The second act: Seeking best practices for encore worker management

The research question for this dissertation is: What processes can managers implement to close knowledge gaps by hiring or retaining Boomers seeking encore jobs? The Baby Boomers are the largest generation in history, and as they reach the traditional retirement age of 65, many are leaving the workforce and seeking encore jobs. This exodus of Boomers creates a knowledge gap that the Gen X and Millennial generations lack the numbers and often the experience to fill. As the knowledge gap increases, managers are faced with recruiting and hiring encore workers to fill the gap and retain human capital. These encore jobs are often a completely different type of work than the Boomers’ performed in their former careers. This dissertation examined the factors for filling knowledge gaps with encore workers and the necessary processes for hiring or retaining encore workers in order to attain organizational goals. A systematic review of 32 published articles and four dissertations was conducted using Super’s amended career development, transformative learning, human capital, and agency theories as a theoretical framework. A thematic analysis approach was used to examine the evidence. The findings and conclusions led to the development of best practices to guide managers who want to hire encore workers to close the knowledge gap, and increase their organizational human and knowledge capital. The best practices include skills assessments, revised HR policies, reverse-mentoring programs, and training opportunities for managers and encore workers.Running head: BOYLE -- THE SECOND ACT: BEST PRACTICES FOR ENCORE JOB MANAGEMENT The Second Act: Seeking Best Practices for Encore Worker Management A Systematic Review by Pam A. Boyle A Dissertation Submitted to the Graduate Faculty of the University of Maryland University College In Partial Fulfillment of The Requirements for the Degree of Doctor of Management Dissertation Advisors: Dr. Deborah Wharff Dr. Wanda Wagner THE SECOND ACT: ENCORE JOBS ii © Copyright by Pam A. Boyle 2018 THE SECOND ACT: ENCORE JOBS iii Abstract The research question for this dissertation is: What processes can managers implement to close knowledge gaps by hiring or retaining Boomers seeking encore jobs? The Baby Boomers are the largest generation in history, and as they reach the traditional retirement age of 65, many are leaving the workforce and seeking encore jobs. This exodus of Boomers creates a knowledge gap that the Gen X and Millennial generations lack the numbers and often the experience to fill. As the knowledge gap increases, managers are faced with recruiting and hiring encore workers to fill the gap and retain human capital. These encore jobs are often a completely different type of work than the Boomers’ performed in their former careers. This dissertation examined the factors for filling knowledge gaps with encore workers and the necessary processes for hiring or retaining encore workers in order to attain organizational goals. A systematic review of 32 published articles and four dissertations was conducted using Super’s amended career development, transformative learning, human capital, and agency theories as a theoretical framework. A thematic analysis approach was used to examine the evidence. The findings and conclusions led to the development of best practices to guide managers who want to hire encore workers to close the knowledge gap, and increase their organizational human and knowledge capital. The best practices include skills assessments, revised HR policies, reverse-mentoring programs, and training opportunities for managers and encore workers. Keywords: agency theory, Baby Boomers, encore workers, human capital, managers, organizational culture, Super’s amended career development theory, transformational learning THE SECOND ACT: ENCORE JOBS iv Acknowledgements My thanks and appreciation to those who have supported me through this process, particularly and specifically my advisers, Dr. Deborah Wharff, and Dr. Wanda Wagner, as well as the members of my cohort who traveled along the doctoral path with me. A special thanks to the Subject Matter Experts who took time from their busy schedules to review this dissertation and provide their feedback: Mr. Brian Brownewell, Dr. Rita Carey, Dr. Cristina M. Giannantonio, Ms. Jasmin Haywood, Dr. William Martz, Dr. John McNay, and Mr. Jim Snyder. I also want to thank Dr. Carl Clavadetscher, whose recommendation helped me gain entrance to this program, although he did not live to see me complete it. I will always be thankful for his kindness and encouragement. Finally, first, last, forever, and always, to my husband, John, for his support, patience, and insights. Without his understanding and encouragement, it would not have been possible. THE SECOND ACT: ENCORE JOBS v TABLE OF CONTENTS Abstract ......................................................................................................................................... iii Acknowledgements ........................................................................................................................ iv List of Tables ............................................................................................................................... viii List of Figures ............................................................................................................................... ix CHAPTER 1: INTRODUCTION AND MANAGEMENT PROBLEM........................................ 1 Background .................................................................................................................................... 4 Problem Statement .......................................................................................................................... 9 Purpose and Scope of the Study.................................................................................................... 13 Significance of the Study .............................................................................................................. 14 Research Question ........................................................................................................................ 16 Discussion of Themes and Concepts ............................................................................................ 16 Definitions/Terminology............................................................................................................... 17 Chapter Summary ......................................................................................................................... 20 Organization of Dissertation ......................................................................................................... 21 CHAPTER 2: LITERATURE REVIEW ...................................................................................... 22 Introduction to Chapter and Review of Study Background .......................................................... 22 Discussion of Theoretical Framework .......................................................................................... 23 Super’s career development theory. .............................................................................................. 23 Transformational learning as it relates to Boomers. ..................................................................... 25 Transformational learning as it relates to managers. .................................................................... 26 Agency theory. .............................................................................................................................. 27 Human capital theory. ................................................................................................................... 31 Literature Review......................................................................................................................... 32 Theme 1: Discovering the Knowledge Gap .................................................................................. 33 Hiring Boomers to retain and transfer knowledge. ....................................................................... 36 Volunteer versus paid – Two sides of the coin. ............................................................................ 37 Theme 2: Workers Seeking Encore Jobs – Managing the Path to Employment .......................... 40 Why Boomers want to continue to work ...................................................................................... 41 Organizational support for encore workers................................................................................... 42 Success stories: Encore workers and their organizational impact. ............................................... 44 Theme 3: Transforming Management Practices and Encore Workers’ Expectations .................. 46 Recruiting, retention, and compensation of encore workers ......................................................... 50 Thesis Statement ........................................................................................................................... 52 THE SECOND ACT: ENCORE JOBS vi Conceptual Framework and Narrative .......................................................................................... 53 Chapter Summary ......................................................................................................................... 58 CHAPTER 3 – METHODOLOGY .............................................................................................. 60 Research Design: Use of Systematic Review and Evidence-Based Management Systematic Review Methodology .................................................................................................................... 60 Evidence-based Management ....................................................................................................... 64 Search String Strategy................................................................................................................... 67 Delimiters. .................................................................................................................................... 69 Quality Appraisal Procedures ....................................................................................................... 73 Synthesis Methodology ................................................................................................................. 77 First Cycle Coding. ....................................................................................................................... 77 Second Cycle Coding .................................................................................................................... 79 Subject Matter Expert Feedback ................................................................................................... 83 Chapter Summary ......................................................................................................................... 88 CHAPTER 4: FINDINGS AND DISCUSSION .......................................................................... 89 Ten Initial Thematic Findings Discussion .................................................................................... 93 Thematic Finding 1: Knowledge Gap ........................................................................................... 93 Thematic Finding 2: Determining Needs ...................................................................................... 96 Thematic Finding 3: Talent Management ..................................................................................... 98 Thematic Finding 4: Boomers Attitudes ..................................................................................... 102 Thematic Finding 5: Stereotypes ................................................................................................ 105 Thematic Finding 6: Training and Education ............................................................................. 108 Thematic Finding 7: Encore Worker Transformational Development ....................................... 111 Thematic Finding 8: HR Policies ................................................................................................ 115 Thematic Finding 9: Knowledge Sharing ................................................................................... 119 Thematic Finding 10: Management and Organizational Roles .................................................. 122 Comprehensive Thematic Finding 1: Managers Must Understand the Effects of the ...................... Knowledge Gap .......................................................................................................................... 125 Comprehensive Thematic Finding 2: Boomers are largely responsible for successful encore ........ careers ........................................................................................................................................ 126 Comprehensive Thematic Finding 3: Managers and Boomers Must Work Together to Close the Knowledge Gap .......................................................................................................................... 126 Analytic Conclusions .................................................................................................................. 127 Analytic Conclusion 1: Managers Can Determine the Impact of the Knowledge Gap on Their Organizations Through Skills Assessments and Boomer Support ............................................. 127 THE SECOND ACT: ENCORE JOBS vii Analytic Conclusion 2: Boomers are Responsible for Encore Career Success, But Managers Primarily Influence Stereotypes and Organizational Culture ..................................................... 129 Analytic Conclusion 3: Managers and Boomers Developed Policies to Close the Knowledge Gap and that Benefitted Workers of All Ages .................................................................................... 130 Revised Conceptual Model and Narrative .................................................................................. 131 Research Question Findings ....................................................................................................... 133 Alternative Perspectives.............................................................................................................. 135 Chapter Summary ....................................................................................................................... 136 CHAPTER 5: CONCLUSIONS AND IMPLICATIONS .......................................................... 138 Introduction ................................................................................................................................ 138 Overall Study Conclusions ......................................................................................................... 139 Implications for Management ..................................................................................................... 141 Limitations ................................................................................................................................. 144 Future Research and Emerging Trends ....................................................................................... 146 Chapter Summary ....................................................................................................................... 148 References .................................................................................................................................. 150 Appendix A: List of Databases ................................................................................................... 187 Appendix B: Weight of Evidence and Articles Reviewed.......................................................... 189 Appendix C: Codes by Frequency .............................................................................................. 203 Appendix D: Coding Cycle and Theme Development Chart ..................................................... 206 Appendix E: Subject Matter Expert Evaluation & Feedback Form ........................................... 209 Appendix F: Subject Matter Experts and Biographies ............................................................... 211 Appendix G: SME Feedback ...................................................................................................... 213 THE SECOND ACT: ENCORE JOBS viii List of Tables Table 1: Inclusion and Exclusion Criteria………………………………….……………………70 Table 2: Weight of Evidence Evaluation Criteria………………………….…………………….74 Table 3: Literature Aligned to Themes and Propositions……………….……………………….91 Table 4: Number of Supporting Articles for Each Theme………....…………………….………93 Table 5: Knowledge Gap Awareness…………………………………………………………….95 Table 6: Determining Needs…………………………………..…………………………………98 Table 7: Talent Management………………………………………...…………………………101 Table 8: Boomer Attitudes………….………………………………..…………………………104 Table 9: Stereotypes…………………………………………………………………………….108 Table 10: Training and Education………………………………………...…………………….111 Table 11: Encore Worker Transformational Development…………...…......…………………115 Table 12: HR Policy Development……………………………………………………………..119 Table 13: Knowledge Sharing………………………………………………………………….121 Table 14: Management and Organizational Roles………………….…………………………..124 Table 15: Knowledge Gap Assessment Tool…………………………….……………………..142 THE SECOND ACT: ENCORE JOBS ix List of Figures Figure 1. Super’s amended career development theory………………………………………….24 Figure 2. Super’s amended career development theory combined with transformational learning and agency theories to explain the possible directions Boomers may take during the redirection phase……………………………………………………………………………………………..30 Figure 3. Preliminary conceptual framework……………………………………………………57 Figure 4. EBMgt facets and functions…………………………………………………………...65 Figure 5. PRISMA diagram………………………………………………………….…………..72 . Figure 6. First cycle coding results……………………………………………….……………...78 Figure 7. Second cycle coding cycle results……………………………………………………..82 Figure 8. Ten initial thematic findings and three comprehensive thematic findings…………….90 Figure 9. Revised conceptual model……………………………..……………………………..133 THE SECOND ACT: ENCORE JOBS 1 CHAPTER 1: INTRODUCTION AND MANAGEMENT PROBLEM Workers are reshaping the idea of a distinct retirement age. As Baby Boomers (defined as those born between 1945 and 1964) begin retiring, they often transition into a post-retirement bridge job, where they continue to work in their previous or related careers. Alternatively, they may choose to focus on encore careers involving socially significant work or avocations that may differ markedly from their prior positions. This period is often referred to as the “second act” or the “third age” between the adult career and the infirmities and problems faced by many individuals in their advanced years (Moen & Flood, 2013). Boomers (as they will be referred to throughout this dissertation) are retiring at a rate of more than 10,000 per day, or four million per year (Kessler, 2014). The generation following them, Gen X – numbers only 55 million, as compared to 74.9 million Boomers. Gen Y (born between 1981 and 2000) number about 66 million (Fry, 2016; Hatcher, 2003). Because so many Boomers are retiring, fewer members of Gen X and Gen Y are available to fill current the current leadership positions. As such, an employment gap at the highest levels is being created that managers will need to fill in the coming years. A retirement gap has not always existed. Retirement has traditionally been defined as a worker’s decision to leave the work force entirely, often at the traditional retirement age of 65 (Steverman, 2017). During the 1970s and 1980s, older workers from the “Silent Generation” (born between 1930 and 1945) were often encouraged to retire to make way for the Boomers using retirement packages and incentives (Oude Mulders, 2016, p. 7). For instance, Beehr posited in 1986 that firms with highly technical work might want to offer early retirement to workers (Beehr, 1986, p. 52). This trend has been changing throughout the past 20 years, as more and more people elect to remain working past the age of 65. More than 19% of 70-74-year-olds THE SECOND ACT: ENCORE JOBS 2 worked part time in 2017, an increase of 8% since 1994 (Steverman, 2017). This trend is expected to increase during the next decade, as members of the Baby Boom generation decide to continue working. They are doing so for a variety of reasons, including better health and longer life expectancies that encourage individuals to remain active, as well as higher levels of education, and changes to retirement plans such as Social Security, or plans that reward workers who remain in the workforce longer with higher benefits (Toosi & Torpey, 2017). This trend was due not only to changes in health and longevity, but also in technology, as assistive devices such as computers, enhanced hearing aids, and ergonomic desks and chairs become increasingly common in the workplace to help older Americans with their workplace duties (Quinn, 2010). The definition of what constitutes “work” after retirement – whether caregiving, volunteering, or other unpaid labor, differs among authors. Researchers have often termed encore work to be any type of paid employment, including part-time or full-time, other than volunteering (Beehr & Bennett, 2014, p. 113; Gobeski & Beehr, 2009, p. 419). This researcher notes there is an equal trend to consider volunteerism as a post-retirement job, often through churches or corporate volunteer programs (Gonyea & Googins, 2006, p. 800). Moen and Flood (2013) further define volunt