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Chen C, Shannon K, Napier S, Neville S, Montayre J. Ageism directed at older nurses in their workplace: A systematic review. J Clin Nurs 2024; 33:2388-2411. [PMID: 38433366 DOI: 10.1111/jocn.17088] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/10/2023] [Revised: 11/23/2023] [Accepted: 02/19/2024] [Indexed: 03/05/2024]
Abstract
AIMS To identify and synthesise evidence related to ageism in older regulated nurses' practice settings. DESIGN A systematic review following Joanna Briggs Institute methodology. METHODS The review included empirical studies that involved older nurses as the primary study population and studies that focused on ageism in older nurses' work environments, including strategies or interventions to address ageism within the workplace. Following the initial screening, all relevant studies were critically appraised by two reviewers to ensure they were appropriate to include in the review. A synthesis without meta-analysis reporting (SWiM) guideline was employed in the review. DATA SOURCES Medical Literature Analysis and Retrieval Systems Online, Scopus, Psychological Information Database and Cumulative Index to Nursing and Allied Health Literature and Google Scholar were searched to identify empirical studies and a range of academic institutional websites were accessed for master's and doctoral dissertations and theses. The search covered the period from January 2022 to May 2022, and only publications in English from 2000 onwards were considered. RESULTS Nineteen studies were included, ten qualitative studies, seven quantitative studies and two mixed methods secondary analyses. Our results revealed that negative perceptions and beliefs about older nurses' competencies and skills prevail in their practice settings, which influences older nurses' health and well-being as well as their continuation of practice. Further, older nurses' continuation of practice can be facilitated by having a positive personal outlook on ageing, meaningful relationships in their practice settings and working in an environment that is age-inclusive. CONCLUSION To combat ageism in older nurses' practice settings and support their continuation of practice, effective interventions should be organisational-led. The interventions should focus on fostering meaningful relationships between older nurses and their colleagues and managers. Further, healthcare institutions should implement initiatives to promote an age-inclusive work environment that supports an age-diverse nursing workforce. IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE The review findings offer insights for healthcare managers, policymakers and researchers, emphasising the need for anti-ageism policies in healthcare organisations. According to WHO (2021), educational activities such as role-playing and simulation during in-service training may also be effective interventions. Additionally, incorporating anti-ageism initiatives into staff meetings and mandating anti-ageism training could support the continuation of practice for older nurses while fostering a more age-diverse nursing workforce. IMPACT We found evidence on the presence of ageism in older nurses' workplace and the detrimental effects of ageism on older nurses' well-being and continuation of practice. Importantly, we identified a lack of organisational initiatives to address ageism and support older nurses. These findings should encourage healthcare organisations to address ageism in older nurses' practice settings and prompt policymakers to develop age-inclusive policies that support older nurses' continuation of practice. REPORTING METHOD The Preferred Reporting Items for Systematic Reviews and Meta-Analyses and Synthesis Without Meta-analysis checklists were used to report the screening process. TRIAL AND PROTOCOL REGISTRATION The PROSPERO registration number for the review was CRD42022320214 (https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022320214). No Patient or Public Contribution.
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Affiliation(s)
- Chunxu Chen
- AUT Centre for Active Ageing, School of Clinical Sciences, Auckland University of Technology, Auckland, New Zealand
| | - Kay Shannon
- AUT Centre for Active Ageing, School of Clinical Sciences, Auckland University of Technology, Auckland, New Zealand
| | - Sara Napier
- AUT Centre for Active Ageing, School of Clinical Sciences, Auckland University of Technology, Auckland, New Zealand
| | | | - Jed Montayre
- School of Nursing, The Hong Kong Polytechnic University, Hong Kong, Hong Kong SAR
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Palermo G, D'Angelo S, Ntani G, Bevilacqua G, Walker-Bone K. Work and Retirement Among Women: The Health and Employment After Fifty Study. Occup Med (Lond) 2024; 74:313-322. [PMID: 38781569 PMCID: PMC11165366 DOI: 10.1093/occmed/kqae035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/25/2024] Open
Abstract
BACKGROUND Women increasingly work beyond age 50+ but their occupational health is under-researched. AIMS To investigate what jobs older contemporary women do, when they exit their jobs and what factors predict job exit. METHODS Data came from the Health and Employment After Fifty cohort, which recruited women aged 50-64 at baseline in 2013-14 and has followed them up annually collecting: demographic, lifestyle and work information. Exits from employment were mapped longitudinally over five follow-ups. Time-to-first event Cox regression analyses were used to identify risk factors for job exit. RESULTS At baseline, 4436 women participated, 64% of whom were working. The proportions of women working at 50-54, 55-60 and over 60 years were 86%, 79% and 38%, respectively. Amongst all women, after adjustment for age, managing comfortably financially and not coping with the mental demands of the job were associated with exit. Risk factors for job exit differed in the age bands: 50-54; 55-59 and >60 years, reflecting socio-economic status, markers of health (musculoskeletal pain and poor self-rated health) and work factors (under-appreciation, job dissatisfaction, temporary/permanent contracts, coping with work's physical demands). CONCLUSIONS Factors contributing to exit from work among older women differ by age group, after controlling for perceived financial position, age and mental demands of the job. A number of work characteristics predict job exit and suggest that employers can play an important role in supporting women to continue working until older ages. Identification and treatment of musculoskeletal pain could also enable work amongst older women.
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Affiliation(s)
- G Palermo
- MRC Versus Arthritis Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK
- MRC Lifecourse Epidemiology Centre, University of Southampton, Southampton, UK
| | - S D'Angelo
- MRC Versus Arthritis Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK
- MRC Lifecourse Epidemiology Centre, University of Southampton, Southampton, UK
| | - G Ntani
- MRC Versus Arthritis Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK
- MRC Lifecourse Epidemiology Centre, University of Southampton, Southampton, UK
| | - G Bevilacqua
- MRC Versus Arthritis Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK
- MRC Lifecourse Epidemiology Centre, University of Southampton, Southampton, UK
| | - K Walker-Bone
- MRC Versus Arthritis Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK
- MRC Lifecourse Epidemiology Centre, University of Southampton, Southampton, UK
- Monash Centre for Occupational and Environmental Health, Monash University, Melbourne, Victoria, Australia
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Runge K, van Zon SKR, Henkens K, Bültmann U. Metabolic syndrome and poor self-rated health as risk factors for premature employment exit: a longitudinal study among 55 016 middle-aged and older workers from the Lifelines Cohort Study and Biobank. Eur J Public Health 2024; 34:309-315. [PMID: 38110727 PMCID: PMC10990532 DOI: 10.1093/eurpub/ckad219] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/20/2023] Open
Abstract
BACKGROUND Poor self-rated health (SRH) is a well-established risk factor for premature employment exit through unemployment, work disability, and early retirement. However, it is unclear whether the premature employment exit risk associated with underlying cardio-metabolic health conditions is fully captured by poor SRH. This study examines the metabolic syndrome (MetS), an early-stage risk factor for cardiovascular disease and type two diabetes mellitus, as a risk factor for premature employment exit while controlling for poor SRH. METHODS We analyzed data from N = 55 016 Dutch workers (40-64 years) from five waves of the Lifelines Cohort Study and Biobank. MetS components were based on physical measures, blood markers, and medication use. SRH and employment states were self-reported. The associations between MetS, SRH, and premature employment exit types were analyzed using competing risk regression analysis. RESULTS During 4.3 years of follow-up, MetS remained an independent risk factor for unemployment [adjusted subdistribution hazard ratio (SHR): 1.14, 95% CI: 1.03, 1.25] and work disability (adjusted SHR: 1.33, 95% CI: 1.11, 1.58) when adjusted for poor SRH, common chronic diseases related to labor market participation (i.e., cancer, musculoskeletal-, pulmonary-, and psychiatric diseases), and sociodemographic factors. MetS was not associated with early retirement. CONCLUSIONS Poor SRH did not fully capture the risk for unemployment and work disability associated with MetS. More awareness about MetS as a 'hidden' cardio-metabolic risk factor for premature employment exit is needed among workers, employers, and occupational health professionals. Regular health check-ups including MetS assessment and MetS prevention might help to prolong healthy working lives.
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Affiliation(s)
- Katharina Runge
- Work and retirement theme group, Netherlands Interdisciplinary Demographic Institute, The Hague, The Netherlands
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
| | - Sander K R van Zon
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
| | - Kène Henkens
- Work and retirement theme group, Netherlands Interdisciplinary Demographic Institute, The Hague, The Netherlands
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
- Faculty of Social and Behavioral Sciences, University of Amsterdam, Amsterdam, The Netherlands
| | - Ute Bültmann
- Department of Health Sciences, Community and Occupational Medicine, University of Groningen, University Medical Center Groningen, Groningen, The Netherlands
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Kainulainen S, Elovainio M, Laaksonen M, Jääskeläinen T, Rissanen H, Koskinen S. Self-rated work ability as a risk factor for disability retirement. Eur J Public Health 2023; 33:828-833. [PMID: 37441765 PMCID: PMC10567125 DOI: 10.1093/eurpub/ckad121] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/15/2023] Open
Abstract
BACKGROUND Simple and efficient survey measures to predict staying in or leaving work are needed. We examined the association of single-item self-rated work ability (SRWA) with disability retirement in two large population-based samples and compared the association of SRWA to two other scales, work ability score (WAS) and self-rated health (SRH), used earlier in studies. METHODS The study population comprised 6034 participants aged 35-58 from the population-based Health 2000 and FinHealth 2017 cohort studies, pooled together. SRWA, WAS and SRH were all classified in three categories: poor, limited and good. A 36-month follow-up for disability retirement via linkage to electronic records was included in the analysis. RESULTS Of the participants, 195 retired during the follow-up. All three measures strongly predicted disability retirement. Hazard ratio (HR) for poor SRWA (vs. good) was 8.48 [95% confidence interval (CI) 5.41-13.28], WAS 7.99 (95% CI 5.62-11.37) and SRH 5.96 (95% CI 4.17-8.51). HR for limited SRWA (vs. good) was 4.35 (95% CI 3.21-5.91), WAS 3.54 (95% CI 2.49-5.04) and SRH 2.27 (95% CI 1.59-3.23). Taking into account gender, age, education and mental health narrowed the gap between poor and limited vs. good work ability as predictors of disability retirement, but the differences remained clear. CONCLUSIONS Limited or poor self-rated work ability or health are strong predictors of disability retirement. The SRWA measure is a useful survey-measure of work ability in community-based surveys.
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Affiliation(s)
| | - Marko Elovainio
- Research Program Unit, Faculty of Medicine, University of Helsinki, Helsinki, Finland
- Department of Psychology and Logopedics, Faculty of Medicine, University of Helsinki, Helsinki, Finland
- Department of Public Health and Welfare, Finnish Institute for Health and Welfare, Helsinki, Finland
| | | | - Tuija Jääskeläinen
- Department of Public Health and Welfare, Finnish Institute for Health and Welfare, Helsinki, Finland
| | - Harri Rissanen
- Department of Public Health and Welfare, Finnish Institute for Health and Welfare, Helsinki, Finland
| | - Seppo Koskinen
- Department of Public Health and Welfare, Finnish Institute for Health and Welfare, Helsinki, Finland
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Sperlich S, Beller J, Epping J, Geyer S, Tetzlaff J. Trends of healthy and unhealthy working life expectancy in Germany between 2001 and 2020 at ages 50 and 60: a question of educational level? J Epidemiol Community Health 2023; 77:430-439. [PMID: 37193584 PMCID: PMC10314014 DOI: 10.1136/jech-2023-220345] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2023] [Accepted: 04/29/2023] [Indexed: 05/18/2023]
Abstract
BACKGROUND Extending the number of active working years is an important goal both for maintaining individual quality of life and safeguarding social security systems. Against this background, we examined the development of healthy and unhealthy working life expectancy (HWLE/UHWLE) in the general population and for different educational groups. METHODS The study is based on data from the German Socio-Economic Panel study, including 88 966 women and 85 585 men aged 50-64 years and covering four time periods (2001-05, 2006-2010, 2011-2015 and 2016-2020). Estimates of HWLE and UHWLE in terms of self-rated health (SRH) were calculated using the Sullivan's method. We adjusted for hours worked and stratified by gender and educational level. RESULTS Working-hours adjusted HWLE at age 50 increased in women and men from 4.52 years (95% CI 4.42 to 4.62) in 2001-2005 to 6.88 years (95% CI 6.78 to 6.98) in 2016-2020 and from 7.54 years (95% CI 7.43 to 7.65) to 9.36 years (95% CI 9.25 to 9.46), respectively. Moreover, UHWLE also rose with the proportion of working life spent in good SRH (health ratio) remaining largely stable. At age 50, educational differences in HWLE between the lowest and highest educational groups increased over time in women and in men from 3.72 to 4.99 years and from 4.06 to 4.40 years, respectively. CONCLUSIONS We found evidence for an overall increase but also for substantial educational differences in working-hours adjusted HWLE, which widened between the lowest and highest educational group over time. Our findings suggest that policies and health prevention measures at workplace should be more focused on workers with low levels of education in order to extend their HWLE.
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Affiliation(s)
| | - Johannes Beller
- Medical Sociology, Hannover Medical School, Hannover, Germany
| | - Jelena Epping
- Medical Sociology, Hannover Medical School, Hannover, Germany
| | - Siegfried Geyer
- Medical Sociology, Hannover Medical School, Hannover, Germany
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Wallin S, Fjellman-Wiklund A, Fagerström L. Aging engineers' occupational self-efficacy-a mixed methods study. Front Psychol 2023; 14:1152310. [PMID: 37275701 PMCID: PMC10233145 DOI: 10.3389/fpsyg.2023.1152310] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2023] [Accepted: 04/19/2023] [Indexed: 06/07/2023] Open
Abstract
Introduction Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
- Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
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Bjuhr M, Engström M, Welmer AK, Elmståhl S, Sjölund BM. Health and work-related factors as predictors of still being active in working life at age 66 and 72 in a Swedish population: A longitudinal study. Work 2023; 76:1481-1492. [PMID: 37393472 PMCID: PMC10741316 DOI: 10.3233/wor-220480] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/08/2022] [Accepted: 03/28/2023] [Indexed: 07/03/2023] Open
Abstract
BACKGROUND Health and work environment are known factors in being active in working life beyond legal retirement. OBJECTIVE To investigate sociodemographic, health and work environment factors as possible predictors of being active in working life at ages 66 and 72. Secondly, investigate eventual changes over time, shortly after a major reform in the Swedish pension system, and predictors of still being active in working life at age 66. METHODS We used a longitudinal design with two separate cohorts of people at age 60. One baseline assessment was made in 2001-2003 with two 6 years follow-ups, and one in 2007-2009 with one 6 years follow-up. Data were accessed through a Swedish national population-based study and analysed using logistic regression. To examine possible differences between the two cohorts, interaction terms with each independent variable were analysed. RESULTS Being a man and working in a profession that requires at least three years of university education predicted that the person would still be active in working life at age 66 and 72. Additionally, having a light level of physical activity at work and being diagnosed with fewer than two diseases, also predicted still being active in working life at age 66. Only physical activity at work showed significant changes over time. CONCLUSION Shortly after a major reform of the public pension system, there was an increase in participation in working life after age 66 and 72. However, gender, profession, and health factors are still important considerations regarding older people's participation in working life.
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Affiliation(s)
- Marie Bjuhr
- Department of Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Maria Engström
- Department of Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Anna-Karin Welmer
- Department of Neurobiology, Care Sciences and Society (NVS), Aging Research Centre (ARC), Karolinska Institute, Stockholm, Sweden
- Stockholm University, Stockholm, Sweden
| | - Sölve Elmståhl
- Department of Clinical Sciences in Malmö, Division of Geriatric Medicine, Skåne University Hospital, Lund University, Malmö, Sweden
| | - Britt-Marie Sjölund
- Department of Caring Sciences, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
- Department of Neurobiology, Care Sciences and Society (NVS), Aging Research Centre (ARC), Karolinska Institute, Stockholm, Sweden
- Stockholm University, Stockholm, Sweden
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Employee perception of managers' attitudes towards older workers is associated with risk of loss of paid work before state pension age: prospective cohort study with register follow-up. Eur J Ageing 2022; 19:1375-1383. [PMID: 36692766 PMCID: PMC9729503 DOI: 10.1007/s10433-022-00720-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/30/2022] [Indexed: 01/26/2023] Open
Abstract
It is increasingly urgent to retain older workers in the workforce. In the present study, we analysed the prospective associations between employees' perceptions of their managers' attitudes towards older workers, and of having experienced age discrimination in the labour market with the risk of loss of paid work before the state pension age. Questionnaire data from 10,320 currently employed workers aged 50 + on perceptions of managers' attitudes towards older workers and perceived age discrimination were collected at baseline in the SeniorWorkingLife study. Data on labour market affiliation were obtained from national registers at baseline and two-year follow-up. Results show that the perception of negative attitudes was prospectively associated with an increased risk of loss of paid work for three of the five negative attitudes "older workers create conflicts, their qualifications are outdated, and they cannot keep up with the pace and development". Perception of positive attitudes was prospectively associated with a reduced risk of loss of paid work. The perception of age discrimination was prospectively associated with an increased risk of loss of paid work. The results strengthen existing evidence on associations between ageism and labour market attachment, by applying a longitudinal design and including actual change in labour market participation. However, some negative attitudes may be more detrimental to the older workers' labour market participation. Employees' positive perceptions of managers' attitudes reduced the risk. Good relations between employees and managers appear to be important for retaining older workers in the labour market.
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Managers’ Attitudes to Different Action Proposals in the Direction to Extended Working Life: A Cross-Sectional Study. SUSTAINABILITY 2022. [DOI: 10.3390/su14042182] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Abstract
In many countries, the retirement age is postponed due to the global demographic change, and a larger amount of older people need to participate in working life. However, how and what measures and action proposals that could extend and increase employees’ voluntary and sustainable participation in working life have not entirely been investigated. The employer is responsible for enabling employees’ access to measures that facilitate participation in the workplace, for enabling employability and a sustainable extended working life. The aim of this cross-sectional study was to evaluate Swedish managers’ attitude to action proposals that could increase employees’ participation in an extended working life. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling. The nine determinate areas of the swAge model, for a sustainable working life and employability, was used as analysis model, i.e., self-rated health and diagnoses; physical work environment; mental work environment; work schedule, work pace and time for recuperation; financial incentives; personal social environment; social work environment; stimulation, motivation and self-crediting through work tasks; and competence, skills and knowledge development. The results stated decreased physical work demands to be the final measure in the multivariate modelling associated to whether the managers believe their employees ‘can work’ until age 65 and older, however, changing work tasks in the workplace when needed, rotation between different work tasks to decrease physical as well as mental workload and strain, and decreased mental work demands proved to be statistically significant in the univariate estimates. The strongest measure activity in the organisations, associated to managers believing their employees ‘want to work’ until age 65 and older in the multivariate modelling, was decreased work pace, however, increased time for recuperation between work shifts also proved to be statistically significant in the univariate estimate. The management’s perspectives on measures and action proposals associated to whether employees ‘can’ and ‘want’ to work will hopefully contribute to an increased understanding in society and the organisational process of creating a sustainable extended working life.
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Wallin S, Fjellman-Wiklund A, Fagerström L. Work motivation and occupational self-efficacy belief to continue working among ageing home care nurses: a mixed methods study. BMC Nurs 2022; 21:31. [PMID: 35081937 PMCID: PMC8793160 DOI: 10.1186/s12912-021-00780-3] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/22/2021] [Accepted: 11/29/2021] [Indexed: 12/02/2022] Open
Abstract
Background It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still present draining workload must be handled. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-021-00780-3.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Strandgatan 2, 65101, Vaasa, Finland.
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Strandgatan 2, 65101, Vaasa, Finland.,Faculty of Health and Social Sciences, University of South-Eastern Norway, Grønland 58, 3045, Drammen, Norway
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Can They Stay or Will They Go? A Cross Sectional Study of Managers' Attitudes towards Their Senior Employees. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031057. [PMID: 35162080 PMCID: PMC8833880 DOI: 10.3390/ijerph19031057] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 11/09/2021] [Revised: 01/13/2022] [Accepted: 01/15/2022] [Indexed: 11/16/2022]
Abstract
A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees ‘can’ work and 58% of managers believed their employees ‘want to’ work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees ‘can’ work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not ‘want to’ work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people’s attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers’ attitudes showed there is a difference between why employees ‘can’ versus ‘want’ to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers’ perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees’ employability.
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Jennen JGM, Jansen NWH, van Amelsvoort LGPM, Slangen JJM, Kant IJ. Chronic conditions and self-perceived health among older employees in relation to indicators of labour participation and retirement over time. Work 2021; 71:133-150. [PMID: 34924423 PMCID: PMC8842761 DOI: 10.3233/wor-210436] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND: A significant proportion of older employees leave the labour market early, amongst others via unemployment or disability benefits, implying that health might affect possibilities to extend working life. OBJECTIVE: This study 1) examined associations between chronic conditions (subtypes) and self-perceived health (SPH), independently, and indicators of labour participation and retirement over six-year follow-up among older employees, and 2) explored the impact of differences between prevalent and incident presence of chronic condition(s) in this relation. METHODS: Older workers (aged > 45 years) included in the Maastricht Cohort Study were studied (n = 1,763). The Health and Work Performance Questionnaire assessed chronic conditions and one item from the Short Form health survey-36 assessed SPH. Cox regression analyses assessed associations between chronic conditions and SPH, independently, and retirement intentions, employment status, decreasing working hours, and changes in work over time. RESULTS: Employees with coexistent physical-mental chronic conditions showed higher risks to lose employment and to receive a disability benefit (HR 1.85, 95% CI 1.23–2.78; HR 8.63, 95% CI 2.47–30.11) over time compared to healthy employees. No statistically significant associations were found between SPH and indicators of labour participation and retirement over time. Having chronic condition(s) was cross-sectionally associated with lower SPH scores and larger proportion of part-timers –compared to healthy employees. CONCLUSIONS: Chronic condition(s) among older employees were substantially associated with indicators of labour participation and retirement over time. The role of SPH was mainly instantaneous. Findings provide valuable input for preventive measures aiming to prevent an early labour market exit of older employees.
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Affiliation(s)
- Jacqueline G M Jennen
- Department of Epidemiology, School for Public Health and Primary Care (CAPHRI), Maastricht University, Maastricht, The Netherlands
| | - Nicole W H Jansen
- Department of Epidemiology, School for Public Health and Primary Care (CAPHRI), Maastricht University, Maastricht, The Netherlands
| | - Ludo G P M van Amelsvoort
- Department of Epidemiology, School for Public Health and Primary Care (CAPHRI), Maastricht University, Maastricht, The Netherlands
| | - Jos J M Slangen
- Department of Epidemiology, School for Public Health and Primary Care (CAPHRI), Maastricht University, Maastricht, The Netherlands
| | - IJmert Kant
- Department of Epidemiology, School for Public Health and Primary Care (CAPHRI), Maastricht University, Maastricht, The Netherlands
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13
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Jaldestad E, Eriksson A, Blom P, Östlund B. Factors Influencing Retirement Decisions among Blue-Collar Workers in a Global Manufacturing Company-Implications for Age Management from A System Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:10945. [PMID: 34682689 PMCID: PMC8536071 DOI: 10.3390/ijerph182010945] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/02/2021] [Revised: 10/11/2021] [Accepted: 10/12/2021] [Indexed: 01/26/2023]
Abstract
The maintenance of older workers and determining the appropriate age for retirement are growing issues related to the fact that fewer people, still active in working life, have to provide for more non-working people due to increased life expectancy. As a result, retirement age has started to rise in many countries, and employers need to find ways to maintain an older and healthy work force, not least to avoid the loss of important experience. The aim of the current study was to increase the knowledge of factors influencing the retirement decisions among blue-collar workers in different national settings. A survey and semi-structured interviews were conducted with a sample of 100 blue-collar workers in Sweden, the Netherlands, and France, aged 55 years and older, within a global manufacturing company. Based on the results, implications for companies' age management strategies were discussed from a system perspective. Factors contributing to both retirement and to a prolonged work life were found on individual, organisational, and societal levels. This indicates the importance of a system perspective when planning for age management interventions.
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Affiliation(s)
- Ellen Jaldestad
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
| | - Andrea Eriksson
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
| | - Philip Blom
- Scania CV AB, Health & Work Environment, 8000 AP Zwolle, The Netherlands;
| | - Britt Östlund
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
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14
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Hovbrandt P, Östergren PO, Canivet C, Albin M, Carlsson G, Nilsson K, Håkansson C. Psychosocial Working Conditions and Social Participation. A 10-Year Follow-Up of Senior Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:9154. [PMID: 34501744 PMCID: PMC8430885 DOI: 10.3390/ijerph18179154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/14/2021] [Revised: 08/18/2021] [Accepted: 08/27/2021] [Indexed: 11/30/2022]
Abstract
Social participation is important for health, and it is well known that high strain jobs impact negatively on mental and physical health. However, knowledge about the impact of psychosocial working conditions on social participation from a long-term perspective is lacking. The purpose of this study was to investigate the associations between different job types and social participation from a long-term perspective. A comprehensive public health questionnaire "The Scania Public Health Survey", was used, and psychosocial working conditions were measured with a Swedish translation of the Job Content Questionnaire. Based on data from 1098 working respondents aged 55 at baseline and a 10-year follow-up when the respondents were not working, the analyses revealed that social participation varied by job type. Jobs with high decision latitude, as in active and relaxed jobs, seem to predict high social participation, even after cessation of employment. Besides that, the result suggests that high social participation during working life is a predictor of high social participation from a long-term perspective which promotes healthy aging. Incentives for working longer are strongly related to good working conditions. A supportive work environment with possibilities for employees to participate in decision making, i.e., high control, is vital for a sustainable working life. This may contribute to an extended working life and may also support social participation prior to retirement as well as after retirement and thus to healthy aging.
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Affiliation(s)
- Pia Hovbrandt
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
- Occupational Therapy and Occupational Science Research Group, Department of Health Sciences, Lund University, 22100 Lund, Sweden
| | - Per-Olof Östergren
- Division of Social Medicine and Global Health, Department of Clinical Sciences in Malmö, Lund University, 22213 Malmö, Sweden; (P.-O.Ö.); (C.C.)
| | - Catarina Canivet
- Division of Social Medicine and Global Health, Department of Clinical Sciences in Malmö, Lund University, 22213 Malmö, Sweden; (P.-O.Ö.); (C.C.)
| | - Maria Albin
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
- Unit of Occupational Medicine, Institute for Environmental Medicine, Karolinska Institute, 17177 Stockholm, Sweden
| | - Gunilla Carlsson
- Active and Healthy Ageing Research Group, Department of Health Sciences, Lund University, 22100 Lund, Sweden;
| | - Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
| | - Carita Håkansson
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
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15
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Hess M, Naegele L, Becker L, Mäcken J, De Tavernier W. Planned Retirement Timing in Europe: Are Europeans Adapting to the Policy of Extending Working Lives. FRONTIERS IN SOCIOLOGY 2021; 6:691066. [PMID: 34422952 PMCID: PMC8374892 DOI: 10.3389/fsoc.2021.691066] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/05/2021] [Accepted: 07/12/2021] [Indexed: 06/13/2023]
Abstract
As populations are ageing concerns regarding the sustainability of European welfare states have come to the forefront. In reaction, policy makers have implemented measurements aimed at the prolongation of working lives. This study investigates weather older workers have adapted their planned retirement age, as a result of this new policy credo. Based on data from Survey of Health, Ageing and Retirement in Europe (SHARE) the analysis shows an increase of the planned retirement age (1.36 years) across all ten European countries investigated, albeit with country-specific variations. Variations on the individual level can be detected in regard to gender, education and self-reported health status.
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Affiliation(s)
- Moritz Hess
- Hochschule Niederrhein, University of Applied Sciences, Mönchengladbach, Germany
| | - Laura Naegele
- Department of Ageing and Work, Institute for Gerontology, University of Vechta, Vechta, Germany
| | - Lena Becker
- SOCIUM Research Center on Inequality and Social Policy, University of Bremen, Bremen, Germany
| | - Jana Mäcken
- University of Cologne, University Hospital, Cologne, Germany
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16
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Sousa-Ribeiro M, Bernhard-Oettel C, Sverke M, Westerlund H. Health- and Age-Related Workplace Factors as Predictors of Preferred, Expected, and Actual Retirement Timing: Findings from a Swedish Cohort Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18052746. [PMID: 33800492 PMCID: PMC7967469 DOI: 10.3390/ijerph18052746] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 12/23/2020] [Revised: 02/23/2021] [Accepted: 03/04/2021] [Indexed: 11/16/2022]
Abstract
To address the challenges of demographic aging, governments and organizations encourage extended working lives. This study investigates how individual health- and age-related workplace factors contribute to preferred, expected and actual retirement timing, as well as to the congruency between preferences vs. expectations, and preferences vs. actual retirement. We used data from a representative Swedish longitudinal sample comprising 4058 workers aged 50-64, with follow-up data regarding actual retirement timing available for 1164 respondents. Multinomial logistic regression analyses suggest that later preferred, expected, and actual retirement timing were, to different extent, influenced by better health, an age-friendly workplace and feeling positive regarding the future at work. Emotional exhaustion, age-related inequalities at work and experiencing aging as an obstacle increased the likelihood of preferring to retire earlier than one expected to, over retiring at the time one expected to. Those with better health and positive work prospects were less likely to prefer retiring earlier than they expected to, and more likely to being "pulled toward working until 65 and beyond", compared to being "pulled toward early retirement". Experiencing aging as an obstacle decreased the chances of being "pulled toward working until 65 and beyond". The results provide insights on how to facilitate extended working lives.
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17
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Souza LBCD, Leal MCC, Bezerra AFB, Silva ICDL, Souza LCGD, Santo ACGDE. Elderly retirement postponement factors: an integrative literature review. CIENCIA & SAUDE COLETIVA 2020; 25:3889-3900. [PMID: 32997021 DOI: 10.1590/1413-812320202510.25702018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/07/2018] [Accepted: 02/11/2019] [Indexed: 11/21/2022] Open
Abstract
This study aimed to search for scientific evidence published in analytical studies which address elderly workers' retirement postponement factors. An integrative literature review was performed searching for papers in Virtual Health Library (BVS) and SciELO databases from January 2009 to March 2018. Twelve papers were selected following consensus by independent reviewers, generating two categories: National Literature and International Literature. We chose this subject because the phenomenon of population aging entails different social and economic impacts between developed and developing nations, such as Brazil. In the analysis of the results, we found that elderly retirement decision involves a variety of personal, organizational and other factors (legislative, cultural, socio-political, technological). In conclusion, we note scarcity of studies on the subject, with exclusive samples of older adults in both categories, as well as that the greater or lesser relevance of a given factor will depend on the life context of each worker. Moreover, since retirement decision is a dynamic process, there is a shortage of longitudinal studies that need to be met with more robust national surveys of the elderly population.
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Affiliation(s)
| | - Márcia Carréra Campos Leal
- Universidade Federal de Pernambuco. Av. Professor Moraes Rego s/n, Cidade Universitária. 50670-901 Recife PE Brasil.
| | | | - Isabella Caline de Lima Silva
- Universidade Federal de Pernambuco. Av. Professor Moraes Rego s/n, Cidade Universitária. 50670-901 Recife PE Brasil.
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18
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D'Angelo S, Syddall H, Ntani G, Harris EC, Linaker C, Cooper C, Stevens M, Walker-Bone K. How does job dissatisfaction interact with self-rated health in determining the risk of health-related job loss? Prospective findings from the Health and Employment After Fifty (HEAF) study. Occup Environ Med 2020; 78:36-42. [PMID: 32917741 DOI: 10.1136/oemed-2020-106600] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2020] [Revised: 07/14/2020] [Accepted: 07/24/2020] [Indexed: 11/03/2022]
Abstract
OBJECTIVES Health and job satisfaction are key independent determinants of ability to work to older ages. We investigated the interaction of these two important factors on health-related job loss (HRJL) over 2 years of follow-up comparing male and female older workers. METHODS A population sample of adults aged 50-64 years, recruited from 24 English general practices in the Health and Employment After Fifty (HEAF) study, completed questionnaires at baseline with follow-ups at 12 and 24 months. Multiple-record Cox proportional hazards models were performed to explore the main effects of, and potential interactions between, job satisfaction and self-rated health (SRH) as predictors of time to first HRJL. RESULTS Of the initial 8134 participants, 5143 were ever in work in the study period. Among men, 5.7% and 14.3% reported job dissatisfaction (those in good and poor SRH, respectively), while among women these percentages were 4.6 and 12.9. HRJL was reported by 106 men and 176 women. Men in good health dissatisfied with their job had a sixfold (HR=6.4; 95% CI 3.3 to 12.4) increased risk of HRJL compared with men satisfied with their job (significant multiplicative interaction). Women dissatisfied with their job were more likely to have an HRJL within 2 years of follow-up irrespective of their SRH. CONCLUSIONS SRH and job dissatisfaction have important individual effects on the risk of stopping work for health among older workers. These findings point to the importance of job satisfaction in reducing health-related exit from paid work among older workers.
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Affiliation(s)
- Stefania D'Angelo
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Holly Syddall
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Georgia Ntani
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK.,MRC Versus Arthritis Centre for Musculoskeletal Health and Work, MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - E Clare Harris
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK.,MRC Versus Arthritis Centre for Musculoskeletal Health and Work, MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Cathy Linaker
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK.,MRC Versus Arthritis Centre for Musculoskeletal Health and Work, MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Cyrus Cooper
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Martin Stevens
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
| | - Karen Walker-Bone
- MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK.,MRC Versus Arthritis Centre for Musculoskeletal Health and Work, MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK
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19
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Nilsson K. A sustainable working life for all ages - The swAge-model. APPLIED ERGONOMICS 2020; 86:103082. [PMID: 32342898 DOI: 10.1016/j.apergo.2020.103082] [Citation(s) in RCA: 40] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/25/2018] [Revised: 02/13/2020] [Accepted: 02/21/2020] [Indexed: 06/11/2023]
Abstract
BACKGROUND Due to the demographic challenge in most countries it is important to consider making work life sustainable. A sustainable work life is of importance in all age groups when working life will be extended to a higher age. AIM Towards a theoretical model with an impact on a sustainable working life for all ages, the swAge - model. METHOD The theoretical model, the swAge-model, is developed based on grounded theory using qualitative studies, quantitative studies, intervention projects and literature reviews. RESULT The swAge-model states the interactions between different ageing concepts; chronological, mental, biological and social ageing, and the nine areas of importance for individuals' work life participation. The model also states the four consideration areas whether individuals can and want to participate in an extended working life or not. The model also includes proposed measures at the organisation/enterprise level and at the society level based on the four activity areas at the individual level. CONCLUSION The theoretical swAge-model describes how to reflect on working life and presents tools to extend work life in a sustainable way for older workers in modern society. The swAge-models' analysis and measure matrix is included as appendix 1. In the Nordic countries the theoretical model is use in the critical debate and as a tool for managers and authorities to make the working life sustainable for all ages.
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Affiliation(s)
- Kerstin Nilsson
- Lund University, Division of Occupational and Environmental Medicine, Sweden.
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20
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Nilsson K. When is work a cause of early retirement and are there any effective organizational measures to combat this? A population-based study of perceived work environment and work-related disorders among employees in Sweden. BMC Public Health 2020; 20:716. [PMID: 32430030 PMCID: PMC7236147 DOI: 10.1186/s12889-020-08865-5] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2019] [Accepted: 05/06/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The ageing workforce has an impact on public health. The aim of this study was to evaluate work-related disorders, work tasks and measures associated with the possibility of working beyond 65 years of age or not. METHOD The data comprised two sample surveys based on the Swedish population: the Survey of National Work-Related Health Disorders, and the National Work Environment Survey. RESULTS A logistic regression analysis showed that an active systematic work environmental management in the workplace was a statistically significant association with whether individuals could work in their current occupation until 65 years of age (OR 1.7). The final multivariate model stated that whether individuals could work until 65 years was associated with bodily exhaustion after work, frequent feeling of the own work effort being insufficient at the end of the day, experience of the work as restricted and with a lack of freedom, working alone and at risk of unsafe or threatening situations, and generally feeling dissatisfied with the work tasks. Women-dominated workplaces were more highly associated with both male and female employees not being able to work until age 65 (OR 1.6). CONCLUSION Deficiencies in the working environment seems to be a threat to the public health. An active systematic work environmental management in the workplace increases the possibility to extend the working life. Tools for managers, like the swAge-model, to easily perform active systematic work environmental controls could therefore be a possible way to decrease the risk of work injury as well as increase the possibility for a sustainable extended working life.
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Affiliation(s)
- Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, Medicon Village, Scheelevägen 8, By 402A, SE-223 81, Lund, Sweden. .,Division of Public Health, Kristianstad University, SE-291 88, Kristianstad, Sweden.
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21
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Wilson DM, Errasti-Ibarrondo B, Low G, O'Reilly P, Murphy F, Fahy A, Murphy J. Identifying contemporary early retirement factors and strategies to encourage and enable longer working lives: A scoping review. Int J Older People Nurs 2020; 15:e12313. [PMID: 32166897 DOI: 10.1111/opn.12313] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2020] [Accepted: 02/02/2020] [Indexed: 11/29/2022]
Abstract
AIM Accelerating population ageing is raising concern in many countries now in relation to the availability of workers for essential work roles and responsibilities. A scoping research literature review was done to identify factors currently associated with early retirement and contemporary strategies to encourage and support longer working lives. METHODS Using the PRISMA-ScR Checklist, we searched the Directory of Open Access Journals and EBSCO Discovery Service for published 2013-2018 research articles using the keyword/MeSH term "early retirement"; 54 English-language articles in peer-review journals were reviewed. RESULTS Seven early retirement factors were revealed: Ill health, good health, workplace issues, the work itself, ageism, social norms and having achieved personal financial or pension requirement criteria. Six suggested solutions, none proven effective, were identified: Occupational health programmes, workplace enhancements, work adjustments, addressing ageism, changing social norms and pension changes. CONCLUSIONS The evidence base on early retirement prevention is not strong, with qualitative investigations needed for in-depth understandings of early retirement influences and mixed-methods studies needed to test early retirement prevention solutions for their effects. IMPLICATIONS FOR PRACTICE Until more evidence is available, every organisation should perform an early retirement risk assessment and identify current versus needed policies and programmes to encourage and enable more middle-aged and older people to work longer.
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Affiliation(s)
- Donna M Wilson
- Faculty of Nursing, University of Alberta, Edmonton, AB, Canada.,Faculty of Medicine and Dentistry, University of Alberta, Edmonton, AB, Canada.,Faculty of Education and Health Sciences, University of Limerick, Limerick, Ireland
| | - Begoña Errasti-Ibarrondo
- Faculty of Nursing, University of Navarra, Pamplona, Spain.,Instituto de Investigación Sanitaria de Navarra (IdiSNA), Pamplona, Spain
| | - Gail Low
- Faculty of Nursing, University of Alberta, Edmonton, AB, Canada
| | - Pauline O'Reilly
- Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
| | - Fiona Murphy
- Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
| | - Anne Fahy
- Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
| | - Jill Murphy
- Department of Nursing and Midwifery, University of Limerick, Limerick, Ireland
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22
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Rodríguez-García MDP, Ayala A, Rodríguez-Blázquez C, Martínez-Martín P, Forjaz MJ, Damián J. Features and impact of missing values in the association of self-rated health with mortality in care homes: a longitudinal study. Health Qual Life Outcomes 2019; 17:111. [PMID: 31255183 PMCID: PMC6599327 DOI: 10.1186/s12955-019-1184-z] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/02/2018] [Accepted: 06/19/2019] [Indexed: 11/24/2022] Open
Abstract
BACKGROUND Self-rated health (SRH) is a health measure used in studies of older adults. The objective of this study is to analyze SRH as a predictor of mortality in the institutionalized older population and the characteristics of those who do not provide information about their SRH on health questionnaires. METHODS This is a 15-year follow-up study of older adult residents in nursing or care homes in of Madrid, Spain. SRH was measured on a 5-point Likert type scale. The association between answering the SRH question and socio-demographic and health characteristics was evaluated through prevalence ratio (PR), estimated by Poisson regression models. Survival rates associated with SRH were studied through a multivariate Cox regression. RESULTS The sample has a mean age of 83.4 (standard deviation, SD = 7.3), with 75.7% women. Twelve percent did not answer the SRH item. Those who did not answer showed a higher probability of disability (Barthel index, PR = 0.76, 95% confidence interval = 0.67-0.86) and/or dementia (PR = 8.03, 3.38-19.03). A trend for higher mortality was observed in those persons who did not respond (adjusted hazard ratio HR = 1.26, 0.75-2.11). The mortality rate was 32% higher for those who declared poor SRH in comparison with those who reported good SRH (adjusted HR = 1.32, 1.08-1.6). CONCLUSIONS There is an elevated number of people who do not respond to the SRH item, mainly those with disabilities and cognitive deterioration. Lack of response to SRH is a good indicator of 15-year mortality for persons institutionalized in care or nursing homes.
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Affiliation(s)
| | - Alba Ayala
- National School of Public Health, Institute of Health Carlos III and REDISSEC, Avda Monforte de Lemos 5, 28029 Madrid, Spain
| | | | - Pablo Martínez-Martín
- National Center of Epidemiology, Institute of Health Carlos III and CIBERNED, Madrid, Spain
| | - Maria João Forjaz
- National School of Public Health, Institute of Health Carlos III and REDISSEC, Avda Monforte de Lemos 5, 28029 Madrid, Spain
| | - Javier Damián
- National Center of Epidemiology, Institute of Health Carlos III and CIBERNED, Madrid, Spain
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Abstract
BACKGROUND Societal interest in enabling older workers to prolong their working life has increased in recent years due to demographic change. Managers have a key role in extending working life among employees, because they control the organisation, work environment and potential measures enabling older workers to extend their working life. OBJECTIVE To examine managers' attitudes to their older workers. METHOD A cross-sectional study based on a questionnaire answered by 905 managers working in different municipal departments in Sweden. RESULTS Managers' attitude to their older workers' retirement time appeared to be associated with their own retirement planning. Managers who themselves wanted to work beyond 66 years considered it more important to keep older workers beyond that age than managers planning to retire at 66. The managers reported that older people were more careful, possessed experiences, skills and life knowledge that were useful in the workplace and helped guide new employees and younger employees. On the other hand, the majority of managers agreed with the stereotypical claim that older people are slower, resistant to change, less well educated and hostile to technology. CONCLUSION The study stated that the managers' attitude to their own retirement planning affected their attitude to the retirement age for their older employees. This is important to consider in the debate of delayed retirement, and to perform activities and incentives in the society to change those attitudes if more people should get the possibility to an extended working life. Additional, almost 50% of the managers surveyed recognised possible measures for adapting work tasks to suit their ageing employees. However, only 5% of managers reported the existence of organisational measures targeted at promoting a sustainable work situation for older employees in their municipal department. The managers were interested in retaining older employees mainly if those older employees had some specific skills that were needed by the department, and not in general.
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Affiliation(s)
- Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, Sweden.,Department of Work Science, Economic and Environmental Psychology, Swedish University of Agricultural Sciences, Sweden
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24
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Abstract
AbstractThe aim of this study was to explore older workers’ motivation for a full or extended working life. With particular focus on assistant nurses aged 55–64 years, working in the elderly care sector. Focus group interviews were conducted with five different groups of assistant nurses. Inductive thematic analysis was used to analyse the interviews and five main themes were developed from the data: ‘Organisational issues’, ‘Health-related problems’, ‘Private issues’, ‘Meaningfulness and appreciation’ and ‘Social support’. Several of the main themes concerned problems with too high work demands of the assistant nurses. These findings suggest that it is important to improve the working conditions of assistant nurses in order to create a more sustainable working life. Increasing the number of staff and improving recovery opportunities and work–life balance could be important steps to improving the working conditions for this group. Finally, upgrading the competency and professionalism of assistant nurses could help to increase the motivation for a full or extended working life.
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25
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den Boer JCL, Zijderveld SA, Bruers JJM. Preferred and actual retirement age of oral and maxillofacial surgeons aged 55 and older in the Netherlands: a longitudinal study from 2003 to 2016. HUMAN RESOURCES FOR HEALTH 2018; 16:25. [PMID: 29843727 PMCID: PMC5975668 DOI: 10.1186/s12960-018-0288-6] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/30/2017] [Accepted: 05/02/2018] [Indexed: 06/08/2023]
Abstract
BACKGROUND In workforce planning for oral and maxillofacial surgeons in the Netherlands, it is important to plan timely, as these dental specialists are required to earn both medical and dental degrees. An important factor to take into account in workforce planning is the outflow of the profession through retirement. In the workforce planning in the Netherlands, it was assumed that retirement plans are a predictor for the actual moment of retirement. The purpose of this study was to investigate this assumption. METHODS A standardised survey to investigate the work activity and retirement plans of oral and maxillofacial surgeons was conducted seven times between 2003 and 2016. With some minor variations, in every edition, all oral and maxillofacial surgeons aged 55 years and older who did not indicate to be retired in an earlier edition were invited to participate. The data of all seven editions was analysed to investigate what factors influence the actual retirement age. For the analyses of the data, ANOVA and linear regression were employed. RESULTS The response rate was at least 80% in all editions. For all editions combined, 185 surgeons were invited one or more times, of whom 170 responded at least once. Between 2003 and 2016, the mean preferred retirement age increased from 63.7 to 66.7. Two thirds of the respondents who participated in more than one edition had revised their preferred retirement age upwards. Regarding the difference between preferred and actual retirement age, 45% of the oral and maxillofacial surgeons retired at a higher age than originally preferred and another 14% was still working at the age the originally preferred to retire. Linear regression shows that preferred retirement age is associated with sex and the number of working hours and that actual retirement age is associated with preferred retirement age, earlier preference to decrease working hours and working in non-academic hospitals. CONCLUSION Altogether, it seems that in this group the preferred retirement age has some predictive value, but the oral and maxillofacial surgeons tend to retire at a higher age than they originally preferred to.
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Affiliation(s)
- Joost C. L. den Boer
- Department of Research, Royal Dutch Dental Association (KNMT), Utrecht, the Netherlands
| | - Steven A. Zijderveld
- Department of Oral and Maxillofacial Surgery, St Antonius Hospital, Nieuwegein, the Netherlands
- Department of Oral and Maxillofacial Surgery, St Antonius Hospital, Utrecht, the Netherlands
| | - Josef J. M. Bruers
- Department of Research, Royal Dutch Dental Association (KNMT), Utrecht, the Netherlands
- Academic Centre for Dentistry Amsterdam (ACTA), University of Amsterdam and Vrije Universiteit, Department of Social Dentistry and Behavioural Sciences, Amsterdam, the Netherlands
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Topa G, Depolo M, Alcover CM. Early Retirement: A Meta-Analysis of Its Antecedent and Subsequent Correlates. Front Psychol 2018; 8:2157. [PMID: 29354075 PMCID: PMC5759094 DOI: 10.3389/fpsyg.2017.02157] [Citation(s) in RCA: 58] [Impact Index Per Article: 9.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2017] [Accepted: 11/28/2017] [Indexed: 01/01/2023] Open
Abstract
Early or voluntary retirement (ER) can be defined as the full exit from an organizational job or career path of long duration, decided by individuals of a certain age at the mid or late career before mandatory retirement age, with the aim of reducing their attachment to work and closing a process of gradual psychological disengagement from working life. Given the swinging movements that characterize employment policies, the potential effects of ER-both for individuals and society-are still controversial. This meta-analysis examined the relationships between ER and its antecedent and subsequent correlates. Our review of the literature was generated with 151 empirical studies, containing a total number of 706,937 participants, with a wide range of sample sizes (from N = 27 to N = 127,384 participants) and 380 independent effect sizes (ESs), which included 171 independent samples. A negligible ES value for antecedent correlates of early retirement (family pull, job stress, job satisfaction, and income) was obtained (which ranged from r = -0.13 to 0.19), while a fair ES was obtained for workplace timing for retirement, organizational pressures, financial security, and poor physical and mental health, (ranging from r = 0.28 to 0.25). Regarding ER subsequent correlates, poor ESs were obtained, ranging from r = 0.08 to 0.18 for the relationships with subsequent correlates, and fair ESs only for social engagement (r = -0.25). Examination of the potential moderator variables has been conducted. Only a reduced percentage of variability of primary studies has been explained by moderators. Although potential moderator factors were examined, there are several unknown or not measurable factors which contribute to ER and about which there are very little data available. The discussion is aimed to offer theoretical and empirical implications suggestion in order to improve employee's well-being.
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Affiliation(s)
- Gabriela Topa
- Social and Organizational Psychology, Universidad Nacional de Educación a Distancia, Madrid, Spain
| | - Marco Depolo
- Psychology, Università di Bologna, Bologna, Italy
| | - Carlos-Maria Alcover
- Medicine and Surgery, Psychology, Preventive Medicine and Public Health, Immunology and Medical Microbiology, Nursing, and Stomatology, Universidad Rey Juan Carlos, Madrid, Spain
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Hakkarainen P, Sund R, Arffman M, Koski S, Hänninen V, Moilanen L, Räsänen K. Working people with type 1 diabetes in the Finnish population. BMC Public Health 2017; 17:805. [PMID: 29025404 PMCID: PMC5639775 DOI: 10.1186/s12889-017-4723-8] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2017] [Accepted: 09/06/2017] [Indexed: 01/13/2023] Open
Abstract
Background The incidence of type 1 diabetes is increasing worldwide. Since so little is known about work life of individuals with type 1 diabetes, we examined incidence and prevalence trends of type 1 diabetes among working-aged Finns. We also investigated the employment rate and how workers with type 1 diabetes perceive their health and work ability, and their intended retirement age. Methods We analyzed changes in the incidence, prevalence, and employment rate using nationwide multi-register-based FinDM data, and estimated a Self-Rated Health, Work Ability Score, and inquired about retirement intentions of 767 working individuals with type 1 diabetes in a cross-sectional survey. All estimates were compared to the corresponding data of the Finnish general population. Results The average annual age-standardized incidence rate of type 1 diabetes among men aged 18–39 was 29 per 100,000/year; the incidence rate has increased by 33% from 1992 to 2007. Among women, the incidence remained at 16 per 100,000/year. Among working-aged (18–64) people, the age-standardized prevalence of type 1 diabetes increased by 39% among women and 33% among men. Two out of every three working aged individuals with type 1 diabetes were in the labor force; this is about 10% lower than in the Finnish population. The average age-standardized employment rate among those individuals with type 1 diabetes belonging to the labor force was 82%, compared to 84% in the general population. Working individuals with type 1 diabetes rated their health and work ability as being slightly lower than the general working population, but nonetheless, there were no significant differences in retirement intentions. Conclusions Between 1992 and 2007, the number of working-aged people and workers with type 1 diabetes increased by 35%. Most workers with type 1 diabetes manage as well at work as the general population. Special attention should be paid to workers with type 1 diabetes when they are diagnosed and/or report moderate or poor work ability. Electronic supplementary material The online version of this article (10.1186/s12889-017-4723-8) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Pirjo Hakkarainen
- School of Medicine, Institute of Public Health and Clinical Nutrition, University of Eastern Finland, Kuopio Campus, P.O. Box 1627, FI-70211, Kuopio, Finland.
| | - Reijo Sund
- Centre for Research Methods, Department of Social Research, University of Helsinki, Helsinki, Finland.,School of Medicine, Institute of Clinical Medicine, University of Eastern Finland, Kuopio, Finland
| | - Martti Arffman
- Department of Health and Social Care Systems, National Institute for Health and Welfare, Helsinki, Finland
| | - Sari Koski
- The Finnish Diabetes Association, Tampere, Finland
| | - Vilma Hänninen
- Department of Social Sciences, University of Eastern Finland, Kuopio, Finland
| | - Leena Moilanen
- Department of Medicine, Kuopio University Hospital, Kuopio, Finland
| | - Kimmo Räsänen
- School of Medicine, Institute of Public Health and Clinical Nutrition, University of Eastern Finland, Kuopio Campus, P.O. Box 1627, FI-70211, Kuopio, Finland
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A qualitative study into the prospect of working longer for physiotherapists in the United Kingdom's National Health Service. AGEING & SOCIETY 2017. [DOI: 10.1017/s0144686x17000253] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
ABSTRACTLittle is known about the perspectives of health-care workers when it comes to prolonging their working lives. This exploratory paper focuses on physiotherapists and aims to offer new insights into the underlying processes that may influence perceptions of ageing and how they impact on motivation to work longer. Data gathering took the form of focus groups with 43 National Health Service physiotherapists. A thematic analysis was used to characterise and articulate key concepts and meanings. The analysis applied interpretive techniques. The six headline themes to emerge were: worry over physical capability and ability to cope; the need to maintain a professional image; work, retirement and exit norms; beliefs about ageing; extrinsic job demands; organisational support – line management; and organisational support – career progression. The key findings suggest that the current unchanging context of high job demands is very salient, consequently resulting in negative and pessimistic feelings about capabilities when it comes to being an older worker and having an extended working life.
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