Employee Retirement: A Review and Recommendations for Future Investigation
TL;DR: In this article, the authors provide a summary of key theoretical and empirical developments in employee retirement research since Beehr in 1986 and highlight inconsistent findings revealed by studies that were designed to answer the same research questions.
About: This article is published in Journal of Management.The article was published on 2010-01-01. It has received 681 citations till now. The article focuses on the topics: Employee research & Retirement planning.
Citations
More filters
TL;DR: A review of the multidisciplinary literature on the relationship between life satisfaction and the work domain is presented in this paper, where a meta-analysis of life satisfaction with respect to career satisfaction, job performance, turnover intentions, and organizational commitment is performed.
552 citations
Cites background from "Employee Retirement: A Review and R..."
...Moreover, as the workforce continues to age worldwide (Wang & Shultz, 2010), how age may moderate these relationships is a critical issue....
[...]
TL;DR: This work reconceptualizes employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions and proposes "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion.
Abstract: We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably, involuntary quits) and multiple types of staying. Guided by the premise that "everyone eventually leaves; no one stays with an organization forever," we also suggest considering where leavers end up-or post-exit destinations, such as another job, full-time parenting, or educational pursuits. We propose "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion. These motivational states precede turnover and are derived from 2 overarching dimensions: desired employment status (whether employees want to stay or leave) and perceived volitional control (whether quit or stay decisions are completely up to them or at least partially under external regulation). Crossing these dimensions yields 4 prime states: enthusiastic leavers and stayers and reluctant leavers and stayers. We further subdivide these mind-sets into subtypes by differentiating employer from other forms of external control (e.g., family). Focusing on more common subtypes, we explain how they arise from particular motivational forces and profile how they differ by attitudes, behaviors, and turnover speed and destinations. We further discuss ways to measure this expanded criterion and proximal states (and subtypes) and investigate the latter's profiled differences. Finally, we discuss scientific and practical implications and future research directions.
453 citations
TL;DR: A resource-based dynamic perspective is proposed to apply to the understanding of retirement adjustment to highlight important future research directions that may be fruitful for psychologists to pursue in this area.
Abstract: In this article, we review both theoretical and empirical advancements in retirement adjustment research. After reviewing and integrating current theories about retirement adjustment, we propose a resource-based dynamic perspective to apply to the understanding of retirement adjustment. We then review empirical findings that are associated with the key research questions in this literature: (a) What is the general impact of retirement on the individual? and (b) What are the factors that influence retirement adjustment quality? We also highlight important future research directions that may be fruitful for psychologists to pursue in this area. keywords: retirement adjustment; older workers; resource perspective.
334 citations
References
More filters
TL;DR: Ajzen, 1985, 1987, this article reviewed the theory of planned behavior and some unresolved issues and concluded that the theory is well supported by empirical evidence and that intention to perform behaviors of different kinds can be predicted with high accuracy from attitudes toward the behavior, subjective norms, and perceived behavioral control; and these intentions, together with perceptions of behavioral control, account for considerable variance in actual behavior.
65,095 citations
"Employee Retirement: A Review and R..." refers background in this paper
...…in influencing retirement decisions) include rational choice theory (Gustman & Steinmeier, 1986), image theory (Beach & Frederickson, 1989), role theory (Ashforth, 2001; Moen, Dempster-McClain, & Williams, 1992), theory of planned behavior (Ajzen, 1991), and expectancy theory (Vroom, 1964)....
[...]
Book•
01 Jan 1997TL;DR: SelfSelf-Efficacy (SE) as discussed by the authors is a well-known concept in human behavior, which is defined as "belief in one's capabilities to organize and execute the courses of action required to produce given attainments".
Abstract: Albert Bandura and the Exercise of Self-Efficacy Self-Efficacy: The Exercise of Control Albert Bandura. New York: W. H. Freeman (www.whfreeman.com). 1997, 604 pp., $46.00 (hardcover). Enter the term "self-efficacy" in the on-line PSYCLIT database and you will find over 2500 articles, all of which stem from the seminal contributions of Albert Bandura. It is difficult to do justice to the immense importance of this research for our theories, our practice, and indeed for human welfare. Self-efficacy (SE) has proven to be a fruitful construct in spheres ranging from phobias (Bandura, Jeffery, & Gajdos, 1975) and depression (Holahan & Holahan, 1987) to career choice behavior (Betz & Hackett, 1986) and managerial functioning (Jenkins, 1994). Bandura's Self-Efficacy: The Exercise of Control is the best attempt so far at organizing, summarizing, and distilling meaning from this vast and diverse literature. Self-Efficacy may prove to be Bandura's magnum opus. Dr. Bandura has done an impressive job of summarizing over 1800 studies and papers, integrating these results into a coherent framework, and detailing implications for theory and practice. While incorporating prior works such as Social Learning Theory (Bandura, 1977) and "Self-efficacy mechanism in human agency" (Bandura, 1982), Self-Efficacy extends these works by describing results of diverse new research, clarifying and extending social cognitive theory, and fleshing out implications of the theory for groups, organizations, political bodies, and societies. Along the way, Dr. Bandura masterfully contrasts social cognitive theory with many other theories of human behavior and helps chart a course for future research. Throughout, B andura' s clear, firm, and self-confident writing serves as the perfect vehicle for the theory he espouses. Self-Efficacy begins with the most detailed and clear explication of social cognitive theory that I have yet seen, and proceeds to delineate the nature and sources of SE, the well-known processes via which SE mediates human behavior, and the development of SE over the life span. After laying this theoretical groundwork, subsequent chapters delineate the relevance of SE to human endeavor in a variety of specific content areas including cognitive and intellectual functioning; health; clinical problems including anxiety, phobias, depression, eating disorders, alcohol problems, and drug abuse; athletics and exercise activity; organizations; politics; and societal change. In Bandura's words, "Perceived self-efficacy refers to beliefs in one's capabilities to organize and execute the courses of action required to produce given attainments" (p. 3). People's SE beliefs have a greater effect on their motivation, emotions, and actions than what is objectively true (e.g., actual skill level). Therefore, SE beliefs are immensely important in choice of behaviors (including occupations, social relationships, and a host of day-to-day behaviors), effort expenditure, perseverance in pursuit of goals, resilience to setbacks and problems, stress level and affect, and indeed in our ways of thinking about ourselves and others. Bandura affirms many times that humans are proactive and free as well as determined: They are "at least partial architects of their own destinies" (p. 8). Because SE beliefs powerfully affect human behaviors, they are a key factor in human purposive activity or agency; that is, in human freedom. Because humans shape their environment even as they are shaped by it, SE beliefs are also pivotal in the construction of our social and physical environments. Bandura details over two decades of research confirming that SE is modifiable via mastery experiences, vicarious learning, verbal persuasion, and interpretation of physiological states, and that modified SE strongly and consistently predicts outcomes. SE beliefs, then, are central to human self-determination. STRENGTHS One major strength of Self-Efficacy is Bandura's ability to deftly dance from forest to trees and back again to forest, using specific, human examples and concrete situations to highlight his major theoretical premises, to which he then returns. …
46,839 citations
"Employee Retirement: A Review and R..." refers background in this paper
...…Vasilaki, & Jackson, 2002), cognitive resources (e.g., processing speed and working memory; Park, 2000), motivational resources (e.g., self-efficacy; Bandura, 1997), financial resources (e.g., salary and pension; Taylor & Doverspike, 2003), social resources (e.g., social network and social…...
[...]
...Thus, the research question considered by this conceptualization centers on retirees’ agency efficacy (i.e., the willingness and confidence to influence their environment; Bandura, 1997) in keeping and pursuing their career needs (Freund & Baltes, 1998)....
[...]
Book•
[...]
15 Jan 1964
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Abstract: Why do people choose the careers they do? What factors cause people to be satisfied with their work? No single work did more to make concepts like motive, goal incentive, and attitude part of the workplace vocabulary. This landmark work, originally published in 1964, integrates the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance. Includes an extensive new introduction that highlights and updates his model for current organization behavior educators and students, as well as professionals who must extract the highest levels of productivity from today's downsized workforces.
11,986 citations
"Employee Retirement: A Review and R..." refers background in this paper
...…in influencing retirement decisions) include rational choice theory (Gustman & Steinmeier, 1986), image theory (Beach & Frederickson, 1989), role theory (Ashforth, 2001; Moen, Dempster-McClain, & Williams, 1992), theory of planned behavior (Ajzen, 1991), and expectancy theory (Vroom, 1964)....
[...]
..., explicating why these factors are important in influencing retirement decisions) include rational choice theory (Gustman & Steinmeier, 1986), image theory (Beach & Frederickson, 1989), role theory (Ashforth, 2001; Moen, Dempster-McClain, & Williams, 1992), theory of planned behavior (Ajzen, 1991), and expectancy theory (Vroom, 1964)....
[...]
Book•
26 Apr 1990TL;DR: In this article, a strategy for redesigning jobs to reduce unnecessary stress and improve productivity and job satisfaction is proposed, which is based on the concept of job redesigning and re-designing.
Abstract: Suggests a strategy for redesigning jobs to reduce unnecessary stress and improve productivity and job satisfaction.
8,329 citations
"Employee Retirement: A Review and R..." refers methods in this paper
...Third, the demand-control model (e.g., Karasek & Theorell, 1990) could be applied to recognizing the effects of job embedded work stressors (e.g., quantitative and qualitative workload, organizational constraints, time pressure) on retirees’ safety behaviors and physical and psychological…...
[...]