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Age and occupational change among coal-miner
Abstract
Reports a pilot study of 946 coal miners at 5 collieries which examined factors affecting the age at which men leave coal-face work. Miners are subject to the interactive and cumulative effects of arduous work and environment, heavy pace, and organizational pressures. Against a background of awareness and acceptance of increasing incapacity, the ability to cope diminishes noticeably among men about 45 or over. Leaving the coal-face is an occupational self-selection process. The choice is forced on the older man by recognition of his growing inability to handle occupational pressures; the younger man's decision to leave owes more to his unwillingness to continue such work. It is concluded that some of the attention given to training new workers could profitably be applied to mitigating occupational pressures and thereby lengthening the working life of experienced older men. (58 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study examined the relationship between risk of accident involvement and the aging process. It was predicted that the relationships between age and accident frequency and severity would differ depending upon job context. The study also examined the extent to which progressive selection was a factor. 7,131 accidents that occurred over a five year span in a large Southwestern petrochemical facility were analyzed. In addition, information about age and employment history was obtained for the 3,015 employees at this plant. There were no differences in the proportions of employees in different age groups across job families indicating progressive selection was not a factor in this workforce. Younger workers had higher overall accident rates than older employees; but there were few differences between them in the proportion of severe accidents incurred. The relationship between age and accident frequency and severity did not differ across job families (except in the oldest age group, where the accident frequency rate declined for two of the five job families).
A triarchic theory of intellectual development during adulthood is proposed. The theory comprises three parts: a contextual part that emphasizes the role of intelligence in successful adaptation to the environment; a componential part that specifies the mental mechanisms and processes underlying intelligent behavior; and an experiential part that indicates that intelligence is best manifested in instances in which the task or situation requiring the application of these processes is relatively novel or is becoming automatized. A selective and brief review of the literature on adult intellectual development is provided as evidence for the triarchic theory. The triarchic theory is then compared with four other theoretical approaches to adult intellectual development. It is argued that the triarchic theory provides new insights regarding the ways in which intelligence changes from early to middle to late adulthood and suggests certain properties of tasks and situations that make them more or less useful as measures of intelligence at various points in adult intellectual development.
This study employs path analysis to examine the relationship between clergy age and certain quantitative indices of church life in two samples: a sample of 1,553 villages and rural communities, ranging in size from 251 to 1,250 inhabitants and a sample of 584 suburban parishes. The data indicate that clergy aged sixty or over working in rural parishes tend to have contact with a smaller number of active church members, as indicated by attendance on a normal Sunday, than younger clergy working within comparable rural parishes, although they maintain contact with the same number of nominal church members, as indicated by the electoral roll and festival communicants. Clergy aged sixty years or over working in suburban parishes, on the other hand, have contact with the same number of active church members as younger clergy working within comparable suburban parishes. These findings are discussed in the light of a growing body of research which suggests that changing patterns of rural ministry may be generating difficulties and stresses for clergy approaching the age of retirement.
Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.
Experimental psychological research on performance in relation to age is outlined to show how aims, methods and interests have developed between the pioneering days of the 1940s and the present time. More detailed consideration is then given to the actual and potential applications to studies of aging of the quantitative methods of Information and Signal Detection Theories, and to the importance of taking account not only of correct performance but of the frequency and nature of errors if age changes are to be fully understood. Research in relation to age on continued performance is discussed, including short-term serial effects and the longer terms effects of fatigue, learning and practice, and the need for further research in these areas is emphasised. Guiding principles for future psychological research on aging are briefly urged.
The career and work arduousness of a population of retired iron ore miners and their contemporaries who continued to work were investigated to find out what aspects of work history were associated with disability pensioning. The retired group had entered the mining industry at a more advanced age than the referents. The retired miners had also started at more strenuous tasks. Later they changed to lighter tasks, but were less often promoted in their career. The risk of early retirement seems thus to be related to the essential indicators of one's progress in the mining vocation.
The relationship between four job stresses (role ambiguity, role overload, underutilization of skills, and resource inadequacy) and two employee withdrawal behaviors (absenteeism and turnover) was investigated. The joint prediction of employee withdrawal from measures of job stress and selected backgroundd variables was also investigated. Data were obtained regarding 651 employees in five organizations through personal interviews and company records. Analysis indicated that job stress is related to employee withdrawal behaviors, that prediction of subsequent behaviors is stronger than prediction of prior behaviors, and that the predictive power of job stress and background variables taken together is as strong as, or stronger than, the predictive power of background variables alone. Confidence in the strength of the findings is enhanced by the use of multiple data sources and multiple data points.
The objective of this study was to assess the changes in the physical capacity as a function of age in power line technicians (PLTs). The physical test was designed to closely represent the essential physical tasks of the occupation that were identified through a detailed job demand analysis. The results from the physical test showed that six out of nine test variables did not demonstrate a statistical difference between the mean scores of young (< or = 39 years) and old age (50+ years) groups. However the older group scored significantly lower in the aerobic capacity test, one-handed pull down, and both right and left standard handgrip tests. Despite these differences the older PLT appears to meet and exceed the physical requirements necessary to carry out the essential tasks of this trade. However a physical test with a high level of content and construct validity is necessary to accurately evaluate the workers physical capacity in relation to the job demands. Based on the principal of specificity for muscle training and testing, this study has demonstrated that heavy manual work appears to maintain physical capacity specific to the task as age progresses.
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