Aging Workforce Research Articles

Promoting healthy ageing at work through the development of coping strategies among senior workers

Abstract Background In France, the employment rate for individuals aged 50-64 has risen to almost 67% by 2023, with projections indicating that nearly one in three citizens will be over 60 by 2040. This demographic shift presents a significant labour challenge. To address this, the study explores how senior workers tackle workplace challenges and how their coping strategies influence healthy ageing at work. Methods This study explores critical factors in healthy ageing at work using a mixed QUAL/Quant methodology. 15 interviews provided insight into senior workers, while 28 participants from a French company completed an online questionnaire. Qualitative data were analysed using template analysis, and quantitative data were analysed using SPSS version 20. Results The interviews revealed that senior workers’ problem-solving methods were grouped into three approaches: technical solutions (ergonomic adjustments, supportive equipment), coping strategies (help-seeking, utilisation crafting and developmental crafting), and mindset changes (metacognition, positive reappraisal). Among the senior group, the survey results showed that developmental crafting was a significant positive predictor of work engagement (β = 1.52, p< .05). Utilisation crafting and relational crafting were significant positive predictors of general health (β=.53, p< .05, and β=.50, p= .05, respectively). Conclusions This study not only emphasizes the significance of technological solutions but also underscores the critical roles of help-seeking, utilisation crafting, developmental crafting, metacognition, and positive reappraisal in fostering healthy ageing at work. These insights emphasize the need for ongoing development of human resource management strategies to address the challenges associated with ageing at work. Key messages • Our study finds senior workers employ diverse strategies - technical solutions, coping strategies, mindset shifts - to promote healthy ageing at work. • The insights highlight the importance of human resource strategies for addressing challenges of the ageing workforce, emphasizing proactive approaches.

G.O.O.S.E.: Introducing a novel five‐stage structured framework for the early phases of teaching and learning ultrasound

AbstractThe sonography profession faces a critical global workforce shortage, particularly pronounced in Australia, due to insufficient clinical training opportunities and an ageing workforce. The financial burden and increased scan times associated with training exacerbate this issue. Innovative approaches, such as intensive ultrasound courses and pair scanning protocols, have shown promise in addressing these challenges. The GOOSE framework (Get the window, Optimise the view, Optimise the image, Select the image, Explain the findings) offers a structured, step‐by‐step approach to practical sonography training. This framework deconstructs complex ultrasound skills into manageable tasks, optimises cognitive load management, and provides explicit guidance for novice learners. The GOOSE framework is designed to enhance the efficiency of teaching and learning by simplifying complex skills into clear, actionable steps, supported by checklists that guide both instructors and students through the training process. The GOOSE framework offers a systematisation of knowledge transfer that, combined with deliberate practice and structured feedback, ensures learners progressively build their skills with focused, goal‐directed activities. While this model is yet to be validated, initial implementations have shown promising results in improving trainee performance, reducing supervision workload, and standardising instructional methods. This article outlines the principles of the GOOSE framework, its development, and its application in a specialised training facility, proposing it as a standardised model to enhance practical ultrasound education and improve teaching and learning efficiency.

The role of apprenticeship in skills development of construction artisans to achieving Sustainable Development Goal 8: stakeholders’ unexplored approach

PurposeStudies show that apprenticeships can enhance skills development and economic growth. There is a paucity of academic literature concerning apprenticeship’s role in developing Nigerian construction artisans’ skills, especially regarding achieving Sustainable Development Goal 8 (Decent Work and Economic Growth). Thus, this study aims to appraise the role of apprenticeship in developing construction artisans’ skills and suggest measures to improve skills development for artisans’ on-the-job training mechanisms to achieve Goal 8.Design/methodology/approachGiven the unexplored nature of the problem, the study utilised face-to-face data collection via a qualitative research approach. It covered two major cities in Nigeria and achieved saturation at the 29th chosen interviewee. Also, the study adopted a thematic method to analyse the data from selected construction artisans, construction firm management staffers and consultant experts in skills matters.FindingsEnhancing skills development, replacing the ageing workforce through practical broad-based skills training, bridging skills gaps, enhancing work-integrated learning and economic upliftment emerged as apprenticeship’s role in developing artisans’ skills in the Nigerian built environment if well implemented. Apprenticeship to develop skills in the built environment is not without hindrances. The perceived 34 barriers were re-clustered into employee, employer and government-related. Findings show that achieving Goal 8 may be threatened if these hindrances are not mitigated. They suggest improving skills development for artisans’ on-the-job training mechanisms to achieve Goal 8.Originality/valueThis study demonstrates that apprenticeship’s role in developing construction artisans’ skills should be all-inclusive. Also, the three stakeholders must do more concerning training programmes to improve artisans’ skills development to achieve Goal 8.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Assessment of Quality of Life and Work Motivation Among the Aging Workforce in Suphan Buri, Thailand

Demographic changes due to the reduced birth rate and aging in the population increase the proportion of older persons in the workforce. This article explores the determinants of and impacts on quality of life and motivation for work among the aging workforce of Suphan Buri, Thailand. Using a cross-sectional, mixed-methods approach from surveys and interviews with older persons, the quality of life of the older people in Suphan Buri was assessed as variable and dependent on their health and socioeconomic statuses. Personal characteristics of family and community, together with health and financial status, reflected quality of life and work motivation. A concept model connected the concepts of Relational, Income, Care, and Environmental (RICE) factors from analyzing themes to determine the quality of life and work motivation outcomes. Quality of life and work motivational factors for the aging workforce are also essential for the sustainability of agricultural and economic performance measures and production outcomes for Suphan Buri, Thailand. Efforts focusing on financial literacy, occupational policies, practices, and promoting family relationships, health status, and social engagements should be a strategy to prepare for aging and support a better quality of life and work experience.

The effect of age on musculoskeletal injury compensation costs in South Australian professional urban firefighters: A cohort study.

Firefighting is recognised as a physically demanding occupation involving exposure to hazardous environments and activities. An aging workforce combined with the age-related decline in physical fitness may result in increased future workers' compensation expenditure for fire service organisations. The objective of this research was to investigate the costs associated with musculoskeletal sprain and strain injury and the impacts of age and injury location on Workers' Compensation claims submitted by professional urban firefighters. Claim rates, direct costs, and days lost were extracted from a professional Fire Service organisation's workers' compensation claim database for financial years between 2011 to 2018. The mean cost per claim increased with age, with a mean claim cost of the 60-70-year-old group over 10 times more than the 20-29-year-old group. The mean days lost per claim were also higher for claims submitted by firefighters aged over 50. Older firefighters miss more workdays when injured and are associated with increased claims costs, particularly those in the 60-70-year group. With an aging workforce, Fire Service organisations must implement appropriate management and prevention strategies to reduce the potential risks associated with an aging workforce.

First responders’ occupational injury and disease associated with periods of extreme bushfires

There has been limited research on the health impacts of extreme bushfire exposure among emergency responders (ER) involved in suppressing extreme bushfires. This study aimed to evaluate the associations between extreme bushfires and ER’s compensated injury and illness in Victoria, Australia. State-wide ER compensation claims from January 2005 to April 2023 were analysed. Logistic regression modelling was used to identify factors associated with compensation claims during the extreme bushfire periods in 2009 and 2019/20, compared to all other claims, adjusting for seasonality (summer). Of the 44,164 included claims, 1105 (2.5%) had recorded injury/disease onset dates within extreme bushfire periods, and 11,642 (26.4%) occurred in summer months. Over half of claims were made by police (52.4%), followed by ambulance officers/paramedics (27.2%) and firefighters (20.5%). Extreme bushfire period claims were associated with older workers (odds ratio/OR = 1.58,95%CI = 1.30–1.92, ages ≥ 55 vs. 35–44 years). Mental disorders (OR = 1.61,95%CI = 1.25–2.07), intracranial injuries (OR = 3.04,95%CI = 1.69–5.48) and infections/parasites (OR = 3.11,95%CI = 1.61–5.98) vs. wounds were associated with extreme bushfire period claims. Given the expected increase in extreme bushfire events and the ageing workforce, study findings underscore the importance of primary and secondary prevention in ER. This can include periodic health surveillance for older workers, access to early treatment, and ongoing support for mental health conditions.

A novel human-centered methodology for assessing manual-to-collaborative safe conversion of workstations

The Industry 5.0 paradigm places workers’ well-being and safety at the core of the production processes. Despite its objectives, the current industry still faces several challenges. Examples of these challenges include global market pressures for customized products, along with the significant occurrence of Work-Related Musculoskeletal Disorders and the ageing workforce. These challenges underscore the persistent need for human-centered solutions, allowing adaptations that align with humans’ physical and cognitive constraints. Collaborative robots offer a promising solution, with the potential to enhance workers’ well-being, while maintaining safety, productivity, and production process flexibility. This study introduces a novel methodology designed to assess the feasibility of converting manual tasks into collaborative ones. During the development of the methodology, a focus group approach was used, comprising 6 experts in the field of Ergonomics & Human Factors and Robotics. The proposed methodology is suitable for the identification of tasks appropriate for joint execution by humans and robots, thereby augmenting the effectiveness of the robotic solution. This methodology incorporates a set of indicators (physical and cognitive ergonomics, health and safety, and operational efficiency) and technical requirements. The results of the focus group allowed the improvement of the suggested methodology. For its testing, we applied across 13 manual workstations in 5 companies from different manufacturing sectors (civil construction, cutlery, furniture, and automotive fabric manufacturing). Results show that it is possible to comprehensively identify manual workstations/tasks with good and high potential to convert into collaborative systems. This methodology seems to constitute a relevant approach to support the conceptualization of collaborative workstations.

Study on the effect of viaducts vibration by truck platooning experiments

Japan is currently grappling with a shortage and aging workforce of truck drivers, alongside the pressing need for improved fuel efficiency. In response, the Ministry of Economy, Trade and Industry (METI) and the Ministry of Land, Infrastructure, Transport and Tourism (MLIT) have set a goal to achieve autonomous driving technology, facilitating truck platooning with no drivers in following trucks on expressways. METI and MLIT have initiated demonstration tests for an autonomous driving system featuring truck platoons traversing expressways, with no drivers in following trucks. When multiple trucks form a platoon on a viaduct, both the trucks and the viaduct may generate coupled vibrations, leading to significant viaduct vibrations. Nonetheless, the authors consider that it is possible to reduce the vibration of the viaduct by specifying the platooning conditions. The aim of this study was to examine the impact of truck platooning on viaduct vibrations. Vibration simulations and truck platooning experiments were conducted on an existing viaduct. The findings confirmed that, under the conditions of present experiments, there exists a distance between trucks that can reduce vibration when two trucks are travelling in a platoon compared to travelling alone.

The Australian nursing and midwifery academic workforce: A cross-sectional study

AimTo explore the demographics, employment characteristics, job satisfaction and career intentions of the Australian nursing and midwifery academic workforce. BackgroundThe academic workforce is crucial in preparing the next generation of nurses and midwives. Thus, understanding current satisfaction, challenges, opportunities and intentions is important for recruitment and succession planning. DesignCross-sectional online Australian academic nursing and midwifery survey. MethodRespondents were invited to complete an online survey via social media platforms, advertisements on professional websites and circulation via professional associations. Descriptive and inferential statistics were used to analyse the data. ResultsOf the 250 respondents, most were Registered Nurses (n=212), female (n=222), held tenured teaching and research positions (n=126) and were over the age of 50 (n=130). Almost half of respondents held a PhD (n=98), with 55 (43.7%) of those without a Doctoral qualification indicating no intention in undertaking doctoral studies. Over 85% (n=213) of respondents indicated working regular unpaid hours. Female respondents had a significantly higher mean annual teaching allocation compared with males who had higher research workload allocations (p=0.033). Job satisfaction and intention to leave academia were linked with workload and perceived value. Job satisfaction was significantly higher among teaching-only and research-only academics (p=0.005). ConclusionThe sustainability of the Australian nursing and midwifery workforce is at risk due to an ageing workforce and some academics' lack of intention in pursuing doctoral studies. Gender inequities emerged as a finding in this study. Workforce strategies are required to address gender disparities and workload imbalances that have an impact on job satisfaction.

Discovery and Underground Mining of Large Deposits: Essential Training to Ensure Copper Supply

Editor’s note: The aim of the Geology and Mining series is to introduce early career professionals and students to various aspects of mineral exploration, development, and mining in order to share the experiences and insight of each author on the myriad of topics involved with the mineral industry and the ways in which geoscientists contribute to each. Abstract A supply shortfall of at least 6 million tonnes (Mt) Cu is expected by 2031—with total demand now forecast to increase from 25 Mt in 2023 to >36 Mt, and possibly to a suggested 50 Mt by 2050—given the present trend in demand. The deficit can be partially filled by increased mine production, expanding currently installed mine production capacity, and increasing Cu recycling. However, satisfying demand in 2050 as the demand-to-mining supply gap increases will require the accelerated discovery of at least five large Cu deposits—individually producing >0.5 to >1.0 Mt/yr Cu—and their related mine development, by 2030. These five deposit discoveries are required to replace mines scheduled to close in the 2050s, given the >20 years needed to take a deposit from discovery to mine production. The two largest sources of Cu supply, porphyry and sediment-hosted Cu deposits, can potentially fill the gap if enough discoveries are made; however, there is no evidence that this is about to occur. Future porphyry Cu discoveries are expected to be mined underground, mostly by a caving method. The demand increase is occurring at a time when the capital intensity of porphyry Cu mine development has almost doubled since 2006. We predict that the only solution to the future Cu demand-supply challenge for society and the mining industry in the short to medium term rests with simple demand-supply economics and a substantially increased Cu price. Copper substitution by other materials and recycling could potentially benefit from a significantly increased price; however, the major advantage will be conferred on deposits amenable to open-pit mining that are undeveloped because of price-dependent, failed feasibility studies. The challenge of possibly doubling Cu supply by ca. 2050 through developing mines on large Cu deposits—both discovered and undiscovered, in an unprecedented number and in a shorter period—will require a major increase in the number of competent mining industry personnel. This comes at a time when the industry faces an aging workforce, leading to a critical skills gap compounded by a chronic shortage of students graduating in the sciences and engineering with mining-related university degrees. There is an acute shortage of experienced professionals in cave mining, and the substantial number of open-pit mining professionals who are predicted to retire by 2030 will need to be replaced. On-the-job training of geoscientists and engineers after graduation, delivered by experienced practitioners through university-accredited professional development programs, is suggested as the solution.

BEHIND THE WHEEL: UNDERSTANDING THE RISKS FOR TRUCK DRIVERS IN THE ERA OF THE INTERNET OF THINGS AND ADVANCEMENTS IN AUTONOMOUS VEHICLES

Freight transportation is a crucial part of the global economy, but it encounters several complex challenges, with truck drivers at the centre of these issues. These professionals, responsible for transporting goods over long distances, often work in challenging conditions, exposing them to a range of risks, including physical, psychological, and chemical hazards. These risks make the profession less appealing to younger drivers, leading to an ageing workforce and worsening the driver shortage crisis in the road transport sector. This article aims to identify the various risks faced by truck drivers and examine their negative impacts on several critical aspects, including company image, service quality, financial implications, and road safety. Additionally, the article explores the transformative impact of the Internet of Things (IoT) and autonomous vehicles (AV) on the truck driving profession.

Digital ergonomic assessment to enhance the physical resilience of human-centric manufacturing systems in Industry 5.0

The emergence of Industry 5.0 promotes the creation of human-centric values. To fulfill this objective, Internet of Things (IoT) technologies are increasingly being exploited to digitize the human factor and monitor the ergonomics of manual manufacturing systems. These digital assessments, combined with computational algorithms, contribute to the establishment of socially inclusive workplaces while offering detailed insights to safeguard the health of the aging workforce. In this scenario, this study proposes a digital architecture for evaluating the European Assembly Worksheet (EAWS) in human-centric manufacturing systems. Three distinct enabling technologies are leveraged to acquire heterogeneous data streams. A radio-frequency-based smart glove detects the operator’s interactions with the surrounding environment, while a network of marker-less cameras and a four-channel surface Electromyography (sEMG) system capture body joint movements and muscular contractions of the upper limbs, respectively. The acquired data are processed by computational algorithms to define an EAWS-driven set of Key Risk Indicators (KRIs), embedded in an ergonomic decision support system. These risk metrics highlight operator-driven process weaknesses in musculoskeletal, muscular, and material handling dimensions. Finally, the validity of the proposed digital architecture is demonstrated in an industrial-related pilot environment, where an operator assembles a piece of home furniture.

A resource-oriented perspective on the aging workforce – exploring job resource profiles and their associations with various health indicators

BackgroundPromoting older workers’ health in the context of increasing labor force participation and skill shortages is crucial. Examining job resource profiles offers a promising approach to understanding how to promote and maintain the health of older workers within the workplace. However, it is unclear how different job resources interact within distinct worker subgroups. Thus, this study explores the association between the job resource profiles of distinct subgroups and various health indicators among older workers in Europe.MethodsData from 4,079 older workers (age range: 50–60 years, 57% female) from waves 6 and 8 of the Survey of Health, Ageing and Retirement in Europe (SHARE) were analyzed. Latent profile analysis was employed to identify distinct job resource profiles using social support, recognition, job promotion, autonomy, and development opportunities. Associations between these profiles and various health indicators were examined, alongside the sociodemographic and socioeconomic characteristics associated with each profile.ResultsFour distinct job resource profiles emerged: (I) average job resource workers (n = 2170, 53%), (II) high social job resource workers (n = 983, 24%), (III) low job resource workers (n = 538, 13%), and (IV) autonomous decision-making workers (n = 388, 10%). Workers in the (II) high social job resource profile had the highest socioeconomic status and reported the best self-perceived health, lowest depressive symptoms, and fewest limitations and chronic diseases. Conversely, workers in the (III) low job resource profile had the second-lowest socioeconomic status and reported the poorest health outcomes. Surprisingly, older workers with high autonomy (profile IV) had the lowest socioeconomic status and the second worst self-perceived health. This may be because they perceive themselves as autonomous while lacking support and recognition.ConclusionThere is wide variation in the level and composition of resources available to older workers in the workplace. The most vulnerable subgroups, such as low job resource workers (profile III) and autonomous decision-making workers (profile IV), could benefit from tailored workplace health promotion interventions, such as support from supervisors or peers. Strengthening older workers’ job resources, including social support and recognition, can improve their health and contribute to them remaining in the workforce.

Classroom to Clinic: Universities Need to Support The Next Generation of Clinical Academics

The General Medical Council’s current version of Outcomes for Doctors sets out three key areas of expertise for tomorrow’s doctors: professional values & behaviours, professional skills, and professional knowledge. (1) Each of these competencies further develops into numerous core skills every student should attain at medical school. While the learning outcomes set under Clinical Research & Scholarship (part of Outcome 3: Professional Knowledge) could usually be attained through numerous instances across a typical medical school curriculum, opportunities to put research skills into practice have remained relatively competitive and scarce. This represents an emerging challenge across the career spectrum, particularly in the UK as the Medical Schools Council warns that the NHS Long Term Workforce Plan 2031-32 could be jeopardised if the number of clinical academics is not maintained.(2) Facilitated by the impacts of an aging workforce alongside years of underinvestment – NHS trusts and medical schools need to work quickly to address barriers in training and retaining the next generation of clinical academics.(3) Clinical Academics are the foundation of the future of medical schools. However, much more must be done to introduce, facilitate, and encourage medical students to consider the option of training as a clinical academic. Investing in opportunities for medical students to get involved in research and teaching early on in their medical career, could be a solution not just to tackle this future workforce challenge but also to offer better career prospects. This is supported by evidence from research on matched-cohort studies conducted in Australia & New Zealand demonstrating an encouraging statistic independent of academic confounding variables. (4,5) Medical students who published research in medical student journals were significantly more likely to be associated with higher degree attainment, PubMed® indexed publications and in some cases, more likely to enter surgical training or their chosen specialty. However, getting involved in clinical research as a medical student remains challenging. Lack of opportunities, competitive funding calls, and fewer supervisors willing to take on the burden of training students are only some of the many barriers students currently face in getting involved. Recent results from a survey by the University of Glasgow’s Medical School demonstrated reassuring enthusiasm for a career in clinical research/teaching among a small sample size of 55 students. Commenting on these findings, Professor Iain McInnes, Head of the College of Medical, Veterinary and Life Sciences, said ‘.... supporting clinical academics at all stages of their career is a top priority for our college and this survey shows that the pipeline for the future of academia is in good health indeed!’. On the balance, the need of the hour must now focus on retaining this enthusiasm by investing in opportunities and offering pathways to ensure medical students can actively engage in academia. Several steps including enhancing funding, fostering stronger mentorship and networking opportunities, promoting interdisciplinary collaboration, and recognizing research efforts by medical students can go a long way in pursuing students to consider a rewarding career in clinical academia.

A review of the future transport labour market: An EU approach

Mobility and transportation are a fundamental cornerstone of societies. They cannot be performed without a specific and varied workforce that keep all modes functioning. However, the transport sector currently faces many challenges including volatile high energy prices, labour and skills shortages, harsh working conditions, an ageing work force, and many labour relations’ issues. There are also deep and widespread market changes to confront in relation to automation and digitalisation, the move towards greener, cleaner technologies and sustainability. The risk of unemployment for certain jobs is evident. Transport workers and transport undertakings are thus confronted with the very challenging landscape to decarbonise the sector but also to address social sustainability and remain competitive in a fast-changing environment. This study makes use of a systematic review to analyse the main challenges that the land transport sector faces. This paper informs policy makers and relevant stakeholders on the current trends; highlights challenges and opportunities for transport workers and provides recommendations to help achieve that will result in a digital and fair, ethical, just, and green transition not only for the transport sector but also for the society as a whole.

Ageism on LinkedIn: Discrimination towards older applicants during LinkedIn screening

Building on impression formation theories and the stereotype content model, this study examined age bias in LinkedIn screening, which is an understudied topic despite the aging workforce. An experimental study among 366 HR professionals considered the effects of LinkedIn recommendations (warmth/competence) and recruiters' age stereotypes on older applicants' job suitability ratings. First, we investigated and found that LinkedIn screening is prone to bias against older applicants. Furthermore, although having a recommendation on LinkedIn stressing competence or warmth is beneficial for both younger and older applicants, younger applicants benefited more from a recommendation reflecting their competence compared to older applicants. Second, recruiters' positive stereotypes regarding older workers' competence positively influenced job suitability ratings of older job applicants. This positive effect of recruiters' stereotypes was not affected by counter-stereotypical information emphasized through a recommendation. Understanding how applicants' LinkedIn profile affect recruiters’ hiring outcomes might help organizations to develop policies for fair selection procedures.

Modeling and Application of a Pneumatic Flexible Linear Brake for Power Assist Devices

Several power assist robots have been developed to reduce workloads, and address worker shortages and an aging workforce. Previously, the authors developed a power assist device to maintain shoulder posture using a braking mechanism; however, the device presented technical issues regarding the rigidity and weight of the mechanism. To address these issues, in this study, a flexible linear brake (FLB), a brake mechanism driven by negative pressure, was developed for power assist devices. Additionally, a braking force model for the FLB is proposed; the proposed model was verified by comparing the measured and modelled values. Finally, a shoulder assist device that uses the FLB and designed based on the proposed model is discussed in detail.

IS THIS (TELE)WORKING? A path model analysis of the relationship between telework, job demands and job resources, and sustainable employability.

Technological advancements and the COVID-19 crisis have accelerated the adoption of telework, impacting employees' work dynamics. Moreover, an aging workforce emphasises the need for sustainable employability. With reference to the Job Demands-Resources (JD-R) Model, this study explores how telework relates to job demands and job resources and, subsequently, to sustainable employability. The present study investigates the repercussions of increased telework on employees' sustainable employability. Hypotheses posit direct and indirect (i.e., mediated) relationships, providing insights for evidence-based telework policies. Data from 552 government employees was collected through an online survey. Data collection occurred during the COVID-19 pandemic when widespread teleworking was prevalent. A path model was employed to analyse associations between telework, job demands (specifically work pressure), job resources (social support, workplace communication, and role clarity), and sustainable employability dimensions, including vitality, work ability, and employability. Our path model reveals that heightened telework was associated with elevated work pressure and diminished role clarity. Surprisingly, a positive association emerges between work pressure and sustainable employability. Notably, no significant relationship is found between telework, social support, and workplace communication. Role clarity is likely to be pivotal, positively influencing vitality and employability. This study provides valuable insights into the effects of telework on job demands, resources, and sustainable employability. The unexpected positive association between work pressure and sustainable employability challenges conventional stressor paradigms. The relationships between telework, job demands, job resources, and sustainable employability uncovered in this study can contribute to evidence-based teleworking policies and strategies that support employee health and employability amidst evolving work structures.

Suddenly 50: the aging workforce and its relationship with the company

Purpose This paper aims to discuss the findings of a study to identify the characteristics of organizations that implement policies and practices to attract and retain older workers. Design/methodology/approach This exploratory and descriptive research adopts a quantitative approach. The data analyzed were gathered from the database compiled during the 2020 edition of the “FIA – Employee Experience” survey. Notably, it identified the top 100 companies prioritizing investment in human resources policies and practices, awarding the “Amazing Places to Work” prize to those demonstrating the highest indices. Findings The findings highlight the proactive stance of both national and multinational companies, typically falling within the medium to large size category, in implementing strategies to attract and retain an aging workforce. These companies predominantly employ individuals with high school education and undertake affirmative action, targeting at least four other minority groups alongside older workers. Practical implications The insights provided in this article regarding the strategies and initiatives implemented to attract and retain older workers can empower other interested companies to enhance their preparedness in addressing the demographic shift toward an aging Brazilian workforce. Originality/value The analysis of the findings contributes to advancing understanding of the relationship between organizations and older workers, an area that remains underexplored in Brazil and worldwide. Furthermore, it furnishes insights into the specific policies and practices adopted by these organizations, equipping interested companies with knowledge to address the challenge of adapting to Brazil’s aging workforce.