Fatal Falls Among Older Construction Workers

Worldwide ageing and thus, workforce ageing, is a concern for both developed and developing nations. The aim of the current research was to determine, through a systematic literature review, the effects of age in three dimensions that are often used to define or assess productivity at work. PICO framework was used to generate search strategies, inclusion criteria and terms. Scopus and PubMed databases were used. Peer-reviewed journal papers written in English and published (or in press) between January 2014 and December 2018 were included. After filtering through inclusion criteria, 74 papers were included in the review. Considering productivity, 41%of the findings showed no differences between younger and older workers, 31%report better productivity of younger workers and 28%reported that older workers had better productivity than younger workers. Performance was better in older workers (58%), presenteeism generally showed no significant differences between age groups (61%). Absenteeism was the only outcome where younger workers outperformed older workers (43%). Overall, there was no difference in productivity between older and younger workers. Older workers performed better than younger workers, but had more absenteeism, while presenteeism showed no differences. As ageing has come to workplaces, holistic approaches addressing total health are suggested to overcome the worldwide workforce ageing phenomenon.

Aging populations are a dramatically increased worldwide trend, both in developed and developing countries. This study examines the prevalence of fatal and non-fatal work-related injuries between young (<45 years old) and older (≥45 years old) workers. A systematic literature review aimed at examining studies comparing safety outcomes, namely fatal and non-fatal injuries, between older and younger workers. Results show that 50% of the reviewed papers suggest that fatal injuries are suffered mainly by older workers, while the remaining 50% show no differences between older and younger workers. Regarding non-fatal injuries, 49% of the reviewed papers found no relationship between workers’ age; 31% found increased age as a protective factor against non-fatal injuries; and 19% showed that older workers had a higher risk of non-fatal injuries than younger ones. This review suggests that older workers experience higher rates of fatal injuries, and younger workers experience higher rates of non-fatal injuries.

The growing age diversity in organizations in most industrialized economies provides opportunities to motivate both older and younger workers by enabling them to benefit from each other through knowledge transfer. In this study, we integrate self-determination theory with socioemotional selectivity theory to argue that the alignment between workers' age and their roles in knowledge transfer can generate motivational benefits for them. More specifically, we argue that receiving knowledge from coworkers (i.e., actor knowledge receiving) is more closely aligned with younger workers' goal priorities, whereas having coworkers receive one's knowledge (i.e., partner knowledge receiving) is more closely aligned with older workers' goal priorities. We expect that these motivational benefits manifest in younger and older workers' need fulfillment at work, which can shape their subsequent intention to remain with the organization. We used an actor-partner interdependence model to test our hypotheses with time-lagged data from a sample of 173 age-diverse coworker dyads and found support for most of our hypotheses. The age-specific motivational perspective that we adopt has implications for self-determination theory and research on knowledge transfer and mentoring. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Self-management of health-behaviors among older and younger workers with chronic illness

The study examines the reason for the significant increase in the ‘age premium’ over the period 1981-94. The age premium refers to the percentage difference in hourly earnings between ‘younger’ (25-34) and ‘older’ (45-54) workers. In 1994, the hourly rate of older males was 32.4% higher than that of younger males. The corresponding age premium among females was 15.5%. Over the period 1981-94, the age premium increased by 15.7 percentage points among males and 19.5 percentage points among females. Evidence based on analysis of the Survey of Consumer Finances (SCF) public use microdata shows that, while there has been a trend toward non-standard employment, this so far has affected mostly workers under age 25 and cannot explain the rise in the age premium between ages 25-to-34 and 45-to- 54, which is the focus of this study. A more likely explanation identified by the study is the dramatic improvement in the level of education of older workers over the last 14 years. For example, from 1981 to 1994 the percentage of older male workers with grade 10 education or less declined from 41.9% to 19.6%, while the percentage with post-secondary diplomas and degrees increased from 32.1% to 51.7%. The education level of younger male workers also improved over the same period, but the rate of improvement was smaller and, by 1994, there was virtually no difference in the incidence of post-secondary diplomas and degrees between younger and older workers. Similar trends took place among female workers. Shift-share analysis shows that the narrowing of the education gap between older and younger workers explains 44% of the age premium rise among male employees and 50% of the age premium rise among female employees. Thus, this study provides the following likely explanation for a significant part of the increase in the age premium over the period 1981-94: Fourteen years ago younger workers had to compete for jobs with older workers who had more experience but less education. Now, they have to compete with older workers who still have more experience but, on the average, have comparable education to younger workers. As a result, employers are willing to pay a higher premium than in the past for older workers who combine experience with higher education.

Accurate reporting of work-related conditions is necessary to monitor workplace health and safety and to identify the interventions that are most needed. In the Netherlands, working conditions and health are monitored on an aggregated level in the construction industry. One of the purposes of monitoring is to identify specific risk factors and risk groups. The objectives of this study was to examine (1) whether older workers (> or =55 years) in the construction industry are a special group at risk and (2) whether there are specific risk factors for older workers in the construction industry. Every 2 years, more than 70,000 construction workers in the Netherlands fill out a questionnaire as part of their periodic health checkup. In a repeated cross-sectional (trend) design, we compared working conditions (physical and psychological demands), musculoskeletal disorders (symptoms and conditions), and injuries of older workers with other age categories. Older construction workers have fewer complaints about physically demanding work and psychosocial workload, but have more complaints about working in awkward postures. Older workers have more complaints about their health than workers in other age categories. Older construction workers have fewer injuries than younger workers. Older construction workers are a risk group for musculoskeletal disorders. Working in awkward postures can be considered a risk factor for older workers in construction industry.

To create environments conducive to the wellbeing of workers, especially older workers, it is important to gain insight into ageism among young workers as a distinct segment in the workplace. However, this ageism remains unclear. This study explored the psychosocial predictors of discrimination against older Japanese workers by their younger male counterparts. Four models – Intergroup Contact Theory (ICT), Knowledge–Attitude–Behaviour Model (KABM), Terror Management Theory (TMT) and Frustration–Aggression Theory (FAT) – formed the basis of the study. All the models included positive and negative dimensions of stereotypes as mediators between predictors and discrimination. Data from 874 participants were obtained through a voluntary web survey for employees aged 25–39 years who lived in the Tokyo metropolitan area. A scale describing interactions with older workers (supportive, uncomfortable and avoidance), Facts on Ageing quiz, fears of being an older worker and a job dissatisfaction survey were employed to examine the hypotheses based on the above theories. The results supported the hypotheses based on ICT and FAT but not KABM. Higher supportive contacts were significantly related to lower discrimination mediated by a higher positive and lower negative dimension of stereotypes. Contacts characterised by higher discomfort were significantly related to higher discrimination mediated by a lower positive and higher negative dimension of stereotypes. Higher job dissatisfaction was related to higher discrimination mediated by lower positive stereotypes. Interestingly, higher fear of being an older worker was significantly related to lower discrimination mediated by higher positive stereotypes, contrary to the TMT-based hypotheses. Thus, ICT and FAT regarding ageism can explain young male workers’ discrimination against older workers in Japan, which differs culturally from Western countries. Furthermore, the results of the study suggest that boosting the quality of interactions as well as reducing bad interactions with older workers contribute to lower discrimination.

Three studies were carried out to develop and validate an instrument for measuring managers’ attitudes toward older workers. In the first study we explore (a) managers’ attitudes toward older workers, and (b) retirees’ perceptions about their last experiences before retirement. In the second study, 51 items emerging from the first study and from the literature were developed. The corresponding questionnaire was then applied to a sample of 224 Portuguese managers who were also invited to make decisions in three scenarios involving younger and older workers. The third study replicated the second one with a sample of 249 Brazilian managers. The main findings are: (a) five types of managers’ attitudes toward older workers were identified (adaptability, value of older workers’ competencies, organizational conscientiousness, social capital/generosity and performance); (b) these attitudes predict how managers select older vs. younger workers in hiring and selecting employees to participate in training; (c) the empirical patterns identified in the Portuguese and Brazilian samples are similar; (d) in spite of recognizing positive qualities in older workers, managers discriminate against them; (e) managers develop different attitudinal profiles toward older workers, which has consequences for how they make decisions about those workers.

This research assesses younger worker perceptions of older and same age worker stereotypes and communication in the USA and Thailand. Results indicate that older workers are generally seen by younger workers as more uncomfortable with new technology, less flexible and more cautious on the job, and more loyal (and having fewer absences) to the organization than younger workers. As compared to younger American workers, younger Thai workers agree more with negative stereotype items that older workers make more mental mistakes, are slower to adapt to new technology, are more fearful of technology, and are less flexible at work. But they also agree more with positive stereotype items that older workers are absent less, have a better attitude toward work, and have a higher level of commitment to the organization than younger workers. In terms of their communication, younger Thai workers perceive both other younger Thai workers and older Thai workers as exhibiting more avoidant communication than their counterparts from the USA. The younger Thai workers also perceive members of their own age in-group as communicating in a more nonaccommodating manner than younger American workers. Implications for the aging process across cultures and the workplace are discussed.

Demographic aging and extended working lives have prompted interest in the physiological changes that occur with age, particularly in the lumbar spine. Age-related declines in muscle quality and intervertebral disc alterations may reduce muscular endurance, strength, and postural stability, potentially increasing the risk of musculoskeletal injuries in older workers. As experienced workers play an important role in addressing labor shortages, understanding the impact of age-related physiological changes on the biomechanical properties of the lumbar spine is key to ensure safe and sustainable employment for aging individuals. This study aimed to compare the impact of daily work-related physical efforts on lumbar muscular endurance and fatigue, spine tissue properties, and postural stability between older and younger workers. A total of 40 participants, 20 in Group 1 (young workers: ≤50 years; mean age: 28.89 ± 7.23) and 20 in Group 2 (older workers: &gt;50 years; mean age: 59.40 ± 5.29) were recruited. Measurements taken at the beginning and end of the workday included lumbar muscle endurance, maximal voluntary contraction, disc height and postural stability. Age groups were compared using repeated measures ANOVA across the two measurement times. No significant interaction between age and time of day was observed, indicating that, for similar workload, both age groups experienced similar changes. Despite age-related effects on maximal force production and postural stability, incorporating weight as a covariate revealed that these differences were partially explained by the weight discrepancy between older and younger workers. The study suggests that age may not be the primary determinant of the impact of a workday on older workers.

Purpose– To explore whether the ages of human resources (HR) managers has an impact on their perceptions of the qualities/characteristics of older and younger workers (i.e., manager attitudes) and on the implementation of age management initiatives to the benefit of older workers (i.e., manager behaviors). The paper aims to discuss this issue.Design/methodology/approach– Based on theories concerning the origins of stereotypes and the concept of “in-group bias”, three hypotheses were tested on a sample of HR managers from 516 Italian companies extracted from the Gfk Eurisko database by using factor analyses and bivariate and multivariate tools.Findings– The age of an HR manager seems to influence his/her attitudes towards older and younger workers, because HR managers judge workers of a similar age to them more positively. In contrast, the age of an HR manager does not seem to play a particular role in the implementation of age management initiatives. In the companies considered, however, there is a tendency to adopt early retirement schemes when the HR managers concerned are younger, while in general there is a tendency to implement age management initiatives and show a greater appreciation of older workers in larger companies.Practical implications– The implementation of age management initiatives to the benefit of older workers may improve HR managers ' perceptions of those workers ' positive qualities. Furthermore, specific training may help HR managers recognize that both younger and older workers have useful albeit different strengths.Originality/value– This study provides new empirical evidence from the Italian context on the largely under-investigated issue of the role played by age in shaping HR managers ' attitudes towards older workers, and age management policies in particular.

PurposeAdvancing knowledge about effectively managing the ageing workforce and ensuring economic sustainability for a growing retired cohort is a recognised priority for organisational health researchers, employers and governments. The purpose of this paper is to test social perceptions that older workers' cognitive performance and job attitudes compare adversely to their younger colleagues.Design/methodology/approachThe research assessed samples of older and younger workers in objective tests of cognitive abilities and subjective job attitudes. An opportunity sampling method was employed to recruit a heterogeneous group of participants in Australia (n=172).FindingsNo significant differences in cognitive ability between the groups were identified; older workers were as cognitively skilled for their job as their younger colleagues. No significant group difference for perceptions of social support, job commitment, job satisfaction or turnover intentions was identified.Research limitations/implicationsThe cross‐sectional research design adopted by this research prevented a more detailed examination of the data in terms of causal relationships. While the cognitive testing provided objective rather than subjective data and, therefore, is not as susceptible to response biases such as common method variance, the small sample who undertook the cognitive testing is acknowledged as a research limitation.Social implicationsThis research has implications for the reduction in unemployment of older workers and directly addresses the social issues of an ageing labour force.Originality/valueThe paper demonstrates that stereotypical assumptions concerning inadequate performance and low job commitment commonly attributed to older workers are not in fact indicative of all ageing employees.

ABSTRACTThroughout the industrialised world, promoting the retention of older workers is high on the agenda of governments, employers, unions and the media, but not at any price. If persuading older workers to stay at work longer is to benefit companies and wider society, then the employees should be committed and satisfied with their decision. This study explores the factors that keep older workers satisfied and committed at work by contrasting samples of older (aged 50 or more years) and younger workers (up to 25 years) in favourable (Sweden) and unfavourable labour markets (Belgium). The core research question is whether the influential factors are different for the two age groups, after controlling for country, gender, educational level, employment sector, supervisory position, and the employee's financial contribution to the household. The predictors included workers' self-reports of skill discretion (i.e. the range of skills used on the job), organisational fairness, and perceived job insecurity. Hierarchical linear regressions revealed that, across age groups, skill discretion and organisational fairness predicted both job satisfaction and organisational commitment. For older workers there was a negative impact of perceived job insecurity on job satisfaction and organisational commitment. The national context only affected younger workers. In the unfavourable Belgian labour market, they were more satisfied and committed to their organisation.

Working memory (WM) declines with ageing, and this may cause problems in older workers who have to do complex work requiring WM. We tested the assumption that an increase in WM load negatively affects performance and results in impaired cardiovascular adaptation to changing task demands in older workers relative to younger ones. Thirty-three younger (29 ± 3years) and 32 older (55 ± 3years) workers had to perform a visual 0-back (low WM load) and 2-back (high WM load) task. Heart rate (HR), heart rate variability (HRV), beat-to-beat blood pressure (BP) and baroreflex were registered. In the high WM load condition, older adults responded more slowly and less accurately than younger adults, while no age effects in the low WM load condition were found. Older workers showed a higher systolic blood pressure (SBP) reactivity to high WM load as well as a diminished post-task recovery of SBP and HRV than younger workers. Factor analysis demonstrated a close relationship between HR, baroreflex and HRV and their modulation by a common factor ("vagal tone") in the younger group. By contrast, HR was more related to the "sympathetic" factor in the older group. The data suggest that older workers as compared with younger ones are impaired in tasks requiring WM, which is accompanied by enhanced cardiovascular "costs" in terms of increased SBP and reduced vagal control over HR.

Drawing on self-categorization theory, this study examined the impacts of perceived age and deep-level dissimilarities with younger workers on older workers’ tacit and explicit knowledge sharing (KS) with younger workers via generativity striving (GS), and extended the theory by proposing the moderating role of knowledge receiving (KR) from younger workers. This study used a three-wave online survey of 570 older workers in a large Chinese aircraft maintenance company. The results showed that GS mediated both the positive relationships between perceived age dissimilarity with younger workers and older workers’ tacit and explicit KS with younger workers, as well as the negative relationships between perceived deep-level dissimilarity (PDD) with younger workers and older workers’ tacit and explicit KS with younger workers. Moreover, the positive direct impact of GS and the negative indirect impact of PDD with younger workers on older workers’ explicit KS with younger workers were found to be relatively weaker when older workers’ KR from younger workers was high. The findings suggest that perceived age and deep-level dissimilarities with younger workers present both opportunities and challenges for older workers to share knowledge with younger workers.