Defining organizational contributions to sustaining an ageing workforce: a bibliometric review

Nagarajan, N. Renuga; Wada, Mineko; Fang, Mei Lan; Sixsmith, Andrew

doi:10.1007/s10433-019-00499-w

Cited by 34 publications

(23 citation statements)

References 101 publications

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“…During the last few decades, pension reforms have been carried out all over Europe, meaning that workers have to work more years in order to overcome the issue of labor shortages and a rise in government costs [39]. Some researchers have suggested that this could lead to a decline in the productivity level of older workers, as their muscular strength is expected to decrease due to the aging process [40], especially in those individuals engaged in physically demanding occupations, such as PTs.…”

Section: Discussionmentioning

confidence: 99%

Muscular Fitness and Work Ability among Physical Therapists

Ezzatvar

Calatayud

Andersen

et al. 2021

IJERPH

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The Work Ability Index (WAI) is a validated and widely used tool in occupational research. However, normative values for physical therapists (PTs) by age and sex are lacking. Although the nature of PTs’ work is physically demanding, it is unknown whether muscular fitness is associated with their WAI. This study sought to provide reference WAI data for Spanish PTs and to evaluate the association between PTs’ muscular fitness and WAI. Data on WAI of 1005 PTs were collected using a questionnaire. A subgroup (n = 68) performed a battery of physical tests including grip strength, push-ups and back-extension endurance. Associations between muscular fitness and WAI were evaluated using logistic regression controlling for various confounders. PTs aged 50 years or older had lower WAI scores than their younger counterparts. PTs with high back-extension endurance scored 3.5 (95% CI) higher in the WAI than those with low endurance. No associations were found between grip strength or number of push-ups and WAI. Our findings seem to highlight the importance of muscular fitness in PTs, especially the back-extension endurance.

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Section: Discussionmentioning

confidence: 99%

Muscular Fitness and Work Ability among Physical Therapists

Ezzatvar

Calatayud

Andersen

et al. 2021

IJERPH

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“…Researchers in many fields, including for example, economics and management, have focused on investigating the impacts of an aging workforce (Börsch-Supan, 2000; Kulik et al, 2014; Vasconcelos, 2015). In the HRM literature several researchers propose that organizations can take advantage of their new age structure through HR practices and policies (e.g., Kooij et al, 2008; Truxillo et al, 2015; Nagarajan et al, 2019). Previous research challenged the universality of HRM showing that work-related motives and attitudes change with age, and that there are HR practices that can especially fit older workers’ needs and preferences (Ng and Feldman, 2010; Armstrong-Stassen and Schlosser, 2011; Kooij et al, 2011; Pinto et al, 2014; Kim and Kang, 2017).…”

Section: Introductionmentioning

confidence: 99%

Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability

2019

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To meet the demographic changes, organizations are challenged to develop practices that retain older workers and encourage them to postpone retirement. The purpose of this paper is to examine the role of human resources (HR) practices in retirement preferences of older workers. Drawing on theories on lifespan development and social exchange, we suggest that organizations can facilitate longer working lives by implementing bundles of HR practices that are sensitive to age-related changes in workers’ skills, preferences, and goals – i.e., age-diversity practices. We posit that age-diversity practices are positively related to work engagement that, in turn, relates to the preference for retiring later. We further suggest that work ability moderates the relationship between age-diversity practices and work engagement. Finally, we propose a moderated mediation model in which the mediated relationship is moderated by work ability. A sample of 232 older Portuguese workers completed a questionnaire. Hypotheses were tested by using structural equation modeling (SEM). Findings show that work engagement completely mediates the relationship between age-diversity practices and the preference for early or late retirement. Moreover, this mediating relationship is more important for those workers who experience low work ability. Results further demonstrate that the effect of age-diversity practices on the preference for retiring later via work engagement is stronger for lower levels of work ability. This study highlights the organizational role in promoting longer and healthier working lives through the implementation of age-supportive HR practices.

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“…However, researchers believe that without defining and addressing the challenges faced by older workers, any policy that increases the retirement age will be ineffective in overcoming the economic development consequences of an aging population (Nagarajan et al, 2019). Therefore, in the following subsection, we identify and discuss the challenges of retaining older workers in the workforce.…”

Section: The Significance Of the Demographic Transitionmentioning

confidence: 99%

“…Aging workers are also an incredibly rich resource, given their valuable skill sets, experience, and commitment, and their ongoing involvement in the workforce is expected to increase overall national productivity . However, the reality of retaining senior workers in the workforce can be difficult because they are often challenged by health issues and out-of-date technological knowledge (Nagarajan et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

“…However, motivating older people to remain in the workforce for longer than they may have anticipated appears to be a complex task . Hence, implementing strategies such as creating an agefriendly work environment, offering ongoing training, exploiting task automation, using ergonomics to improve working conditions, and offering a flexible work environment, including promoting teleworking and frequent rest breaks, could motivate the older population to remain in the workforce (Nagarajan et al, 2019;.…”

Section: Introductionmentioning

confidence: 99%

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Policy Initiatives to Address the Challenges of an Older Population in the Workforce

Nagarajan

Sixsmith

2021

Ageing Int

Self Cite

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Today's working population is expected to experience a longer and healthier life than previous generations did. This, combined with a currently shrinking workforce, means the participation of older adults in the labor market is expected to positively contribute to national economic and social development. Policymakers have therefore implemented a series of reforms to motivate and encourage both employers and employees to embrace the prospect of an aging workforce and to respond to the associated challenges of such a demographic change in the workplace. This paper aims to provide an overview of recent policy initiatives in this context and to identify the role of technology in major international initiatives in overcoming the key challenges faced by developed countries. We have conducted a scoping review to obtain large volumes of peer-reviewed and gray literature. Our findings suggest that the stakeholders (researchers, government agencies, employers, and communities) are not only aware of the current issues relating to the aging population but also understand the importance of policies in terms of retaining older people in the workforce. In particular, our results indicate that technology, in both the public and private sectors, can be leveraged as a tool to facilitate older adults' participation in the workforce.

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Defining organizational contributions to sustaining an ageing workforce: a bibliometric review

Cited by 34 publications

References 101 publications

Muscular Fitness and Work Ability among Physical Therapists

Muscular Fitness and Work Ability among Physical Therapists

Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability

Policy Initiatives to Address the Challenges of an Older Population in the Workforce

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