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| 7910987608 | Labor Force | -Of 243.3 million age 16+ in U.S 54% in the labor force -92% of the labor force was employed | 0 | |
| 7911023686 | Labor Force Age Range | -Ages 16 to 54 are becoming less employed and 55 years and older become more employed -These shifts reflect the continued aging of the Baby Boomer generation | 1 | |
| 7911059121 | Vocation | -Choice of occupation -Reflects the individual's preference and interests | 2 | |
| 7911176215 | Race and The Labor Force | -Blacks, American Indians, Alaska Natives, and Hispanics unemployed more than Whites and Asians due to education. -Those with a college education more likely to be employed than people with high school education or lower. | 3 | |
| 7911197304 | Sex and The Labor Force | -*Gender Gap* -Women earn less than men -Expressed as a proportion of women's to men's salaries -More pronounced among Asians and Whites and lowest among Blacks and Hispanics | 4 | |
| 7911227892 | Reason for Gender Gap | -Women are less likely than men to be employed in high-paying sectors of the market | 5 | |
| 7911263380 | Modern Relevance of Vocation | -Realities of the workplace -Social factors of education, race, gender, and age | 6 | |
| 7911278726 | Holland's Vocational Developmental Theory | -People express their personalities in their vocational aspirations and interests -6 fundamental types | 7 | |
| 7911288197 | RIASEC Model | -Realistic -Investigative -Artistic -Social -Enterprising -Conventional | 8 | |
| 7911309851 | RIASEC Model's 3 underlying dimensions | -Interest in people versus things -Preference for abstract versus concrete ideas -Striving for personal growth versus striving accomplishment | 9 | |
| 7911326103 | RIASEC Model Congruence | -"Fit" -How well one's vocational type matches one's occupational environment | 10 | |
| 7911345796 | Super's Life-Span Life-Stage Theory | -Disengagement (Late Career) -Maintenance (Mid Career) -Establishment (20's to 30's) -Exploration (teens to mid-20's) -Through recycling and career plateauing, people may not follow these stages in order | 11 | |
| 7911359880 | Recycling | -Workers change their main field of career activity partway into occupational life | 12 | |
| 7911366667 | Career Plateauing | -Remain static in their vocational development | 13 | |
| 7911440502 | Super's Life-Span Life-Stage Theory in Today's World | -It has substantially changed when corporations began programs of downsizing after advanced technology | 14 | |
| 7911488880 | Intrinsic Factors | -Interest in the task itself -Example: loving hey job that you do -"Job Motivators" | 15 | |
| 7911503017 | Extrinsic Factors | -External rewards -Example: salary -"Hygiene Factors" | 16 | |
| 7911518543 | Affective Events Theory | -Events at work cause emotional reactions, which influence job satisfaction | 17 | |
| 7911527797 | Call Center Workers Study | -Workers had higher productivity and better workplace interactions when *-They came to work in a positive mood *-They interacted with positive customers | 18 | |
| 7911540510 | Work-Related Stress | -Includes emotional labor, workplace bullying, justice, etc. | 19 | |
| 7911545128 | Whitehall II Study | -Found a link between work-related stress and metabolic syndrome | 20 | |
| 7911558314 | Work--Family Enrichment Model | -Experiences in one role improve quality of life in the other | 21 | |
| 7911571242 | Work--Family Conflict Model | -People have a fixed amount of time and energy to spend on their life roles (scarcity perspective) | 22 | |
| 7911595047 | Who is most likely to be under the Conflict Model? | -Mothers of young children -Dual-career couples -Those highly involved in their job | 23 | |
| 7911603449 | What can people do to feel enriched vs. conflicted? | -Coping skills -Optimism -Flexible work arrangements -Self-efficacy | 24 | |
| 7911628395 | Job Tenure | -Length of time spent in the job -May be a better indicator than age of job satisfaction | 25 | |
| 7911661725 | Factors influencing age-related job satisfaction | -Gender -Level of employment -Salary -Discrimination vs. support -Physical demand | 26 | |
| 7911680634 | What changes with age can affect one's performance? | -Better citizenship and safety -Slightly lower core work performance -Fewer counter-productive behaviors | 27 | |
| 7911689798 | Age Discrimination in Employment Act (ADEA) | -1967 law making it illegal to fire or not employ workers on the basis of their age | 28 | |
| 7911695529 | ADEA DOES NOT | -Protect workers in occupations in which age has a presumed effect on performance of critical job tasks | 29 | |
| 7911707736 | Retirement Phases | -Anticipatory period -Decision to retire -Retirement -Immediate adjustment -Changes in activity patterns | 30 | |
| 7911721747 | Crisp Retirement Pattern | -Leave the labor force in a single, unreversed, clear-cut exit | 31 | |
| 7911724429 | Blurred Retirement Pattern | -Exit and reenter labor force several times | 32 | |
| 7911729364 | Bridge Employment | -Retirees work in a completely different occupation than they had during most of their adult life | 33 | |
| 7911744577 | Role Theory | -Roles provide source of fulfillment -Loss of work role is harmful | 34 | |
| 7911748928 | Continuity Theory | -Retirees maintain previous sense of identity -Retirement is not a crisis | 35 | |
| 7911752821 | Life Course Perspective | -Normative timing of events -Retirement stressful only when unexpected | 36 | |
| 7911756608 | Resource Model | -Adjustment to retirement reflects physical, cognitive, motivational, social, and financial resources -The more resources, the more favorable will be the individual's adjustment | 37 | |
| 7911772549 | New Mode | -Characteristics of spouse and lifelong family responsibilities play a role in retirement decisions and adjustment | 38 | |
| 7911783728 | New Mode and Women | -Women are more likely than men to be influenced by health, financial security, and work status of their spouses -*Changing as gender roles change | 39 | |
| 7912041228 | Biopsychosocial Model of Retirement; Biological | -Physical changes -Health problems | 40 | |
| 7912043847 | Biopsychosocial Model of Retirement; Psychological | -Cognitive functioning -Personality -Expectations about retirement | 41 | |
| 7912047304 | Biopsychosocial Model of Retirement; Sociocultural | -Social class -Income -Opportunities for engagement | 42 | |
| 7912058187 | Benefits of Leisure Pursuits | -Contribute to sense of identity -Provide focus and meaning in life -Help maintain health and cognitive functioning -Social connections | 43 | |
| 7912100458 | Benefits of physically active pursuits | -People who engage in physical activity in their leisure time died at later ages -One way to improve is to find activities they find truly enjoyable | 44 |
