Brève de recherche DDC-2018 : Processus de prise de décision de carrière chez les travailleurs expérimentés (Charles Théorêt)

decision

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BRÈVE DE RECHERCHE DDC – 2018 

Sous la direction de LOUIS COURNOYER

Professeur-chercheur, conseiller d’orientation, Université du Québec à Montréal

Dans le cadre du cours CAR 2901 – Introduction au développement de carrière, les personnes étudiantes des programmes de majeure et de baccalauréat en développement de carrière furent invités à produire un résumé de lecture à partir d’un document scientifique rattaché à leur champ professionnel. Nous en présentons quelques-uns dans une série intitulée “Brève de recherche DDC – 2018”. Bravo à tous ces étudiantes-auteures et ces étudiants-auteurs qui en sont pour la plupart à leur première publication.

Pour citer ce résumé:

Théorêt, Charles (2018). Compte rendu de H. Solinge et K. Henkens, 2014,  Works-related factors as predictors in the retirement decision-making process of older workers in Netherlands. Ageing & Society34(9), 1551-1574.

Le but de cet article est de traiter du phénomène pratiquement global du vieillissement de la population dans les pays occidentaux sous l’angle des facteurs influençant la prise de décisions à la retraite des travailleurs. Pour se faire, les auteurs souhaitent analyser les facteurs qui poussent les gens à prendre leur retraite au-delà des considérations financières, car celle-ci ne représente pour eux qu’une partie liée au processus décisionnel à la retraite. Puisque le vieillissement de la population engendre des coûts importants pour les sociétés occidentales, la visée de cette recherche est de trouver des façons qui permettraient d’allonger la vie professionnelle des travailleurs âgés dans un effort pour amortir les coûts liés au vieillissement. Pour leur recherche, les auteurs choisissent comme point d’appui pour émettre leurs hypothèses plusieurs études faites dans différentes disciplines dont l’économie, la sociologie et la psychologie organisationnelle. Toutefois, la grande majorité des études économiques accordent une très grande importance aux aspects financiers liés à la retraite. Les auteurs mettront donc l’accent sur les facteurs plus « sociaux » et principalement ceux qui sont directement liés à l’emploi. Il est également important de mentionner que les motivations intrinsèques sembleraient avoir gagné en importance depuis la dernière décennie par rapport aux motivations externes telles que la rémunération pour l’emploi (Twenge et al. 2010) renforçant la pertinence de l’étude. Ils aborderont : les caractéristiques de l’emploi, les politiques organisationnelles et les normes du milieu de travail. Il est également assumé des auteurs que la santé, la situation familiale ainsi que le contexte d’emploi sont également d’importants déterminants venant  influencer sur la prise de décision à la retraite. Les gens sélectionnés étaient tous âgés de 50 ans ou plus et l’échantillonnage s’est fait de manière aléatoire. L’information sur leur situation financière a également été fournie. Ils ont été suivis sur une période de 10 ans et à 3 reprises. Il y eu en 2001, 2463 répondants, suivi de 1678 en 2006 et de 1636 en 2011. L’envoi des questionnaires a été fait sous la supervision des chercheurs de l’étude et leurs épouses recevaient également une copie. Les répondants sont des travailleurs œuvrant dans différents secteurs d’opérations de multinationales et  du service public dans plusieurs ministères. Les questions s’articulaient autour des finances du travailleur, sa santé, sa situation familiale et leur plan de retraite. On questionnait sur les intentions à la retraite et ensuite sur les comportements adoptés liés à la retraite en 2006-2011.  Les auteurs ont tiré plusieurs conclusions, premièrement, qu’un climat de travail favorable aux travailleurs âgés est primordial, car ceux-ci sont très sensibles à l’approbation de leurs collègues ainsi que de leur superviseur direct si ce dernier à l’intention de travailler longtemps. De plus, si l’établissement encourage le travail à un âge plus avancé cela joue également sur le choix du travailleur de rester. Ensuite, les intentions à la retraite avant la prise de celle-ci sont grandement affectées par les normes de l’endroit où on travaille et l’attitude des superviseurs liés à la retraite. L’étude tend à démontrer également  que l’utilisation de mesures permettant  le « phased retirement » viendrait augmenter les chances d’une retraite précoce par rapport à ceux qui ne s’en dotent pas. La recherche démontre également que les travailleurs ayant une épouse ou un partenaire de vie tendent à favoriser une retraite plus rapide que ceux n’en ayant pas. Il a également été démontré que les caractéristiques de  l’emploi dites négatives inviteraient à une retraite précoce et celles positives à la rétention du travailleur. D’ailleurs si le défi que procure l’emploi n’épuise pas mentalement, cela viendrait favoriser une retraite plus hâtive. Les chercheurs n’ont cependant pas trouvé de lien  entre la charge physique de l’emploi et la retraite. Les principales limitations de l’étude, selon les auteurs, viennent du fait que l’échantillon n’est pas représentatif à l’échelle nationale de la population hollandaise. De plus, plusieurs instruments utilisés pour la collecte de données avaient peu d’items, amoindrissant leur validité, et que les instruments liés à la santé étaient plutôt limité dans leur champ d’évaluation. Les chercheurs prennent également en considération que d’autres facteurs importants pourraient influencer comme la rétrogradation et le niveau de mobilité par exemple. Les auteurs concluent  que l’usage unique d’incitatif financier pour retenir les gens à travailler n’est pas suffisant et qu’il faut s’intéresser aux politiques organisationnelles, facteurs sociaux et aux caractéristiques de l’emploi.

BIBLIOGRAPHIE

Twenge, J. M., Campbell, S. M., Hoffman, B. J., Lance, C. E (2011). Generational differences in work values: leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management36(9), 1117-1142.

A propos de Louis Cournoyer 206 Articles
Professeur-chercheur (Counseling de carrière) / Directeur de la Clinique Carrière / Directeur des programmes de premier cycle en développement de carrière / Conseiller d'orientation et superviseur clinique Université du Québec à Montréal

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