Developing an Extended Model of the Relation between Work Motivation and Health as Affected by the Work Ability as Part of a Corporate Age Management Approach

Abstract

Due to demographic changes, the employee structure in companies is changing dramatically. It will be necessary to offer employees suitable, age-adequate jobs. As one of its foremost goals, optimized business management strategies must create conditions for guaranteeing a person’s health, work ability, and work motivation. In the context of corporate age management concepts, the literature recommends to retain and integrate older employees in the organization. This paper aims at developing an extended model of the relation between work motivation and health as affected by work ability and at deriving a host of measures that enterprises can apply as part of a corporate age management policy to counteract the impact of demographic changes. The model also takes into consideration factors influencing the relation between work motivation and health as affected by work ability (socio-demographic parameters, occupation, work-related stress). Additionally, the extended model translates the literature-based results into a corporate setting by way of a corporate age management program. The model comprises a process focusing on retaining and promoting work ability in order to maintain or boost work motivation and health. The host of measures presented serves as a basis to preventively counter demographic change on an individual, interpersonal, and structural level.

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

“…The comparison with the existing literature suggests that our findings are plausible. In line with previous research, those with lower job satisfaction and poor work ability were more likely to indicate an intention to retire early [7,11,12,13,32]. More specifically, Oakman and Wells (2016) found that the relationship between job satisfaction and ITR early was mediated by work ability, offering organizations an opportunity to design work to enable those with lower work ability to remain at work.…”

Age-Dependent Influence of Intrinsic and Extrinsic Motivations on Construction Worker Performance

“…Cardoso, Dominguez, and Paiva [ 67 ] argued that feedback on developmental requirements, such as autonomy at work, participation in setting organizational goals, education, and training, can improve worker skills and performance. Feibel, Peter, Swart, and March [ 68 ] stated that meaningful, responsible, and essential work suitable to the workers’ age should be assigned according to their physical and mental abilities. Kase, Saksida, and Miheli [ 69 ] noted that during skill development, motivation is enhanced by the learner’s perception of their growth.…”

Working conditions of healthcare workers and clients’ satisfaction with care: study protocol and baseline results of a cluster-randomised workplace intervention

“…In addition, the results indicate that these associations are mediated by perceived health (model 3 in Table 3). This mediation has been hypothesised previously, but has not been shown empirically so far [36]. However, the second hypothesis stating that the reduction of workload increases patients satisfaction did not receive support, since no crosssectional associations were observed between workload and patients satisfaction (Table 4).…”