Chapter 1

INTRODUCTION

Many definitions exist for job satisfaction. Some people think it just comes down to how satisfied
someone is with their job, or if they enjoy it or specific characteristics of their employment, such the
type of work or the level of supervision (www.boundless.com). According to Colquitt, Lepine, and
Wesson in Organizational Behavior, 5th ed. (n.d.), job satisfaction is a pleasant emotional state brought
on by an evaluation of one's job or job experiences. Everyone has the desire to be wealthy, successful,
and content. We go through a phase in life that is comparable to what many of our peers experience.
After attending school, we finally landed a job. The chosen job path should hopefully satisfy the needs
and desires of the decision-maker. We spend some time focusing on advancing and expanding our
success in our careers, but what happens when the motivation wanes? What if you believe you have
achieved success that will last you a lifetime and want to now take advantage of other elements of life?
How do you know when to stop working? Will it be good for your health or bad for it? It's a common
misconception that older persons' health and functioning diminish after retirement, but this is not the
case.

According to a number of studies, people over 60 have greater mental health than those who
are still in the workforce at the same age. Some studies have found that males over 65 have worse
health after retirement, although these findings can be attributed to other factors, like the effects of
aging, which frequently lead to misunderstandings to the untrained eye (Robinson, Demetre, Corney
2011). In the majority of research, participants who are retired or near retirement determine their own
status. In addition to this self-determination, the retired person is questioned about whether they
retired voluntarily or were forcibly forced to do so. A clear and reliable indication of someone's
happiness and satisfaction with retirement is their sense of control and choice over their retirement
(Robinson, Demetre, Corney 2011). When someone decides to retire, it is typically correlated with
feeling good about themselves and having a favorable attitude on retirement. A forced or hasty
retirement triggers depressive symptoms, especially in women (Dave, College 2007).
 Several factors influence a person's decision to retire. Their health insurance is one of these
factors; some health insurance providers won't give elderly folks enough support for their medical
pursuits.

When it comes to retirees who don't have enough money saved up to live comfortably in
retirement, a major deciding factor is whether they are eligible for Social Security, a government
program that provides financial assistance to retired people, the unemployed, and the disabled. Retirees
worry about their retirement lifestyle and the amount of money they have accumulated. This explains
why retirees from lower socioeconomic classes have a less favorable relationship with retirement. Both
mental and physical health suffer from stress. However, social security is less of a concern if a person is
more financially secure. Health and the spouse's health are conceivably the most important factors.
Countries all over the world are under increasing pressure to implement social security reforms as a
result of demographic transition and generosity of government-provided pension systems. To restore
financial balance and increase labor force participation of older workers, researchers and policymakers
are trying to figure out how social security systems affect individuals' lives. Retirement options. Early
retirement is a critical component of social security systems. Early Entitlement Age (ERA), or the earliest
age at which individuals can apply for benefits. Apply for Social Security retirement benefits. Generous
retirement benefits and low ERAs can encourage early retirement and low labor force participation rates
at older ages. As a result, many potential social security reforms consider increasing ERAs.

Theoretical Framework

This paper will be anchored on the Discrepancy Theory (Locke, 1969). Locke defined job
satisfaction as the “abstract, pleasurable emotional state” of achieving what the employee expects and
wants from his job and what he perceives his job to be offering. The way an employee perceives his or
her position includes both his or her awareness of the existence of these expectations and desires as
well as his or her cognitive assessments. Cognitive judgments are connotations of what the employee
has previously gone through. A projection of the employee's ideal job is made based on his prior
employment, and this expectation is then applied to his current position. The theory also posits that a
worker's level of job satisfaction is based on whether they believe their position satisfies their priorities.
Locke claimed that both the degree of discrepancy and percept-value should be taken into account when
explaining the sensations of satisfaction or dissatisfaction. It has been discovered that achieving
something one values highly also leads to greater satisfaction. But because different people place
different values on different aspects, the importance of value may differ between individuals.

Definition of Terms

● Retirement is the stage of life when a person decides to leave the workforce permanently.
● The term "career" is frequently used to describe a profession, occupation, or vocation.
● Career Satisfaction refers to the degree of contentment that employees have with their jobs.
● Aptitude is a component of competence to perform a specific type of work at a specific level.
● The workforce is the number of people working or looking for work in a country or region, or in a
specific company or industry.
● Early retirement refers to when a person stops working before reaching the standard mandated
retirement age.

Chapter 2
Review of related Literature

CAREER SATISFACTION

Career satisfaction is a topic that has been extensively researched in the field of psychology and
management. Many studies have explored the factors that contribute to job satisfaction, as well as the
outcomes associated with being satisfied with one's career. A review of related literature on career
satisfaction can provide valuable insights into the current state of research on this topic, as well as
highlight gaps and opportunities for future investigation. Some of the key themes that emerge from the
literature on career satisfaction include the importance of factors such as job autonomy, social support,
and work-life balance. Other factors that have been found to impact career satisfaction include pay, job
security, opportunities for advancement, and the perceived meaning and purpose of one's work.
Additionally, research has explored the relationship between career satisfaction and various outcomes,
such as employee turnover, absenteeism, and job performance.

Career satisfaction is an important aspect of an individual’s life as it affects their psychological and
physical well-being. In the past few decades, a substantial amount of research has been conducted on
career satisfaction, and its importance in the workplace. This review of related literature aims to discuss
the different factors that affect career satisfaction and how it can be measured. The review will focus on
studies conducted in various fields such as business, psychology, and human resource management.

Factors Affecting Career Satisfaction:

Several factors affect career satisfaction, including job characteristics, social support, and
work-life balance. One of the most important factors is job characteristics. Research has shown that job
characteristics such as job autonomy, task variety, and skill variety are positively associated with career
satisfaction (Hackman & Oldham, 1980; Judge & Bono, 2001). Employees who have more control over
their job tasks and can use their skills tend to be more satisfied with their career.

Another important factor is social support. Social support refers to the support received from
colleagues, supervisors, and friends. Research has shown that social support is positively related to
career satisfaction (Reitz et al., 2010). Employees who receive support from their colleagues and
supervisors tend to be more satisfied with their job.

Work-life balance is another important factor affecting career satisfaction. The work-life balance
refers to the balance between work and personal life. Research has shown that employees who have a
good work-life balance tend to be more satisfied with their job (Allen et al., 2000; Greenhaus & Allen,
2011). Employees who have a good work-life balance tend to have more time for their family and
personal activities, which contributes to their overall satisfaction.

A study conducted by Thomas Wright and Russel Cropanzano titled The Moderating Role of
Employee Positive Well Being on the Relation Between Job Satisfaction and Job Performance
Measurement of Career Satisfaction(2015), according to their study, the researchers find that job
satisfaction does predict job performance. The researchers anchored the theory of Fredrickson’s
Boarden and build model (1998) As the result, positive well being moderates the relation of job
satisfaction and job performance.

Career satisfaction can be measured using different methods, including self-report measures and
objective measures. Self-report measures involve asking employees to rate their level of satisfaction with
their job using questionnaires or surveys. Objective measures involve using indicators such as job
turnover, absenteeism, and job performance to measure career satisfaction.

Self-report measures are the most common method used to measure career satisfaction. Several
studies have used self-report measures to measure career satisfaction (Judge et al., 2001; Spector, 1985).
The most commonly used self-report measure is the Job Satisfaction Survey (JSS) developed by Spector
(1985). The JSS measures overall job satisfaction and satisfaction with different aspects of the job, such
as pay, promotion opportunities, and working conditions.

Objective measures of career satisfaction have also been used in research. For example, job
performance is an objective measure that can be used to measure career satisfaction. High levels of job
performance are associated with high levels of career satisfaction (Judge et al., 2001).

Therefore, career satisfaction is an important aspect of an individual’s life, and several factors
affect it, including job characteristics, social support, and work-life balance. Career satisfaction can be
measured using self-report measures and objective measures. Self-report measures are the most
commonly used method to measure career satisfaction, and the Job Satisfaction Survey (JSS) is the most
commonly used self-report measure. Objective measures such as job performance can also be used to
measure career satisfaction. Understanding the factors that affect career satisfaction and how it can be
measured is crucial for organizations to create a work environment that promotes employee well-being
and satisfaction.

ELDERLY RETIREMENT

One of the famous quotes says that "Retirement is not the end of the road. It is the beginning of
an open highway". True enough, retirement is an opportunity for the long-time workforce or hiredhards
to enjoy life as its best. However, fact is, retirement does not equate to "enjoying life as its best". What if
a retiree may have only so much for his or her pension? A certain benefit of a limited time, then what's
next? What if retirees would opt to look for side hustles that would let them earn a decent amount that
can relieve them for their maintenance at least?

That being the case, led us to this topic to further discuss the possibilities and options at hand.
 Rodney Brooks (2020) stated the reasons why baby boomers or those who are in their 60's, 70's
and 80's, still would want to work. True enough, there are those who really cannot wait for their
retirement age to come and they are excited about the idea. Yet as per the article, there are some who
decided to continue to work primarily because they need the money, or because there are people who
really can't imagine themselves not doing anything after leaving their offices or work. Still, others said
that they do not want to leave their work because working keeps them busy and their minds active. That
could be true if there is an improvement in health care especially for individuals of this age range.

An original research that is said to be an empirical study, states the discussion on the Effects of
Working Past Retirement Age on the Mental Health of People in China. According to their study, work or
a job, is a mark of individual recognition, thus, having to leave work also means losing the identity of the
person, which may lead to a depleted mental health level. In addition to this, working past retirement
age aids in maintaining the sense of meaning and goals in the lives of the elderly and lowers the
mortality rate, especially for those who are engaged in paid work. (Lin Xie et.al, 2021)

A study based on a dedicated survey of 508 persons who retired both willingly and unwillingly
posted in the Cambridge University Press last August 4 of 2022, notes the reasons or driving force why
older adults continue to work after official retirement age. The study suggests that there are individuals
who are forced to retire but are unwilling to because of financial concerns. This then simply means that
there are really those who would still want to work, and it is their financial concern that drives them to
want to work still despite past retirement age. Furthermore, another reason that is evident in the study
is that, there are individuals who see themselves and what they can offer, or their expertise, as having
much importance in the business world or labor-market. These individuals believe that, with vast
experiences and positions, they are needed in the workforce. Another interesting reason or driving force
that was mentioned in the study is that, people past retirement age want to still be working because in
their work they find their social network. In this sense, these individuals feel the presence of colleagues
and their own existence if they are in their work. (Tur-Sinai et.al, 2022)

Simple Insights (n.d.) notes good reasons to keep working after retirement. True enough,
activities such as exercise, playing board games, reading books and stuff, and doing crossword puzzles,
be it with a pen or electronically, help to keep the mind and body fit, but the post suggests that working
is just as fantastic a way to be healthy and engaged. The post suggests that individuals who are still
working past retirement age are very active, they feel more socially connected, which leads to minimal
health issues. The author suggests that work can be part-time and that older people having part-time
jobs feel that they are still a part of something which gives the sense of self-worth without having the
feeling of being tied or confined to a certain position or work.

One of the career platforms posted an article from a Monster.com contributor stating the facts
about why people go back to work after retirement. The authors listed a few sensible reasons why older
people consider working past retirement age. Like previous notes, the author also stresses the point
that there are older people who need or want additional income besides their pension benefit for them
to do things like travel, improve their house, or other things that they feel like doing. Also, like the other
study showed, leaving the job, especially if the person worked in the position for a long time, would
mean losing identity or purpose. Not working or leaving work also means missing social interactions with
co-workers or your company's clients. There are also people who feel that they can still contribute and
do good despite having reached retirement age.

These could be a few of the many reasons why there are older people past retirement age who
would really want to go back to work. Moreover, whatever the reason may be, still science and studies
prove that returning to work after the retirement age of 65, results in a series of health benefits. Such
benefits include having a lower incidence of various chronic illnesses, having a slower or moderate
cognitive decline, and having a minimal risk of having elderly depression or any problem related to
loneliness.

A study titled Differential Predictors of Post-Retirement Life and Work Satisfaction (Pundt, L. et
al., 2015) conducted in Germany, the outcome of the study was showing that the correlation between
life and work satisfaction was not very high while the work satisfaction was positively and significantly
correlated with all motivational goals. The study concluded that occupational characteristics were
directly and positively related to work satisfaction but not to life satisfaction except for occupational
autonomy.

JOB COMPETENCY
 Competence is the mix of knowledge, skills, and attitudes that enables people to effectively fulfill
the duties of their occupation (Noe, 2002). Armstrong (2009) defined competence as what people can
offer in a job through various types and levels of behavior. He also added that the features of the
organization's performance process are determined by competence.

The employee's competency can be measured by their work performance. According to

Sedarmayanti (2009), "Competence is a key determining factor for someone in producing excellent
performance. In a collective situation, competence is a key determining factor in shaping a good
organizational culture ", so competency for employees is very important.

There are 5 competency characteristics, according to Spencer and Spencer (2009). The
competency characteristics are Motives, which is anything that someone continually thinks or desires,
causing action; Traits, physical features and consistent responses to conditions; Self Concept, which is
the person's attitude, beliefs, and self-image; Knowledge, facts and information acquired by the person
on a specific field; and Skills, the ability to perform specific mental as well as physical duties.

As people in the industrial age, the population in the workplace are being replaced by younger
employees because of their competency. However, there are studies claiming older people or workers
are still competent in the workplace. As age continues to change, as well, for competency as per Reeve
et al. (2012). For Hennekam (2015), older walkers have great social skills which are relevant competence.
It should be mentioned that senior employees are frequently regarded to have superior interpersonal
skills than younger employees (Rosen and Jerdee, 1976).

Clearly, competence is dependent on the employee's skills, which are evident in the employee's
actions, and the contrary, behavior demonstrates which abilities an employee has. It also shows that
older people can still be retained in the workplace and still be competent because of their experiences.
Lastly, according to the research titled Job Competency and Work Environment: the effect on Job
Satisfaction and Job Performance among SMEs Work by Dharmanegara et al.,(2016) Results indicates job
competence and working environment have a significant impact on increased job satisfaction, with
competence have dominant effect on job satisfaction. The study examined the association between job
competence, work environment, and job satisfaction toward job performance among SMEs workers in
Denpasar.
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 College of Liberal Arts and Education
Psychology Department
SY 2022-2023

General Post-Career Aptitude Test

By

David Peterson N. Limbuhan1,

Jessie Strauss B. Maquiling 2,

Job Mathew V. Policarpio3,

Iaira Lois M. Santiago4 ,

and

Angelo Carlo D. Pilapil, RPsy

Psychology Department, College of Liberal Arts and Education,

Lyceum of the Philippine University Cavite