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Article
Publication date: 15 June 2010

Sara Zaniboni, Guido Sarchielli and Franco Fraccaroli

This study aims to explore the psycho‐social factors (i.e. older worker identity, development opportunities on the job, anticipation of lost social integration upon…

Abstract

Purpose

This study aims to explore the psycho‐social factors (i.e. older worker identity, development opportunities on the job, anticipation of lost social integration upon retirement) related to three types of retirement intention (i.e. full retirement, part‐time retirement, job mobility).

Design/methodology/approach

A representative sample of 196 workers aged 50 and over employed in an Italian public‐sector organization completed a research questionnaire. Hypotheses were tested by using structural equation models.

Findings

The results showed that: the older‐worker identity was related positively to full retirement intention and negatively to job mobility; development opportunity on the job was negatively related to the full retirement intention; the anticipation of lost social integration upon retirement was positively related to the intention to take part‐time retirement and job mobility.

Research limitations/implications

There are several limitations to the study: the cross‐sectional design; use of single items; the fact that the findings can be generalized only to the organization in which the study was conducted.

Practical implications

Retirement preparation programs should consider the various factors that affect the transition from work to retirement and which may facilitate prior planning by both the individual and the organization.

Originality/value

Expanding previous research studies, the study considers the complexity of preparation for retirement transition by exploring different types of retirement intentions and the psychosocial factors related to them.

Details

International Journal of Manpower, vol. 31 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 28 March 2008

Salvatore Zappalà, Marco Depolo, Franco Fraccaroli, Dina Guglielmi and Guido Sarchielli

The study seeks to investigate individual preference for early or late retirement. The aim is to determine the impact that variables at personal, work and organizational…

Abstract

Purpose

The study seeks to investigate individual preference for early or late retirement. The aim is to determine the impact that variables at personal, work and organizational, and retirement‐related levels exert on such preference.

Design/methodology/approach

A questionnaire was submitted to 275 Italian workers, aged from 45 to 63. The “preferred” and “expected” retirement ages were measured, and a preference for retiring before or after the expected age was computed. The questionnaire included personal (e.g. age, income), work and organizational (e.g. work importance, job demands and control), and retirement‐related variables (level of information on pensions and attitudes to retirement). Hierarchical multiple regressions analyses were conducted to test the impact of such variables on the preference for early or late retirement.

Findings

The results show a significant preference for retiring on average three years before the expected age. The preference for postponing retirement is related to chronological age and perception of income adequacy, but also to work variables (work importance, firm policies supporting aged employees) and attitudes to retirement.

Practical implications

Political and organizational strategies concerning old employees should take into account the widespread preference for early retirement. It is, however, possible to encourage late retirement by developing interventions aiming to meliorate working conditions, organizational perceptions and retirement attitudes.

Originality/value

The difference between preferred and expected retirement age may be useful to identify employees preferring late retirement. It is also suggested that certain psychosocial factors are related to such preference. This knowledge is relevant for European policies encouraging employees to stay longer in the workforce.

Details

Career Development International, vol. 13 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

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Article
Publication date: 8 April 2014

Lorenzo Avanzi, Franco Fraccaroli, Guido Sarchielli, Johannes Ullrich and Rolf van Dick

– The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

Abstract

Purpose

The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

Design/methodology/approach

Questionnaires measuring the constructs of organizational identification, perceived organizational support, emotional exhaustion, and turnover intentions were completed by 195 employees.

Findings

Results supported our hypotheses: social identification increased the perception of organizational support which in turn reduced emotional exhaustion which was finally related to turnover intentions. Furthermore, social identification moderated the relation between organizational support and turnover intentions.

Research limitations/implications

The study design was cross-sectional and data were collected using self-report with no assessment of objective data.

Practical implications

To reduce turnover, managers should focus on both support and employees’ identification with teams and organizations.

Originality/value

This study combines two theoretical perspectives into an integrative framework and simultaneous moderated-mediation was used to test the model.

Details

International Journal of Productivity and Performance Management, vol. 63 no. 3
Type: Research Article
ISSN: 1741-0401

Keywords

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Article
Publication date: 10 August 2020

M.J. Jerez-Jerez and T.C. Melewar

Purpose- This study aims to develop a comprehensive understanding of the relationship between waiters’ professional identity and its antecedents such as work interaction…

Abstract

Purpose

Purpose- This study aims to develop a comprehensive understanding of the relationship between waiters’ professional identity and its antecedents such as work interaction, identity interferences, stigma, standardisation brand, authenticity, extroversion and education. “Salience” will be used as a moderator of this relationship to explain the prominence of the stimuli. The consequences of professional identity on passion and turnover intention will be analysed.

Design/methodology/approach

This study used a qualitative methodology, which encompassed 3 focus group discussions (18 participants) and 11 in-depth interviews. Participants will be based on Michelin-starred restaurants in London. Founded on analysis of the qualitative data, the antecedents and consequences of professional identity were formulated.

Findings

Findings demonstrate that the main factors of the formation of waiters’ professional identity are work interaction, identity interferences, stigma, standardisation brand, authenticity, extroversion and education, its consequences (passion and turnover intention) and salience as a moderator of this relationship to clarify the relevance of the stimuli. These factors have been demonstrated to have an effect on the formation of professional identity.

Originality/value

This study is relevant because the repercussion of perceptions, such as identity and identification for emerging exclusive job roles, is still under-examined in certain conditions. Restaurateurs need to work with and comprehend the quality individual framework of waiters in job roles because these have a stimulus on the fundamental interests, such as passion for work and turnover of the waiting workforce. Moreover, within the hospitality industry, there has been a predisposition to prominence more on chefs than waiting staff.

Details

Qualitative Market Research: An International Journal, vol. 23 no. 4
Type: Research Article
ISSN: 1352-2752

Keywords

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