Aging Workforce Research Articles

Developing future skills for the engineering sector: evidence from the UK

Shortage of workforce stifles innovation and increases project costs. Information gleaned from literature shows that the ageing workforce and inability to attract young people are reasons for labour shortages in the engineering sector. To address this shortage, several countries have created various programs, such as degree apprenticeship, to ease the process of recruiting, training and retaining young people. The current study seeks to: (i) uncover factors influencing the decision to sign-up for degree apprenticeship programs and (ii) unearth the factors affecting the outcome of degree apprenticeship programmes in engineering. Interviews were conducted to address the research objectives of the study. The findings indicated that awareness, covid-19 pandemic, funding, incentives [financial and non-financial] and diversity are key factors influencing the decision to sign-up for degree apprenticeship. Also, demand for engineering jobs, balance between theory and practical training, collaboration of stakeholders, leadership support, versatility of apprentice experience are the factors affecting the outcome of degree apprentices. Based on the findings, it is evident that raising awareness among stakeholders, such as career counsellors, and collaboration are vital for improving the supply of qualified young people in the engineering sector.

FAKTOR – FAKTOR YANG MEMENGARUHI MINAT BERINVESTASI PADA DEPOSITO SYARIAH

This research was conducted to identify the factors that influence a person’s interest in using Sharia deposits. The purpose of this research is to broaden public knowledge about Sharia deposit products, and to determine whether investment knowledge factors, risk preference factors, and income factors influence investment interest in Sharia deposit products. The research method used is descriptive analysis research with data collection through questionnaires or surveys on the productive age workforce in DKI Jakarta. The results of this study indicate that the independent variables in this study have a positive and significant effect on the interest in using Sharia deposit products. With the many investment products offered, deposits are still an option for investing and are still one of the safe investments for investors even though the returns obtained by depositors are relatively low compared to other investment products.

A new roadmap for an age-inclusive workforce management practice and an international policies comparison

Background Worldwide, the worker population age is growing at an increasing rate. Consequently, government institutions and companies are being tasked to find new ways to address age-related workforce management challenges and opportunities. The development of age-friendly working environments to enhance ageing workforce inclusion and diversity has become a current management and national policy imperative. Since an ageing workforce population is a spreading worldwide trend, an identification and analysis of worker age related best practices across different countries would help the development of novel palliative paradigms and initiatives. Methods This study proposes a new systematic research-based roadmap that aims to support executives and administrators in implementing an age-inclusive workforce management program. The roadmap integrates and builds on published literature, best practices, and international policies and initiatives that were identified, collected, and analysed by the authors. The roadmap provides a critical comparison of age-inclusive management practices and policies at three different levels of intervention: international, country, and company. Data collection and analysis was conducted simultaneously across eight countries: Canada, France, Germany, Italy, Japan, New Zealand, Slovenia, and the USA. Results and conclusions The findings of this research guide the development of a framework and roadmap to help manage the challenges and opportunities of an ageing workforce in moving towards a more sustainable, inclusive, and resilient labour force.

Registered nurses’ confidence related to undertaking a leadership role in residential aged care: A clinical leadership self-assessment survey

BackgroundThe Australian Royal Commission emphasizes the importance of registered nurse leadership in providing safe, high-quality care to older adults in Residential aged care. Nurse leadership has important ramifications for effective multidisciplinary care as well as recruitment and retention of the aged care workforce. Registered nurse leadership plays a crucial role in enhancing resident outcomes in Residential aged care, however there are limited studies examining self-perceptions of confidence and competence of nurses running Residential aged care, particularly after hours. AimTo examine registered nurse leadership via self-reported confidence and competence in Residential aged care. MethodsA cross-sectional research design with ten facilities in Western Australia was used, including a survey tool that relied on the Clinical Leadership Competency Framework. Cronbach's alpha test was used to ascertain internal reliability and replicability. The Strengthening the Reporting of Observational studies in Epidemiology guidelines was used to guide the study. Inferential statistics were used for data analysis. Data collection occurred over a six-month period, involving registered nurses employed by a single Residential aged care provider in Perth, Western Australia. Participants rated their leadership confidence on a 5-point Likert-type scale ranging from 1 (never) to 5 (all the time). FindingsFrom a sample of 100 registered nurses working in aged care after-hours, 90% reported high levels of self-confidence. The survey results showed that those who have more than 10 years of experience reported highest confidence in managing services. Registered nurses over 50 years old self-reported highest confidence in personal qualities, managing, and improving service domains. DiscussionRegistered nurses run residential aged care, and this time of aged care reform provides an opportunity to examine associations between registered nurse leadership and resident outcomes and provide avenues for improvements in working environments and resident experiences. ConclusionThe findings have important implications for Residential aged care providers in establishing effective leadership mentoring programs to support registered nurses in improving their confidence and ability.

An existential perspective on post‐retirement decisions: The role of meaning in life and social identity

AbstractIn the context of the ageing workforce, late‐career development implies ongoing decisions during retirement regarding one's engagement in volunteering and bridge employment activities. While prior research has emphasized the role of the meaning of work in retirement decisions, it has not examined the roles that meaning in life and identity play in decisions made during retirement. Relying on the existential framework on meaning and career decision‐making, this article explores the role of social identities as retirees and as workers as critical self‐concept dimensions that may mediate the impact of meaning in life (search and presence) on their decisions to pursue bridge employment and to volunteer in retirement. Using an archival survey study relying on a time‐lagged design with a one‐year interval among 204 retirees, we found that retirees demonstrating a greater search for meaning in life exhibited positive identification with the worker social identity but negative identification with the retiree social identity. Additionally, worker social identity was positively associated with bridge employment; however, retiree social identity was negatively associated with bridge employment and positively with volunteering. The theoretical and practical implications of these findings are discussed.

Factors impacting clinical data and documentation quality in Australian aged care and disability services: a user-centred perspective

BackgroundResearch has highlighted a need to improve the quality of clinical documentation and data within aged care and disability services in Australia to support improved regulatory reporting and ensure quality and safety of services. However, the specific causes of data quality issues within aged care and disability services and solutions for optimisation are not well understood.ObjectivesThis study explored aged care and disability workforce (referred to as ‘data-users’) experiences and perceived root causes of clinical data quality issues at a large aged care and disability services provider in Western Australia, to inform optimisation solutions.MethodsA purposive sample of n = 135 aged care and disability staff (including community-based and residential-based) in clinical, care, administrative and/or management roles participated in semi-structured interviews and web-based surveys. Data were analysed using an inductive thematic analysis method, where themes and subthemes were derived.ResultsEight overarching causes of data and documentation quality issues were identified: (1) staff-related challenges, (2) education and training, (3) external barriers, (4) operational guidelines and procedures, (5) organisational practices and culture, (6) technological infrastructure, (7) systems design limitations, and (8) systems configuration-related challenges.ConclusionThe quality of clinical data and documentation within aged care and disability services is influenced by a complex interplay of internal and external factors. Coordinated and collaborative effort is required between service providers and the wider sector to identify behavioural and technical optimisation solutions to support safe and high-quality care and improved regulatory reporting.

Debate: Tackling the aged care workforce

Debate: Tackling the aged care workforce

‘You make the call’: Improving radiology staff scheduling with AI-generated self-rostering in a medical imaging department

IntroductionNew Zealand's shortage of medical imaging technicians has intensified due to factors like illness, the pandemic, and an ageing workforce. Addressing staff retention issues requires attention to intrinsic factors like workplace satisfaction and work-life balance. Self-rostering has proven effective in healthcare by enhancing work-life balance, job satisfaction, and retention, but it has not been implemented widely in radiology. This study aimed to explore the perceptions, benefits, and challenges of implementing AI-generated self-rostering in a radiology department through simulated trials. MethodsThis study simulated an AI-generated roster in a regional New Zealand radiology department, engaging 23 staff members. A mixed-methods approach included surveys and discussion groups. Community-based participatory action methodology guided discussion groups and informed modifications. ResultsThe AI-generated self-rostering method demonstrated success by meeting a high percentage of shift preferences while fulfilling service demands. Participants perceived potential benefits in work-life balance and autonomy, though uncertainties persisted regarding implementation and fairness. Despite staff reservations, we found that an AI-generated self-rostering system may be fairer than manual self-rostering, while saving radiology staff time and cost. ConclusionAI-generated self-rostering offers an innovative solution to an old problem. This self-rostering system provides a fair way for staff to have a say in the shifts they do, which increases feelings of work-life balance and autonomy. In this simulation, AI-generated self-rostering was well received, and most staff were receptive to moving to pilot the programme. Implications for practiceSelf-rostering could be a potential solution to staff retention issues in radiology; we recommend a pilot study is implemented. When switching to self-rostering, departments should consider implementing one-on-one support systems to assist staff with entering preferences. Education is essential to encourage staff understanding and cooperation.

Formation of human capital in agricultural sector of the Republic of Kazakhstan in digital space

The goal is analytical review of the current situation on formation of human capital in agricultural sector of the Republic of Kazakhstan, identifying the main problems and opportunities, as well as providing specific recommendations for optimizing development of labor potential in the context of digital transformation. Methods – statistical analysis, calculation of indicators, generalization, monographic. Results – the role of personnel reserves in AIC as a determining factor in increasing agricultural production volumes is considered. The main factors influencing on labor resources in agricultural sector of the republic in the conditions of digitalization are systematized: lack of qualified workers, aging workforce, unfavorable demographic situation, underdeveloped social infrastructure of the village, migration of the working population. It is emphasized that training of young specialists, as well as improving the quality of educational and methodological systems are an integral part of solving these problems. An analysis of the level of digital literacy of villagers and degree of the use of information and communication technologies was carried out. The state and dynamics of employment of rural residents, its differences in rural and urban areas have been studied, the share of people employed in agriculture, the structure of the economically active population by level of education have been determined. Conclusions - based on the results of the study, the need to train personnel capable of effectively using modern digital technologies in agricultural sector is noted, and measures to attract young people with specialized skills are argued. It is necessary to expand the continuous chain of career guidance, staff development to update professional competencies, and implement industry strategic goals. Practical recommendations for the development of human capital in the conditions of informatization and digitalization are proposed.

Career Choice of Graduating Students in Built Environment Courses in Nigeria: A Mixed-Method Study

ABSTRACT An aging workforce and labor shortage are some of the challenges confronting the built environment sector globally. The career choice decision of graduating students studying built environment courses is an integral part of the workforce replacement process that has not been explored by extant studies in Nigeria. The aim of this study was to evaluate the career choice decisions of graduating students studying built environment courses in Nigeria. Survey responses were collected from 55 graduating students along with 4 responses from semi-structured interviews conducted at two Nigerian universities. Findings indicated that the percentage of graduating students who intend to pursue a career in the built environment is higher than that of those who intend to pursue a career outside the built environment. However, career decisions are often influenced by exigent factors. These factors were categorized into three groups: “job characteristics and career opportunities/prospects,” “career mentorship,” and “family and friends’ influence.” The most prevalent factors were interest in the construction industry, career/job opportunities, personal interest in a career/job, and job security. The findings of this study will assist policymakers and organizations in enacting and promulgating laws that will improve the construction industry’s image and also make it attractive to young people.

Characteristics of Work-related Fatal Injuries Among Aged Workers in Republic of Korea

ObjectivesThe present paper aimed to examine whether an aging workforce is associated with an increase in work-related fatal injuries and to explore the underlying reasons for this potential increase. Material and methodsAged workers were defined as those who were at least 55 years old. Work-related fatalities were assessed in aged and young workers who were registered with the workers' compensation system in 2021 in the Republic of Korea. Total waged workers, based on raw data from the Local Area Labor Force Survey in 2021, were used as the denominator to estimate the work-related fatality rates. ResultsMost work-related fatalities in the aged workers occurred among individuals working in the “construction sector” (58.9%), those with “elementary occupations (unskilled workers)” (46.1%), and those with the employment status of “daily worker” (60.8%). The estimated incidence (0.973/10,000) of work-related fatalities among aged workers was about four times higher than that (0.239/10,000) among younger workers. “Falling,” “collision,” “struck by an object,” and “trip and slip” were more frequent types of work-related fatalities among aged workers relative to young workers. The category of “buildings, structures, and surfaces” was a more frequent cause of work-related fatalities among aged workers than among young workers. ConclusionsAged workers had a higher incidence of work-related fatalities than young workers. Frequent engagement in precarious employment and jobs, coupled with the greater physical vulnerability of aged workers, were likely causes of their higher level of work-related fatal injuries.

In Situ Surface Defect Detection in Polymer Tube Extrusion: AI-Based Real-Time Monitoring Approach.

While striving to optimize overall efficiency, smart manufacturing systems face various problems presented by the aging workforce in modern society. The proportion of aging workers is rapidly increasing worldwide, and visual perception, which plays a key role in quality control, is significantly susceptible to the impact of aging. Thus it is necessary to understand these changes and implement state-of-the-art technologies as solutions. In this study, we conduct research to mitigate the negative effects of aging on visual recognition through the synergistic effects of real-time monitoring technology combining cameras and AI in polymer tube production. Cameras positioned strategically and with sophisticated AI within the manufacturing environment promote real-time defect detection and identification, enabling an immediate response. An immediate response to defects minimizes facility downtime and enhances the productivity of manufacturing industries. With excellent detection performance (approximately 99.24%) and speed (approximately 20 ms), simultaneous defects in a tube can be accurately detected in real time. Finally, real-time monitoring technology with adaptive features and superior performance can mitigate the negative impact of decreased visual perception in aging workers and is expected to improve quality consistency and quality management efficiency.

Can affirmative action overcome STEM gender inequality in Japan? Expectations and concerns

ABSTRACT Compounding skill shortages from Japan’s shrinking and ageing workforce is low female participation in research and science-related areas. Why do so few women choose to work in science, technology, engineering and mathematics (STEM)? Previous research suggests the influence of gendered images of STEM fields, but do these apply to Japan, and if so, how? We introduce multiple studies that shed light on gendered images and elucidate the roles of those who affect women’s choices and women’s own attitudes. Our findings further suggest that a social climate of inequality affects the gendered images of STEM fields. Finally, we offer a critique of recent quota-based systems for increasing women’s STEM participation in Japan.

Threat or opportunity? Unveiling the impact of population aging on corporate labor investment efficiency

This study examines the impact of population aging on labor investment efficiency in Chinese listed firms from 2009 to 2020. Our main findings reveal that aging can positively influence labor investment efficiency, particularly in firms with labor redundancies such as state-owned enterprises, those with labor unions, high labor costs, and financial constraints. The positive effect is lessened in regions with abundant human capital, within the manufacturing sector, and labor-intensive industries. The results show that improvements in labor efficiency are distinct from changes in capital investment efficiency, indicating no general rebalancing of resources due to demographic shifts. Firms with limited investment opportunities and under strict external monitoring benefit more from an aging workforce. Overall, our findings suggest that an aging population can offer opportunities for firms to enhance labor investment efficiency, challenging the conventional view of population aging as solely a threat.

Dietetics student contribution to addressing malnutrition in residential aged care facilities.

To test a model of malnutrition screening and assessment conducted by dietetics students on placement in residential aged care facilities. The secondary aim was to identify possible facilitators and barriers to the implementation of the model. The type 1 hybrid effectiveness-implementation trial study design and reporting outcomes were developed using the Consolidated Framework for Implementation Research. An innovative placement model was developed, where students on voluntary placement visited three residential aged care facilities to identify residents at risk of malnutrition using currently available screening tools for older people. Students completed malnutrition assessments for all residents using the subjective global assessment tool. Thirty-two students participated; 31 completed all three sessions, with malnutrition screening completed for 207 residents and malnutrition assessment for 187 residents (July and September 2022). Based on the subjective global assessment, 31% (n = 57) of residents were mildly/moderately malnourished, and 3% (n = 5) were severely malnourished. The Innovation Domain of the Framework was the most important consideration before implementation. Whilst previous research documented student learning opportunities in residential aged care facilities, this study provides the first available evidence of the direct contribution students can make to the health of aged care residents through malnutrition screening and assessment. The model enables students to conduct malnutrition screening and assessment feasibly and efficiently in facilities that do not routinely collate and act on these data. With a limited nursing aged care workforce to undertake this vital task, the potential role of student dietitians to fulfil this role must be considered.

'Can a relative override a patient's Advance Care Directive?': end-of-life legal worries of general practitioners and nurses working in aged care.

This paper aimed to describe the legal worries of Australian general practitioners (GPs) and nurses regarding end-of-life care provided in the aged care setting. An analysis of responses to the final, open-ended question of a cross-sectional online survey of GPs and nurses practising in aged care settings in Queensland, New South Wales and Victoria was undertaken. Of the 162 GPs and 61 nurses who gave valid responses to the survey, 92% (151 GPs and 55 nurses) responded to the open-ended question. Participants identified concerns across all relevant areas of end-of-life law. The most common concerns were substitute decision-makers or family member(s) wanting to overrule an Advance Care Directive, requests for futile or non-beneficial treatment and conflict about end-of-life decision-making. Participants often also identified concerns about their lack of legal knowledge and their fear of law or risk related to both end-of-life care generally and providing medication that may hasten death. Australian GPs and nurses working in aged care have broad-ranging legal concerns about providing end-of-life care. Legal concerns and knowledge gaps identified here highlight priority areas for future training of the aged care workforce.

The Impact of Artificial Intelligence on Organisational Behavior: A Risky Tale between Myth and Reality for Sustaining Workforce

Purpose: This research paper examines quantitatively the impact of Artificial Intelligence (AI) as an independent variable on three organisational behavior components as dependent variables: job satisfaction, personality, and attitudes.
 Design/methodology: The sample of our study includes alumni graduates of the past two years reflecting on post-covid19 era as young workforce from Cairo, Egypt. It is important to note that there is no sufficient data regarding the impact of AI on OB testing this bracket of young population workforce, and highlighting specific components in the study of OB.
 Findings: This research finding revealed that AI can explain 46.5 % of Organizational Behavior which refers to the importance of AI usage among organizations and how this might change the current organizational environments. 
 Research Limitations: This research is limited by the fact that the sample encompassed a specific bracket of the young workforce age ranging from 20-35 years old even though they come from different backgrounds.
 Practical Implications: AI tools can enhance employees job satisfaction as well as it can help mitigate cognitive biases and groupthink, developing a decision-making culture that is more objective and data driven.
 Originality: Therefore, the utility of this research on the academic level highlights the fact of identifying major concerns and formulations of essential conclusions to get a deeper understanding of the relationship between the different variables stated. On the practical level, it sheds light for several organisations on the danger of technology replacement of employees due to the invasive impact of AI usage.
 Keywords: Artificial Intelligence, Personality, Attitudes, Job Satisfaction, Organisational Behavior

Intergenerational climate at higher education: validity of the Spanish version of the workplace intergenerational climate scale

An ageing workforce and the coexistence of different generations in the same work environment has garnered the interest of practitioners and theoreticians with regard to the climate and interactions that occur between these generations. Although there are various instruments that attempt to measure the intergenerational climate in organizations, there are no studies that demonstrate the effectiveness of such instruments in the Spanish university context. This article presents the analysis of the psychometric properties of the Spanish version of the Workplace Intergenerational Climate Scale (WICS) adjusted to the specific context of higher education institutions and administered to a sample of 1,116 university teachers. After the analyses were carried out, an instrument with 16 items was obtained (4 less than the original questionnaire), and we can affirm that the resulting questionnaire is appropriate to measure the intergenerational climate among university teachers in the fields of teaching, research and management in the Spanish university context. However, more detailed, and individual analysis of each of the areas (i.e., teaching, research and management) would likely yield slightly different models but a better fit.

Factors affecting work-related non-fatal injuries among aged workers in South Korea.

The objective of this paper is to investigate whether an aging workforce is associated with an increase in work-related non-fatal injuries and to explore the underlying reasons for this potential increase. Aged workers were defined as those who were at least 55-years-old. Work-related non-fatal injuries were assessed in aged and young workers who were registered with the workers' compensation system from 2017 to 2021 of South Korea. The mean estimated rate of work-related non-fatal injuries of aged workers (0.88/100) was about 2.5-times higher than that of younger workers (0.35/100). Most work-related non-fatal injuries in the older adults were in individuals working in the "construction sector" (36.0%), those with "elementary occupations (unskilled workers)" (45.0%), and those with employment status of "daily worker" (44.0%). "Trip & slip" (28.7%) and "falling" (19.6%) were more frequent types of work-related non-fatal injuries in aged workers relative to young workers. The category of "buildings, structures, and surfaces" was a more frequent cause of work-related non-fatal injuries in aged workers than young workers. The incidence of non-fatal work-related injuries is higher among aged workers compared to their younger counterparts. The increased occurrence of aged workers participating in precarious employment and jobs, along with the greater physical vulnerability, is likely the cause of their higher rate of work-related non-fatal injuries.

Challenges to well-being in critical care.

Paediatric critical care (PCC) is a high-pressure working environment. Staff experience high levels of burnout, symptoms of post-traumatic stress, and moral distress. To understand challenges to workplace well-being in PCC to help inform the development of staff interventions to improve and maintain well-being. The Enhanced Critical Incident Technique (ECIT) was used. ECIT encompasses semi-structured interviews and thematic analysis. We identified 'critical incidents', challenges to well-being, categorized them in a meaningful way, and identified factors which helped and hindered in those moments. Fifty-three nurses and doctors from a large UK quaternary PCC unit were consented to take part. Themes generated are: Context of working in PCC, which examined staff's experiences of working in PCC generally and during COVID-19; Patient care and moral distress explored significant challenges to well-being faced by staff caring for increasingly complex and chronically ill patients; Teamwork and leadership demonstrated the importance of team-belonging and clear leadership; Changing workforce explored the impact of staffing shortages and the ageing workforce on well-being; and Satisfying basic human needs, which identified absences in basic requirements of food and rest. Staff's experiential accounts demonstrated a clear need for psychologically informed environments to enable the sharing of vulnerabilities, foster support, and maintain workplace well-being. Themes resonated with the self-determination theory and Maslow's hierarchy of needs, which outline requirements for fulfilment (self-actualization). Well-being interventions must be informed by psychological theory and evidence. Recommendations are flexible rostering, advanced communication training, psychologically-informed support, supervision/mentoring training, adequate accommodation and hot food. Investment is required to develop successful interventions to improve workplace well-being.