How Are Employers Responding to an Aging Workforce?

Working Conditions of Occupational Physicians-A Scoping Review

Occupational physicians (OPs) offer a wide range of health support for employees and are confronted with varying job characteristics and demands. They monitor occupational health and safety and promote work(place)-related health measures and assessments. While helping employees to (re)gain a healthy status, their own job satisfaction as well as the investigation of their working conditions have earned limited research attention. Thus, this scoping review aims to summarize the current state of knowledge concerning OPs’ working conditions, i.e., work-related resources and stressors. PubMed, Web of Science and LIVIVO as well as grey literature were screened for relevant English or German articles until 10/2021. From a total of 1683 identified publications, we analyzed 24 full text articles that fulfilled all inclusion criteria. The overall study sample included 3486 male (54.6%), 2892 female (45.3%) and 5 diverse OPs, from which 1049 OPs worked in full-time (85.6%) and 177 in part-time (14.4%). The majority (72.4%) worked for the Occupational Health Service (OHS), 13% were self-employed, and 14.6% worked for a company/in-house service. The classification of stressors and resources was based on an inductively generated categorization scheme. We categorized 8 personal, relational and environmental resources and 10 stress factors. The main resources were support for personnel development and promotion, positive organizational policy, promoting work-life balance and other aspects of health. Key stressors were information deficits, organizational deficiency and uncertainty as well as socioeconomic influences and high professional obligations. The working conditions of OPs are still a topic with too little research attention. This scoping review reveals several starting points to maintain a healthy OP workforce and gives recommendations for action for the near future.

Mind over body: A neuroergonomic approach to assessing motor performance under stress in older adults

Stress impairs motor performance, which is exacerbated with age. Stress also impairs brain activity in the prefrontal cortex, which communicates with the motor areas of the brain to regulate exercise and motor performance. To develop ergogenic strategies for the aging workforce, mind (brain)-body mechanisms behind the effect of stress on neuromuscular performance need to be well understood. This study investigated the influence of social stress on motor performance and information flow between the frontal and motor regions of the brain during intermittent handgrip contractions among older adults. Thirty older adults, balanced by gender, performed intermittent handgrip contractions at 30% of maximum strength before and after being subjected to a social stressor. Force steadiness, strength loss, root mean square electromyogram (EMG) activity, activation of the brain regions, and functional and effective connectivity between the frontal and motor brain regions were computed for pre- and post-stressor handgrip contractions. Older men exhibited improved motor performance after the stressor and concomitant reduction in functional connectivity between the frontal-motor brain regions ipsilateral to the contracting hand. Additionally, while both sexes exhibited significant causal information flow, i.e., effective connectivity, from the frontal to the motor regions of the brain, irrespective of the stressor, older women exhibited a bidirectional effective connectivity between the frontal-motor brain regions after the stressor. Stress had a facilitative effect on the motor performance of older men through compensatory brain network reorganization. Older women exhibited comparable motor performance pre/post stress, despite showing an increase in bidirectional information flow between the frontal-motor areas. Employing brain hemodynamics can facilitate better understanding of the impact of stress on neuromuscular performance and its differential impacts on brain network reorganization between the sexes.

Doing age in the workplace: Exploring age categorisation in performance appraisal

Ageism in the manager-employee relationship is one of the main obstacles towards an age-inclusive workplace. Ageism in the labour market is rooted in the use of age as an organising principle of employment relations. This article contributes to the study of ageism in the workplace by investigating how stages of life, as normalised age categories, are mobilised through discursive practices in performance appraisals. Based on the analysis of video recordings of actual performance appraisal interviews at an Italian labour union, three discursive ways of 'doing age' - or of how age, as a constructed social category, is performed and enacted - were identified: quantification (e.g. number of years in the organisation), 'ageing within the organisation' and age-group membership identification (e.g. 'young' vs. 'old'). The analysis suggests that stages of life categories and age attributes are 'done' in social interactions and employed by both employees and managers as shared culture to sustain ongoing organisational activities, thereby reproducing discriminatory age norms and stereotypes. The study demonstrates how the ordering power of the stages of life categories is situated in organisational culture and challenges the implementation of equal and inclusive workplace policies.

The COVID-19 Pandemic: Lessons for Financially Fragile and Aging Societies

The current COVID-19 crisis teaches organizations and households harsh lessons about the necessity of having buffers, to deal with the consequences of the COVID-19 virus. The financial fragility of households and the rising proportion of people becoming obese calls for intensified efforts, both by individuals and employers to create financial buffers and keep on investing in health. The financial fragility of organizations is a wake-up call that a short-term focus on efficiency can be counterproductive and may overturn the efforts to start working longer.