Sustaining the Work Ability and Work Motivation of Lower-educated Older Workers: Directions for Work Redesign

Abstract

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Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types

“…In general, the study results show that older employees gave the highest rankings to social characteristics, then motivational characteristics, and then contextual characteristics. Therefore, the findings expand knowledge of these work characteristics and support the relevance of social work characteristics [58] in relation to suitable work design for older workers.…”

“…Both social characteristics are also quoted frequently by the participants. Improving social support for older workers shows desirable effects on work ability and work motivation [58].…”

The future of employment relations from the perspective of human resource management

“…One is associated with the question of how to retain the working commitment of older workers, who are often prematurely lost to the workforce, raising the costs to society of their retirement and contributing to social isolation and health deterioration. An interesting study on this question has been conducted by Sanders et al (2011), using longitudinal data from the Netherlands Working Conditions Study. They examine the work ability and motivation of less educated workers over 45 years of age, using an augmented version of Hackman and Oldham's (1980) job characteristics model.…”

The relationship between voluntary employer change and work ability among older workers: investigating the honeymoon-hangover effect

“…Many working conditions can change due to a voluntary employer change, which may have a direct impact on work ability-and of course job satisfaction-such as leadership quality, work-privacy conflict, travel time to work, colleagues, work tasks, influence at work, working environment and work equipment (Grund 2009;Carless and Arnup 2011;Garthe and Hasselhorn 2020). Several studies confirmed the relationship between physical and psychological working conditions and work ability (Alavinia 2008;van den Berg et al 2008;Sanders et al 2011;Attarchi et al 2014;Weale et al 2019). It can also be assumed that only those employees change, who expect an improvement, which implies that changers to some degree may constitute a selective group.…”