The impact of age norms on career transition intentions

Abstract

Purpose The purpose of this paper is to examine how age norms influence the relationship between individual differences, job attitudes, and intentions to pursue career transitions for midlife adults (aged 35 and above). The authors hypothesized that the effects of individual difference variables (i.e. resilience and reframing abilities) on career change intentions in addition to the effects of job attitude (i.e. commitment) on such intentions are moderated by career youth norms (CYN) which the authors defined as perceptions that the typical worker in a career field is younger than midlife. Design/methodology/approach In all, 206 people comprised the sample which was derived from an online survey. Moderated regression analysis was used to assess the extent to which age norms operated as a moderator of proposed relationships. Control variables were included based on prior research findings. Findings Findings demonstrated that age norms operate as a significant moderator for midlife adults. Specifically, the relationships between resilience, reframing, and commitment on intentions to pursue alternative careers are moderated by CYNs. Research limitations/implications Data were collected from a single source and assessed behavioral intentions in place of actual career change choice. Future research should derive data from multiple sources and assess behavior beyond intentions. Practical implications Industry leaders’ stereotypes about the appropriate ages for specific occupations or professions may impact the psychological mobility of midlife workers. Managers may wish to highlight midlife workers with particular skills (e.g. technological savvy), examine recruitment advertising for language that emphasizes youth, and invest in resilience training for aging workers. Originality/value Research examining careers at midlife and beyond has extensively discussed age discrimination and stereotypes as potential barriers to professional or occupational change. However, few studies have investigated how age norms and the comparisons people make between themselves and those they believe are occupying the jobs they desire may also pose barriers to career transition.

The extended late career phase – examining senior nursing professionals

“…Less is known about the extended late career phase under the new career landscape that includes changing careers and other similar models (Kooij, 2015; Salminen and von Bonsdorff, 2017). This study answered the call to take a nuanced and detailed focus on the late career phase and transition into retirement among senior employees (Ferraro et al , 2018; Lytle et al , 2015). We investigated senior nursing professionals’ late career narratives in the context of the extended late career phase in Finland.…”

“…For example, there can be several individual factors, such as deteriorating health, low career capital and unemployment, which may inhibit individuals’ abilities for career movements, active agency of one’s career or the possibility to find a balance between work and non-work demands (Kooij, 2015; Salminen and von Bonsdorff, 2017; Tempest and Coupland, 2016). Furthermore, there can be organizational and societal level factors, such as age-related stereotypes and age discrimination which can inhibit career mobility during the late career phase (Ferraro et al , 2018). Consequently, a more holistic perspective on changing careers and on the interconnections between individual, organizational and societal levels is needed (Baruch and Rousseau, 2019).…”

“…Although there are several studies on the changing nature of careers, there is limited theoretical knowledge about the building blocks of a sustainable and successful late career phase in the context of prolonging working life (De Vos and Van der Heijden, 2017; Hennekam, 2015; Kooij, 2015; Zacher, 2015). Thus, a nuanced understanding regarding the late career phase of senior employees and the transition to retirement is needed (Ferraro et al , 2018; Prahash et al , 2019).…”

The impact of age norms and discrimination in employment markets

“…The review is based on “The impact of age norms on career transition intentions,” by Slay Ferraro et al (2018), published in Career Development International . This research paper reveals how perceived career youth norms have the power to significantly dampen the career transition mobility of individuals aged 35 and over.…”

“…A research paper by Slay Ferraro et al (2018) explores how age norms and individual differences interact to impact the career transition decisions of midlife adults, which the study defines as those aged 35 and over. Data were collected for the study from 206 respondents who completed an online survey on an established market research platform, all of whom were aged 35 and over and educated to at least degree level.…”