Kail 8e ch12_ppt with narration

Chapter Twelve
Working and Relaxing
© 2019 Cengage. All rights reserved.

12.1 Occupational Selection and
Development: Learning Objectives
• How do people view work?
• How do people choose their occupations?
• What factors influence occupational development?
• What is the relationship between job satisfaction
and age?

The Meaning of Work (1 of 2)
• Most people work to make a living but also find
meaning in their work
• Meaning-mission fit: the alignment between one’s
personal view of work and the company’s missions
– Greater alignment can have multiple benefits—both
for the self and in other areas

The Meaning of Work (2 of 2)
• Hance organized young adult college students’ and
older returning students’ beliefs about work into
three main categories:
– Working to achieve social influence
– Working to achieve personal fulfillment
– Working due to economic reality

Occupational Choice Revisited
• Career construction theory
– Posits that people build careers through their own
actions that result from the interface of their personal
characteristics and the social context
– Social cognitive career theory (SCCT) proposes
career choice is a result of the application of
Bandura’s social cognitive theory, especially the
concept of self-efficacy

Holland’s Theory Revisited
• Holland: people pursue careers that are a good fit
between their (a) abilities and (b) interests
– Six personality types: investigative, social, realistic,
artistic, conventional, and enterprising
– Women are more likely manifest the social, artistic, or
conventional type
– Men and women in the same occupation are similar in
personality type

Social Cognitive Career Theory
(1 of 2)
• Social cognitive career theory (SCCT) – four- or
six-variable version
– Self-efficacy (perceived ability)
– Outcome expectations (predicted success)
– Interest (what one likes)
– Choice goals (what one desires to achieve)
– Support (how environment would help)
– Barriers (how environment would frustrate one’s
career)

Social Cognitive Career Theory
(2 of 2)
• The six-variable SCCT model receives better
support
• People will not choose an occupation or career,
even though interested, unless they have high self-
efficacy
• External factors (e.g., stereotypes) affect
perceptions of self-efficacy

Super’s Theory – Stages
• Changes in self-concept and adaptation to one’s
occupational role progress through five distinct
stages:
– Implementation
– Establishment
– Maintenance
– Deceleration
– Retirement

Super’s Theory – Tasks
• During adulthood, people progress through three
developmental tasks:
– Crystallization (Specification)
– Implementation (trying out jobs)
– Stabilization (making an occupational choice)
– Consolidation (advancing up the career ladder)

Super’s Theory – Developmental
Stages
• The three adult developmental tasks overlap with
four developmental stages:
– Exploratory (age 15–24)
– Establishment (age 24–44)
– Maintenance (age 45–64)
– Decline (age 65 and beyond)
• As we stay in a career or change careers, we cycle
and recycle through the tasks and stages

Occupational Development
• Occupational and career expectations change over
time as a function of changes in self-concept and
self-efficacy
– Interests change as we see our occupation as a poor
fit or requiring more education
• Reality shock: what we learned during training
(e.g., in a classroom) may not transfer directly into
what the “real-world” job expects of us or needs us
to know to perform the job well

The Role of Mentors and Coaches
• A mentor or coach is a coworker who teaches a
new employee
– A mentor or developmental coach is part teacher,
part sponsor, part model, and part counselor
– Mentors benefit from the relationship by fulfilling the
generativity phase
– Some research suggests that women have a greater
need for mentors than men

Job Satisfaction
• The positive feeling resulting from an appraisal of
one’s work
• Middle-aged workers are more satisfied with work’s
intrinsic, rather than extrinsic, rewards
• Satisfaction’s relationship to age is cyclical,
depending on:
– How well the job allows one to meet family
responsibilities present at any given age
– Age-related differences in how people balance their
lives with work

Alienation and Burnout (1 of 2)
• Alienation
– Workers’ feelings that their work is meaningless and
devalued
• Burnout
– When pace and pressure of work become more than
a person can bear
– Depletion of a worker’s energy and motivation;
feelings of being exploited
• Passion
– Obsessive passion
– Harmonious passion

Alienation and Burnout (2 of 2)
• Vallerand’s Passion Model
– Obsessive passion makes it difficult for a person to
fully disengage from thoughts about the activity,
leading to conflict in life
– Harmonious passion results when individuals do not
feel compelled to engage in the enjoyable activity,
leading to harmony with other aspects of life

12.2 Gender, Ethnicity, Discrimination
Issues: Learning Objectives
• How do women’s and men’s occupational selections
differ? How are people viewed when they enter
occupations that are not traditional for their gender?
• What factors are related to women’s occupational
development?
• What factors affect ethnic minority workers’
occupational experiences and occupational
development?
• What types of bias and discrimination hinder the
occupational development of women and ethnic
minority workers?

Gender Differences in
Occupational Selection
• 58% of all 16-year-old females are working
• African-American women work the most
• Latina women work less
• Although more women have entered nontraditional
occupations, society still perceives them negatively
and disrespects them

Women and Occupational
Development (1 of 2)
• Occupational development for women has
undergone major changes over the past several
decades.
– The biggest differences across generations is the
increase in opportunities for employment choice
– Women are becoming entrepreneurs, bringing high
degree of technological sophistication, and broader
experience into entrepreneurship

Women and Occupational
Development (2 of 2)
• Female professionals leave their jobs for two sets of
reasons:
– The organizations in which they work are felt to hold
contrary or nonsupportive values
– Women feel disconnected from the workplace, their
colleagues, clients, and coworkers
• Discontinuous participation makes it difficult to
maintain an upward trajectory

Ethnicity and Occupational
Development
• Compared to European Americans, African
American women choose nontraditional careers
• Whether an organization is responsive to the needs
of ethnic minorities makes a big difference for
employees
– Is a strong predictor of satisfaction among ethnic
minority employees

Bias and Discrimination
• Gender bias
– Gender discrimination: denying someone a job
based on their gender
– Glass ceiling: the promotional level above which
women may not go
– Glass cliff: women obtaining a precarious promotion
(e.g., in times of an organizational crisis)
– Women must be more assertive about their place at
the table

Sexual Harassment
• Sexual harassment is a problem in the workplace
– Sexual harassment: most often involving men with
more power over women
– Number of formal sexual harassment complaints in
the United States is declining
– The effects of sexual harassment include negative
job-related, psychological, and physical health
outcomes

Age Discrimination
• Age discrimination: denying a job/promotion to an
individual solely based on age
• Federal law prohibits this practice for workers over
the age of 40
• Nonetheless, older people commonly are offered
retirement incentives to stop working
• Boomerang employees: individuals who terminate
employment at one point in time, but return to work
in the same organization at a future time

12.3 Occupational Transitions:
Learning Objectives
• Why do people change occupations?
• Is worrying about potential job loss a major source
of stress?
• How does job loss affect the amount of stress
experienced?

Retraining Workers
• The reasons people leave their jobs are varied
• Retraining workers
– Career plateauing: occurs when there is a lack of
opportunity or when a person decides not to seek
advancement
– The retraining of mid-career and older workers
emphasizes the need for lifelong learning

Occupational Insecurity
• Economic conditions in the United States have
resulted in many people losing jobs
• People’s coping strategy predicts how stressed they
will feel about job loss
– Emotion-focused coping: trying to make oneself feel
better about a stressful situation or denying their
feelings; results in greater stress
– Problem-focused coping: recognizing the problem
and doing something to fix it

Coping with Unemployment
• Unemployment often results in declines in physical
and mental health, as well as self-esteem
– Approach job loss with a healthy sense of urgency
• Unemployment rates are substantially higher for
African Americans and Latinos
• Compared to European Americans, it usually takes
minority workers significantly longer to find another
job

12.4 Work and Family: Learning
Objectives
• What are the issues faced by employed people who
care for dependents?
• How do partners view the division of household
chores? What is work-family conflict, and how does
it affect couples’ lives?

The Dependent Care Dilemma
• Employed caregivers revisited
• Many mothers have to return to work after the birth
of a baby
• Some women struggle with the dilemma of financial
need versus caring for their children
• Some women feel the need to return to work as a
result of attachment to their work
• Stage of the life cycle and gender both affect
perceptions of ideal working hours

Dependent Care and Effects on
Workers
• Dependent Care and Effects on Workers
– Dependent care has significant negative effects on
caregivers
– Women’s careers are affected more negatively than
men’s

Dependent Care and Employer
Responses
• Backup care: emergency care for dependents;
prevents employees from missing work
– Results in less work-family conflict, lower
absenteeism, and higher job satisfaction only when
organizations adopt a justice approach
• Sympathetic and supportive supervisors
• Support for family and child care issues
• Also helpful: job sharing, autonomy, lower
productivity demands, and flexible schedules

Juggling Multiple Roles
• Women still perform the lion’s share of housework
• Unequal division of labor causes the most
arguments and most unhappiness in dual-earner
couples
• Satisfaction with the division of household labor is
higher for:
– Men when equitably divided
– Women when men are willing to perform women’s
traditional chores

Dividing Household Chores
• Ethnic differences in the division of household labor
are apparent
• European American men are less likely than either
African American or Latino men to help with
traditionally female household tasks

Work-Family Conflict
• Highest stress level and work-family conflict is when
there are at least two preschool children in the home
• Women are most bothered when husbands are
unwilling to do “women’s work”
• Cross-cultural research in Japan and China
revealed lower job satisfaction when work-family
conflicts are present

12.5 Taking Time to Relax: Leisure
Activities: Learning Objectives
• What activities are leisure activities? How do people
choose among them?
• What changes in leisure activities occur with age?
• What do people derive from leisure activities?

Types of Leisure Activities
• Leisure: discretionary activities, including simple
relaxation and those for enjoyment or creative
pursuits
• Choice of leisure activities depends upon:
– Perceived competence, psychological comfort
• E-mail, Facebook, Twitter, or other social networking
tools help keeping in touch with family, pursuit of
hobbies, and lifelong learning

Developmental Changes in
Leisure
• Young adults participate in a greater range of, and
more intense, activities
• Middle-aged adults’ leisure activities are home- and
family-oriented, and less physically strenuous
• Engagement in, and preferences for, types of leisure
activities is stable from young to older adulthood

Consequences of Leisure
Activities
• Related to well-being, mental health
• Strengthens feelings of attachment to, and
satisfaction with, partners, family, and friends
• Allows for exploration of interpersonal relationships
and approval seeking
• Improves social acceptance, friendships, and
acceptance of differences in persons with disabilities
• Marital satisfaction is linked with leisure time when
couples spend some leisure time together

Kail 8e ch12_ppt with narration

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