Middle-aged Employees Research Articles

Cardiovascular risk stratification: how important is the hypertensive response to exercise?

Cardiovascular risk stratification: how important is the hypertensive response to exercise?

Remotely Supervised Exercise during the COVID-19 Pandemic versus in-Person-Supervised Exercise in Achieving Long-Term Adherence to a Healthy Lifestyle.

The World Health Organization’s global action plan on workers’ health establishes that occupational health services should carry out lifestyle interventions within the workplace, to prevent the development of non-communicable diseases. The objective of the study was to compare adherence to a healthy lifestyle six months after completion of a multi-component intervention with remotely supervised physical activity during the COVID-19 pandemic versus a multi-component intervention with in-person supervised physical exercise before the COVID-19 pandemic in university employees with unhealthy habits and predisposed to change. A prospective cohort study following the “Strengthening the Reporting of Observational studies in Epidemiology” (STROBE) guidelines was conducted, with two arms. Each multi-component intervention lasted for 18 weeks, and consisted of education on healthy habits, Mediterranean Diet (MedDiet)-based workshops, and a physical exercise program. Twenty-one middle-aged sedentary university employees with poor adherence to the MedDiet completed the study. Six months after completion of the intervention, both groups increased physical activity levels, adherence to the MedDiet, eating habits, health-promoting lifestyle, health responsibility, and health-related quality of life. There were no differences between groups in any of the variables analyzed. Therefore, remotely supervised physical exercise could be adequate to achieve long-term adherence to a healthy lifestyle in the same way as conventional face-to-face intervention, at least in a population willing to change.

The Epidemiological Boehringer Ingelheim Employee Study (Part 3): Association of Elevated Fasting Insulin Levels but Not HOMA-IR With Increased Intima Media Thickness and Arteriosclerosis in Middle-Aged Persons.

Background: Recently published genetic studies have indicated a causal link between elevated insulin levels and cardiovascular disease (CVD) risk. We, therefore, hypothesized that increased fasting insulin levels are also associated with precursors of CVD such as endothelial lesions.Methods: Middle-aged (≥40 years, n = 1,639) employees were followed up for the occurrence of increased intima media thickness (IMT ≥ 1 mm) or plaques in abdominal or cervical arteries (arteriosclerosis). Multivariable logistic regression analyses determined the incidence of increased IMT or arteriosclerosis. Adjusted relative risk (ARR) for increased IMT and arteriosclerosis was calculated by using Mantel-Haenszel analysis.Results: Increased IMT was diagnosed in 238 participants (15 %) and 328 (20 %) developed arteriosclerosis after 5 years of follow-up. Logistic regression analysis identified fasting insulin, BMI and smoking as risk factors for both cardiovascular endpoints (all p < 0.05), whereas age and diastolic blood pressure were risk factors for increased IMT only, and male sex was associated with incident arteriosclerosis only (all p < 0.01). Additional adjustment for BMI change during follow-up did not modify these associations (including fasting insulin), but adjustment for fasting insulin change during follow-up removed BMI as risk factor for both cardiovascular endpoints. Fasting insulin change during follow-up but not BMI change associated with increased IMT and arteriosclerosis (both p < 0.001). ARR analysis indicated that high fasting insulin and BMI added to age and sex as risk factors. Homeostatic model assessment of insulin resistance (HOMA-IR) did not associate with either cardiovascular endpoint in any model and smoking did not increase the risk conferred by high fasting insulin levels.Conclusions: Higher fasting insulin levels and increases in fasting insulin over time are associated with atherogenic progression and supersede BMI as well as HOMA-IR as risk factors.

Age moderates the effect of work-family conflict on life satisfaction among Chinese female employees: A propensity score matching method

ObjectiveThe study aimed to confirm the association between work-family conflict and life satisfaction among Chinese female employees, and to further examine the moderated role of age within the relationship. MethodsA cross-sectional study was conducted from July to August of 2020 in Jilin province, China. 14,910 female employees completed the self-reported questionnaires. Propensity score matching (PSM) method was used to assess the impact of work-family conflict on life satisfaction. Then the moderation model was examined by the Haye's PROCESS macro. ResultsThe results confirmed that work-family conflict was negatively related to life satisfaction after using PSM to minimize the impact of confounding factors. In addition, age acted as a moderator which the effect of work-family conflict on life satisfaction became stronger as the age increased. ConclusionsOverall, work-family conflict exerted a negative effect on life satisfaction, and the relationship was stronger as age increased among middle-aged female employees. Measures and strategies should be taken to reduce work-family conflict and enhance life satisfaction level especially for middle-aged women.

Attitudes on hiring Middle-Aged Employees: The Impact of Social Climate and Rater’s Employability

As global workforce ages, organizations face unprecedented challenges, especially managing effective communication between generations. The phenomenon of middle ageism (i.e., discriminating against middle aged employees based on their age) has become more prevalent. We examined how contextual settings and communication affect attitudes toward middle-aged employees and hiring intentions. Results showed that attitudes toward middle-aged employees mediated the relationship between social climate (of shared codes and language) and hiring intentions. However, social climate was related positively to attitudes toward their adaptability, but negatively to attitudes toward their ability. Also, decision-makers' own perceived employability moderated the relationship between attitudes toward employees' adaptability and hiring intentions, and the indirect relationship between social climate and hiring intentions. In an era where diversity and inclusion dominate human resource management decision making, this study contributes to the literature on the underexplored domain of age diversity.

Early markers and predictors of cerebrovascular diseases in a group of young and middle-aged employees of the EMERCOM of Russia

Introduction. Typical basis of chronic cerebral ischemia in young people is small vessel disease (SVD) diagnosed by micro-focal lesions and microstructural damage of cerebral white matter (WM), reduction of fractional anisotropy (FA) in diffusion tensor MRI (DT-MRI). Previous studies showed that increased dopplerographic pulsatility and resistivity indices in middle cerebral artery (MCA PI-RI) correlated with SVD manifestations and cognitive impairment in middle-aged and elderly patients. Aim – to determine early markers and predictors of asymptomatic SVD in young and middle-aged individuals without cognitive impairment. Materials and methods. 52 male employees of the EMERCOM, 47.3±7.6 years, without neurological or cognitive deficits were examined. Duplex scanning with MCA PI-RI calculation, MRI with WM damage assessment according to Fazekas scale, DT-MRI FA definition were completed. Results. All those examed showed MRI signs of SVD. Two groups were formed according to Fazekas: 0 points (n-38) and 1-2 points (n-14). The 2nd group showed higher MCA PI-RI (p&lt;0.002 and p&lt;0.05). Multivariate logistical regression analysis showed significant correlation of PI in MCA (OR: 2.33; 95% CI: 1.13- 4.81; p=0.02) with WM lesion according to Fazekas. The FA in cognitively important tracts was lower in group 2 (p&lt;0,001). A stepwise multiple linear regression model revealed that the strongest predictors of FA reduction were PI and RI. The values of psychomotor speed and attention span were lower in group 2. Conclusion. MCA PI-RI are early markers of focal lesions and microstructural changes in WM and predictors of cognitive impairment in the young and middle-aged with asymptomatic SVD.

Prevalence and risk factors of dry eye disease in young and middle-aged office employee: a Xi'an Study.

To estimate the prevalence of and risk factors for dry eye disease (DED) in young and middle-aged office employee in Xi'an. This cross-sectional study of the prevalence of and risk factors for DED investigated 486 young and middle-aged Chinese office employee in Xi'an. DED symptoms and potential risk factors were assessed using the ocular surface disease index combined with a risk factors questionnaire, and tear function was evaluated using the tear film break-up time and Schirmer's test. Possible risk factors for DED were estimated by binary Logistic regression analysis. DED was diagnosed in 100 females and 96 males, giving a prevalence of 40.3% [95% confidence interval (CI)=36.0%-44.7%]. The multivariate binary Logistic regression model indicated that the possible risk factors for DED were being female (OR=1.592, 95%CI=1.034-2.451, P=0.035), being aged ≥40y (OR=1.593, 95%CI=1.034-2.454, P=0.035), using a VDT daily for >6h (OR=1.990, 95%CI=1.334-2.971, P=0.001), the presence of central air conditioning (OR=1.548, 95%CI=1.053-2.276, P=0.026), and self-reported dryness of the mouth and nose (OR=1.589, 95%CI=1.071-2.357, P=0.021). There is a high prevalence of clinically diagnosed DED in young and middle-aged video display terminal (VDT) users. Interventions against the modifiable risk factors should be taken to prevent the occurrence and development of DED in this population.

Effect of Career Adaptability on Subjective Well-Being of Middle-Aged and Older Employees

This study aimed to elucidate how career adaptability (CA) affects subjective well-being by focusing on the psychological adjustment of middle-aged and older workers. Two web-based surveys were conducted at 1-year and 3-month intervals with 3540 workers aged 40 to 64 years, including those eligible for both position-retirement and reemployment. Factor analysis of CA in the first wave extracted two factors “control and confidence” and “concern and curiosity”. Multiple regression analysis, adjusted for important covariates, was conducted with the overall CA and the two factors of CA as the independent variables, and scores of the Satisfaction with Life Scale (SWLS) as the dependent variable. For satisfaction with life, only concern and curiosity had a significant positive association, while control and confidence had no significant association. Analysis by employment stage indicated that only concern and curiosity had a significant positive association with satisfaction with life, while control and confidence had no significant association with any employment stage. The results suggest that the effect of CA on satisfaction with life remains the same, even among those who are position-retired or reemployed at the end of their vocational lives, which is a transition period in their lives.

Human resource practices, perceived employability and turnover intention: does age matter?

ABSTRACT This paper investigates the age specificities in the link between employee’s perceived external employability and turnover intention and how the use of human resource practices moderates this relationship. Results show that the use of motivation-enhancing HR practices induces a larger retention effect for younger and middle-aged employees than for older ones, whereas the turnover intention effects of flexibility-enhancing HR practices are stronger for the middle-age and older groups than for the younger groups. Moreover, the use of HR practices that stimulate employees’ motivation, such as training, participation, voice and teamwork, plays a stronger role in retaining highly employable younger employees, while the use of HR practices that offer flexibility, such as flexible working time, teleworking and work-life balance, enables retaining highly employable older employees.

Do Older Employees Have a Lower Individual Productivity Potential than Younger Employees?

We examine the relationship between employees’ age and their individual productivity potential (IPP). IPP is measured by individual characteristics which are related to skills utilisation at work. Using PIAAC data for 27 European and non-European countries, we find that the oldest employees have a lower IPP score than the middle-aged employees in 17 of the 27 countries. It seems to be most demanding for the oldest workers to keep up with the IPP of younger workers in countries with high average skill loss for the oldest age group or high average skills level for all age groups (or both). The significant positive effects of formal education and the absence of significant effects of skills on the IPP score in many of the countries (the individual level), are easier to adapt to the human capital perspective on the importance of formal education than to the perspective of the signalling theory.

Re-enter the job market: job satisfaction and career transition competency among middle-aged and older adults

ABSTRACT The study investigated the relationships between job satisfaction and career transition competency among middle-aged and older employees. The study adopted a survey method and used purposive sampling to recruit middle-aged and older employees in Taiwan as study participants. A total of 512 questionnaires were distributed, with a response rate of 96.68%. Two survey instruments were used in the questionnaire, namely a job satisfaction scale and a career conversion ability Scale. The results of the study were that: 1. Subjects held a relatively positive and active attitude towards their career transition competency. Among the facets of career transition competency, career networks had the highest mean score, whereas individual career management had the lowest mean score. 2. Significant positive correlation was found between job satisfaction and career transition competency. 3. Significant explanatory power (R 2 = 0.45) was found in the factors of age, educational level, work place, reason for job change, and job satisfaction. The principal conclusion was that the government should collaborate with social education institutions to facilitate the education of middle-aged and older workers to help them better adapt to the changing employment environment, thereby improving their employment stability.

Burnout as an identity rupture in the life course: a longitudinal narrative method.

The methodological article explores the process by which identity rupture generated by work-related burnout is encountered and managed over time. The article presents an in-depth case study based on follow-up interviews with a woman in her sixties. The study attempts to discover what kinds of continuities and changes in meaning making patterns are included in the burnout process and how these meaning making patterns are used to perform and negotiate identity stabilities and changes in the life course. The study is part of a larger longitudinal qualitative investigation following a group of Finnish middle-aged employees in the context of burnout rehabilitation. As a result of analysis, four thematically and temporally overlapping meaning making patterns were identified: defining and legitimating illness, encountering and resisting the 'vulnerable' Other in self, developing and testing a new identity, and recapturing the past self. The burnout trajectory seems to consist of temporally stable meaning making patterns, such as legitimation of illness, preservation of the past self and resistance of the patient role. However, it also includes changes in meaning making that imply positively interpreted self-change. The study contributes to the methodological development of qualitative health and life course research.

Forest Therapy: An environmental approach to managing stress in middle-aged working women

This study aims to determine the physiological and psychosocial effects of forest therapy on the stress levels of middle-aged working women. Nineteen middle-aged working women (54.80 ± 0.68 years old) participated in a half-day forest therapy program conducted at Bukit Ekspo; A tree-dominated urban park located at the centre of Universiti Putra Malaysia. For the physiological indices, the systolic blood pressure (SBP), diastolic blood pressure (DBP) and pulse rate of the participants were evaluated three times a day; Before breakfast, lunch and dinner. The readings were obtained two days before, during and three days after the forest therapy program. The physiological readings obtained two days before the study served as the baseline reading, as it represented the normal, everyday physiological condition of the participants. The baseline SBP (124.16 ± 0.79mmHG) and the baseline DBP (81.89 ± 0.50 mmHg) of the participants were beyond healthy levels, falling into Stage 1 hypertension. The mean SBP of the participants significantly reduced during the forest therapy day (118.72 ± 0.67mmHG) and three days after the forest therapy day (119.51 ± 0.79mmHG). This reduction was also observed for the DBP readings, whereby the mean DBP readings for the forest therapy day (78.65 ± 0.44mmHG) and three days after (78.47 ± 0.48mmHG) were lower than the baseline values. There were no significant changes in the pulse rate. For the psychosocial perspective, the participants self-evaluated themselves to determine the effects of forest therapy on their mental wellbeing. Only 16% of the participants believed that they successfully performed self-regulation when faced with stressful situations, although 74% of the participants admitted to experiencing stress on a daily basis. After participating in forest therapy, the majority of the participants felt rejuvenated and more at ease at work. In conclusion, forest therapy is an effective stress management tool for middle-aged female employees.

The Effect of Resilience of Middle-aged Employees on Job Satisfaction: Meditating Effect of Retirement Attitude

The Effect of Resilience of Middle-aged Employees on Job Satisfaction: Meditating Effect of Retirement Attitude

The Effect of Resilience of Middle-aged Employees on Retirement Attitude and Retirement Preparation.

The Effect of Resilience of Middle-aged Employees on Retirement Attitude and Retirement Preparation.

CONSEQUENCES OF AGE DISCRIMINATION IN THE WORKPLACE

Despite a growing number of middle-aged employees in the workforce, Hong Kong still lags behind other developed countries in implementing age-friendly policies to protect older workers from being discriminated in recruitment, performance appraisal, and other personnel decisions. This paper therefore aims to investigate the effects of age discrimination on work-related outcomes and well-being. A total of 333 Hong Kong Chinese employees aged 40 years and above (Mage = 46.6 years, SD = 6.21, Range = 40-68; 60% female) completed an online survey on work experiences. Self-perceived age discrimination in the workplace (Furunes & Mykletun, 2010), perception of occupational future time (Ho & Yeung, 2017; Zacher & Frese, 2009), work engagement (Schaufeli et al., 2017), work stress (Cohen et al., 1983), and psychological distress (Shek, 1989) were measured. Almost 53% of the participants reported that older workers were less likely to get the same training opportunity for new technology as their younger peers, and 46.8% perceived that older workers did not get the same promotion opportunity as their younger peers. Regression analyses further revealed that employees’ perceived age discrimination in the workplace indirectly influenced their levels of work engagement (B = -.038, SE = .017), work stress (B = .016, SE = .005), and psychological distress (B = .008, SE = .005) through perception of occupational future time. The findings of this study unveil the severity of workplace age discrimination in Hong Kong and the negative impacts of age discrimination on work-related outcomes. Recommendations for organizational practices will be discussed.

Healthy behaviours and risk of all-cause mortality

Abstract Introduction Healthy behaviours are associated with better health in general but less is known about the combined associations of multiple healthy behaviours with mortality risk. We aimed to examine the associations of combined healthy behaviours with mortality risk over a 15-year follow-up among middle-aged employees. Methods Survey data, collected in 2000–2002 among 40–60-year-old employees of the City of Helsinki, Finland, was linked with complete register data on mortality from Statistics Finland (response rate 67%, written informed consent for register linkages 74%). Healthy behaviours included high leisure-time physical activity, non-smoking, no binge drinking and healthy food habits. Each healthy behaviour were dichotomized and assigned a value of one for healthy and zero for unhealthy. The number of healthy behaviours were summed together (score range 0-4). Cox regression models were fitted, and the follow-up continued until the end of 2015 (n = 6336). Confounders included age, sex, marital status, socioeconomic position and self-rated health. Results Of the respondents, 7% reported four healthy behaviours, 27% three, 34% two, 22% one and 9% no healthy behaviours. A total of 281 deaths occurred during the follow-up. Each healthy behaviour was individually associated with a reduced mortality risk, non-smoking having the strongest and healthy diet the weakest association. The combined association showed that those without any of the healthy behaviours (HR 2.8, 95% CI 1.51-5.29) and those with only one healthy behaviour (HR 1.89, 95% CI 1.04-3.43) had a higher mortality risk than those with four healthy behaviours. Instead, those with at least two healthy behaviours were not at an increased risk of mortality. Conclusions A low number of healthy behaviours predicted mortality among middle-aged employees. Efforts should be made to promote multiple healthy behaviours among the middle-aged to enhance health and prevent premature mortality. Key messages Almost one third of the respondents had no or only one healthy behaviour. A low number of healthy behaviours was associated with an increased risk of mortality.

How Demographic Change Will Drive Benefits Design

This paper examines the implications of an aging labor force and its changing composition for worker demand for employer-sponsored benefits. We estimate age- and gender-specific probabilities of participation among workers offered 401(k) plans, health insurance, and short- and long-term disability insurance using data from the Survey of Employee Benefits Supplement to the April 1993 Current Population Survey. We find that older women at all tenure levels, and older men in new jobs, are more likely than middle-aged employees (ages 35-44) to hold balances in 401(k) plans. For both men and women, older workers' demand for employer-sponsored health insurance is substantially stronger than that of middle-aged workers in plans that offer retiree insurance. Finally, men ages 45-54 are more likely than their middle-age counterparts to elect short-term disability insurance, while men nearing retirement are less likely to opt for long-term disability coverage. Based on these findings, we predict that the increasing proportion of women in the labor force, and an aging labor force overall, will increase demand for savings vehicles such as 401k plans and for health insurance with provision for retiree insurance. Demand is also likely to increase for short-term disability coverage, but to decrease for long-term disability.

The Effects of Protean Career Attitudes, Superior's Coaching, Informal Network upon Subjective Career Success of Middle-Aged Employees - Focusing on the Mediating Effects of Career Related Continuous Learning -

The Effects of Protean Career Attitudes, Superior's Coaching, Informal Network upon Subjective Career Success of Middle-Aged Employees - Focusing on the Mediating Effects of Career Related Continuous Learning -

Does daily commuting behavior matter to employee productivity?

This study is the first of its kind to explore the relationship between commuting behavior and employee productivity by drawing theories from multiple disciplines and providing empirical evidence from Australian cities. Relying on survey data collected from three major cities in Australia, this study finds that commuting distance is positively associated with absenteeism. This study also finds a positive association between active commuting (i.e., travel to work by walking or bicycling) and job performance in the middle-aged employees. The structural equation model further explored possible causal pathways from commuting to employee productivity, and the results reveal that commuting mode choices and commuting distance influence absenteeism and job performance through affecting commuting satisfaction and personal health, though commuting distance retains a direct impact on absenteeism after controlling for the indirect effects. In particular, the results suggest that the happy commuters are more productive, and the short-distance and active travel commuters are more likely to be the happy commuters. Overall, these findings support that commuting behaviors of employees influence their productivity at the workplace. Encourage active commuting not only improves the physical health of employees, but may also enhance their job performance, contributing to the economic benefits to employers and society.