Occupational Self-Efficacy and Job-Related Outcomes in Older Workers Michelle Paggi1 & Daniela S. Jopp1 1Fordham University, Bronx, NY Workplace Accommodation Rating and Number of Disabilities Linked to Occupational Self-Efficacy Introduction The number of older workers is rapidly increasing (U.S. Department of Labor, 2001) and it is therefore crucial for employers to maintain older worker productivity. Research has demonstrated a robust relationship between self-efficacy and carrying out work-related tasks (Judge & Bono, 2001). Thus, employers could increase older workers' productivity by protecting their occupational self- efficacy, or beliefs in their job-related competence. Using an online survey of older workers (ages 50+), the current study sought to determine which personal characteristics and aspects of the workplace environment predict occupational self-efficacy and how this construct in turn predicts job- relevant outcomes. Research Questions Which specific personal factors (e.g., personal resources, core self-evaluations) are associated with occupational self-efficacy? Which specific workplace factors (e.g., environment characteristics, workplace accommodations) are associated with occupational self-efficacy? To what extent is occupational self-efficacy related to work-related outcomes? Results Occupational Self-Efficacy Linked to Various Job-Related Outcomes Personal Resources Are Linked to Occupational Self-Efficacy Sample N = 313 (MAge = 59.7 years, SD = 6.1; range = 50-78 years) Measures Self-Esteem and Generalized Self-Efficacy Linked to Occupational Self-Efficacy Discussion With the rapid increase in older workers, it is important to identify what predicts occupational self-efficacy and to what degree this construct impacts work-related outcomes. Most personal factors measured predicted occupational self-efficacy, suggesting that higher levels of perceived resources and feelings of self-worth may be necessary for having greater confidence in one's job-related abilities. Aging self-stereotypes and job stressors, but not perceived age discrimination, predicted occupational self-efficacy, suggesting that internalized negative aging stereotypes and having a more stressful job may reduce one's confidence in one's job-related abilities. Number of disabilities and workplace accommodation rating, but not their interaction, predicted occupational self-efficacy. This suggests that, though working for more accommodating employers may increase one's confidence in one's job-related abilities, these accommodations do not offset the negative effects of having disabilities on occupational self-efficacy. Occupational self-efficacy predicted job satisfaction, job motivation, and estimated job performance, indicating that greater confidence in one's job-related abilities may have both immediate positive job outcomes and may possibly benefit future job performance. Both retirement age and life satisfaction were predicted by more practical factors such as income and being self-employed. Future work should employ a longitudinal design to more conclusively determine the impact of occupational self-efficacy on both self-perceived and objective ratings of job performance. Aging Self-Stereotypes and Job Stress Linked to Occupational Self-Efficacy 66th Annual Meeting of the Gerontological Society of America, New Orleans, LA For more information, please contact Michelle Paggi: mpaggi@fordham.edu