1. PURPOSE Examine job characteristics that influence an older worker’s intention to either retire or leave the job. RESEARCH QUESTIONS What are the relationships between job characteristics, social support and organizational characteristics on quality of work life? Collectively, what is the influence of job characteristics, social support, organizational characteristics, and quality of working life on turnover intention? Diane Spokus, Ph.D., C.H.E.S. The Pennsylvania State University, University Park, PA RESEARCH PURPOSE AND QUESTIONS Teaching Employers and Corporate Trainers How to Retain Older Workers: Adaptation to Individual Differences INTRODUCTION Table 1. Summary Descriptive Statistics for Variables Used in the Regression Analysis for Research Question One Older Worker’s Quality of Life is Significantly Related to Intent to Leave. Table 4. Summary of hierarchical regression for corporate fit regressed on job characteristics, organizational characteristics and social support indicators. CONCLUSION AND IMPLICATION Table 2. Summary of hierarchical regression for quality of work life regressed on job characteristics, organizational characteristics and social support indicators. Table 3. Summary of hierarchical regression for job burnout regressed on job characteristics, organizational characteristics and social support indicators. BACKGROUND  Data suggests that the Baby Boom generation will have the option of remaining in the workforce long past the normative age of retirement (AARP, 2002).  Earlier research by Moody (1976)¹ suggests a four-stage developmental approach to educating and training adult and older adults. Results: Stage 1 – Rejection - reflection of negative attitudes about older adult learning. Stage 2 – Social Services Model – describes education for adults as a leisure activity. Stage 3 – Participation - individuals encouraged to take responsibility for participating in self-directed learning. Stage 4 – Self-Actualization - stresses importance of self- growth, similar to Maslow’s Hierarchy of Needs. ¹Moody,H. R. (1976). Philosophical presuppositions of education for old age. Educational Gerontology, 1, 1-16. RESEARCH METHOD Design, Measure & Analysis  Independent variables:  1) Job characteristics  2) Social support  3) Organizational characteristics  4) Demographic characteristics  Dependent variables:  1) Quality of work life;  2) Turnover Intention WHAT CAN EMPLOYERS DO? CONCLUSION  Burnout does not influence older workers to leave their jobs.  Corporate Fit does not influence older workers to leave their jobs.  Quality of Life was significantly related to intent to leave their jobs. IMPLICATION  Retention & recruitment strategies for older workers  Succession planning  Performance and evaluation  Staff education, training & professional development  Management strategies  Job redesign, sharing or transfer  Provide Leadership Training for Supervisor  Incorporate Work/Family Life Balance  Phased retirement rather that “Cliff” retirement  Workplace Healthy Lifestyle Programs  Part-time/Bridge employment/retirement  Flextime and flex locations  Job Sharing to avoid Burnout/Exhaustion  Offer Caregiving Programs  Consulting partners  Contracting for time-limited periods on assigned projects as ambassadors  Peer and Intergenerational Mentors and coaches