Aging Workforce Research Articles

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.

Factors influencing attitudes toward aging workforce: Evidence from college students in Southern Thailand

As the aging population grows, examining attitudes and intentions toward joining the aging workforce is of greater importance. This study examines factors influencing Southern Thai college students’ attitudes and intentions to join the aging workforce. A cross-sectional survey was conducted among 412 undergraduate students from three universities in the region. The survey measured attitudes, subjective norms, perceived behavioral control, and intention to be older workers based on the theory of planned behavior using a 5-point Likert scale. The data were analyzed using the path analysis technique. The findings indicated significant associations between attitudes, subjective norms, perceived behavioral control, and intentions to be older workers among college students. Attitudes toward older workers positively influenced subjective norms (β = 0.71, p = 0.001), and perceived behavioral control also had a significant impact on subjective norms (β = 0.11, p = 0.05) and on the intention to be older workers (β = 0.23, p < 0.05). Subjective norms, in turn, positively influenced intentions to be older workers (β = 0.42, p < 0.001). In conclusion, this study highlights the importance of attitudes, subjective norms, and perceived behavioral control as factors in influencing college students’ intention to join the aging workforce. AcknowledgmentThis study is supported by the Research and Innovation Institute of Excellence, Walailak University, under Grant No. WU66251.

Health and productivity management initiatives to promote worker health and improve the workplace environment at the Fukushima Daiichi nuclear power plant.

Since the Fukushima Daiichi nuclear power plant (FDNPP) accident in 2011, measures have been taken to address occupational health risks, such as heat illness and infectious diseases, and ensure fitness for duty with the Tokyo Electric Power Company and its contractors. However, with the decommissioning operations set to span several decades and an aging workforce, there arose a need for proactive occupational health strategies that not only addressed these risks but also promoted employee health and created a comfortable work environment. With the Japanese government's promotion of health and productivity management (HPM) for corporations, an HPM-based initiative was launched at the FDNPP in 2019. We designed an HPM questionnaire tailored to the unique conditions at the FDNPP for contractors in 2019. Subsequently, we adjusted the questionnaire annually in light of evolving societal contexts and insights derived from contractors' feedback. This initiative also involved the annual recognition of outstanding contractors. These efforts have led to a steady increase in the number of contractors participating in the HPM survey, with respondents' scores continually improving. We also emphasized dissemination of HPM practices from contractors to their subcontractors due to the complex subcontracting structure at FDNPP, and our results showed that more contractors have been extending these efforts to their subcontractors. Our findings suggest that individual contractors are steadily enhancing their HPM efforts. We are committed to continually offering support to advance HPM throughout the FDNPP.

‘The night is for sleeping’: how nurses care for conflicting temporal orders in older person care

ABSTRACT This paper examines the conflicting temporal orders of the regional nurse, a role which has been introduced to deal with the increasing demands of aged care and workforce shortages in regional settings. We build on ethnographic research in the Netherlands, in which we examine regional district nurses as a new professional role that attends to (sub)acute care needs, connecting and coordinating different places of care during out of office hours. We use the concept of ‘temporal regional order’ to reflect on the different ways caring practices are temporally structured by management and care practitioners, in close interaction with patients and informal care givers. In the results three types of disruptions of the regional temporal order are distinguished: interfering bodily rhythms and needs; (un)expected workings of technologies; and disrupting acts of patient and relatives. It was region nurses’ prime responsibility to stabilise these interferences and prevent or soften a disruption of the regional order. In accomplishing this, we show how nurses craft their professional role in between various care settings, without getting involved too much in patient care, to be mobile as ‘temporal caregivers’.

Performance Differences in the Ageing Workforce Era: An Experimental Study with Industry 4.0 Assistive Technologies

Adopting I4.0 technologies in current industrial scenarios ensures better performance and efficiency of the systems. Nevertheless, less is known about the human-centric impact of assistive technologies, and particularly their effect on differently aged workers. Due to the ageing workforce phenomenon, it is essential to understand how the performance of aged workers is affected by I4.0 smart devices. The present study explores the performance of young (aged 22-25) and old (aged 45+) participants engaged in assembly and order-picking tasks with varying levels of technological assistance. The study categorizes assistive technologies into "semi-assistive" and "fully assistive" levels and evaluates their impact on user performance, measured through Task Completion Time (TCT). Results indicate that the higher familiarity of young participants with technology ensures higher performance than the old ones, despite having less task-related experience. The paper underscores the need for tailored training programs and the redesign of workplaces to accommodate the ageing workforce and minimize performance differences between user categories. Findings highlight that more empirical works are needed to deepen the ageing theme, stressing the importance of improving technology acceptance and usability.

Perioperative Nursing Shortages: An Integrative Review of Their Impact, Causal Factors, and Mitigation Strategies

Aim. This study aims to explore contributing factors, impacts, and strategies to address perioperative nursing shortages. Background. Health facilities worldwide are experiencing nursing shortages, especially in specialty fields such as perioperative nursing. Evaluation. This integrative review is reported according to the PRISMA guidelines. The title, abstract, and full article screening, as well as the quality appraisal process, were performed by two independent reviewers, with a third for disagreement. This review focused on empirical and theoretical research published from 2013 to 2023 using databases including CINAHL, Embase, Emcare (via OVID), Medline (via EBSCOhost), Scopus, Web of Science, ProQuest Dissertations and Theses Global, Overton, and GreyNet. Key Issues. This study thoroughly reviewed 84 articles. The perioperative domain confronts significant staffing challenges due to increased demand, lack of experienced nurses, insufficient new entrants, high turnover, and an aging workforce. Notably significant are the deficiencies in recruiting new nurses and the elevated turnover levels, potentially amendable issues. The shortages negatively impact the remaining nurses, patient care quality, and hospital revenue. Strategies to address perioperative nursing workforce challenges include promoting the specialty to undergraduate nursing students, bolstering recruitment efforts, and retaining experienced perioperative nurses. However, none of the studies examined in this review adopted a comprehensive approach. Furthermore, the effectiveness of these strategies relative to one another remains uncertain due to a lack of reliable measurements. Conclusion. Perioperative nursing faces considerable challenges, including an aging workforce, limited new recruits, and high turnover rates. Present strategies primarily prioritise workforce preparation over supporting current staff. Mitigating the perioperative nursing shortages requires comprehensive approaches integrating preparation, recruitment, retention, and retirement plans. In addition, these strategies must be adapted to the diverse regulatory environments of different countries, recognising the absence of a one‐size‐fits‐all solution to perioperative nursing shortages globally. Implication for Nursing Management. Perioperative nursing managers are vital in reducing shortages.

Public management approaches to an aging workforce: organizational strategies for strategies for adaptability and efficiency.

This study investigates the impact of psychological age climate on the motivation of aged workers in China and explores the mediating mechanisms at play. Two proposed chains of mediation capture the potential mechanisms underlying this process. The first chain involves the task and knowledge characteristics of work design, specifically autonomy arrangements and skill-based job demands, as mediators. The second chain focuses on the social and physical/contextual aspects of work design, including social support and ergonomic working conditions. The study sample consisted of 1,094 Chinese employees aged between 50 and 70 years (M = 55.66, SD = 4.274). Our findings reveal that a positive psychological age climate-organizational norms and practices that value and support older workers-significantly boosts their motivation to continue working. This enhancement in motivation is mediated by increased job autonomy and robust social support within the workplace, confirming that these elements are crucial for translating a positive age climate into tangible outcomes. Contrary to existing literature, our research does not support the mediating role of job design tailored to aged workers' skills and ergonomic working conditions. This indicates that in the cultural and organizational context of China, where collective values and respect for elder wisdom predominate, autonomy and social support directly influence workers' motivation more profoundly than ergonomic and job design considerations. The study underscores the importance of creating inclusive organizational cultures and implementing targeted support strategies to retain and engage aged workers effectively. It suggests that public policymakers and organizational leaders should focus on fostering positive psychological age climates and providing necessary autonomy and social resources to meet the unique needs of an aging workforce, thereby enhancing both individual and organizational outcomes in a globally aging society.

Motivation to Lead: A Study of the Supportive Nursing Leadership Environment

Background. With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, nursing leadership shortages are a concern. While several studies have indicated the interest of nurses in pursuing leadership positions, limited research has focused on examining the influence of the leadership practice environment on nurses’ motivation to lead. Aim. The aims of the study were to (1) assess the relationship between the leadership environment and the motivation of nurses to lead and (2) determine whether there are particular aspects of the leadership environment that influence motivation to lead. Methods. A cross‐sectional research design was used to collect data from 435 nurses working in 16 public and private hospitals in Oman. Leadership Environment Scale and Motivation to Lead Scale were used to assess participants’ perceived leadership environment and their motivation to engage in formal leadership roles, respectively. Multivariate linear regression was used to assess the relationship between the perceived leadership environment and the motivation of nurses to undertake leadership roles. Findings. Nurses reported a mean scale value of 3.208 out of 5 (SD = 0.467) for their motivation to lead, which exceeds the midpoint, indicating a strong motivation to engage in formal leadership roles. Nurses reported a mean score of 3.194 out of 4 (SD = 0.661), which exceeds the midpoint, suggesting a favorable perception of leadership environment. The findings showed a significant relationship between the leadership environment and nurses’ motivation to lead. Specifically, self‐organization (β = 0.185, p = 0.001, CI = 0.086–0.378), agents (β = 0.221, p = 0.002, CI = 0.124–0.474), and transformative exchange (β = 0.100, p = 0.037, CI = 0.101–0.142) were characteristics of the leadership environment that were associated with greater motivation to engage in leadership. Conclusion. This study emphasizes the importance of cultivating a supportive leadership environment as a potential strategy to attract nurses to assume formal nursing leadership roles. Implications for Nursing Management. Strategies to improve nurses’ motivation to lead in a complex healthcare environment include improving nurses’ active involvement in their organization, creating a collegial supportive and mentoring leadership culture, and improving transformative exchange by supporting career and educational advancement.

Insights on Aligning Teaching Practices with Competence-Based Education in Kosovo: Navigating School Leadership Challenges

The study explores the gaps and challenges in developing students' key competencies and identifies the factors hindering school principals' effectiveness in supporting student achievements in Kosovo. It analyzes perspectives from school principals, teachers, and Quality Assurance Coordinators, using data from interviews, questionnaires, and focus groups. Key findings identify major gaps in fostering students' key competencies, such as insufficient hands-on experiences, age-appropriate questioning, personalized instruction, self-assessment, and technology-based activities. Factors hindering progress include teacher underperformance at critical stages, an aging workforce, demotivation, poor infrastructure, and limited parental involvement. Despite school principals' clear vision for competency-based instruction, they face significant challenges in improving both teacher performance and student achievement. The study recommends practical, school-based strategies to improve teaching quality, instructional practices, and support for students' competency development. These findings emphasize the need for targeted policy interventions and actionable strategies to overcome barriers and drive meaningful educational reform in Kosovo.

Dismantling Age Myths: Towards a Resilient Multigenerational Manufacturing Sector in Singapore

This paper examines the strategic importance of fostering a multigenerational workforce to enhance the competitiveness of Singapore’s manufacturing industry in the face of the Fourth Industrial Revolution. Addressing common myths about age and technological adoption, our mixed-methods study reveals that the integration of the diverse strengths of an age-diverse workforce is not only beneficial but also necessary for innovation and sustainable growth. With Singapore’s manufacturing workforce rapidly ageing and fresh talent dwindling, the industry faces challenges like knowledge transfer, automation, and the risk of skills dilution. We argue that a multigenerational approach that combines the expertise of older workers with the digital fluency of the younger generation can create a resilient talent pool essential for continuous expertise and complex problem-solving. The aim of this paper is thus to debunk several myths around an ageing workforce that currently stand in the way of fostering a multigenerational workforce in Singapore’s manufacturing industry. We end the paper by arguing that such a workforce will become increasingly important for other industries as well.

Senior Management Succession Challenges for U.S. Healthcare Facility Operations

ABSTRACT Purpose The purpose of this research was to better understand current state of mid- and senior-level healthcare facility managers to explore potential roadblocks to FM succession related to demographics, backgrounds, and perceptions in supporting future research prioritization for healthcare facility executive leadership development. Methodology A survey was designed to collect information on facility managers’ gender, race, age, job level, employer industry, retirement timeframe, educational attainment, and perceptions of their employers’ recruiting and succession planning. The survey was sent electronically in February 2021 to more than 12,400 FM professionals with a 29% response rate. Only information from U.S. respondents working in healthcare facility operations was used in this study. Findings The healthcare industry is struggling to attract and retain senior-level facility managers. The difficulty in finding qualified facility managers to fill senior-level positions does not appear to be related to a lack of interested candidates or pay. Factors impeding recurring facility workforce development and succession to senior healthcare FM roles may be related to low succession planning adoption by healthcare organizations, an aged facility workforce, and limited undergraduate education achievement from traditional candidates. Originality Healthcare organizations may prioritize these factors in addressing ongoing FM workforce attrition and development challenges to ensure a sustainable pipeline of qualified facility managers prepared to successfully navigate the unique expectations of leading the healthcare built environment.

The Role of Negative Age Stereotypes and Sociodemographic Factors in the Intention to Leave Among German University Hospital Nursing Staff.

Staff shortages are a global problem in the nursing profession. Negative beliefs about older workers may have detrimental effects on the development and performance capacity of an aging workforce. To date, little is known about the impact of age stereotypes and potential factors on nurses' intent to leave (ITL). Therefore, the aim of our study was to assess intention to leave and potential predictors (eg, sociodemographic characteristics and age stereotypes) in a large representative sample of nurses in a German university hospital setting. A total of 423 nurses at the University Hospital of Heidelberg participated in a cross-sectional questionnaire study assessing sociodemographic data, age stereotypes using the "Beliefs About Older Workers" questionnaire, and participants' intentions to leave and give up their profession. Questionnaires were returned by 423 nurses (13.7% response rate). The results revealed that negative age stereotypes were highly prevalent. Significant correlations between age and negative age stereotypes were found, indicating that the younger the nurses were, the more negative their age stereotypes were. Most nurses with negative age stereotypes had no intention to leave their profession; however, the majority of nurses could not imagine working in the profession until they retired. Despite the low response rate, the results of the current study suggest that organizational and societal measures to reduce age stereotypes should be directed at newcomers and young nurses to retain them in the profession in the long term.

The work attitude and work conditions of older age workforce as a part of the social dimension of sustainability in Visegrad Group countries

The work attitude and work conditions of older age workforce as a part of the social dimension of sustainability in Visegrad Group countries

Aging in Industry 5.0: Enhancing Human–Robot Synergy in Manufacturing and Logistics

This paper presents a systematic literature review exploring the impact of human–robot (HR) systems on older workers in manufacturing and logistics industries, drawing insights into how these systems can be optimally designed to address human factors in four key areas—perceptual, physical, cognitive, and psychosocial—aligning with the goals of Industry 5.0. By analyzing 19 articles selected from the Scopus and Web of Science databases, we identified both the benefits and challenges that HR systems pose to the aging workforce. We conclude that to achieve Industry 5.0 goals, HR systems must be designed to balance automation with human skills, promoting adaptability and inclusivity tailored to the diverse responses of older workers.

A Narrative Review of Vocational Rehabilitation in People with Spinal Cord Injury in Different Countries.

Spinal cord injury (SCI) is a life-long neurological disease. This study reviews the literature on the vocational rehabilitation (VR) of people who experience SCI. MEDLINE (via PubMed), Web of Science, EMBASE, Google Scholar, ProQuest, and Science Direct databases were searched. The inclusion criteria of the articles included the following: describing adults with SCI only, the English or Persian language, and involving people of workforce age. Conference abstracts, case studies, and editorials were excluded. The eligibility of 186 full-text articles was assessed, and 124 studies met the inclusion criteria. Most studies focused on barriers and facilitators for work in people with SCI. There are no current services and programs in Iran that support post-injury employment of people with SCI, and therefore, there remains a need for studies addressing employment in this population.

The impact of workforce age diversity on non-financial organizational outcomes considering the role of knowledge transfer

The impact of workforce age diversity on non-financial organizational outcomes considering the role of knowledge transfer

The 7th Census of Italian agriculture: characteristics, structures and dynamics of generational renewal

The 7th General Census of Italian Agriculture offers an opportunity to assess the current state and key trends within Italian agriculture. One pressing issue that it highlights is the aging workforce in this sector. Encouraging youth entrepreneurship is a primary goal endorsed by both national and European policies. It aims to ensure a seamless generational transition while promoting a more innovative and dynamic agricultural sector. Agriculture faces a set of critical challenges in the years ahead, including efficiency enhancement, resilience building, digitalization, and sustainability practices. These necessitate the integration of fresh, well-qualified entrepreneurial talent, making generational turnover not only highly desirable but also essential. This article employs data from the latest Census to delve into the age distribution of farm managers, placing a particular emphasis on the younger demographic and the farms they oversee. The study aims to scrutinize the primary shifts in the demographic makeup of agricultural holdings, with a specific focus on contrasting young and elderly farmers. The outcomes of this analysis bring to the forefront an intriguing generational shift marked by well-educated agricultural entrepreneurs who exhibit a proclivity for innovation and the adoption of digital technologies. This cohort of farmers is actively diversifying their agricultural pursuits, with a strong commitment to environmental sustainability and the market. Nonetheless, despite these commendable efforts, they continue to grapple with establishing a firm position in the sector.

Australian National Complementary Medicine Workforce Survey: A Profile of Practitioners and Their Practices.

Introduction: Recent years have seen rapid changes to traditional, complementary, and integrative medicine (TCIM) practices in Australia associated with increased interest in TCIM during the COVID-19 pandemic and reorganization of practice delivery methods. This study aimed to update the understanding of the current TCIM workforce in Australia. Methods: Representatives of six TCIM professional organizations developed a survey for e-mail distribution to members. The anonymous online Qualtrics survey was based on previous surveys to identify workforce trends over time. Survey data were analyzed descriptively using Qualtrics and STATA statistical software (version 16). Results: Responses were recorded from 1921 participants. Respondents were predominantly female (79.7%); 71.8% were aged over 45 years. Remedial massage therapists represented 32.1% and naturopaths represented 23.7% of respondents. Highest qualifications were diplomas (37.7%), bachelor's degrees (28.9%), and advanced diplomas (21.8%). Metropolitan locations accounted for 68.1% of practices. Solo private practice was the main practice setting (59.8%); 13.8% practiced in group private practice with TCIM practitioners; and 10.6% practiced with allied health practitioners. Approximately three quarters of respondents (73.9%) saw 0-5 new clients per week; 42.2% had 0-5 follow-up consultations per week. Collaboration rates with TCIM practitioners, other non-TCIM practitioners, and general medical practitioners (GPs) were 68.7%, 24.4%, and 9.2%, respectively. A total of 93% did not suspect an adverse event from their treatment in the past year. Businesses of 75.9% of respondents were reportedly affected by the pandemic. Discussion: Comparisons with previous surveys show ongoing predominance of female practitioners, an aging workforce, a high proportion of remedial massage and naturopathy practitioners, and an increasingly qualified TCIM workforce. There was little change in the very low number of adverse events suspected by practitioners, number of consultations per week, and low levels of income of most TCIM practitioners compared with the average income in Australia. Respondents collaborated at similar rates as in the past; however, more with TCIM practitioners than with GPs.

POLICY SERIES: THE MOVING FORWARD NURSING HOME COALITION: NURSING HOME REFORM AND THE RESIDENTS’ GOALS, PREFERENCES, AND PRIORITIES

Abstract The 2022 National Academies of Sciences, Engineering, and Medicine (NASEM) report called for nursing facilities to provide “care aligned to the individual’s goals and preferences.” Missing has been an efficient process to uncover the individual’s detailed goals, preferences, and priorities (GPPs). GPPs are a care planning process that translates into actionable interventions, supported by quality measurement to determine whether the care provided aligns with those GPPs, and health information technology to collect GPPs efficiently and to determine if the care provided is concordant with the individual’s GPPs. A diverse set of experts representing the Moving Forward Nursing Home Quality Coalition are collaborating to develop an integrated approach to these shortcomings and will discuss these issues in detail including new approaches to the identification and documentation of GPPs for use in a modified care planning process, the status of health information technologies (HIT) processes being developed to support these changes and the development of new quality measures. While the Moving Forward Coalition is focused on nursing facilities, the approaches being developed here to improve care and to standardize the vocabulary for GPPs are applicable to all care settings. Three committees from the Moving Forward Nursing Home Coalition will present work focused on the development of a standardized GPP care planning process to enhance the identification, documentation, communication, and implementation of resident GPPs, the measurement of the care planning process to support process improvement, and the creation of a HIT-enabled process to measure the concordance of care provided with an individual’s GPPs. This is a collaborative symposium between the Aging Workforce, Hospital Elder Life Program, Measurement, Statistics, and Research Design, Systems Research in Long Term-Care, and Technology and Aging Interest Groups.

LONG-TERM PAID CARE WORKFORCE: SHORTAGE, BURNOUT, TRAINING, TURNOVER, WHAT’S NEXT?

Abstract Although the long-term care workforce has struggled historically with staff satisfaction, safety, and retention, the pandemic triggered increased turnover and higher levels of staff burnout. As a result, many residential care organizations are using agency staff at unprecedented levels. Given that continuity of care is central to high-quality person-centered care, and the workforce should have access to a physically and psychologically safe environment, it is imperative that the gerontological research and practical community understand the changing conditions experienced by this workforce in crisis and offers solutions at the workplace, industry, and policy levels. In this symposium, authors explore different facets of paid long-term care workforce to stimulate thought and discussion. One paper contrasts the well-being of the workforce to that of the residents during COVID-19. A second paper presents workforce management capabilities and strategies and posits essential questions for the capacity of management and leadership needs of the workforce. Two papers highlight the struggles that are presented as paid long-term care relies increasingly on contract, short-term workers. Paper three discusses how the use of the contract workforce does not support the provision of person-centered care for conditions like dementia. Paper four uses payroll-based journal data to delve into short and long-term use of contract workforce and discusses the nature of contract staffing, and considers how contract staffing may be disruptive to both the direct care worker and the nursing home environment. The discussant will draw out the policy and practice implications arising from the papers. This is a collaborative symposium between the Aging Workforce and Paid Caregiving Interest Groups.