Job Satisfaction Of Older Workers Research Articles

Job Satisfaction as Important Factor of Work Quality and the Influence of Selected Factors

Current demographic developments and population projections indicate that the search for approaches that lead to employees remaining in employment even after reaching retirement age will gain importance. Job satisfaction is one of the most important approaches to prolonging working life. The job satisfaction of older workers is in the scope of researchers as older age groups are growing workforce in the labor market of national economies and the European Union. Researchers are mainly focused on the relationship between job satisfaction and various factors like older age, gender, disability, skills, or salary. The scientific study aims to specify the influence of «Satisfied with job» and the factors «Work allowed development of skills», «Work had adequate salary», and «Work atmosphere» for the group of workers aged 50 and over. SHARE, the Survey of Health, Aging, and Retirement in Europe, which has a transnational dimension, is used to detect the specification of the relationship. The Chi-square test is used to detect dependence. The tightness of the dependence is detected by using Cramér’s V. Where the relationship is expressed, it is detected using adjusted standardized residuals. The strongest tightness of dependence is expressed in the case of random variables «Satisfied with job» and «Work allowed development of skills». This fact points to the importance of developing work skills among workers. At the same time, the scientific study results show that the respondents answered the same statistically significantly more than what would correspond to the assumed independence of both random variables in all three cases. It follows that if employers are trying to make their employees significantly «Satisfied with job», then in addition to adequate remuneration, they must choose procedures that lead to them also being significantly satisfied with the «Work atmosphere» and the possibilities of developing employees` skills. The significance of the conclusions obtained while fulfilling the objective is broad. Results provide employers and decision-makers with important findings about the factors influencing job satisfaction. Appropriately used management methods and interventions based on such knowledge are able to positively influence the quality of work, and work performance and fully utilize work potential.

Embodied ageism: “I don't know if you do get to an age where you're too old to learn”

More people are extending their working lives through choice or necessity and as a result there is an increasing focus on the experiences of older workers. Access to training and development at work are seen to be one way of maintaining the motivation, productivity and job satisfaction of older workers but at the same time we know that older workers typically get less training at work than younger members of the workforce. This article explores how ageist environments in society and in work organisations impact how older workers view the opportunities for training at work. Speech about training and development is analysed in semi-structured interviews conducted with 104 older workers, 25 line managers and 27 human resource and occupational health managers in the United Kingdom. Managers commonly spoke in ageist terms about older workers being less motivated or less able to undertake training and development. These stereotypes were also embodied/internalised by many older workers, who expressed the view that they were now ‘too old’ for training and/or promotion, either because of their career stage or because of the ‘inevitable’ physical and cognitive decline that comes with age and which makes learning new things more difficult. As access to training and development are recognised as one way of facilitating good and longer working lives, understanding the impact of ageist environments as well as direct discrimination against older workers is necessary to enable, encourage and motivate older workers to engage in development activities.

The Use of HR Policies and Job Satisfaction of Older Workers

AbstractAgainst the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and training. Exploiting unique, linked organization-department-employee data from the European Sustainable Workforce Survey (ESWS), hypotheses derived from the job demands-resources (JD-R) model and relative deprivation theory are tested with 3-level regression analysis. The findings show that demotees are less satisfied with their job compared to older employees who were not demoted, whereas participation in phasing out arrangements is not related to older workers’ job satisfaction. Older employees who received training are more satisfied with their job than those who did not. Moreover, in departments where coworkers participated in training, older employees who did not receive training are more satisfied than those in departments where training is unavailable or in which training is offered, but not used. Phasing out and demotion of colleagues are not associated with job satisfaction of older workers. These results are largely in line with the JD-R model, as demotion would decrease motivation and, in turn, job satisfaction, whereas training would increase job resources and motivation and, in turn, job satisfaction. This study concludes that providing training to older workers is a fruitful HR strategy for employers to stimulate job satisfaction among their older employees and facilitate longer working lives.

Workplace Perception and Job Satisfaction of Older Workers

This paper addresses the question to what extent workplace perception affects the subjective well-being of older workers in their jobs. We use several dimensions of workplace perception to estimate their importance for job satisfaction. Our results show that older workers’ happiness in the job strongly depends on job rewards, in particular on opportunities to develop new skills, receiving support in difficult situations, and recognition for their work. These dimensions of workplace attributes are merely psychological by nature; in contrast, salary opportunities and socio-demographic dimensions have a weaker impact on job satisfaction, if at all.

Uwarunkowania satysfakcji zawodowej starszych pracowników w Polsce

The current study investigates the role of job satisfaction in the light of population ageing in European countries. By increasing employees’ job satisfaction it is possible to counteract the consequences of labor force ageing and shrinking. In this context, this study aims to indicate factors that differentiate the level of job satisfaction of older workers in Poland. It also seeks to identify determinants of the greatest job satisfaction or lack of thereof. The analyzed factors include job characteristics and individual characteristics of employees. The study is based on data for Poland from the SHARE project. The analysis employs probit and logit models. Job characteristics that were found to determine job satisfaction, include support, recognition, salary, and opportunity to develop new skills. The most important individual determinants comprise physical health and living arrangement. The determinants of the greatest job satisfaction, among job characteristics, include first and foremost support and opportunity to develop new skills. With respect to individual characteristics, the most important determinants involve living arrangement, sex, and physical health. Lack of job satisfaction is determined first and foremost by salary, and next by recognition, opportunity to develop new skills, and physical and mental health.

The Mediating Effect of Happiness on the Job Satisfaction of Aging Filipino Workers: A Structural Equation Model (SEM)

Job satisfaction is a frequently studied topic among scholars, but only few have taken into account the job satisfaction of older workers. This study aims to develop a model that describes the mediating effect of happiness on job satisfaction specifically on a select group of aging Filipino workers. This paper utilized structural equation modeling (SEM) for its data analysis to test what impact happiness has on job satisfaction. Three hundred aging Filipino workers, both from public and private organizations in the Philippines, took part in this study by completing a five-part research tool that consists of a Robotfoto (a Dutch term that describes a photo-like picture drawn by police to describe a suspect from a witness's illustration) and adopted questionnaires for physical and mental well-being, employee recognition, happiness, and job satisfaction. The structural equation model revealed that physical and mental well-being and employee recognition significantly affect—and are predictors of—happiness. Moreover, it was found that happiness has an impact on the job satisfaction of older workers. Findings generated in this study cater relevant ideas in developing programs and practices for the aging workforce in the field of Human Resource Management.

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.

Older Workers with Disabilities: Job Satisfaction Differences in the Public and Private Sectors in Europe

This study analyzes the differences in job satisfaction of older European people (aged 50-64), with or without disabilities, who are employed in either the public or the private sector. Using the data taken from the Survey of Health, Ageing and Retirement in Europe (SHARE) for the years 2004, 2007 and 2011, job satisfaction equations are estimated for workers from both the public and private sectors, with panel data techniques that include variables related to the worker's degree of disability (nondisabled, non-limited disabled, and limited disabled), among others. The results show that the disabled workers who are limited in their everyday activities are less satisfied in both the public and private sectors than those who are non-disabled and non-limited. In addition, the levels of job satisfaction for non-limited disabled people are higher than their non-disabled counterparts but only in the public sector. From a point of view of public policies, it is necessary to design and undertake measures and actions that would contribute to improving the levels of job satisfaction of older workers with disabilities, especially among those who are limited in their everyday activities.

Job Satisfaction of Older Workers as a Factor of Promoting Labour Market Participation in the EU: The Case of Slovenia

This paper deals with the study of older workers’ job satisfaction as a factor that, combined with other personal and job-related factors, can significantly influence the decision to postpone retirement when this decision is in the hands of an individual. Starting from the fact that the employment rate of older workers in Slovenia in 2011 was the lowest in the EU, the article aims to establish the level of older workers’ job satisfaction in Slovenia compared to the EU, analyse its dimensions, its specifics related to age, gender, sector of economic activities and type of profession, as well as ascertain what determines it the most. A statistical analysis of the results of the Fifth European Working Conditions Survey of 2010 reveals that Slovenia ranks 15th among the EU member states in terms of older workers’ job satisfaction, thus lagging behind the EU average. While Slovenian older workers, the same as their European counterparts, are most satisfied with doing useful work and the least with their prospects for career advancement, a comparison with other EU member states shows that they are relatively dissatisfied with working conditions, salary and adequacy of the motivation to give one’s best performance, and relatively satisfied with doing useful work and with their colleagues. The analysis also shows that the level of older workers’ job satisfaction in Slovenia is determined most by their satisfaction with the adequacy of the motivation to give one’s best performance.

The Importance of Job Training to Job Satisfaction of Older Workers

If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

Job satisfaction of older workers

Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job characteristics on job satisfaction differ by the aspect of the job considered; the response to a general question on job satisfaction differs from the response to questions on satisfaction with different aspects of the job; it is relevant to consider the joint relation between wages and job satisfaction; and skill mismatches do not seem to affect job satisfaction.

The job satisfaction of older workers

AbstractOlder workers re‐entering the workforce and those changing jobs are coming to play an increasingly important role in the labor force, especially as part‐time workers. Yet the work orientation and job satisfaction of these workers has not been studied. Do ‘situational’ factors such as skill and pay matter for this subgroup of workers, and if so, which ones? If significant factors exist, can their effect be explained by the mediating influence of ‘dispositional’ factors like work values? This paper explores these questions in a study of 198 older workers who had begun new, mostly part‐time jobs. Regression analysis shows that the intrinsic indicators for skill and autonomy have a positive effect on job satisfaction. No extrinsic factor was significantly related to satisfaction, indicating that these workers are more than ‘instrumentally’ oriented. This support for a ‘situational’ interpretation of the impact of work, especially intrinsic features, was sustained in analyses which incorporated work values. To the extent that the growing number of part‐time jobs are relatively low‐skilled, and to the extent that older workers in new jobs are influenced most by intrinsically rewarding work, there appears to be a growing mismatch between an occupational niche and those who are being sought to fill it.