Extended Working Life Research Articles

Employment in low-skilled jobs as trigger and consequence of poor health-a longitudinal perspective from Germany.

Despite evidence of correlations between low-skilled jobs and poor health, the longitudinal perspective on this research topic has been neglected in Germany for decades. Therefore, we investigate (i) the causal relationship between accumulated employment in low- or medium-skilled jobs on self-rated health and (ii) the selective association of self-rated health on transitions from medium- to low-skilled jobs. About 26313 dependent employees and persons aged 25-50 from 2010 to 2020 in the German Socio-Economic Panel were included. Linear fixed-effects models were used to analyse the impact of accumulated employment in low- or medium-skilled jobs on self-rated health. Linear probability models with fixed effects were calculated to identify the effect of self-rated health on transitions between low- and medium-skilled jobs. Accumulated employment in low-skilled jobs impacts self-rated health significantly. There is no confirmation for accumulated employment in medium-skilled jobs concerning health. Poor self-rated health increases the probability of transitioning from medium- to low-skilled jobs but does not impact the reverse transition. Poor self-rated health can push employees into low-skilled jobs. Against the background of extended working lives and preserving the labour force potential, there is a need for action and research concerning employees in low-skilled jobs.

Facilitators and barriers for working beyond statutory pension age: A prospective cohort study across 26 European countries.

The aging population of European countries highlights the need for extended working lives. This study aims to investigate facilitators and barriers for working beyond the statutory pension age (SPA). Using data from waves 1, 2, 4-9 of the Survey of Health, Ageing and Retirement in Europe (SHARE) (2004-2022), we followed 9131 workers with a mean age of 56.9 [standard deviation (SD) 3.5] years from 26 European countries until they surpassed the SPA for their respective country, sex and year of participation. Using robust Poisson regression, we modelled the prospective association of work factors, lifestyle, health, and demographics at baseline with working at least one year beyond the SPA. Participants were followed for 9.5 (SD 3.9) years. After surpassing the SPA by at least one year, 18% were still working. Among the work factors, opportunities for skill development [risk ratio (RR) 1.20, 95% confidence interval (CI) 1.07-1.34] and recognition at work (RR 1.13, 95% CI 1.01-1.26) facilitated working beyond SPA, while time pressure (RR 0.89, 95% CI 0.81-0.97) and poor prospects for job advancement (RR 0.76, 95% CI 0.70-0.83) were barriers. For the other factors, smoking was negatively associated with working beyond the SPA, while living in the northern part of Europe, higher level of education, and being divorced or separated were positively associated with working beyond the SPA. This prospective cohort study across 26 European countries identified four modifiable work factors that influenced working beyond the SPA. Addressing modifiable barriers and facilitators at the workplace and through public health initiatives could help extend working lives in Europe.

Theorising Later-Career as a Basis for Enhancing Inclusion and Extending Working Lives Through Human Resource Development

Population ageing in developed economies has prompted national level policies for extending working lives (EWL). However, these policies have typically failed to reduce age discrimination or premature workforce exit. Therefore, organisational policies for EWL are currently to the fore and human resource development (HRD) ‘activation’ policies are evaluated here. However, these policies are found to be of only limited effectiveness in ensuring social justice, equity, and inclusion in later-career and beyond. A Critical-HRD lens is adopted to show how the established HRD narrative of lifelong learning can inadvertently contribute to workers being disadvantaged in later-career. Social-constructionist identity theorising is developed to better understand later-career and to explain older-workers’ behaviour. The theorisation is then applied to discuss HRD interventions with potential for developing a positive sense-of-self among older-workers and retirees to thereby improve equity, inclusion, and social justice. Implications for HRD researchers and professionals and for HRD policy for EWLs are detailed.

Does work after retirement affect health-related quality of life: Evidence from a propensity score matching study in China.

Extending working life is considered as an important initiative to respond to the population aging and pension payment dilemma. This study aimed to investigate whether work after retirement is related to improved health-related quality of life. We used two waves of data from the China Health and Retirement Longitudinal Study in 2011 and 2018. Work after retirement was ascertained based on self-reported retirement and work status, and health-related quality of life (HRQOL) was measured with the three-level EuroQol five-dimensions. The impact of work after retirement on HRQOL was analyzed using the propensity score matching with difference-in-difference approach. A total of 1043 retirees were included. The results showed that work after retirement was associated with significant improvement in HRQOL among retirees (β = 0.072, P < 0.001). Heterogeneity analyses did not show specificity on sex (P for sex interaction >0.05), but older-aged retirees seemed more sensitive to the benefits of work after retirement on HRQOL than their younger-aged counterparts (≥65 years: β = 0.167, P < 0.001 vs <65 years: β = -0.047, P > 0.05; P for age interaction = 0.010). Work after retirement shows a positive impact on HRQOL among community-dwelling adults in China. Policy-makers should take the health of retirees into account when implementing policies related to delayed retirement, and reduce health inequity. Geriatr Gerontol Int 2024; 24: 722-729.

Biographies of uncertainty regulation in the labor market and extension of working life in Chile

Abstract Despite lacking policies targeting the extension of working life, Chile is the Latin American country that has exhibited the largest increase in the labor force participation rate of people aged 65+ in the last two decades. In this research, following an analytical framework on regulation of endogenous uncertainty and relying on rich qualitative data (life story interviews of 90 older workers aged 60–86, across 21 cities and 6 regions), we approached the complexity of extended working lives in Chile by addressing an unexplored dimension. Specifically, we explore individuals’ agency over their employment trajectories (i.e., both in adulthood and old age) among those who remained active in the labor market after the legal retirement age. Our findings provide strong evidence that extended working lives not only result from precarious social conditions, but are also shaped by complex processes involving both expansive and adaptive individual agency in which people engaged throughout their life course. Therefore, the high exogenous uncertainty in the labor market should not merely be interpreted from the perspective of “precarity,” but also as a scenario that encouraged individuals to behave in a way that led them to engage in the labor force across their lives in accordance with their preferred level of endogenous uncertainty.

The development of working life expectancy without musculoskeletal diseases against the backdrop of extended working lives

Musculoskeletal diseases (MSDs) are a major predictor of early retirement. Against the backdrop of the extension of working life, we investigated time trends and educational inequalities in years spent in the labour market free of MSD. Based on German statutory health insurance data (N = 3,405,673), total life years free of MSD (Healthy Life Expectancy, HLE) and years spent in the labour force free of MSD (Healthy Working Life Expectancy, HWLE) were estimated for three periods (2006–2008, 2011–2013, 2016–2018) using multistate analyses. Educational inequalities (8 to 11 vs. 12 or more years of schooling) are reported for 2011–2013. HLE decreased slightly over time in all genders. HWLE in women increased, while it remained rather constant in men. Over time, the share of years in the labour force spent free of MSD declined continuously. People with lower education had lower HLE and HWLE than individuals with higher education. With respect to musculoskeletal diseases, the increase in disease-free working life years cannot keep pace with the extension of working life, resulting in an increasing proportion of years spent in impaired musculoskeletal health in the labour market. Effective prevention strategies are needed, focusing especially on individuals with lower educational attainment.

To work after retirement: a qualitative study among mental health nursing assistants

Significant shortages of nursing staff threaten the provision of sustainable and high-quality patient care, which may be partially addressed by encouraging experienced staff to postpone their complete exit from the workforce and extend their careers. This qualitative study explored the transition to retirement, the motivation to engage in post-retirement work, and experiences of working after retirement among retired nursing assistants (aged 67–75 years) working in inpatient psychiatric care in Sweden. Interpretative Phenomenological Analysis (IPA) was used and allowed for a detailed, in-depth systematic analysis of data from seven individual interviews. Four superordinate themes were identified: (1) Adjustment difficulties to life as fully retired; (2) Good health as a precondition to work and a consequence of working; (3) The intrinsic joy of working and the importance of feeling competent; and (4) Work and organization-related factors contributed to well-being at work and facilitated an extended working life. Post-retirement work was found to facilitate the transition to retirement and contribute to well-being. Furthermore, good health was considered a prerequisite for, and a consequence of, continued working. Intrinsic motivation to work, being competent in performing the job, along with different work and organizational factors were considered important to continuing working after retirement. The findings contribute to informing the design of work environments and tailored HR strategies that facilitate aging-in-workplace and encourage extended working lives.

Extended Working Lives in Denmark and Finland: Influences of Computerization

Extended working lives become important in aging populations. Yet, for a long time, increasing computer use pushed older individuals out of the workforce. Recently, older workers’ computer skills have improved. This article investigates how computer use, experience, and training affect workforce participation in old age in countries with widespread computer use. It conducts regression analyses of Danish and Finnish survey data. Findings show that individuals who used computers had a higher chance of remaining in the workforce. Computer experience made older Finns marginally more likely to retire. However, computer training had no influence. Findings suggest that the relevance of computer use for extended working lives depends on a country’s computerization level: the higher the level, the less of an obstacle to extended working lives computerization presents. Policymakers should facilitate older workers’ computer use especially when computers are first introduced, and explore alternative means for extending working lives afterwards.

‘Divergent Work Ageing’ and Older Migrants’ (Un)extended Working Lives

This article theorises older ethnic minority women’s work attitudes and labour market behaviour from an intersectional cumulative perspective within the extended working lives contexts. Empirical evidence has been drawn from interviews with South Asian British Muslim women aged between 50 and 66 living in Greater Manchester, UK. The findings show that the cohort’s ageing process is asynchronous with the British work ageing outlook as their cultural understanding of working age, age roles and successful ageing defies the extended working lives philosophies, and cumulative factors including caring responsibilities, legacy inequalities, and health issues present additional challenges for extending their work lives. Their culture- and context-specific work ageing process remains absent in the UK’s labour market discourse and policy landscape. The article theorises their idiosyncratic work ageing including non-conformist attitudes to extending work lives by proposing a ‘divergent work ageing’ model that can guide policymakers in creating inclusive labour market policies.

THE PERSISTENCE OF AGE DISCRIMINATION IN SHAPING LATE WORKING LIVES

Abstract The aging population and subsequent demographic shift have driven the Extended Working Lives (EWL) agenda to become an important policy goal. However, millions of older workers leave the workforce each year due to unsupportive work environments attributed in part or in whole to ageist policies and practices, raising questions about older workers’ perceptions of themselves in the workforce and what this means for the EWL agenda. Using data from 25 qualitative interviews, our research finds that ageism continues to play a part in the decision-making process of older workers when considering their future. These findings fall into two categories: Age barriers within the workplace and Perceptions. Age barriers within the workplace include tasks or events that incite a feeling of separation from younger peers, such as training, social interaction, and digitization. Perceptions are older workers’ internalized expectations of themselves and their abilities. Our findings suggest these perceptions do not align with the reality for older workers, thus contributing to internalized ageism. The need to target stereotypical attitudes towards older workers was highlighted as an age barrier to employment before the turn of the century. However, despite the Extended working Lives, Active Aging and Fuller Working Lives Agendas changing the policy context around older workers, this research suggests that the same stereotypes continue to pervade older workers both externally from policy and practice and internally in self-perceptions. A life-course approach to policy is needed to improve conditions for older workers and to challenge ageist stereotypes in a meaningful way.

Sickness absence and/or disability pension and future work income after age 65 and 70 in Sweden

Abstract Background As retirement ages are increasing in Europe, more knowledge is needed on factors that are associated with extended working life. Our aim was to explore if prior sickness absence (SA) and/or disability pension (DP) due to mental and/or somatic diagnoses were associated with income from work after age 65 and 70, respectively. Methods A 4-year prospective population-based cohort study using microdata from nationwide registers. We included all who in 2014 were aged 65-69 (cohort A; n = 201,263) and ≥70 (cohort B; n = 93,751), respectively, had income from work in 2014 (baseline), and lived in Sweden in 2010-2015. Cox proportional hazard regression was used to calculate hazard ratios (HR) with 95% confidence intervals (CI) for associations between prior SA (in spells &amp;gt;14 days) and/or DP due to mental and/or somatic diagnoses, overall and stratified by the number of net days (2010-2014), and future years with income from work (2015-2018), censored for death and emigration, adjusted for sociodemographic and work-related factors, and stratified by sex. Results The majority had no SA or DP during the exposure interval (cohort A 66.3% women, 75.8% men; cohort B 96.8% women, 97% men). Many had income from work at some point during follow-up (cohort A 77.8% women, 81.6% men, cohort B 81.9% women, 83.4% men). Prior somatic SA/DP was associated with a marginally but significantly higher HR for earlier exit from paid work in cohort A (women 1.08; 95% CI: 1.06-1.10; men 1.10; 1.08-1.12), lower HR for men in cohort B (0.93; 0.86-0.99), and non-significant HR for women in cohort B. The corresponding association for mental SA/DP was significant only for women in cohort A (1.09; 1.06-1.13). Conclusions The likelihood of earlier exit from paid work was slightly higher for those aged 65-69 at baseline with prior somatic SA/DP, but lower for men aged ≥70 at baseline with prior somatic SA/DP. Prior mental SA/DP was associated with earlier exit only for women aged 65-69 at baseline. Key messages • Prior SA/DP was in many cases marginally but significantly associated with future income from work. The direction of association differed depending on the diagnosis of the spell, cohort and sex. • More knowledge is needed on how older workers with different types of morbidities and functional limitations can extend their working life in Sweden as well as in other European countries.

177 Embracing choice: perspectives of older workers on extended working lives

Abstract Background Proposals to extend working lives are a frequent policy response to increasing older populations and associated pressures on state pension systems. However, all the consequences of a later retirement age are as yet unknown, with the perspectives of people potentially the first cohort of workers encouraged to remain in the workforce under-explored. Methods We conducted exploratory semi-structured interviews with 22 people aged between 51 and 63 in service industry occupations in Ireland. Falling just above low-income thresholds, this group were asked about their preparations for retirement, their views on continuing to work beyond anticipated retirement age and what measures, if any, can be implemented to facilitate working later in life. A thematic analysis was performed to provide a rich and detailed account of the perspectives of older workers as they approached retirement age. Results We found a general acceptance of working later in life, however this was contingent on several factors. The overarching enabler was continuing in good health with financial status a key underpinning motivator. For participants with insecure housing, patchwork employment histories and inadequate pension provisions, there was an impetus to continue working to generate savings before retirement. Often with less secure employment trajectories than previous generations, a leisurely retirement lifestyle was a diminishing prospect for our study participants. Working in multi-generational workplaces with the opportunity to shift to mentor roles was welcomed. As retirement approaches, measures such as reducing working hours while protecting existing welfare benefits would encourage people to remain in work for longer. Conclusion The complex and individual nature of continuing to work beyond expected retirement age requires flexible policy responses. An individualised approach to retirement which recognises the increasingly diverse nature of employment over the life-course is needed. This research contributes to advancing knowledge on how the choices of older workers can be facilitated in the context of our rapidly growing older population.

Incentives behind and Experiences of Being Active in Working Life after Age 65 in Sweden

Since individual and societal expectations regarding the possibility of an extended working life after the expected retirement age are increasing, research on sustainable working life combined with healthy ageing is needed. This study explores the incentives behind and experiences of an extended working life after the expected retirement age of 65 among Swedish people. The inductive qualitative content analyses are based on 18 individual semi-structured interviews among persons 67-90 years old with varying characteristics and varying experiences of extended working lives. The analyses revealed that working contributed to (1) sustained internal resources, i.e., cognitive function, physical ability and increased vigor; (2) sustained external resources, i.e., social enrichment, better daily routines and economic benefits; (3) added meaningfulness to life, i.e., being needed, capability and satisfaction with working tasks. Meanwhile, having flexible working conditions enabled a satisfying balance between work and leisure. Altogether, these different aspects of overall health and working life were interpreted as contributing to increased feelings of vitality, the innermost dimension of health. Conclusions: regardless of biological age, our results indicate that being able to remain active in working life can be beneficial to vitality and could make these results valuable for both health-care personnel and employers.

Managers’ Attitudes to Different Action Proposals in the Direction to Extended Working Life: A Cross-Sectional Study

In many countries, the retirement age is postponed due to the global demographic change, and a larger amount of older people need to participate in working life. However, how and what measures and action proposals that could extend and increase employees’ voluntary and sustainable participation in working life have not entirely been investigated. The employer is responsible for enabling employees’ access to measures that facilitate participation in the workplace, for enabling employability and a sustainable extended working life. The aim of this cross-sectional study was to evaluate Swedish managers’ attitude to action proposals that could increase employees’ participation in an extended working life. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling. The nine determinate areas of the swAge model, for a sustainable working life and employability, was used as analysis model, i.e., self-rated health and diagnoses; physical work environment; mental work environment; work schedule, work pace and time for recuperation; financial incentives; personal social environment; social work environment; stimulation, motivation and self-crediting through work tasks; and competence, skills and knowledge development. The results stated decreased physical work demands to be the final measure in the multivariate modelling associated to whether the managers believe their employees ‘can work’ until age 65 and older, however, changing work tasks in the workplace when needed, rotation between different work tasks to decrease physical as well as mental workload and strain, and decreased mental work demands proved to be statistically significant in the univariate estimates. The strongest measure activity in the organisations, associated to managers believing their employees ‘want to work’ until age 65 and older in the multivariate modelling, was decreased work pace, however, increased time for recuperation between work shifts also proved to be statistically significant in the univariate estimate. The management’s perspectives on measures and action proposals associated to whether employees ‘can’ and ‘want’ to work will hopefully contribute to an increased understanding in society and the organisational process of creating a sustainable extended working life.

Can They Stay or Will They Go? A Cross Sectional Study of Managers' Attitudes towards Their Senior Employees.

A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees ‘can’ work and 58% of managers believed their employees ‘want to’ work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees ‘can’ work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not ‘want to’ work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people’s attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers’ attitudes showed there is a difference between why employees ‘can’ versus ‘want’ to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers’ perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees’ employability.

Pensions and the Extending Working Lives Agenda in the UK: The Impact on Women

Extending working lives (EWLs) has been a key policy response to the challenges presented by an ageing population in the United Kingdom (UK). This includes the use of pension policies to encourage working longer. However, opportunities and experiences of EWLs are not equal. While much has been written about EWLs more broadly, limited attention has been paid to connecting those EWLs policies associated with pensions and their potentially unequal impact on women. This article aims to address this gap, taking a feminist political-economy perspective to explore the structural constraints that shape EWLs and pensions. Initially it briefly introduces the EWLs agenda, before focussing on pension developments and their implications for EWLs, considering the gendered nature of these policies. Finally, it touches upon potential policy measures to mitigate the impact of these developments on women. It demonstrates how women’s existing labour market and pension disadvantages have been largely overlooked in the development of EWLs policy, perpetuating or expanded many women’s financial inequalities in later life. It highlights the need for a greater focus on gendered pension differences in developing EWLs policy to ensure women’s circumstances are not adversely impacted on.

Creating a Public Data Resource: The HRS-O*NET Linkage

Few longitudinal studies provide detailed information about the characteristics of the jobs older workers engage in, limiting the ability to evaluate the potential consequences of extended working lives. In this session, we introduce a new project linking the 2019 O*NET taxonomy and corresponding data to the Health and Retirement Study for public use. We describe the procedures taken to develop an O*NET linkage to be released to HRS users in the form of a publicly available data file, allowing aging researchers to evaluate detailed aspects of occupations in the 50+ population. We explain the types of variables that will be made available in the O*NET-HRS occupation project, and provide examples for how the measures can be used in longitudinal HRS studies.

Approaching retirement: A qualitative study of older nursing assistants' experiences of work in residential care and late-career planning

In many countries, eldercare workers are approaching retirement. To remain attractive to older and experienced workers, organizations need to understand how employees nearing retirement think about and experience their work situation. This qualitative study investigated how older nursing assistants within residential care for older people experienced aging at work, their psychosocial work environment, and their late-career planning. Semi-structured interviews with eight nursing assistants (aged 55–61 years) in Sweden were analyzed using an Interpretative Phenomenological Analysis approach. The results show that the psychosocial work environment was perceived as stressful and considered a long-term health risk, and that (future) health and work ability were key factors determining nursing assistants' late-career planning. Moreover, personal resources and social support from colleagues seemed protective against job demands. Aspects considered in late-career planning also included personal finances and meaningfulness of work. While these findings may be sample-specific, they still provide insights into the experiences of an important occupational group. This means that the findings can be useful for organizations aiming at promoting successful and sustainable aging-in-workplace and encouraging extended working lives.

Why older rural women in Ireland want to work: it's not all about the money

AbstractThis paper extends our understanding of employment and gendered rural ageing by examining the latent benefits of paid work for mid-life women in rural Ireland. Existing social gerontology literature deals extensively with manifest financial reasons to work, consequences of gendered pay and pension inequalities, work-related health concerns and the negative impacts to an extended working life for women. However, there is much less focus on the latent non-financial positive contributions that work provides for the older woman, especially within a rural context. Findings from this study show how mid-life women, even if in lower-paid, precarious work or in poorer health may choose to continue working into older age. Paid work provides not only financial autonomy, but also temporal structure, life purpose, personal agency, social connectivity and a self-identity that most women are reluctant to relinquish to retirement. Meaningful work plays a critical role in the ageing experience of older rural women. A qualitative study of 25 women aged 45–65 in Connemara, Ireland was undertaken from a lifecourse perspective and analysed using constructivist grounded theory to allow rich, novel narrative to emerge. Narrative from seven, who best represent all participants, are utilised in this paper. Conclusions suggest that the latent benefits of paid work are at least as, if not more important than financial gain for rural mid-life women.

What is giving vitality to continue at work? A qualitative study of older health professionals' vitality sources.

Vitality is described as 'life energy', 'inner strength' and 'inner health resource' and is the essence of health. Especially during the ageing process, it is of fundamental importance that an individual's health resources are strengthened to support work ability. The need for healthservices increases as the populationages and meanwhile the workforce in health care is also ageing. The aim of the study was to explore what is giving vitality to older workers in health care to continue at work until retirement age and maybe even an extended working life. A qualitative interview study was conducted. A total of 15 people aged 59-65 participated in the study, all of them working in the health care sector. Five participants were administrative personnel and ten were nurses. One man and fourteen women took part in the study. Qualitative content analyses were used. The results show that meaningful work, possibilities to use one's knowledge, relationships and work community are promoting vitality. Vitality is affected by work conditions, benefits, personal values and own health. Plans about continuing at work seem to depend on both external and internal reasons. Knowledge of what influences older employees' vitality resources makes it possible to improve their work situation so that vitality and work ability can be maintained by occupational health and employers despite the ageing process.