Enhancing the Health and Employment Participation of Older Workers

Noone, Jack; Bohle, Philip

doi:10.1007/978-1-4939-6466-6_8

Cited by 9 publications

(8 citation statements)

References 59 publications

(67 reference statements)

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“…For wealthier workers and women in particular, the main drivers of employment preferences were WLC, work centrality and person-job fit, even during a period of financial pressure created by the GFC. This pattern of results supports previous calls to focus on improving the psychosocial work environment as a potential government initiative to prolong employment, rather than increasing the pension age (Taylor et al, 2014; Davies et al, 2017; Noone and Bohle, 2017). Indeed, policies in other countries, including Great Britain (Health Safety Executive, 2000) and Canada (Canadian Standards Association, 2013), incorporate the psychosocial work environment into strategies to promote worker health, albeit without a specific focus on older workers.…”

Section: Discussionsupporting

confidence: 87%

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

et al. 2018

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Australian government and organizational age-management policies continue to target employment participation among older workers in light of an aging population. Typically, efforts to reduce early retirement among older workers have focused on well-established factors, including the promotion of worker health, reducing injury, supporting caregivers, reducing age discrimination and enhancing skill development. This research extends on the former approach by examining established factors along with important emerging factors, namely work-life conflict, work centrality and person-job fit. Additionally, the research analyses the effects of gender and financial pressure on older workers’ employment participation and preferences. Logistic regression analysis of cross-sectional survey data involving 1,504 Australians aged 45–65, revealed that two established factors, physical health and caregiving, and all three emerging factors were associated with employment participation and preferences to be employed. However, important variations on the basis of gender and financial pressure were also identified. Caregiving was more strongly associated with the preference to remain employed for men (OR = 0.2.54, p < 0.01) than women (OR = 1.03, ns) and person-job fit was more strongly associated with the preference to remain employed for women (OR = 1.64, p < 0.001) than men (OR = 0.91, ns). Work-life conflict was more strongly associated with the preference to leave employment for those reporting limited financial pressure (OR = 0.60, p < 0.001) compared to those in poorer financial circumstances (OR = 0.87, ns). These findings suggest that organizational age management policies should focus on both established and emerging factors, particularly the provision of flexible working conditions and improving the psychosocial work environment. However, such efforts should carefully consider the different needs of men and women, and those under varying levels of financial stress. With respect to government policy to promote employment participation, the findings support a stronger focus on improving physical and psychosocial work conditions rather than increasing the pension eligibility age. This may require further collaboration between government and employers.

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Section: Discussionsupporting

confidence: 87%

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

et al. 2018

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“…The solution to these problems is also complex – covering not only labour market policies, but those pertaining to integrating care responsibilities with paid work, improved health care across the life course and removing work disincentives associated with Australia's welfare, tax and superannuation systems. Improvements to work environments conducive to mature age workers’ needs are also likely to promote mature age labour force participation .…”

Section: Discussionmentioning

confidence: 99%

“…Detailed econometric studies have shown that in Australia's past, increases to Age Pension eligibility age reduced the probability of retirement by between 12 and 19 percentage points . However, other authors argue that due to the employment barriers many older workers face, policymakers should look to other solutions, such as preventative health strategies to improve mature age participation . There is a considerable need for detailed modelling of alternative policy‐specific pathways to improve mature age participation and how this impacts labour supply and mature age workers themselves.…”

Section: Discussionmentioning

confidence: 99%

Population ageing and the labour force: 2000–2015 and 2015–2030

Temple

McDonald

2017

Australas J Ageing

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“…The implications of our findings suggest that in order to facilitate longer workforce participation and enhance productivity and well-being at later life, different government policies and employment practices should be engaged to address the major causes of voluntary and involuntary workforce transitions at mature ages. Promoting mature age workers’ health, employability, work flexibility and friendly work environment, as well as providing rational and secure pathways before full retirement could help older workers to meet their changing health and family needs, hence stay in paid work longer [4,46,47,48].…”

Section: Discussionmentioning

confidence: 99%

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

Gong

2019

IJERPH

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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.

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Enhancing the Health and Employment Participation of Older Workers

Cited by 9 publications

References 59 publications

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

Population ageing and the labour force: 2000–2015 and 2015–2030

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

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