHRM 2010
Flexibility
Phased retirement:
> Formal programs limited by legal concerns
22
SHRM 2010
23
SHRM 2010
Capturing Returnees
Individuals with high-autonomy and high-demand
jobs are most likely to return to work after formal
retirement (Beck, 1983).
Those with higher levels of education are more
likely to continue working after age 65 or return to
work (Tillenbaum, 1971).
White-collar workers are significantly more likely
than blue-collar workers to return (Streib and
Schneider, 1971).
24
SHRM 2010
25
SHRM 2010
26
SHRM 2010
27
SHRM 2010
28
SHRM 2010
29
SHRM 2010
30
SHRM 2010
HRC: State.
WIBs: Local.
Interagency coordination/partnership:
> Department of Employment and Training
(DET) One-Stop Centers.
31
SHRM 2010
work programs.
> Only available to employers providing both a
qualified pension plan and covering 60 percent or
more of health insurance premiums.
Supplemental Slides
The individual perspective:
> Personal strategies.
> Reshaping work; alternatives.
> Negotiating change.
> Negotiating; process issues.
> Understanding your employers response.
33
SHRM 2010
Know yourself.
Manage your reputation.
Build and maintain network contacts.
Keep current.
Balance your specialist and generalist
competencies.
Document your achievements.
Keep your options open.
34
SHRM 2010
Job change?
> Promotion: management responsibilities.
> Lateral move: it is time to do something different.
> Consultant: contract relationship.
35
SHRM 2010
36
SHRM 2010
Negotiating Change
Its all in how you ask.
> Personal style.
> Gently refuse to accept no:
Do you need me to collect more
information?
Can we revisit this in six months?
Lets keep thinking about this and try to
make it work for both of us.
> Remember, you are a valuable,
experienced resource!
37
SHRM 2010