Cross border mergers and acquisitions (M&As) are an integral part of international business. Although M&A activity is predominantly driven by a rat
This research aims to look at preferences for retirement, in particular, later retirement, amongst a sample of older employees in the UK in the financial services…
This research aims to look at preferences for retirement, in particular, later retirement, amongst a sample of older employees in the UK in the financial services industry. It seeks to investigate specifically the influence of personal, psychological and psychosocial determinants of preferences for retiring later. Additionally, the study presents a typology of different retirement preferences based on psychological and psychosocial variables.
The data are based on questionnaires from 556 employees of a UK financial services organisation (aged 40‐60) and measures include psychological expectations of retirement (expected adjustment to retirement, attitudes towards leisure and social interaction), psychosocial attitudes (job satisfaction, intrinsic motivation, organisational comment and work commitment) and attitudes towards working beyond normal retirement age. Hierarchical multiple regression analyses were conducted and one‐way ANOVA was conducted to identify differences between groups.
The data show very negative attitudes towards working later than the normal retirement age and that expectations of adjustment to retirement were the most significant predictor towards retirement preferences, followed by work commitment. Significant differences in retirement attitudes and intentions were found between different groups of employees.
Some of the practical implications of the work suggest that retirement preferences are shaped only to a moderate degree by psychosocial attitudes. In seeking to retain older workers in the workforce for longer employers should encourage employees to develop strong social relationships at work and allow gradual transitions to ultimate retirement.
The paper looked at preferences for retirement, particularly later retirement, and found that, if employers wish to retain the knowledge, skills and expertise of their employees, then it would seem that they need to devise means of allowing people to achieve some of the more desirable aspects of retirement (greater free time, opportunity to pursue hobbies and interests) at the same time as retaining some of the benefits of work (status, professional interest, income etc.). Phased and flexible retirement initiatives therefore seem to be one of the solutions.
The purpose of this paper is to explore the perceptions of managers and employees, in one private and one public sector organization, towards an individual's decision to…
The purpose of this paper is to explore the perceptions of managers and employees, in one private and one public sector organization, towards an individual's decision to go to work, despite being unwell, a phenomenon known as presenteeism in the literature.
Qualitative interviews (n=33) were used to investigate the personal beliefs and attitudes of managers and employees towards presenteeism in an attempt to understand why individuals come into work, despite being unwell, rather than taking time off work.
This paper explores the factors that influence an individual's decision to come into work despite being ill. Employees who are unwell are likely to take into consideration a combination of factors before deciding whether to come into work or take sick leave. The study's findings highlight the importance of both the work environment and an individual's personal motivation, including their work ethic, on presenteeism, providing further evidence that context is important.
The study's findings support previous research that attendance management mechanisms implemented by the organization can lead to absenteeism. However, well‐designed and managed return to work policies can be of reciprocal benefit to both the organization and the employee.
The aim of this study was to explore the relationship between stress, satisfaction and the four dimensions of psychological empowerment (meaning, impact…
The aim of this study was to explore the relationship between stress, satisfaction and the four dimensions of psychological empowerment (meaning, impact, self‐determination and competence) within a call centre. The occupational stress indicator and Spreitzer’s empowerment measure were used to collect data from a north west (UK) call centre (n=49). The study found the call centre agents were more stressed, less satisfied and reported poorer mental and physical health than the general working population. In addition the sample perceived themselves as less empowered than other workers in a traditional office environment. The empowerment dimensions of meaning, impact and particularly self‐determination, seem to directly influence job satisfaction, but not health.
The study of leadership or leader behaviour and the formation of leaders is a constant fascination and part of the agenda of this journal. This article sets out to argue for a richer framing of these studies to include society and organisations as well as psychology and personality. Reviews the way in which corporate leadership is caught up in wider societal understandings and suggests that the narrow goal of the principal and agent model is unsustainable. From the admission of the idea of institutionalisation of leaders, argues that it would be necessary to extend the study field to include social theory as well as critical social theory as this latter illuminates the way things are taken to be. The knowledge of leader formation has been shown to be limited and it is argued for a multidisciplinary extension to formation studies that contextualises leadership formation in social and organisational processes.