How are self-rated health and diagnosed disease related to early or deferred retirement? A cross-sectional study of employees aged 55-64

2017

JSS

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The proportion of elderly individuals in the population is increasing in most industrial countries. This demographic change increases the need of more people who work until an older age to maintain the welfare in the states. However, it is not clear if older employees are interested to in generally extend the working life to an older age. It is also not stated if managers in organizations are interested of extending their older employees working life. The overall aim of this study was to examine older employees own experience of their work situation and ageing at work. The aim was also to investigate their managers' attitude to them as older employees. The investigation was conducted by focusing group interviews with employees aged 55-63 years, and with their mangers aged 40-63 years. The findings stated that the older employees' consideration for an extend working life seemed to be based on their health and health problems in relation to their work situation; their personal economy; their managers attitude to them as elderly and the possibility to social inclusion at work; and their possibilities for self-crediting activities at work despite their age. The managers seem to have a positive attitude to some of the older employees' experience knowledge, if that was in the same direction as their own interest. Otherwise the mangers saw the older employees as problem and obsoleted. The managers were also negative to older employees who got health problems which effect the work production negatively. The older workers in this study described managers' importance to if they want to work in an extended working life. However, the managers seem not to understand their own importance in this and were not interested to keep all elderly in an extended working life.

Section: Retirementmentioning

confidence: 99%

“…[10] [11] [12] [15] and on a theoretical model (the swAge model, www.swAge.org) regarding factors of importance for a sustainable work life participation. The quotation from the interviews gives a deeper understanding for the older employees' situation and of the managers' attitude to their older employees.…”

mentioning

confidence: 99%

Active and Healthy Ageing at Work—A Qualitative Study with Employees 55 - 63 Years and Their Managers

2017

JSS

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“…Another limitation is regarding the self-reporting and that the health problems by that is subjective and not objectively reported. However, earlier studies stated that subjectively reported self-rated health is a better predictor than objective diagnosed health problems to the possibility of an extended working life and also to death by the health problems [31,32].…”

Section: Limitationsmentioning

confidence: 94%

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

2020

Preprint

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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.

“…Those nine areas is also described in the theoretical swAge-model (Sustainable working life for all ages) and are: 1) self-rated health, diagnoses, function variation; 2) physical work environment; 3) mental work environment; 4) work schedule, work pace, recuperation; 5) private economy; 6) private social environment; 7) work social environment; 8) work tasks, stimulation, motivation, self-crediting; 9) knowledge, skills, competence. Good health is a very important factor to whether people are able to work, or to take sick leave or some form of retirement (1,(7)(8)(9)(10)(11)(12). Poor physical work environment and work conditions increase the risk of work accidents, leave people worn out and push them to leave working life early (1,(7)(8)(9)(13)(14)(15).…”

Section: Introductionmentioning

confidence: 99%

Factors associated to managers’ belief whether their employees cannot and do not want to work until an older age, and measure activities increasing their employees’ possibilities of working in an extended working life.

Nilsson²

2020

Preprint

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Background: The demographic situation with an increasing number of elderly citizens will postpone the retirement age in most countries. However, retirement is a socially accepted way to withdraw from a demanding working life.Objectives: The aim of this study was to evaluate the main factors associated to managers’ beliefs their employees want to or can work until 65 years of age or beyond, and measures increasing participation in an extended working life.Methods: The baseline survey in a follow up study including 249 managers in the municipality sector in Sweden. By logistic regression we investigated the associations between two outcome measures: i) whether employees wanted to work, and ii) whether employees could work until 65 years of age or beyond, and statements within nine areas related to a sustainable working life as well as measure statements for an extend working life.Results : Of the mangers 79% stated their employees ‘can’ and 58% that their employees ‘want to’ work until 65 years of age or beyond. The employees’ health, physical work environment, skills and competence were statistically significant to the mangers’ belief that their employees could not work until 65 years of age or beyond. Lack of support in the social work environment and lack of possibilities to arrange relocations were the most important factors to managers’ beliefs whether employees would not want to work until age 65 or beyond.Conclusion: To offer the employee other tasks in the workplace if needed was a measure statistically significant associated to increase the managers’ belief whether their employees both could and wanted to go on and work until 65 years of age and beyond. Additionally, the managers’ belief measures to decreased physical and mental strains and rotation between different tasks to reduce work load and wear would increase whether their employees can work, and reduction of pace and working hours would increase whether employees want to work in an extended working life past 65 years of age. The managers’ perspective on how their employees ‘can’ and ‘want’ to work will hopefully contribute to the understanding of the extended working life process.