''Effect Typology'' and Work Ability Index : Evaluating the Success of Health Promotion in Elder Workforce

Karazman, Rudolf; Kloimüller, Irene; Geissler, Heinrich; Karazman-Morawetz, Inge

doi:10.1080/036107399243760

Cited by 13 publications

(5 citation statements)

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“…Insufficient blinding of the assessors and/or the participants was observed in several studies [59-61,63,64,69,70,72,75,79-81,83-85,88-91]. Information bias is likely in a number of the studies as some of the data collection tools have not been shown to be reliable and valid [59,61,63-65,72,78-82,85,87-90]. Finally, various studies did not adequately report withdrawal and/or drop-out rates, or had unacceptably high rates (i.e.…”

Section: Discussionmentioning

confidence: 99%

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Are workplace health promotion programs effective at improving presenteeism in workers? a systematic review and best evidence synthesis of the literature

et al. 2011

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BackgroundPresenteeism is highly prevalent and costly to employers. It is defined as being present at work, but limited in some aspect of job performance by a health problem.Workplace health promotion (WHP) is a common strategy used to enhance on-the-job productivity. The primary objective is to determine if WHP programs are effective in improving presenteeism. The secondary objectives are to identify characteristics of successful programs and potential risk factors for presenteeism.MethodsThe Cochrane Library, Medline, and other electronic databases were searched from 1990 to 2010. Reference lists were examined, key journals were hand-searched and experts were contacted. Included studies were original research that contained data on at least 20 participants (≥ 18 years of age), and examined the impacts of WHP programs implemented at the workplace. The Effective Public Health Practice Project Tool for Quantitative Studies was used to rate studies. 'Strong' and 'moderate' studies were abstracted into evidence tables, and a best evidence synthesis was performed. Interventions were deemed successful if they improved the outcome of interest. Their program components were identified, as were possible risk factors contributing to presenteeism.ResultsAfter 2,032 titles and abstracts were screened, 47 articles were reviewed, and 14 were accepted (4 strong and 10 moderate studies). These studies contained preliminary evidence for a positive effect of some WHP programs. Successful programs offered organizational leadership, health risk screening, individually tailored programs, and a supportive workplace culture. Potential risk factors contributing to presenteeism included being overweight, a poor diet, a lack of exercise, high stress, and poor relations with co-workers and management. Limitations: This review is limited to English publications. A large number of reviewed studies (70%) were inadmissible due to issues of bias, thus limiting the amount of primary evidence. The uncertainties surrounding presenteeism measurement is of significant concern as a source of bias.ConclusionsThe presenteeism literature is young and heterogeneous. There is preliminary evidence that some WHP programs can positively affect presenteeism and that certain risk factors are of importance. Future research would benefit from standard presenteeism metrics and studies conducted across a broad range of workplace settings.

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Section: Discussionmentioning

confidence: 99%

“…Finally, various studies did not adequately report withdrawal and/or drop-out rates, or had unacceptably high rates (i.e. follow-up rate less than 60%) with little to no examination of differences between study participants and nonparticipants [59-62,64,65,68-71,73-75,82,83,88,89]. …”

Section: Discussionmentioning

confidence: 99%

Are workplace health promotion programs effective at improving presenteeism in workers? a systematic review and best evidence synthesis of the literature

et al. 2011

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“…For all population groups in an unfavorable position on the labor market, including disabled women, employment or reintegration are essential (16) for health and quality of life (17-21). For example, unemployed persons who suffered disability after a burn injury have a lower QoL and more posttraumatic stress disorder symptoms than persons who returned to work after the accident (16).…”

Section: Discussionmentioning

confidence: 99%

Health-related quality of life of women with disabilities in relation to their employment status

2011

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AimTo compare the health-related quality of life of unemployed and employed women with disabilities and establish factors affecting their life satisfaction.MethodsThe study included 318 women with disabilities, 160 of whom were employed and 158 unemployed, paired according to age and region of residence. The health-related quality of life was assessed by The World Health Organization Quality of Life questionnaire, and social demographics and factors affecting life satisfaction were collected by a general questionnaire. The factors affecting life satisfaction were defined according to respondents’ statements.ResultsUnemployed women with disabilities had a lower mean score (±standard deviation) on all health-related QoL domains: psychological health (14.52 ± 2.80 vs 15.94 ± 2.55), social relationships (15.12 ± 3.08 vs 16.06 ± 2.69), environment (12.80 ± 2.78 vs 13.87 ± 2.49), as well as on a separate item of self-assessed health (3.33 ± 1.16 vs 3.56 ± 0.92) than their employed counterparts (P < 0.01). This disparity was not found only in the domain of physical health. The largest positive impact on life satisfaction in both groups was family.ConclusionAs disabled women are a particularly vulnerable population group, stressing the importance of employment and family as factors affecting their quality of life may help equalizing opportunities and upgrading the quality of life of all – particularly unemployed women with disabilities.

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“…The applied methods of investigation encompass a sociodemographic and occupational questionnaire, WAI and Job Stress Scale. On the other hand, Karazman et al (1999) and Ilmarinen et al (1997) assess individual changes and differences in work ability and work interest by using the WAI approach. As for the first authors, during the 20-days-long health promotion program, drivers of the Munich Transport Authority of an average age of 50 years participated in and underwent such an experimental survey.…”

Section: Literature Reviewmentioning

confidence: 99%

“…The values obtained using the WAI method were compared with the reference value of foreign studies; e.g., (Ilmarinen et al 1997;Ilmarinen 2009;Karazman et al 1999;Smrekar et al 2019), which represent the average value of work ability for categories of men and women of the same age and performing the identical type of work. As mentioned, the work ability resulting value was measured at a value of 42.8 rendering that the examined company disposes of relatively good work ability needed to be maintained.…”

Section: Qualitative Research-application Of Work Ability Indexmentioning

confidence: 99%

Draft Methodology of the Age Management Implementation in Human Resource Management in a Transport Company

Hlatká

Stopka

Bartuška

et al. 2021

JRFM

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At present, companies should definitely be able to adapt to their environment. It entails being able to successfully predict and eliminate flaws and undesirable steps which may result in negative consequences. It can only be executed by careful consideration of three basic enterprise’s components which comprise the following: material resources, financial resources and human resources. An effective corporate coordination and human resource management is a cornerstone of the enterprise’s success while these components are of the same importance to this success. To this end, the aim of this manuscript is to design innovative recruitment procedures when using age management approach for a specific transport company; in particular, its human resource management is taken into consideration. In the initial parts of the manuscript, an analysis of quantitative and qualitative data is performed, wherein introduction into the addressed subject, relevant literature review, as well as description of utilized data and methods within the conducted research are elaborated. Consequently, in a case study section, the Work Ability Index (WAI) method is used to focus on the chosen group of employees in order to profoundly investigate their work abilities. The very examination of employees’ life cycle encompasses multiple age categories and measures a decrease in their work ability level. As for the ensuing (final) parts of the manuscript, a thorough evaluation of results obtained, appropriate discussion and, last but not least, conclusion section are compiled, in which the most imperative findings of the performed investigation are comprehensively summarized. Following the above, the purpose of this study is to compile a novel methodological procedure in terms of using the principles of age management in human resource management; specifically, in an opted transport company, and thus helping towards more effective and sustainable corporate recruitment strategy.

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''Effect Typology'' and Work Ability Index : Evaluating the Success of Health Promotion in Elder Workforce

Cited by 13 publications

References 0 publications

Are workplace health promotion programs effective at improving presenteeism in workers? a systematic review and best evidence synthesis of the literature

Are workplace health promotion programs effective at improving presenteeism in workers? a systematic review and best evidence synthesis of the literature

Health-related quality of life of women with disabilities in relation to their employment status

Draft Methodology of the Age Management Implementation in Human Resource Management in a Transport Company

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