Cognitive resources can be considered to be key variables in the context of work ability and health, particularly in the aging workforce. However, research on this issue is sparse, lacking a comprehensive examination of specific cognitive functions. Therefore, the aim of the present study was to examine the association of cognitive resources with subjective work ability and health in more detail. In 166 geriatric care workers (mean age 42.1 years, SD = 11.5, range 20-62), subjective work ability and health were assessed. Additionally, a comprehensive battery of cognitive tests measuring crystallized intelligence, cognitive speed, shortterm memory, working memory, and inhibition was administered in a standardized procedure. Controlling for individual differences in age, education, depressive symptoms, selfregulation strategies (in terms of selective optimization with compensation), and cognitive resources (particularly better performance in short-term memory, working memory, and inhibition) were related to better subjective work ability and health. The present results demonstrate the relation of a variety of specific cognitive functions with subjective work ability and health over and above individual differences in age, education, depressive symptoms, and self-regulation strategies. Implications to explicitly consider a set of cognitive resources in models of work and organizational psychology, particularly with respect to the aging workforce, are discussed.

In times of global demographic changes, strategies are needed for improving nursing staff retention. We examined the association of care setting (nursing homes and home care) with geriatric nurses' intention to leave their job and their profession. Thus far, it is unclear why nurses' turnover intention and behaviour do not differ between care settings, although working conditions tend to be better in home care. We used the Job Demands-Resources model to explain indirect and buffering effects by job demands (time pressure, social conflicts) and resources (task identity, supervisor support, and co-worker support) via nurses' perceived health and job satisfaction on nurses' leaving intentions. The present cross-sectional questionnaire study was conducted with a sample of N = 278 registered nurses and nursing aides in German geriatric care. As expected, there was no direct relationship between care setting and leaving attitudes. Demands and resources predicted the intention to leave with job satisfaction as mediator. We found more demands in nursing homes but no differences in resources. Serial mediation effects of care setting on intentions to leave via demands/resources and health/job satisfaction as mediators were found only for time pressure and social conflicts. Unexpectedly, there were no clear differences between intention to leave the job and the profession. As hypotheses were only partly confirmed, other buffering and detrimental effects on leaving intentions are discussed. The present data suggest that detailed concepts for personnel and career planning in geriatric care are needed.

Background Nurses show a high prevalence of exhaustion and increased leaving intentions. With this study, we integrate established research about turnover intention with recent burnout literature and present a theoretical model that combines both. The aim of this study was to examine job demands (time pressure, social conflicts) and resources (job control, supervisor support, task identity, person-organisation fit) as drivers and health and age as moderators for the relationships between exhaustion and nurses’ organisational and professional leaving intentions. Methods We analysed data from a standardised paper-pencil questionnaire survey with a prospective, two-wave (12 months apart) study design. In total, 584 nurses participated at Time 1 (t1). The final sample at Time 2 (t2) was n = 222 nurses (38%; age: M = 41.1 years, SD = 11.0; 88% females). Results We identified time pressure as job demand and job control, task identity, and person-organisation fit as resources that drive the relationships of exhaustion (mean between both times of measures) and organisational and professional leaving intentions. The relationships to organisational leaving intentions decreased with nurses’ age and the relationships to professional leaving intentions increased for nurses who had poorer self-rated health. We found indirect effects of exhaustion for relationships between job demands and nurses’ leaving intentions. Relationships to exhaustion remained significant after adjusting for depressive mood. Conclusion Insights from this study can be used both by employers and employees. Redesigning work might be a promising approach to improve nurses’ well-being and retention in this profession. Geriatric care facilities should include the concept of person-organisation fit into their personnel selection process.

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