Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Personality and work motivation

A total of 92 job applicants completed the Eysenck Personality Profiler (EPP) which measures the three primary (superfactor) traits (as well as 21 second-order factors), and the Work Values Questionnaire, which requires subjects to rate how important various work factors were to them when considering applying for a job. These work factors were then categorised into the traditional Herzberg classification of Hygiene and Motivation factors, each with a satisfactory internal reliability. Correlational and regressional analyses showed that extraverts stressed the importance of motivation factors to them, while neurotics rated hygiene factors as more important to them in choosing a particular job. Psychoticism was marginally related to the hygiene factor, as was test-taking style. In view of the fact that personality factors appeared to account for between 20 and 30% of the variance in work performance, it is surprising that they have been neglected, until recently, in the organisational psychology literature.     

Type A behavior and work situation: associations with burnout and work engagement

The aim of the present study was to investigate Type A behavior as well as perceived work situation, and associations with burnout and work engagement. The associations in focus were investigated through hierarchical regressions in a sample (N= 329) of Swedish Information Communication Technology consultants. The findings indicated that both work situation and Type A behavior was correlated with work engagement and burnout; however, no interactions between Type A behavior and work situation were elicited. The main conclusion was that the achievement striving aspect of Type A behavior appears as "non-toxic" and is related only to work engagement. However, the irritability/impatience aspect appears to be responsible for burnout complaints among Type A individuals, possibly through negative effects of the mood itself than through perceived stress at work.     

The Protestant work ethic-conservatism paradox: beliefs and values in work and life

Consistent with the view that work and other life domains are linked via a persons's overall value orientation, previous research has found that the Protestant work ethic (PWE) is positively associated with conservatism. A conceptual paradox in this relationship emerges from Weber's (1930) treatment of the PWE and the spirit of capitalism. An attempt is made to resolve the paradox by exploring the moderating effect of economic sector membership on the PWE-conservatism relationship. In the questionnaire responses of 155 graduate and undergraduate students, economic sector did not significantly moderate the PWE-conservatism relationship. Particular relationships among PWE, conservatism, religiousness, preferences for work outcomes, and terminal values also were examined. Results indicate a need to assess the field's seemingly sole reliance on the PWE construct to study work beliefs and values.     

Effect of a participative work conference on psychosocial work environment and well-being

The aim of this study was to investigate the effect of a participative work conference based on democratic dialogue on the employee's psychosocial work environment (job control, work climate, clarity of work goals, flow of information, and support from supervisor) and well-being (emotional exhaustion and stress symptoms). The study group was male-dominated (80%) and was mostly employed in manual tasks (86%) in a municipal public works department. Pre- and postmeasurements were carried out through a questionnaire with a 2-year interval. In addition, the experiences of participating in the intervention and the perceived changes due to the intervention were examined through thematic group interviews. The intervention group (n = 253 from Department A) participated in two-and-a-half-day participative work conferences. Two control groups were applied: (1) n = 107 from Department A; (2) n = 165 from Department B. The intervention had a positive effect on the work climate and flow of information in the intervention group compared with Control group 2 after controlling for age, gender, type of work, basic education, and participation in other interventions. The intervention did not, however, have an effect on individual well-being. According to the interviews, the work climate became more open and participative regardless of some negative experiences in participating in the conferences.     

Organizational factors and work involvement

The aim of this paper is to describe a study which investigated the influence of organizational factors on job involvement and specialization involvement. It was hypothesized that rank, self-expression, participation in decision making, and career factors affect job and specialization involvement. The independent variables were chosen by considering an extension of Schein's (1971, Journal of Applied Behavioral Science, 7, 401–426) “career cone” concept. The hypotheses were tested using a sample of Australian Army officers (N = 384) in a questionnaire survey. The results showed that job involvement is associated primarily with self-expression, although the latter is influenced in turn by participation in decision making, and that specialization involvement is associated with both self-expression and career factors. Rank does not affect either involvement variable. It was concluded that Schein's concept is a useful guide to theory and research on career attitudes. The results support the proposition that job and specialization involvement are distinct constructs. Implications for organizations are discussed.     

Family interference with work and its relationship with organizational citizenship and counterproductive work behaviors

Most employed adults must manage both work and family responsibilities. Consequently, many employees also experience conflict between their roles, which often leads to compromised performance in one or both domains. We examined family interference with work (FIW) as a potential drain on resources leading to increased counterproductive work behaviors (CWB) and decreased organizational citizenship behaviors (OCB) in three samples with a multi‐measure, time‐lagged design. Results demonstrated that employees who experience FIW display higher levels of CWB and lower levels of OCB, especially for organizationally targeted behaviors.     

Creativity and innovation at work: the role of work characteristics and personal initiative

In this longitudinal study, we examined the role of work characteristics (creative requirement, job control, coworker and supervisor support) and personal initiative for teachers' idea generation, idea promotion, and idea implementation. Eighty-nine teachers responded to two surveys with an interval of two weeks. Hierarchical regression analyses showed that creative requirement and job control predicted idea generation, whereas support from coworkers and the supervisor predicted idea promotion. Coworker and supervisor support, as well as teachers' personal initiative, predicted idea implementation.     

Impact of spousal work restrictions on expatriates' work life and overall life satisfaction

Our understanding of the challenges and the broader role of spouses of expatriates is extremely limited. This study examined the impact of spousal work restrictions on expatriates' work life and overall life satisfaction using qualitative and quantitative analyses based on data from a sample of 409 Indian Information Technology professionals working in USA. Furthermore, hypothesised conditional process model (tested with PROCESS analysis tool) was supported, showing that spousal work restrictions created complications in personal lives of expatriates, which interfered with work lives resulting in lower overall life satisfaction. We identified six core classes of challenges faced by spouses of expatriates: wasted skills, financial issues, boredom, social isolation, quality time and domestic tension. Our mixed method approach also helps to provide a more comprehensive picture of these complications. This study may help organisational leaders and policy makers to more fully consider the implications of visa-related policy changes on expatriate families.