Abstract
ObjectivesTo examine whether psychosocial work characteristics at age 45 years predict exit from the labour market by the age of 50 years in data from the 1958 British Birth Cohort.MethodsPsychosocial work characteristics (decision latitude, job demands, job strain and work social support at 45 years and job insecurity at 42 years) measured by questionnaire were linked to employment outcomes (unemployment, retirement, permanent sickness, homemaking) at 50 years in 6510 male and female participants.ResultsLow decision latitude (RR = 2.01, 95%CI 1.06,3.79), low work social support (RR = 1.96, 95%CI 1.12,3.44), and high job insecurity (RR = 2.27, 95%CI 1.41, 3.67) predicted unemployment at 50, adjusting for sex, housing tenure, socioeconomic status, marital status, and education. High demands were associated with lower risk of unemployment (RR = 0.50, 95%CI 0.29,0.88) but higher risk of permanent sickness (RR = 2.14, 95%CI 1.09,4.21).ConclusionsKeeping people in the workforce beyond 50 years may contribute to both personal and national prosperity. Employers may wish to improve working conditions for older workers, in particular, increase control over work, increase support and reduce demands to retain older employees in the workforce.
Highlights
In the context of an ageing population, accompanied by improved health at older ages, there is an increasing policy focus on retaining employees in the workforce
While many studies have examined determinants of workforce exit around statutory retirement age (60+), less is written about earlier exit from the workforce by the age 50 which is the subject of this paper
Employees may leave the workforce for a variety of reasons including early retirement, unemployment or for health-related reasons, and these outcomes have previously been linked to adverse psychosocial work characteristics
Summary
In the context of an ageing population, accompanied by improved health at older ages, there is an increasing policy focus on retaining employees in the workforce. This applies to both retaining employees beyond conventional retirement ages and identifying why employees drop out of the workforce at younger ages. While many studies have examined determinants of workforce exit around statutory retirement age (60+), less is written about earlier exit from the workforce by the age 50 which is the subject of this paper. Employees may leave the workforce for a variety of reasons including early retirement, unemployment or for health-related reasons (permanent sickness or disability pension), and these outcomes have previously been linked to adverse psychosocial work characteristics. Job insecurity is associated with early retirement [10,11]
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
