Interpersonal and Societal Mattering in Work: A Review and Critique

Abstract

The need exists for a comprehensive literature review of the concept of mattering with regard to work. In response, this review examined a theoretical framework of societal and interpersonal mattering, mattering within the work context, and existing psychometric measures of mattering. The author analyzed the research on the current state of mattering at work, identified core frameworks and psychometric issues that have been investigated to date, and suggests the use of a more comprehensive framework for work mattering that illuminates both the relational and social aspects of the work experience. Several promising directions for future research and potential benefits of incorporating work mattering in career counseling practice emerged and are discussed.

The role of mattering as an overlooked key challenge in retirement planning and adjustment

“…We conducted two studies using time lagged design (with one-year time interval) to collect data from older workers and retirees. insights from the mattering literature (e.g., Jung, 2015) and the retirement process literature (e.g., Wang & Shi, 2014). As such, this paper expands current knowledge on the impact of social interactions on the process of retirement and provides a richer and deeper view on how social interactions (benefitting from and giving to others), may contribute to the retirement process.…”

“…Mattering implies that people are not only connected to others, but that they feel that they are important to others. We herein conceptualize mattering in the broader sense of a person's perceived social contribution, in contrast to interpersonal mattering which refers to mattering to specific individuals (Jung, 2015). Different from self-esteem and mastery, mattering explicitly refers to the self-concept within the relational context (Jung, 2015) and thus represents the interactional aspect of one's self-concept, that is, the part of the self that is developed in interaction with others (Flum, 2015;Schultheiss, 2007).…”

Antecedents and Consequences of Meaningful Work

“…Nevertheless, Amundson (1993) and Connolly and Myers found no support for the direct role of interpersonal matters to the well-being indices related to work, like job satisfaction. Therefore, Jung (2015) emphasized that interpersonal importance may not be sufficient to explain the influence of the importance of work on constructs related to well-being at work and resumed the social size of this importance proposed by Rosenberg (1985). Jung (2015) supported this hypothesis in studies on women's domestic work, such as, for example, the study of Schultheiss (2009).…”

“…With that, Jung (2015) argued that the social matter of the importance of work can contribute to the psychological well-being of a person in the working context, as she may be interconnected to the society in general through the work together with the interpersonal aspect. The study of Jung (2015) pointed out moderate-to-strong associations of the social and interpersonal importance in work with meaningful work, job satisfaction, life satisfaction, organizational commitment, intentions of work leave, and positive affection. It also indicated a lack or weak associations with negative affection, age, and gender.…”

Career Builders: Key Components for Effective Global Youth Career and Workforce Development

“…This trend highlights a move toward a more holistic version of career guidance (EQUIP3, n.d.; EQUIP3/ Youth Trust, 2005;EQUIP3, 2012a;EQUIP3, 2012b;Guerra & Olenik, 2013;ILO, n.d.b;International Youth Foundation, 2014;Olenik & Fawcett, 2013;S4YE, 2015). Other promising ideas include engaging the community for both program effectiveness and sustainability, using peers as trainers and mentors, and implementing technology-based delivery systems when and where available (EQUIP3, 2012a; Guerra & Olenik, 2013;ILO, n.d.b;International Youth Foundation, 2014;Olenik & Fawcett, 2013;S4YE, 2015 (Clark, 2016;Jung, 2015;Kang, Chai, & McLean, 2015;Shin & Kelly, 2015). …”