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20 pages, 487 KiB

Open AccessArticle

Factors Predicting Voluntary and Involuntary Workforce Transitions at Mature Ages: Evidence from HILDA in Australia

by Cathy Honge Gong and Xiaojun He

Int. J. Environ. Res. Public Health 2019, 16(19), 3769; https://doi.org/10.3390/ijerph16193769 - 8 Oct 2019

Cited by 5 | Viewed by 3514

Abstract

The fast population ageing has generated and will continue to generate large social, economic and health challenges in the 21th century in Australia, and many other developed and developing countries. Population ageing is projected to lead to workforce shortages, welfare dependency, fiscal unsustainability, [...] Read more.

The fast population ageing has generated and will continue to generate large social, economic and health challenges in the 21th century in Australia, and many other developed and developing countries. Population ageing is projected to lead to workforce shortages, welfare dependency, fiscal unsustainability, and a higher burden of chronic diseases on health care system. Promoting health and sustainable work capacity among mature age and older workers hence becomes the most important and critical way to address all these challenges. This paper used the pooled data from the longitudinal Household, Incomes and Labour Dynamics in Australia (HILDA) survey 2002–2011 data to investigate common and different factors predicting voluntary or involuntary workforce transitions among workers aged 45 to 64. Long term health conditions and preference to work less hours increased while having a working partner and proportion of paid years decreased both voluntary and involuntary work force transitions. Besides these four common factors, the voluntary and involuntary workforce transitions had very different underlying mechanisms. Our findings suggest that government policies aimed at promoting workforce participation at later life should be directed specifically to life-long health promotion and continuous employment as well as different factors driving voluntary and involuntary workforce transitions, such as life-long training, healthy lifestyles, work flexibility, ageing friendly workplace, and job security. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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12 pages, 344 KiB

Open AccessArticle

Monitoring Work Ability Index During a Two-Year Period Among Portuguese Municipality Workers

by Teresa Patrone Cotrim, Camila Ribeiro, Júlia Teles, Vítor Reis, Maria João Guerreiro, Ana Sofia Janicas, Susana Candeias and Margarida Costa

Int. J. Environ. Res. Public Health 2019, 16(19), 3674; https://doi.org/10.3390/ijerph16193674 - 30 Sep 2019

Cited by 10 | Viewed by 3119

Abstract

In Portugal, little is known about the work ability profiles of municipal workers and their changes during working life. In order to characterize and understand the changes in work ability among municipal workers, a prospective study was designed to begin in 2015 in [...] Read more.

In Portugal, little is known about the work ability profiles of municipal workers and their changes during working life. In order to characterize and understand the changes in work ability among municipal workers, a prospective study was designed to begin in 2015 in the municipality of Sintra, in the surroundings of Lisbon, and to collect data every two years. The present paper aims at characterizing the changes in the work ability of those workers between 2015 and 2017 and to identify the main predictors. Data collection was based on a questionnaire that encompassed socio-demographic data, the Copenhagen Psychosocial Questionnaire II (COPSOQ II), the Nordic questionnaire adapted, and the Work Ability Index (WAI). In this two-year period, the work ability of municipal workers decreased and the main predictive factors were age, lower-back pain, negative health perception, the presence of burnout, and making manual efforts. Still, there were factors that act as positive predictors of an excellent work ability, such as having training in the previous two years, a good sense of community at work, and a favorable meaning of work. In summary, the intervention strategies in the work field should take into consideration the main predictors of work ability that are relevant for each organization. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

15 pages, 369 KiB

Open AccessArticle

Validation of Short Measures of Work Ability for Research and Employee Surveys

by Melanie Ebener and Hans Martin Hasselhorn

Int. J. Environ. Res. Public Health 2019, 16(18), 3386; https://doi.org/10.3390/ijerph16183386 - 12 Sep 2019

Cited by 55 | Viewed by 4898

Abstract

Work ability (WA) is an important concept in occupational health research and for over 30 years assessed worldwide with the Work Ability Index (WAI). In recent years, criticism of the WAI is increasing and alternative instruments are presented. The authors postulate that theoretical [...] Read more.

Work ability (WA) is an important concept in occupational health research and for over 30 years assessed worldwide with the Work Ability Index (WAI). In recent years, criticism of the WAI is increasing and alternative instruments are presented. The authors postulate that theoretical and methodological issues need to be considered when developing alternative measures for WA and conclude that a short uni-dimensional measure is needed that avoids conceptual blurring. The aim of this contribution is to validate the short and uni-dimensional WAI components WAI 1 (one item measuring “current WA compared with the lifetime best”) and WAI 2 (two items assessing “WA in relation to the [mental/physical] demands of the job”). Cross-sectional and 12-month follow-up data of two large samples was used to determine construct validity of WAI 1 and WAI 2 and to relate this to respective results with the WAI. Data sources comprise nurses in Europe investigated in the European NEXT-Study (Sample A; N_{cross-sectional}= 28,948 and N_Longitudinal= 9462, respectively) and nursing home employees of the German 3Q-Study (Sample B) where nurses (N = 786; 339, respectively) and non-nursing workers (N = 443; 196, respectively) were included. Concurrent and predictive validity of WAI 1 and WAI 2 were assessed with self-rated general health, burnout and considerations leaving the profession. Spearman rank correlation (ρ) with bootstrapping was applied. In all instances, WAI 1 and WAI 2 correlated moderately, and to a similar degree, with the related constructs. Further, WAI 1 and 2 correlated with WAI moderately to strongly with ρ ranging from 0.72–0.76 (WAI 1) and 0.70–0.78 (WAI 2). Based on the findings and supported by theoretical and methodological considerations, the authors confirm the feasibility of the short measures WAI 1 and WAI 2 for replacing WAI at least in occupational health research and employee surveys. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

11 pages, 1040 KiB

Open AccessArticle

Work Ability and Job Survival: Four-Year Follow-Up

by Maria Carmen Martinez and Frida Marina Fischer

Int. J. Environ. Res. Public Health 2019, 16(17), 3143; https://doi.org/10.3390/ijerph16173143 - 28 Aug 2019

Cited by 12 | Viewed by 2899

Abstract

Background: Employees with impaired work ability might be at higher risk of remaining shorter in the job than those with adequate work ability. The aim of the study was to establish whether work ability plays a role in job survival. Methods: Four-year follow-up [...] Read more.

Background: Employees with impaired work ability might be at higher risk of remaining shorter in the job than those with adequate work ability. The aim of the study was to establish whether work ability plays a role in job survival. Methods: Four-year follow-up (2008–2012) study of 1037 employees of a hospital in São Paulo, Brazil. Work ability was categorized as “adequate” or “impaired”. Employment status at the end of follow-up was categorized as active, resignation or dismissal. Survival analysis was performed using the Kaplan–Meier method and the Cox proportional-hazards model. Results: About 78.9% of the participants had adequate and 21.1% impaired work ability. Job survival was longer for the participants with adequate work ability independently from the type of job termination (p < 0.001). The odds of job termination were higher for the participants with impaired work ability (p < 0.001) who either resigned (hazard ratio—HR = 1.58) or were dismissed (HR = 1.68). Conclusion: Job survival was shorter for the employees with impaired work ability independently from the type of job termination. It was also shorter for the employees who were dismissed compared to those who resigned. Duration in the job might be extended through actions to enhance work ability. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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18 pages, 397 KiB

Open AccessArticle

Interpreting Subjective and Objective Measures of Job Resources: The Importance of Sociodemographic Context

by Lauren L. Schmitz, Courtney L. McCluney, Amanda Sonnega and Margaret T. Hicken

Int. J. Environ. Res. Public Health 2019, 16(17), 3058; https://doi.org/10.3390/ijerph16173058 - 23 Aug 2019

Cited by 8 | Viewed by 3337

Abstract

Salutary retirement policy depends on a clear understanding of factors in the workplace that contribute to work ability at older ages. Research in occupational health typically uses either self-reported or objective ratings of the work environment to assess workplace determinants of health and [...] Read more.

Salutary retirement policy depends on a clear understanding of factors in the workplace that contribute to work ability at older ages. Research in occupational health typically uses either self-reported or objective ratings of the work environment to assess workplace determinants of health and work ability. This study assessed whether individual characteristics and work-related demands were differentially associated with (1) self-reported ratings of job resources from older workers in the Health and Retirement Study, and (2) corresponding objective ratings of job resources from the Occupational Information Network (O*NET). Results from regression and relative weights analyses showed that self-reported ratings were associated with self-reported job demands and personal resources, whereas corresponding O*NET ratings were associated with differences in gender, race, or socioeconomic standing. As a result, subjective ratings may not capture important aspects of aging workers’ sociodemographic background that influence work ability, occupational sorting, opportunities for advancement, and ultimately the job resources available to them. Future studies should consider including both subjective and objective measures to capture individual and societal level processes that drive the relationship between work, health, and aging. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

19 pages, 863 KiB

Open AccessArticle

A Sustainable Career Perspective of Work Ability: The Importance of Resources across the Lifespan

by David Stuer, Ans De Vos, Beatrice I.J.M. Van der Heijden and Jos Akkermans

Int. J. Environ. Res. Public Health 2019, 16(14), 2572; https://doi.org/10.3390/ijerph16142572 - 18 Jul 2019

Cited by 23 | Viewed by 7615

Abstract

In this study, we examine employees’ perceptions of their work ability from a sustainable career perspective. Specifically, we investigate the role of a person’s perceived current fit (i.e., autonomy, strengths use and needs-supply fit), and future fit with their job as resources that [...] Read more.

In this study, we examine employees’ perceptions of their work ability from a sustainable career perspective. Specifically, we investigate the role of a person’s perceived current fit (i.e., autonomy, strengths use and needs-supply fit), and future fit with their job as resources that affect perceived work ability, defined as the extent to which employees feel capable of continuing their current work over a longer time period. In addition, we test whether meaningfulness of one’s work mediates this relationship, and we address the moderating role of age. Our hypotheses were tested using a sample of 5205 employees working in diverse sectors in Belgium. The results of multi-group Structural Equation Modelling (SEM) provide mixed evidence for our hypotheses. While all four resources were significantly and positively related to perceived meaningfulness, only needs-supply fit was positively related to perceived work ability. Strengths use, on the other hand, was also significantly related to perceived work ability, yet in a negative way. These findings underscore the importance of distinguishing between several types of resources to understand their impact upon perceived work ability. Interestingly, the relationship between future-orientedness of the job and perceived work ability was moderated by age, with the relationship only being significant and positive for middle-aged and senior workers. This suggests an increasingly important role of having a perspective of future fit with one’s job as employees grow older. Contrary to our expectations, meaningfulness did not mediate the relationships between resources and perceived work ability. We discuss these findings and their implications from the perspective of sustainable career development. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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13 pages, 495 KiB

Open AccessFeature PaperArticle

Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction?

by Prakash K.C., Jodi Oakman, Clas-Håkan Nygård, Anna Siukola, Kirsi Lumme-Sandt, Pirjo Nikander and Subas Neupane

Int. J. Environ. Res. Public Health 2019, 16(14), 2500; https://doi.org/10.3390/ijerph16142500 - 13 Jul 2019

Cited by 20 | Viewed by 4156

Abstract

Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures [...] Read more.

Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures included ITR, work ability and WLS. Mixture modelling was used to identify trajectories of WLS. A generalized linear model was used to determine the measures of association (Risk Ratios, RR; 95% Confidence Intervals, CI) between exposures (work ability and WLS) and ITR. Results: Approximately 40% of respondents indicated ITR. Four distinct trajectories of WLS were identified: high (33%), moderate (35%), decreasing (23%) and low (9%). Participants with poor work ability (RR 1.79, 95% CI 1.40–2.29) and decreasing WLS (1.29, 1.13–1.46) were more likely to indicate an ITR early compared to the participants with excellent/good work ability and high WLS. Job control mediated the relationship between ITR and work ability (9.3%) and WLS (14.7%). Job support also played a similar role (14% and 20.6%). Conclusions: Work ability and WLS are important contributors to the retirement intentions of employees. Ensuring workers have appropriate support and control over their work are mechanisms through which organisations may encourage employees to remain at work for longer. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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11 pages, 663 KiB

Open AccessArticle

What Are the Key Workplace Influences on Pathways of Work Ability? A Six-Year Follow Up

by Jodi Oakman, Subas Neupane, K.C. Prakash and Clas-Håkan Nygård

Int. J. Environ. Res. Public Health 2019, 16(13), 2363; https://doi.org/10.3390/ijerph16132363 - 3 Jul 2019

Cited by 10 | Viewed by 3419

Abstract

Objective: To study the trajectories of work ability and investigate the impact of multisite pain and working conditions on pathways of work ability over a six-year period. Methods: The longitudinal study was conducted with Finnish food industry workers (n = 866) with [...] Read more.

Objective: To study the trajectories of work ability and investigate the impact of multisite pain and working conditions on pathways of work ability over a six-year period. Methods: The longitudinal study was conducted with Finnish food industry workers (n = 866) with data collected every 2 years from 2003–2009. Questions covered musculoskeletal pain, physical and psychosocial working conditions (physical strain, repetitive movements, awkward postures; mental strain, team support, leadership, possibility to influence) and work ability. Latent class growth analysis and logistic regression were used to analyse the impact of multisite pain and working conditions on work ability trajectories (pathways). Results: Three trajectories of work ability emerged: decreasing (5%), increasing (5%), and good (90%). In the former two trajectories, the mean score of work ability changed from good to poor and poor to good during follow-up, while in the latter, individuals maintained good work ability during the follow-up. In the multivariable adjusted model, number of pain sites was significantly associated with higher odds of belonging to the trajectory of poor work ability (Odds ratio (OR) 4 pain sites 2.96, 1.25–7.03). Conclusions: A substantial number of employees maintained good work ability across the follow up. However, for employees with poor work ability, multisite musculoskeletal pain has an important influence, with effective prevention strategies required to reduce its prevalence. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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15 pages, 1155 KiB

Open AccessArticle

Validation of a Short-Form Version of the Danish Need for Recovery Scale against the Full Scale

by Matthew L. Stevens, Patrick Crowley, Anne H. Garde, Ole S. Mortensen, Clas-Håkan Nygård and Andreas Holtermann

Int. J. Environ. Res. Public Health 2019, 16(13), 2334; https://doi.org/10.3390/ijerph16132334 - 2 Jul 2019

Cited by 9 | Viewed by 3604

Abstract

Introduction: The Need for Recovery (NFR) Scale facilitates the understanding of the factors that can lead to sustainable working and employability. Short-form scales can reduce the burden on researchers and respondents. Our aim was to create and validate a short-form Danish version of [...] Read more.

Introduction: The Need for Recovery (NFR) Scale facilitates the understanding of the factors that can lead to sustainable working and employability. Short-form scales can reduce the burden on researchers and respondents. Our aim was to create and validate a short-form Danish version of the NFR Scale. Methods: Two datasets were used to conduct the exploratory and confirmatory analyses. This was done using qualitative and quantitative methods. The exploratory phase identified several short-form versions of the Danish NFR Scale and evaluated the quality of each through the assessment of content, construct and criterion validity, and responsiveness. These evaluations were then verified through the confirmatory analysis, using the second dataset. Results: A short-form NFR scale consisting of three items (exhausted at the end of a work day, hard to find interest in other people after a work day, it takes over an hour to fully recover from a work day) showed excellent validity and responsiveness compared to the nine-item scale. Furthermore, a short-form consisting of just two items also showed excellent validity and good responsiveness. Conclusion: A short-form NFR scale, consisting of three items from the Danish NFR Scale, seems to be an appropriate substitute for the full nine-item scale. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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14 pages, 994 KiB

Open AccessArticle

Effect of Stress on the Work Ability of Aging American Workers: Mediating Effects of Health

by Tianan Yang, Taoming Liu, Run Lei, Jianwei Deng and Guoquan Xu

Int. J. Environ. Res. Public Health 2019, 16(13), 2273; https://doi.org/10.3390/ijerph16132273 - 27 Jun 2019

Cited by 12 | Viewed by 3882

Abstract

We examined how stress affects the work ability of an aging workforce, how health mediates this relationship, and how the effects of stress on work ability differ in relation to social status. We analyzed data from the Health and Retirement Survey, namely, 2921 [...] Read more.

We examined how stress affects the work ability of an aging workforce, how health mediates this relationship, and how the effects of stress on work ability differ in relation to social status. We analyzed data from the Health and Retirement Survey, namely, 2921 observations in 2010, 2289 observations in 2012, and 2276 observations in 2014. Ongoing chronic stress, social status, health status, and associations with individual work ability were assessed with ordinary least squares regression. Stress was significantly inversely associated with work ability. Health may function as a mediator between individual stress and work ability. The effects of stress and health on work ability decreased as social status increased. To cope with the challenges of aging workforces, future policy-makers should consider job resources and social status. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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17 pages, 895 KiB

Open AccessArticle

Work Ability and Vitality in Coach Drivers: An RCT to Study the Effectiveness of a Self-Management Intervention during the Peak Season

by Art van Schaaijk, Karen Nieuwenhuijsen and Monique Frings-Dresen

Int. J. Environ. Res. Public Health 2019, 16(12), 2214; https://doi.org/10.3390/ijerph16122214 - 22 Jun 2019

Cited by 6 | Viewed by 3537

Abstract

Background: This randomized controlled trial (RCT) evaluates the effectiveness of a self-management toolbox designed to maintain work ability and vitality in coach drivers over their peak season. Methods: The intervention group received a self-management intervention providing advice aimed at increasing work [...] Read more.

Background: This randomized controlled trial (RCT) evaluates the effectiveness of a self-management toolbox designed to maintain work ability and vitality in coach drivers over their peak season. Methods: The intervention group received a self-management intervention providing advice aimed at increasing work ability and vitality. These suggestions targeted three specific domains: work–recovery–rest balance, food and drink intake, and physical activity. At the beginning (March), middle (July), and end (October) of the coach sector peak season, work ability, vitality, work-related fatigue, psychosomatic health, sleep complaints, and perceived mental exertion of coach drivers were assessed through questionnaires. Results: A total of 96 drivers participated in the study. Access to the toolbox did not result in significant differences between groups. Work ability and vitality decreased significantly in both groups, falling from 7.8 ± 1.3 to 7.3 ± 1.6 and from 63 ± 16.7 to 55 ± 18.7, respectively. Work-related fatigue increased from 35 ± 31.9 to 52 ± 35.3. Psychosomatic health complaints, sleep complaints, and perceived mental exertion also increased significantly. Conclusions: The uptake of the intervention was too low to determine if this toolbox can maintain work ability and vitality in coach drivers when compared with a control group. Overall work ability and vitality decrease significantly as the peak season progresses, while work-related fatigue accumulates. Other interventions should be explored to ensure sustainable employability in this population. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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12 pages, 545 KiB

Open AccessArticle

by Tea Lallukka, Leena Kaila-Kangas, Minna Mänty, Seppo Koskinen, Eija Haukka, Johanna Kausto, Päivi Leino-Arjas, Risto Kaikkonen, Jaana I. Halonen and Rahman Shiri

Int. J. Environ. Res. Public Health 2019, 16(12), 2099; https://doi.org/10.3390/ijerph16122099 - 13 Jun 2019

Cited by 11 | Viewed by 3190

Abstract

The contribution of physically demanding work to the developmental trajectories of sickness absence (SA) has seldom been examined. We analyzed the associations of 12 physical work exposures, individually and in combination, with SA trajectories among the occupationally active in the Finnish nationally representative [...] Read more.

The contribution of physically demanding work to the developmental trajectories of sickness absence (SA) has seldom been examined. We analyzed the associations of 12 physical work exposures, individually and in combination, with SA trajectories among the occupationally active in the Finnish nationally representative Health 2000 survey. We included 3814 participants aged 30–59 years at baseline, when exposure history to work-related factors was reported. The survey and interview responses were linked with the annual number of medically confirmed SA spells through 2002–2008 from national registries. Trajectory analyses identified three SA subgroups: 1 = low (54.6%), 2 = slowly increasing (33.7%), and 3 = high (11.7%). After adjustments, sitting or use of keyboard >1 year was inversely associated with the high SA trajectory (odds ratio, OR, 0.57; 95% 95% confidence interval, CI, 0.43–0.77). The odds of belonging to the trajectory of high SA increased with an increasing number of risk factors, and was highest for those with ≥4 physical workload factors (OR 2.71; 95% CI 1.99–3.69). In conclusion, these findings highlight the need to find ways to better maintain the work ability of those in physically loading work, particularly when there occurs exposure to several workload factors. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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22 pages, 820 KiB

Open AccessArticle

Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

by Beatrice Van der Heijden, Christine Brown Mahoney and Yingzi Xu

Int. J. Environ. Res. Public Health 2019, 16(11), 2011; https://doi.org/10.3390/ijerph16112011 - 5 Jun 2019

Cited by 136 | Viewed by 26577

Abstract

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors [...] Read more.

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses’ age category is necessary in creating meaningful management interventions. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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11 pages, 432 KiB

Open AccessArticle

A Cognitive Behavioural Intervention Programme to Improve Psychological Well-Being

by Birgitta Ojala, Clas-Håkan Nygård, Heini Huhtala, Philip Bohle and Seppo T. Nikkari

Int. J. Environ. Res. Public Health 2019, 16(1), 80; https://doi.org/10.3390/ijerph16010080 - 29 Dec 2018

Cited by 14 | Viewed by 5695

Abstract

Psychosocial risk factors have increased in today’s work environment, and they threaten work ability. Good workplace atmosphere, psychosocial support, the ability to cope with stress, and skills and knowledge are all connected to more successful coping. Faster changes in the work environment and [...] Read more.

Psychosocial risk factors have increased in today’s work environment, and they threaten work ability. Good workplace atmosphere, psychosocial support, the ability to cope with stress, and skills and knowledge are all connected to more successful coping. Faster changes in the work environment and an increased workload can lead to a chain of fatigue and illness. The aim of this study was to evaluate a cognitive behavioural intervention as an early rehabilitation strategy to improve employees’ well-being, in intervention group N446 and in control group N116. The well-being measures used were the Bergen Burnout Inventory (BBI 15), Utrecht Work Engagement Scale (UWES), and depression and stress screening questions. Data were obtained by a self-report survey at baseline and at a nine-month follow-up. Differences were analysed within and between groups. The results suggest that cognitive behavioural intervention as an early rehabilitation programme will increase employees’ well-being measured by BBI 15, UWES, and depression and stress screening questions. In the intervention group, the total BBI 15 score (p < 0.01) and each of the three subdimensions of burnout (exhaustion, cynicism, and sense of inadequacy) decreased at follow-up. Mental health issues are the commonest reasons for sick leave and early retirement. We need ways to prevent these issues. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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15 pages, 362 KiB

Open AccessArticle

Age Differences in Work Stress, Exhaustion, Well-Being, and Related Factors From an Ecological Perspective

by Hui-Chuan Hsu

Int. J. Environ. Res. Public Health 2019, 16(1), 50; https://doi.org/10.3390/ijerph16010050 - 25 Dec 2018

Cited by 57 | Viewed by 8956

Abstract

The aim of this study was to examine the association of work stress, exhaustion, well-being, and related individual, organizational, and social factors, focusing especially on age differences in Taiwan. The data were from the 2015 Taiwan Social Change Survey. The participants were community-based [...] Read more.

The aim of this study was to examine the association of work stress, exhaustion, well-being, and related individual, organizational, and social factors, focusing especially on age differences in Taiwan. The data were from the 2015 Taiwan Social Change Survey. The participants were community-based adults, aged 18 years or older, selected via stratified multistage proportional probability sampling from the Taiwanese population. Well-being was measured by self-rated health and psychological health. Descriptive analysis, one-way analysis of variance, and linear regression analysis were used. Work stresses were related to three types of exhaustion, and exhaustion was related to well-being. Individual working style (being creative and using new methods), organizational factors (job satisfaction, work-family conflict, discrimination against women), and social factors (difficult finding a good job than older cohorts) were related to well-being. Older age was related to worse self-rated health, and age showed a reverse-U-shaped relation with psychological health. The resilience of older workers could be an opportunity for the global active aging trend, and interventions to support older workers in organizations would be beneficial. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

13 pages, 883 KiB

Open AccessArticle

Older Worker Identity and Job Performance: The Moderator Role of Subjective Age and Self-Efficacy

by Francisco Rodríguez-Cifuentes, Jesús Farfán and Gabriela Topa

Int. J. Environ. Res. Public Health 2018, 15(12), 2731; https://doi.org/10.3390/ijerph15122731 - 3 Dec 2018

Cited by 8 | Viewed by 5034

Abstract

Older Worker Identity consists of the internalization of negative beliefs and attitudes towards aged employees by these same people. This research aims to explore the moderator role both of subjective age and self-efficacy in the relationship between older worker identity and job performance. [...] Read more.

Older Worker Identity consists of the internalization of negative beliefs and attitudes towards aged employees by these same people. This research aims to explore the moderator role both of subjective age and self-efficacy in the relationship between older worker identity and job performance. The study was conducted with a panel design, including a sample of +40 Spanish workers (n = 200), with two waves (4-months interval). The findings supported the moderator role of subjective age in the relationship, while it failed to support the moderator role of self-efficacy. These findings underline that workers who actively manage their subjective age perceptions could age successfully at work. The implications of this study for counseling practices are discussed. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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7 pages, 763 KiB

Open AccessOpinion

From Work Ability Research to Implementation

by Juhani Ilmarinen

Int. J. Environ. Res. Public Health 2019, 16(16), 2882; https://doi.org/10.3390/ijerph16162882 - 12 Aug 2019

Cited by 65 | Viewed by 6157

Abstract

Work ability research started in Finland in the 1990s due to the challenges of work force aging. The employment rates of older workers (55+) were below 40% and early retirement and work disability rates were rather common in many European countries. The work [...] Read more.

Work ability research started in Finland in the 1990s due to the challenges of work force aging. The employment rates of older workers (55+) were below 40% and early retirement and work disability rates were rather common in many European countries. The work ability concept and methods were developed and broad international research activities started in the 1990s. A comprehensive promotion model for work ability was created aiming to prevent work ability from declining during aging. However, to be able to impact the work ability is a complicated and difficult task, and requires effects on human resources, work arrangements, and management. Therefore, only a limited number of intervention studies have shown an improvement of work ability during aging. This article introduces some possibilities regarding how to make work ability interventions more successful. Full article

(This article belongs to the Special Issue Sustainable Work Ability and Aging)

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