Older Employees Research Articles

Sickness absence patterns during the COVID-19 pandemic among Finnish public sector employees

Abstract Background The patterns of sickness absence (SA), that is, the clustering of differing lengths of episodes and total number of days absent, have not been examined. We examined these SA patterns and factors associated with the patterns during the COVID-19 pandemic. Methods We used survey data from employees of four large Finnish cities in 2020 linked with SA data in 2021 retrieved from employer registers (n = 39 791). SA patterns were defined through cluster analysis (K-means) including number of SA days, short (1-9 days), and long (10-365 days) SA episodes within one year. The associations of employee and work characteristics in 2020 with SA clusters in 2021 were analysed with multinomial regression. Results Four SA patterns (=clusters) were identified: 1) Optimal SA pattern (n = 31 320, 79%), 2) Recurring short SA episodes (n = 5149, 13%), 3) Recurring long SA episodes (n = 2964, 7%), and 4) Very high levels of SA with long episodes (n = 358, 1%). Compared to optimal SA pattern, female gender, higher body mass index, former smoking, abstinence from alcohol, not being in high occupational socioeconomic position, on-site work during COVID-19, and COVID-19 infection were associated with all suboptimal SA patterns. Recurring short SA episodes were more likely in younger employees (odds ratio=0.98, 95% confidence interval 0.97-0.98), those with a temporary job (1.10, 1.00-1.20), current smokers (1.34, 1.21-1.48), those using passive commute modes (1.03, 1.01-1.05 [car]; 1.02, 1.00-1.04 [public transport]), and those who had experienced a team reorganization due to COVID-19 (1.27, 1.10-1.46). The two most adverse SA patterns were more likely among older employees, and less likely among those cycling to work (0.91, 0.84-0.98; 0.97, 0.95-0.99). Conclusions We identified three differential suboptimal SA patterns. Compared to the optimal SA pattern, several individual-level risk factors, but also some COVID-19 related factors were found to associate with suboptimal SA patterns. Key messages • We identified three suboptimal sickness absence patterns during COVID-19 pandemic. • Individual characteristics, but also COVID-19 related factors were associated with the observed sickness absence patterns.

The knowledge of medical staff on the impact of noise on neonatal intensive care units patients and its application in practice.

Noise is an undesirable environmental factor whose control and reduction should be standard in every Neonatal Intensive Care Unit. Its impact can have negative effects on both the mental and physical health of the body. Newborns, especially premature infants, are particularly sensitive to the negative effects of noise. the negative impact of noise can be reduced through appropriate behaviour of the medical staff. Aim. The aim of the study is to analyse the knowledge of medical staff on the impact of noise on newborns staying in Neonatal Intensive Care Units and to evaluate its use in practice. Methods. A total of 104 respondents working in neonatal wards participated in the study. The survey was conducted online using social media. The study employed the diagnostic survey method with a self-designed questionnaire. The first part of the ques- tionnaire concerned the aspects of knowledge on the impact of noise on hospitalised new- borns; the second part addressed the socio-demographic issues of the medical staff. Results. Training on noise exposure for newborns is not common in the workplace. There are no recommendations regulating noise standards and control equipment. The surveyed individuals do not have in-depth knowledge about acceptable noise levels in newborn rooms. Only one in three employees was able to provide the correct answers in this regard. Older employees with longer experience and residents of large cities scored higher in knowledge than younger individuals. Those with a higher level of knowledge and satisfaction with their work and earnings show the greatest care in reducing noise intensity in the ward. Conclusions. In neonatal pathology wards and (NICUs), noise standards and recom- mendations are more common than in physiology wards. Employees caring for new- borns need training on the sources and impact of noise on babies. it is necessary to limit the noise generated by the staff, such as loud conversations, slamming furniture, placing objects on incubators, or moving equipment.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic

ObjectiveThe main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics.MethodsA cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses.ResultsThe findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents.ConclusionThis study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

Are the Quality of Organizational Changes Associated with Expected Retirement-Age Among Senior Employees?

Major organizational changes may be associated with both positive and negative uncertainty in working life. This study described the prevalence of organizational changes (reorganizations or round of layoffs) within different job functions in Denmark and investigated whether quality of the implementation process (measured as "information", "involvement" and "consent") was associated with employees' expectations regarding retirement age. A representative sample of older Danish employees ≥ 50years (n = 12,269) replied to a questionnaire survey in 2020. In cross-sectional analyses, we compared employee's expected retirement age being either not exposed to organizational changes or exposed to implementation processes of high, moderate or low-quality, respectively. Analyses were further stratified for job function: office work, work with people and work in the field of production. More than half (56%) of the employees had experienced organizational changes within the past 2years, and 23% of those effected reported that the changes had led to considerations of earlier retirement. Organizational changes were most prevalent within office work, and least prevalent within the job function working with people. The analyses showed significantly lower expected retirement age when the implementation process had been of moderate (mean reduction of 0.45years) or low quality (mean reduction of 0.71years) compared to high quality implemented changes. Experiences of organizational change processes of moderate or poor quality were associated with expectations of earlier retirement, while well implemented changes were not. This study underscores the importance of good implementation when changes at the organizational level are needed.

Internet self-efficacy moderates the association of information technology ability with successful ageing among older employees in three African samples

The literature suggests that two distinct competencies [i.e., information technology ability (ITA), and internet self-efficacy] are necessary for the effective use of information technologies for successful ageing, but no study has examined the association of these skills on successful ageing and its domains (i.e., illness avoidance, functioning, and engagement with life). This study investigated whether Internet Self-Efficacy (ISE) moderates the potential association of ITA with successful ageing. The study adopted a cross-sectional design based on the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) checklist and includes measures against confounding and common methods bias. The participants were 1186 older workers aged 50 years or older in three African countries (Kenya = 350; Nigeria = 260; Ghana = 576). The minimum sample size necessary was calculated, and data were analysed with hierarchical linear regression analysis. After controlling for the covariates, ITA and ISE had a positive association with successful ageing as well as illness avoidance, functioning, and engagement with life in the whole sample. ITA was also positively associated with successful ageing and its domains in Kenya and Ghana. The associations of ITA with successful ageing and its domains were positively moderated by ISE in the whole sample and within each of the three samples. Higher ITA can be associated with successful ageing among working older adults, and ITA positively influences successful ageing at different levels of ISE. Older adults with high ITA are more likely to avoid illness at a higher ISE.

The Influencing Factors of Knowledge Hiding Among Employees in the Construction Industry: A Psychological Contract Perspective

This study explores the factors influencing employee knowledge hiding in construction industry organizations. Utilizing quantitative methods, the research examines the impact of demographic factors, including gender, age, educational level, marital status, and duration of service, as well as psychological contract breaches on employee knowledge hiding. An independent samples t-test and multiple comparisons using the least significant difference (LSD) test were conducted to analyze the demographic factors. At the same time, a simple linear regression analysis was employed to assess the relationship between psychological contract breach and knowledge hiding. The results indicate that demographic factors significantly affect employee knowledge hiding, with females, older employees, those with lower educational levels, divorced or widowed individuals, and employees with longer service durations tending to hide knowledge more frequently. Furthermore, psychological contract breach is found to have a strong and positive relationship with employee knowledge hiding, suggesting that employees are more likely to engage in knowledge-hiding behaviors when they perceive a violation of their psychological contract. The findings have important managerial implications, emphasizing the need for tailored strategies to address knowledge hiding among different employee groups and maintaining a strong psychological contract with employees to foster a culture of knowledge sharing and innovation

MODELING EMPLOYEE RESIGNATION USING A SEMIPARAMETRIC APPROACH COX PROPORTIONAL HAZARD

Survival analysis is a research method that studies the duration individuals or experimental units endure against events like death, disease, recovery, or other experiences. This study employs a semi-parametric survival analysis model using the Cox proportional hazards regression method to identify factors such as age, gender, marital status, and education influencing how long employees stay with a company before resigning. The aim is to describe and interpret significant factors affecting employee resignation using the Cox Regression method. The results indicate that age significantly influences employee tenure. The average tenure is eight years. The probability of an employee still working at age 32 for up to eight years is 0.0057, while the likelihood for an employee who has worked more than eight years at age 32 is 0.9943. The study uses secondary data on the tenure of 521 employees, analyzed with the Cox proportional hazards regression method. The data, however, has limitations due to type III censoring, where some subjects leave observation, resulting in incomplete data. The study concludes that age significantly impacts employee tenure. Younger employees tend to explore career opportunities, while older employees seek stability, pension benefits, and a comfortable work environment.

Age Management Practices and Benefits in Organisation: An Evaluation of the Effect of Economic Sector, Organisation Size, and Family Business Status

Abstract Background The ageing of the population impacts all areas and is also a challenge for human resources management. To solve this issue, age management practices are used in organisations. To get the best potential out of everyone, this concept should not only involve older employees but should be focused on all of them. Choosing the right practice to get the desired results is a task for managers. Objectives The paper aims to determine whether the sector of the economy, the size of the organisation, or the family business status plays a role in determining age management practices and observed benefits. Methods/Approach Using a questionnaire survey, the most commonly used practices and the observed benefits were identified. Using the chi-square test, differences in chosen categories were confirmed. Results It can be stated that choosing age management practices is influenced by the economic sector, and the size of the organisation influences observed benefits. Conclusions The results can guide organisations on which practices to choose and what benefits to expect from implementing age management practices.

For the sake of my job security: examining the effect of age-based stereotype threat on older workers’ knowledge hiding

Purpose Organizations can greatly benefit from the transfer of knowledge from older employees to younger generations. However, older workers often hesitate to share their expertise with their younger colleagues. Grounded in conservation of resources theory and the stereotype threat framework, this study aims at examining the negative impact of age-based stereotype threat on organizational knowledge management. Design/methodology/approach The authors developed a moderated mediation model and collected data from 219 older workers with a time-lagged design to explore the effect of age-based stereotype threat on older workers’ knowledge hiding. Findings The results showed that age-based stereotype threat could lead to knowledge hiding behaviors among older workers due to increased job insecurity, and leader-member exchange can potentially mitigate these effects. Originality/value The findings underscore the detrimental effect of age-based stereotype threat on organizational knowledge management and suggest that organizations should foster an age-inclusive environment to facilitate effective intergenerational knowledge transfer.

Age Well, Work Well: Relationship of Healthy Aging with Career Commitment and Bridge Employment Intentions among Pre-Retirees

Old age is considered an achievement to complete the milestones of one's life. However, the aging population presents significant economic, social, and health challenges. There is a need to address these challenges by focusing on bridge employment after retirement and considering healthy aging an essential part of later life. This correlational research aims to study the relationship between healthy ageing, career commitment and bridge employment intention among pre-retirees. Sample of 308 older employees (M= 57.79, SD= 1.88) was selected from government educational sector of Lahore, Pakistan by using non probability purposive sampling technique. The measure included Attitudes to Ageing Questionnaire, The Occupational Commitment Scale, and Bridge Employment Intention Scale. Results indicate a significant positive relation of healthy aging with career commitment (r = .27, p< .05) and bridge employment intention (r = .17, p< .05) of pre-retirees. Inversely, employee’s education has significant negative relationship with healthy ageing (r = -.12, p< .05), career commitment (r = -.19, p< .01) and bridge employment intention (r = -.29, p< .01). Further, the mediation analysis through Hayes process macro model 4 revealed that career commitment mediates the relationship between healthy aging and bridge employment intention. The study provides a valuable insight and suggested that the organizations should value experienced employees for institutional growth and implement flexible work arrangements, continuous learning opportunities and health and wellness programs to promote work after retirement.

Роль работников старших возрастных групп в формировании и развитии человеческого капитала компании: теоретический аспект

In the conditions of a modern market economy and constant social transformations, the issues of formation and rational use of human capital are becoming particularly relevant. An important aspect is to consider the role of older workers with unique knowledge, experience and skills in improving the competitiveness of organizations. The article focuses on the importance of older employees in solving the problem of shortage of qualified personnel. Theoretical approaches to the analysis of the competitiveness of older workers, including classical, institutional and systemic approaches, are considered. An important place is occupied by the concept of decent work, which implies fair pay and working conditions, as well as equal opportunities for professional growth of older workers. The text emphasizes the importance of involving older workers in economic activities, their role in mentoring and transferring knowledge to the younger generation, which contributes to the development of the organization's human capital. The manifestations of gerontological ageism — age discrimination — in the labor market and in social and labor relations are discussed. In conclusion, it is emphasized that the preservation and development of the labor potential of older workers is not only a socially important task, but also a strategic resource for increasing the competitiveness of the company in the long term.

Income effect of prenatal sunlight exposure: Empirical evidence from China.

Despite a growing interest in the impacts of prenatal factors on adulthood quality of life, economists have not estimated the income effects of sunlight exposures by mothers during pregnancy. This paper estimates such effects using data from China General Social Survey and China National Meteorological Data Service Center. The results show that the income effects of prenatal sunlight exposure in the second trimester are significantly positive. The effects differ for individuals born in different months and the effects are larger for female employees, older employees, those born in rural areas, in the pre-reform period, or whose mothers are less-educated. Finally, we investigate the possible mechanisms via the human capital pathway, discovering that fetuses with longer sunlight exposure in the second trimester are healthier and do more exercises in adulthood. It is suggested that families, communities, policymakers should pay attention to prenatal sunlight exposure, especially for pregnant women in the developing world who are less educated or live in rural areas.

Age-friendly human resource practices: a comparison of Baltic and Nordic countries

PurposeDue to population ageing, the European Union (EU) has adopted active ageing as a guiding principle in labour and retirement policies. Among the strategies for active ageing, age-friendly workplaces play a crucial role. This study compares age-friendly human resource (HR) practices in the Baltic and Nordic countries. The latter are pioneers in active ageing, and as the employment rate of older employees in the Baltics is like that in the Nordic countries, we may assume equally age-friendly workplaces in both regions.Design/methodology/approachWe used the latest CRANET survey data (2021–2022) from 1,452 large firms in seven countries and constructed the fuzzy logic model on age-friendliness at the workplace.FindingsDespite a high employment rate of older individuals in the Baltics, HR practices in these countries fall short of being age-friendly compared to their Nordic counterparts. Larger firms in the Nordic countries excel in every studied aspect, but deficiencies in the Baltics are primarily attributed to the absence of employer-provided health and pension schemes. The usage of early retirement is more frequent in the Nordic countries; however, its conceptualisation as an age-friendly HR practice deserves closer examination. Our findings suggest that the success of active ageing in employment has translated into age-friendly HR practices in larger organisations in the Nordics, but not in the Baltics. It is likely that high employment of older individuals in Estonia, Latvia and Lithuania is a result of the relative income poverty rate.Originality/valueOur model represents one of the few attempts to utilise fuzzy logic methodology for studying human resource practices and their quantitative evaluation, especially concerning age-friendly workplaces.

The use of individual and collective selection, optimisation and compensation (SOC) strategies and their association with work ability among senior workers

Background Selection, optimisation, and compensation (SOC) can be important strategies for maintaining work ability as we age. This study aimed to explore differences in self-reported individual and collective use of SOC strategies across job functions, as well as their association with self-rated work ability. Methods: In the third wave of the SeniorWorkingLife study, 10,798 workers aged 50 + , across the job function categories “Office work”, “work with people”, and “work in the field of production”, replied to questions about collective and individual SOC strategies and work ability. Using multiple regression, we modelled associations between SOC and work ability. Results: Associations between SOC and work ability were generally weaker among participants working in the field of production. Both individual and collective use of selection had much weaker associations with work ability in the job functions “office work” and “working with people”. In the job function “working in the field of production”, only collective compensation was positively associated with work ability while individual selection was significantly but negatively associated with work ability. Conclusions: The use of SOC may be particularly beneficial for older employees working with people. Optimisation and compensation may be the most important SOC strategies for maintaining the work ability of older employees working with people and doing office work. For older employees working in the field of production, collective optimisation may support the maintenance of work ability while reduced work ability may be associated with the use of individual selection as a “coping strategy”.

Internal and External Continuity Strategies to Support Senior Employees’ Choice of Extended Working Life in Higher Education Institutions

Purpose: This study explores how HR professionals perceive older employees' intentions to continue working beyond the official retirement age and what strategies organizations would apply concerning their older employees. This study uses the theoretical lens of Atchley's (1989) continuity theory, a social gerontology theory that holds that aging people maintain existing internal and external continuity working structures. Methodology: A qualitative study was adopted. 17 HR professionals were interviewed through a semi-structured in-depth interview guide within the 12 public universities in Sweden (anonymous). Empirical data were thematically analyzed through the theoretical lens of continuity within internal and external continuity strategies. Findings: This study argues for some internal and external continuity strategies that help older employees be active longer than normal aging. These are a) mentoring and knowledge sharing program (internal continuity), b) a competence and experiences appreciation program (internal continuity), c) providing sufficient facilities for flexible working and work satisfaction (external continuity), and d) establishing provision for part-time employment after retirement (external continuity). Practical Implications: This study can contribute to previous studies by bringing the higher education institutions (HEI) sector into the organization studies. Originality/Value: This original study contributes to social sustainability through empirical and theoretical evidence to support and develop the older community of society. Limitations: This study needs to include more variations of interview data. It would be interesting for future researchers to study what age management strategies support older employees in improving their skills and what this study needs to focus on.

Age-based stereotype threat in the workplace: A daily diary study of antecedents and mechanisms.

Both older and younger employees are stereotyped at work, making them susceptible to age-based stereotype threat or the concern about being negatively stereotyped based on their age. To date, there is limited understanding of the workplace events that spark age-based stereotype threat and the mechanisms through which they do so. The current daily diary study aimed to assess the frequency with which older and younger employees experience various events that have been identified as potential antecedents of age-based stereotype threat (e.g., being overlooked for training or development opportunities, feeling excluded from informal socializing) as well as their association with experiences of stereotype threat. As predicted, we found that employees who reported more frequent experiences of these events subsequently reported greater feelings of stereotype threat. This association was partially mediated by the capacity of these events to increase the salience of a participant's age. There was also evidence of reciprocal association, whereby employees who felt more stereotype threat were also more likely to subsequently report experiencing these events. Employee age did not moderate the relationship between daily feelings of stereotype threat and daily outcomes, suggesting that everyday feelings of stereotype threat may be equally problematic for both older and younger employees. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Psychological Well-Being and Self-Aging Attitudes Moderate the Association between Subjective Age and Age Discrimination in the Workplace.

Views of aging include peoples' assessment of their own aging process and their subjective age. Positive views of aging relate to a improved psychological well-being which predicts better physical and mental health. While these relationships were substantially studied, the moderating roles of self-aging attitudes and psychological well-being in the subjective age-age discrimination connection have been much less explored. The current study used a convenience sample of 568 participants (mean = 66.21y, SD = 11.95, age range 50-95), 55.8% women, 67.1% employed. In line with the hypotheses, young subjective age and psychological well-being were connected to less age discrimination in the workplace, and higher psychological well-being mitigated the subjective age-age discrimination at work connection. When the perception of old age as a period of loss was added to the model, adults who perceived old age as a period of loss and reported lower levels of psychological well-being demonstrated the strongest relationship between an increase in subjective age and an increase in age-related discrimination at work. The findings emphasize the importance of the psychological well-being of older employees as a resource for improving their attitudes towards their last years at work.

Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?

AbstractThis study examines how workplace conflict between multigenerational co‐workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co‐workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross‐age co‐workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross‐age contact in the workplace.

The work Lifestyle-integrated Functional Exercise program for preventing functional decline in employees aged 55 years and older: development and initial evaluation

BackgroundDespite the global increase in older employees, workplace physical activity interventions (WPAIs) for this target group have not yet been sufficiently developed. The major drawback of existing WPAIs is low adherence due to lack of time or limited motivation. A novel approach could be to integrate tailored neuromotor and strength exercises into everyday working tasks to prevent the functional decline of older employees at the workplace without needing much additional time for training. This approach was tested in the present study by evaluating the proof-of-concept of a novel WPAI based on the Lifestyle-integrated Functional Exercise (LiFE) program integrated into a working environment (wLiFE55 +).MethodsThe proof-of-concept of wLiFE55 + was quantified within a 4-week pre-post exercise intervention study by measuring (1) feasibility including adherence, activity frequency, adverse events and acceptance (integrability of wLiFE55 + activities, perceived improvement and safety, satisfaction, physical demand, personal trainer session, intervention content) and (2) pre-to-post changes in neuromotor function (12-Level Balance Scale, 12-LBS; Community Balance and Mobility Scale, CBM), strength (60sec Chair Stand Test), and PA (1-week activity monitoring). For statistical analysis, the median and interquartile range (IQR) were computed. For pre-to-post changes, Wilcoxon signed-rank tests with effect size (r) were also performed.ResultsSeventeen older employees (mean age 59 years, 8 female) were included of which fifteen completed the study. The intervention adherence was 100%, and the activity adherence was 58% (9 out of 12 maximum possible wLiFE55 + activities implemented). Depending on the specific activity, the frequency of practice ranged between 25–75% of the days of the intervention period, and single wLiFE55 + activities were practiced between one and three times per day. No adverse events occurred, and acceptance was high. Pre-to-post increases with medium effect sizes were found for neuromotor function (CBM, 12-LBS) and specific PA variables (total sedentary time, sedentary bouts > 30 min).ConclusionThe results of the study highlight the feasibility of wLiFE55 + in a work setting with older employees. The pre-to-post increases observed in neuromotor measures and reductions in sedentary time suggest that wLiFE55 + may counteract the age-related functional decline in older employees and justifies future studies in this field. The next steps are program adjustments to boost exercise frequency and evaluating wLiFE55 + in a randomized controlled trial.

‘To be a Player, not a Piece’: LMX-Relationships in Late-career Employment

This study employs qualitative interviews with employees (50+) and managers from Norwegian private companies to investigate how retirement age norms affect leader–member exchange (LMX) relationships in the late stages of employment.This research reveals that organizational practices incentivizing early retirement establish retirement age norms and create pressures that significantly impact the LMX dynamic. Employees perceive managers as key in alleviating these pressures. However, the ability of managers to shield employees from retirement pressures varies, as managers face several competing challenges, such as providing opportunities and development for younger employees. While high-quality LMX relationships are crucial in reducing retirement pressures for older employees, differing managerial practices lead to varied support levels within the same organization, putting older employees in precarious positions. The article advocates for policy reforms that limit organizational early retirement practices and promote extended working lives, ensuring a more supportive employment environment for aging workers in private organizations.