Employee Engagement & Job SatisfactionStatistic # 760“Among older employees, men are more likely (33 percent) than women (28 percent) to report having high job autonomy. Older women are more likely than men to report that they have a high level of involvement in management decision-making (36 percent vs. 30 percent) and high trust in what managers say (41 percent vs. 34 percent).” (Table 6, p. 10) Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. A. (2005). The diverse employment experiences of older men and women in the workforce. (Research Highlight 02). “This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.” |
Employee Engagement & Job SatisfactionStatistic # 2258According to a 2008 survey of recent retirees, "while a majority (54 percent) was either extremely, very, or somewhat satisfied with their job at the time they made their decision to retire, a sizable minority (46 percent) indicate they were not too or not at all satisfied." (p. 4)  Helman, R., Copeland, C., VanDerhei, J., & Salisbury, D. (2008). EBRI 2008 recent retirees survey: Report of findings (Issue Brief No. 319). Washington, DC: Employee Benefit Research Institute. Retrieved from http://www.ebri.org/pdf/briefspdf/EBRI_IB_07-2008.pdf This report presents the results of a survey conducted by Mathew Greenwald & Associates, Inc., on behalf of the Employee Benefit Research Institute (EBRI) to examine the factors that cause aerospace and defense industry workers to retire when they do and what might prompt them to delay their retirement. Online interviewing for the survey was conducted by Greenwald & Associates between March 24 and April 7, 2008. Completed responses from 5,722 retirees were received to the survey, for an overall response rate of 30 percent. Individual company response rates ranged between 22 and 41 percent. |
Employee Engagement & Job SatisfactionStatistic # 2253According to a 2008 survey of recent retirees, "half of retirees (48 percent) indicate that feeling truly needed for an assignment would have been extremely or very effective in encouraging them to delay their retirement. Moreover, of those ranking this as one of the top two most effective incentives, 72 percent say it might have prompted them to stay at least two more years with the company." (p. 1) Helman, R., Copeland, C., VanDerhei, J., & Salisbury, D. (2008). EBRI 2008 recent retirees survey: Report of findings (Issue Brief No. 319). Washington, DC: Employee Benefit Research Institute. Retrieved from http://www.ebri.org/pdf/briefspdf/EBRI_IB_07-2008.pdf This report presents the results of a survey conducted by Mathew Greenwald & Associates, Inc., on behalf of the Employee Benefit Research Institute (EBRI) to examine the factors that cause aerospace and defense industry workers to retire when they do and what might prompt them to delay their retirement. Online interviewing for the survey was conducted by Greenwald & Associates between March 24 and April 7, 2008. Completed responses from 5,722 retirees were received to the survey, for an overall response rate of 30 percent. Individual company response rates ranged between 22 and 41 percent. |
Employee Engagement & Job SatisfactionStatistic # 2235A 2006 analysis of data from the General Social Survey shows that in 2002, 18.9% of workers aged 55-65 were overqualified for their jobs by 3 or more years; that is, they had 3 or more years of education than required. For workers aged 45-54, 20.1% were overqualified. For workers aged 35-44 and 25-34, the percentage overqualified were 19.0 and 20.8 respectively. Vaisey, S. (2006). Education and its discontents: Overqualification in America, 1972-2002. Social Forces, 85(2), 835-864. The data come from the 1972-2002 General Social Survey (GSS). The GSS is a repeated cross-sectional study conducted by the National Opinion Research Center (NORC) that interviews approximately 1,500 non-institutionalized adults in the United States about every year. |
Employee Engagement & Job SatisfactionStatistic # 2213A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 93 percent of employed retirees who left long-term employers said they enjoyed their new jobs, whereas only 77 percent said they enjoyed their old jobs." (p. v) Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents. |
Employee Engagement & Job SatisfactionStatistic # 2146Data from the 2002 National Study of the Changing Workforce suggests that wage and salaried workers aged 54 and older are more likely to report being "very satisfied" with their lives than younger workers. (fig. 6, p. 4)  Johnson, J. K. M., Pitt-Catsouphes, M., Besen, E., Smyer, M., & Matz-Costa, C. (2008). Quality of employment and life-satisfaction: A relationship that matters for older workers (Issue Brief No. 13). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB13_LifeSatisfaction.pdf Drawing on data from various sources, this issue brief offers insights about how employment experiences affect the life satisfaction of older workers. |
Employee Engagement & Job SatisfactionStatistic # 2135A 2007 analysis of data from the National Study of the Changing Workforce indicates that 37% of employees between the ages of 31-49 years report feeling "often/very often" overwhelmed by the amount of work they have to do on the job, compared to 33% for workers over 50 years of age and 18-30 years of age. (fig. 11, p. 9)  Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1) |
Employee Engagement & Job SatisfactionStatistic # 2133Information from the 2007 National Study of Business Strategy and Workforce Development indicates that 56% of workers aged 50 and older report a high level of job satisfaction, compared to 35% with moderate and 9% with low satisfaction. In comparison, 45% of employees in their middle years (aged 31-49) report high satisfaction, while 45% in that age group report moderate and 11% low. More younger workers have low (13%) and moderate (52%) satisfaction, with 35% reporting high satisfaction. (fig. 9, p. 8)  Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1) |
Employee Engagement & Job SatisfactionStatistic # 2132According to data from the 2007 National Study of the Changing Workforce, older employees (32%) are more likely to report high commitment to employers than either young employees (23%) or employees at mid-life (28%). (fig. 8, p. 7)  Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1) |
Employee Engagement & Job SatisfactionStatistic # 2089In a 2008 survey of over 2000 U.S. employees, flexible work options were believed to be related to happiness at work by 54% of workers of all ages combined. For specific generational groups, the proportion ranking flexible work options as important were: GenY workers, 52%; GenX, 54%; Baby Boomers, 47%; and Matures 51%. (Fig. 2, p. 9) Ranstad Work Solutions. (2008). The world of work 2008. Rochester, NY: Harris Interactive, Inc. Retrieved from http://www.us.randstad.com/2008WorldofWork.pdf The findings in this report are "based on 3,494 interviews conducted online. Among these are 1,295 employers and 2,199 employees in the United States who completed interviews. The Harris Poll Online panel was the sample source for this research. Two random samples were drawn from the larger population for each segment of employees and employers. All interviews were collected between December 14, 2007 and January 16, 2008. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed full-time or selfemployed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months." |
Employee Engagement & Job SatisfactionStatistic # 1869A 2007 study of employee benefits trends "reveals a strong correlation between benefits satisfaction and job satisfaction. Among employees who are "highly satisfied" with their benefits, 80% indicate strong job satisfaction, up from 65% in 2005." (p. 19) Metlife. (2007). Study of employee benefits trends: Findings from the national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved February 13, 2008 from http://www.whymetlife.com/trends/ This study summarizes the results of a national survey of 1,514 benefits decision-makers and 1,202 full-time employees concerning employee benefits, marketplace trends and their overall financial situations. |
Employee Engagement & Job SatisfactionStatistic # 1671Among organization metrics reported as "very important" to employers in a 2007 national survey, 27.3% indicated that employee satisfaction ratings are second in importance after customer satisfaction ratings (49%). Benchmarking was identified by 24.2% as being "very important," while stockholder satisfaction and receipt of external awards were identified as "very important" by 17.7% and 8.6%, respectively. (p. 18) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Employee Engagement & Job SatisfactionStatistic # 1589According to analysis of the National Study of Business Strategy and Workforce Development, one quarter (25.5%) of respondents felt it was "very true" that their organizations expect that employees will participate in decision-making which affects their work. (p. 13)  Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at |
Employee Engagement & Job SatisfactionStatistic # 761“Despite the relative privileges at the workplace reported by older male employees, 37 percent of older women state that they have “high” commitment to their employers in contrast to 27 percent of the men.” (Table 11, p.14) Bond, T. J., Galinsky, M. E., Pitt-Catsouphes, M., & Smyer, M. A. (2005). The diverse employment experiences of older men and women in the workforce. (Research Highlight 02).
“This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.” |
Employee Engagement & Job SatisfactionStatistic # 2260According to a 2008 survey of recent retirees, "almost two-thirds of retirees who were dissatisfied with their job at the time they made the decision to retire perceived that they were not valued by the company or that their work did not have long-term value as a significant contributor to their lack of satisfaction (64 percent rate it a "4" or "5" on a 5-point scale) . Approximately half each report stress (47 percent), no longer growing or learning (45 percent), and not enjoying their work (44 percent) were significant contributors." (fig. 5, p. 8)  Helman, R., Copeland, C., VanDerhei, J., & Salisbury, D. (2008). EBRI 2008 recent retirees survey: Report of findings (Issue Brief No. 319). Washington, DC: Employee Benefit Research Institute. Retrieved from http://www.ebri.org/pdf/briefspdf/EBRI_IB_07-2008.pdf This report presents the results of a survey conducted by Mathew Greenwald & Associates, Inc., on behalf of the Employee Benefit Research Institute (EBRI) to examine the factors that cause aerospace and defense industry workers to retire when they do and what might prompt them to delay their retirement. Online interviewing for the survey was conducted by Greenwald & Associates between March 24 and April 7, 2008. Completed responses from 5,722 retirees were received to the survey, for an overall response rate of 30 percent. Individual company response rates ranged between 22 and 41 percent. |