Old-aged Workers Research Articles

The value of pension reforms for late working life: evidence from Sweden

PurposeDriven by the aim to increase the participation of older people in the labour force and to extend people's working lives, the Swedish Parliament passed a bill in 1998 to increase the pension eligibility age from 60 to 61 years and establish a notional defined-contribution (NDC) plan. In this article, the authors investigate the impacts towards the prolongation of working lives expected from such an intervention.Design/methodology/approachThe authors apply a multinomial probabilistic model based on Swedish registry data on the birth cohorts 1937–1938 (n = 102,826) and observe differences in exit behaviour between eligible and non-eligible individuals.FindingsThe authors find that the cohorts eligible to the pension reform exit the labour market at a later age compared to non-eligible cohorts at the 61-years cut-off. The authors also find that the effect persists in the long term. Furthermore, the authors find that both men and women are equally struck by the reform.Originality/valueWhile there exist many descriptive reports and theoretical analyses on the costs and benefits of pension reforms, this study is the first one to empirically analyse the effect of the first European NDC pay-as-you go pension plan on the potential exclusion of old-aged workers.

Pension reform and unemployment outcomes

ABSTRACT This article discusses the interactions among pension reform, labor market and inter-generational distribution issues through an overlapping general equilibrium approach with imperfect labor markets. Workers with different ages are imperfectly substitutable and wages do not clear labor markets. Increasing contribution rates has a strong negative effect on welfare and unemployment, particularly, for the youth. Contrary to the popular wisdom, postponing the retirement age does not entail an increase in youth unemployment. The change in incentives induces a substitution of old-age workers by young workers who constitute the cheapest labor category. However, this scenario substantially increases the implicit tax for older workers as well as for the youngest. Finally, the middle-aged are those that benefit the most from welfare increasing reforms.

Information technologies in corporate training: trends and approaches

Problem and goal. Within the framework of the study, based on the data of the Workplace Learning Report study, specialists from the USA, Canada and other countries, the transformation of corporate training over the past decades was analyzed, the main problems and challenges of companies/enterprises in the process of additional professional training of employees and ways to solve them were identified. The main problems of corporate training at the present time, as in the past, include budget deficit and search for free intervals in the schedules of employees for educational sessions. And the solution was the growth of online training, the use of online platforms, which made it easier to find time in the sche- dule of employees for training, create opportunities for flexible editing of educational content, and for managers it was easier to evaluate additional professional training thanks to the control tools built into online platforms. Methodology. However, it turned out that not all age categories of employees are ready to expand online training: older age workers prefer traditional or mixed training, as opposed to young people. Results. The study found that the degree of digitalization correlates with the size of the company: the comparative effectiveness of digital tools for additional professional education increases with the scale of the system in which they are applied: a deployed digital educational platform requires very few resources to expand to new branches and employees, rather than classical educational formats that require personal participation of teaching staff. Conclusion. The main trends in the development of corporate training in the coming years are described.

Costs and benefits of trade shocks: Evidence from Chilean local labor markets

We study Chile’s labor market responses to trade shocks during 1996–2006, exploiting spatial and time variations in trade exposure arising from initial differences in industry specialization across local labor markets and the evolution of shocks across industries. We take advantage of China’s supply and demand’s worldwide shocks to instrument for Chinese import competition and demand for Chilean exports. Our main finding is that increasing manufacturing import competition implied a significant rise in labor informality in more exposed local markets, especially among young and unskilled workers. These groups also suffered significant relative wage losses. Meanwhile, locations that benefited most from the increased demand for primary products experienced a relative increase in employment, particularly among young individuals, and reallocation from self-employment towards salaried jobs in the formal sector, along with relative wage gains among old-age workers. Interestingly, these areas experienced a smaller increase in tertiary education enrollment rates than less exposed areas.

Access to employer-provided paid leave and eldercare provision for older workers

ABSTRACT Paid leave for family and medical reasons is an important workplace benefit for older workers with eldercare responsibilities by offering time off from work to deal with the need for caregiving, but little is known about its effects on eldercare provision. I study the association between employer-provided paid leave and eldercare provision among workers aged 45 or over, using the 2011 and 2017–18 American Time Use Survey and its Leave Modules. Among various types of leave, paid leave for eldercare was the only type of leave associated with an increase in any care provision by six percentage points. The positive relationship was stronger for care provided less than daily than care provided daily. The significant, but small, increase in care provision associated with paid leave for eldercare suggests the role of paid leave in facilitating care for older adults among middle- and old-aged workers.

중･고령자의 주된 일 퇴직과 재취업 동학 분석 : 1997년 외환위기와 연공 효과를 중심으로

중･고령자의 주된 일 퇴직과 재취업 동학 분석 : 1997년 외환위기와 연공 효과를 중심으로

The Working History and Old-age Income Security correlates of Middle- and Old-aged Self-employed Workers in Korea

The Working History and Old-age Income Security correlates of Middle- and Old-aged Self-employed Workers in Korea

The Working History and Old-age Income Security correlates of Middle- and Old-aged Self-employed Workers in Korea

The Working History and Old-age Income Security correlates of Middle- and Old-aged Self-employed Workers in Korea

The effects of old-age stereotypes on organizational productivity (part three)

Purpose – The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees. Design/methodology/approach – This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends. Findings – This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping. Research limitations/implications – The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe. Practical implications – Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socio-emotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers. Social implications – The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees. Originality/value – This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

The effects of old-age stereotypes on organizational productivity (part two)

Purpose – The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees. Design/methodology/approach – This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends. Findings – This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping. Research limitations/implications – The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe. Practical implications – Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socioemotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers. Social implications – The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees. Originality/value – This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

The effects of old-age stereotypes on organizational productivity (part one)

Purpose – The purpose of this paper is to examine common stereotypes regarding old-age workers and the effect of these stereotypes on organizational productivity, as well as to suggest practical solutions for accommodating old-age workers and increasing productivity in all employees. Design/methodology/approach – This three part paper will present a thorough review of relevant literature (1991-2014, with the exception of two studies from 1976) that were conducted on the topics of old-age stereotyping, the effect of old-age stereotyping on organizational productivity, and methods for adequately motivating and managing old-age workers. Studies concerning psychology theories are also examined in order to provide a framework for practical solutions, as well as demographic statistics on population age and employment trends. Findings – This paper identifies a number of old-age stereotypes that have decreased organizational productivity in empirical studies, including reluctance to change, decreased learning ability, intelligence and memory, poor health and accidents, higher organizational costs, decreased motivation, and low innovation and productivity. Findings also suggest that old-age workers can positively affect productivity, and that low productivity is often a result of stereotyping. Research limitations/implications – The prevalence of old-age stereotyping and its impact on organizational productivity may differ by culture, industry, type of employment, education level, and other factors, and thus further research may be necessary. The literature reviewed may not adequately represent worldwide organizational trends, as the literature is largely comprised of studies performed in North America and Europe. Practical implications – Solutions based on these findings are taken directly from the literature or derived from literature on psychology theories, which include self-determination theory, socio-emotional selectivity theory, and selective optimization and compensation theory. The practical solutions proposed address work environment, motivation, rewards, flexibility, and the loss and gain of resources in old-age workers. Social implications – The proportion of old-age workers is increasing and it is therefore necessary to determine ways to adequately integrate old-age workers in the workforce. Furthermore, this can raise productivity in all employees. Originality/value – This paper demonstrates that old-age stereotyping is both prevalent and detrimental within an organizational context. These findings and solutions can potentially be used by organizations in order to increase individual and overall productivity.

The effects work engagement and generativity on post-retirement preparation

The post-retirement preparation of middle & young-old aged workers before their complete labor force withdrawal have received more attention in countries where aging society is progressing rapidly. Given that organizations and society may not be able to provide a full support for the later life of middle & young-old aged workers, self-directed preparation of individual workers is a key factor for the successful retirement. The purpose of this study was to examine a mediating role of mentoring between generativity and post-retirement preparation based on the theory of adult development of Erikson associated with generativity. The effect of mentoring may also be influenced by work-related factor for the old-aged workers. Thus, this study simultaneously tested the effect of work engagement as another predictor of mentoring and post-retirement preparation. Given the expected roles of the generation in this age are quite different by gender, the gender difference in the pattern of relationships among the variables was also hypothesized. Conducting a survey research to 320 employed middle and young-old aged worker, the data was analyzed by multi-group analysis using Structured Equation Modeling. The results of this study found the positive effects of generativity and work engagement on post-retirement preparation through mentoring behavior. Gender difference was also found in some paths of the research model. Suggestions for future research and practical implications were provided based on the findings.

The Effects Work Engagement and Generativity on Post-retirement Preparation: The Indirect Effects of Mentoring & The Gender Difference

The post-retirement preparation of middle & young-old aged workers before their complete labor force withdrawal have received more attention in countries where aging society is progressing rapidly. Given that organizations and society may not be able to provide a full support for the later life of middle & young-old aged workers, self-directed preparation of individual workers is a key factor for the successful retirement. The purpose of this study was to examine a mediating role of mentoring between generativity and post-retirement preparation based on the theory of adult development of Erikson associated with generativity. The effect of mentoring may also be influenced by work-related factor for the old-aged workers. Thus, this study simultaneously tested the effect of work engagement as another predictor of mentoring and post-retirement preparation. Given the expected roles of the generation in this age are quite different by gender, the gender difference in the pattern of relationships among the variables was also hypothesized. Conducting a survey research to 320 employed middle and young-old aged worker, the data was analyzed by multi-group analysis using Structured Equation Modeling. The results of this study found the positive effects of generativity and work engagement on post-retirement preparation through mentoring behavior. Gender difference was also found in some paths of the research model. Suggestions for future research and practical implications were provided based on the findings.

Vision, light and aging: A literature overview on older-age workers

In many western countries individuals will need to continue their professional careers beyond the current retirement age. This requires adaptation of the working conditions to compensate for age related visual changes. The aim of this paper is to compile and structure knowledge concerning age related changes in visual and non-visual functions among older-age workers and to describe in what way these changes relate to light and work performance. An overview of the literature was performed in PubMed and EMBASE concerning visual changes among elderly people, light, visual ergonomics and consequences at work. Visual conditions and lighting design have an impact on work performance in those over age 65 even if there are few studies available. Natural age related changes in the eyes or ocular diseases can result in reduced visual function and performance. Moreover, evidence of the importance of light and dark rhythms for circadian regulation is mounting; there are indications that the older-age population might need specific attention related to this issue. Finally, visual deteriorations might also, secondarily, induce strained postures and musculoskeletal symptoms, pain and injury. Age-related changes in the eyes and also ocular diseases among older-age people have an impact on well-being and work performance, and therefore call for reconsideration of their working conditions. Knowledge about how visual functions, light and ocular diseases is needed for work design and preventive actions.

Study on Occupational Education of Unemployed Old-aged Workers in Gangwon Province: An Analysis of Consequences and Perception

Study on Occupational Education of Unemployed Old-aged Workers in Gangwon Province: An Analysis of Consequences and Perception

Assessing the reassessment: A panel analysis of the Lisbon Strategy

We assess the employment impact of the Lisbon Strategy, examining long-run growth in total, female and old-age employment rates from 1994 to 2009. The Strategy had some impact, especially for old-age workers, but no improvement ensued from its mid-term reassessment.

Housekeeping health care workers have the highest risk for tuberculin skin test conversion

Not all health care workers (HCWs) are at the same risk for tuberculin skin test (TST) conversion, indicating latent tuberculosis (TB) infection. To identify risk factors for TST conversion among HCWs. A retrospective cohort study conducted at a tertiary university medical centre included every HCW who had had a negative two-step TST at work entry and at least one consecutive TST in the period 2005-2009 (mean follow-up period 55 months). Binomic logistic regression analysis was used to identify risk factors for TST conversion. Potential risk factors such as age, health care profession, patient exposure profile, workplace division and history of bacille Calmette-Guérin vaccination were entered in the model. A total of 450 subjects met the inclusion criteria, of whom 93 had TST conversion. The highest annual rates of TST conversion occurred in workers who worked as housekeeping staff (6.9%). Older age, a work environment with high patient turnover and employment in maintenance departments were significant risk factors (adjusted odds ratios 2.05, 5.2 and 8.4 respectively). Housekeeping staff, older age workers and health care professionals working in an environment of high patient turnover are at increased risk for latent TB infection.

Age-specific job flows and worker flows using a national dataset

Abstract Based on a Taiwanese national population dataset covering the period from 1998 to 2002, we find a counter-cyclical pattern of separations and employer-to-employer transitions. The cyclical adjustments of the workforce are driven mainly by fluctuations in the hiring of young workers and by fluctuations in separations for prime-age and older-age workers.

Long-Term Consequences of Education, Working Conditions, and Health-Related Behaviors on Mortality Patterns in Older Age. A 17-Year Observational Study In Kraków, Poland

Many studies have analyzed the impact of socioeconomic factors and working conditions on health inequalities in working age adults. However, fewer reports focused on older age workers. The aim of this longitudinal study was to assess the influence of education, occupational status, and health-related behavior on mortality patterns in older age. Data for analysis derive from a study performed in 1986-1987 on a population sample of 2580 individuals (1703 women and 877 men) randomly selected from 8055 persons aged over 65 years who were residents of the Old Town area in Kraków, Poland. A face-to-face interview was conducted using a structured questionnaire regarding education, occupational status, profession, importance attached to work and other life values, early retirement/disability pension due to health condition as well as sociodemographic data and medical history. Mortality data compiled from death records for a 17-year period of time were analyzed. Cox multivariate proportional hazard models were used to analyze independent predictors and estimate mortality risk. This risk tended to significantly increase with a decreasing level of education. For males with higher education, caring for one's health in the past was the factor that significantly contributed to increased mortality risk. Working conditions were found to have a significant influence on mortality risk in older age. Different patterns of mortality risk were noted for men and women.

포복형 시금치 수확기 개발

This study was conducted to solve the problem of crawled spinach harvesting that had been mainly done by manpower on the outdoor fields during the winter season. Moreover, there are not enough workers available for farming at most of rural areas in Korea because farming is getting hard and the number of old-aged workers is increasing. In order to find appropriate methods of digging, picking and collecting of spinach, the tests were examined outdoors. A prototype was designed based on the results of the tests and then fabricated for digging, picking-up and then collecting in continuous operation for harvesting spinach planted in the outdoor fields. In the field test with the prototype, the vibration intensity transmitted to the driver by vibrating blade was low while the vibrating blade reduced digging power by compared to that of the fixed blade. The spinach loss was found to be as low as in the condition of digging depth of 40 mm, cam rotational velocity of 748 rpm, and blade amplitude of 16.5 m. The working performance of the prototype spinach harvester was found to be 3.8 hour/10a resulting in of labor saving and of operating cost compared to the conventional manual harvesting.