Abstract
In many countries, the retirement age is postponed due to the global demographic change, and a larger amount of older people need to participate in working life. However, how and what measures and action proposals that could extend and increase employees’ voluntary and sustainable participation in working life have not entirely been investigated. The employer is responsible for enabling employees’ access to measures that facilitate participation in the workplace, for enabling employability and a sustainable extended working life. The aim of this cross-sectional study was to evaluate Swedish managers’ attitude to action proposals that could increase employees’ participation in an extended working life. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling. The nine determinate areas of the swAge model, for a sustainable working life and employability, was used as analysis model, i.e., self-rated health and diagnoses; physical work environment; mental work environment; work schedule, work pace and time for recuperation; financial incentives; personal social environment; social work environment; stimulation, motivation and self-crediting through work tasks; and competence, skills and knowledge development. The results stated decreased physical work demands to be the final measure in the multivariate modelling associated to whether the managers believe their employees ‘can work’ until age 65 and older, however, changing work tasks in the workplace when needed, rotation between different work tasks to decrease physical as well as mental workload and strain, and decreased mental work demands proved to be statistically significant in the univariate estimates. The strongest measure activity in the organisations, associated to managers believing their employees ‘want to work’ until age 65 and older in the multivariate modelling, was decreased work pace, however, increased time for recuperation between work shifts also proved to be statistically significant in the univariate estimate. The management’s perspectives on measures and action proposals associated to whether employees ‘can’ and ‘want’ to work will hopefully contribute to an increased understanding in society and the organisational process of creating a sustainable extended working life.
Highlights
To examine the action proposal statements’ association with whether the managers believe that their employees ‘can work’ in an extended working life, we started with univariate analysis, i.e., we evaluated the associations for one statement at a time in association with the outcome
To examine the action proposal statements’ association with whether the managers believe that their employees ‘want to work’ in an extended working life we started with univariate analysis, i.e., we evaluated the associations for one statement at a time in association to the outcome
The analysis of this study showed that managers believing that measures and activities to decrease the mental work demands, as well as measures to promote and increase rotation between different work tasks in order to decrease the strain of mental demands, proved to be statistically significant to managers believing that their employees would be able to work until 65 years of age or older
Summary
The Need of Organisational Measures in the Direction of an Extended Working Life. The area of occupational health and well-being, and promoting high standards in working conditions, is a key priority for the EU and the EU Directive regarding measures to improve occupational health and safety to protect workers and to promote workers’. Improving working conditions is crucial for workers and employers. Only one fifth of European companies are estimated to already have discovered how to achieve optimal workplace well-being and business performance. Many different aspects regarding job quality need to be considered [1]. Good and sustainable employability and Sustainability 2022, 14, 2182.
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