Health and well-being of older workers: comparing their associations with effort–reward imbalance and Pressure, Disorganisation and Regulatory Failure

Bohle, Philip; Quinlan, Michael; McNamara, Maria; Pitts, Claudia; Willaby, Harold W.

doi:10.1080/02678373.2014.1003995

Cited by 24 publications

(38 citation statements)

References 45 publications

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“…Gender was measured with a dichotomous variable coded “0” for female and “1” for male. Financial pressure was assessed with the mean score of three items (e.g., “I have money left over at the end of the month” and “I make just enough money to make ends meet”) from the Pressure, Disorganization and Regulatory Failure scale (alpha = 0.65) (Bohle et al, 2015). A median split on the financial pressure composite was used as a grouping variable to reflect higher and lower financial pressure groups.…”

Section: Methodsmentioning

confidence: 99%

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

et al. 2018

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Australian government and organizational age-management policies continue to target employment participation among older workers in light of an aging population. Typically, efforts to reduce early retirement among older workers have focused on well-established factors, including the promotion of worker health, reducing injury, supporting caregivers, reducing age discrimination and enhancing skill development. This research extends on the former approach by examining established factors along with important emerging factors, namely work-life conflict, work centrality and person-job fit. Additionally, the research analyses the effects of gender and financial pressure on older workers’ employment participation and preferences. Logistic regression analysis of cross-sectional survey data involving 1,504 Australians aged 45–65, revealed that two established factors, physical health and caregiving, and all three emerging factors were associated with employment participation and preferences to be employed. However, important variations on the basis of gender and financial pressure were also identified. Caregiving was more strongly associated with the preference to remain employed for men (OR = 0.2.54, p < 0.01) than women (OR = 1.03, ns) and person-job fit was more strongly associated with the preference to remain employed for women (OR = 1.64, p < 0.001) than men (OR = 0.91, ns). Work-life conflict was more strongly associated with the preference to leave employment for those reporting limited financial pressure (OR = 0.60, p < 0.001) compared to those in poorer financial circumstances (OR = 0.87, ns). These findings suggest that organizational age management policies should focus on both established and emerging factors, particularly the provision of flexible working conditions and improving the psychosocial work environment. However, such efforts should carefully consider the different needs of men and women, and those under varying levels of financial stress. With respect to government policy to promote employment participation, the findings support a stronger focus on improving physical and psychosocial work conditions rather than increasing the pension eligibility age. This may require further collaboration between government and employers.

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Section: Methodsmentioning

confidence: 99%

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

et al. 2018

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“…The continued controversy over whether labour markets are transitioning away from the SER to a model of employment that is less secure speaks to the need to explore in more detail how to measure employment precarity and what exactly the form of the employment relationship is measuring. There are several ongoing efforts to develop measures of employment precarity that go beyond simply measuring the form of the employment relationship (Bohle et al, 2015; Gallie et al, 2017; Goldring and Landolt, 2009; Lewchuk et al, 2011; Puig-Barrachina et al, 2014; Vives et al, 2010; Vosko, 2006). In an interesting recent article, Gallie et al (2017) have suggested measuring two related components: job tenure insecurity and job status insecurity.…”

Section: The Form Of the Employment Relationship As An Indicator Of Ementioning

confidence: 99%

Precarious jobs: Where are they, and how do they affect well-being?

Lewchuk

2017

Econ. labour relat. rev.

158

131

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By the end of the 20th century, there was general agreement that most labour markets were in transition and that employment was becoming less secure. However, official labour market data have not shown a dramatic increase in temporary or casual employment. This article takes a new look at the changing characteristics of employment and offers a new method to measure employment security: the Employment Precarity Index. We use the Employment Precarity Index to assess how insecure employment associated with a ‘gig’ economy might affect well-being and social relations, including health outcomes, household well-being and community involvement.

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“…В целом изучение особенностей профессионального развития в поздней зрелости показывает их обусловленность психофизиологическими характеристиками (L. Claudon [47], P. Bohle [48], M. Sanders [49]), влиянием окружающей среды (А. И. Мелёхин [39], П. Д. Косинский, Н. С. Бондарев, Г. С. Бондарева [40]), внутренней мотивацией к продолжению профессиональной деятельности (А. Г. Эфендиев, К. В. Решетникова [41], Д. Г. Гадеева [42]) и востребованностью в профессиональном сообществе (Е. В. Игнатьева, Ю. В. Рябкова [43], А. М. Дубровин [44]).…”

Section: обсуждение результатовunclassified

Psychological peculiarities of professional development in late adulthood

et al. 2020

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Introduction. Modern technologies are generating new types of production and transformation of old ones, which results in the loss of jobs, income and status among the representatives of elder generation and leads to a professional loss crisis. All these factors make it necessary to study the peculiarities of professional development in late adulthood.The aim of the current publication is to investigate psychological peculiarities of professional development in late adulthood.Methodology and research methods. The conceptual idea of the research methodology is the subject-based approach, which considers an individual as an active subject of labour, who is able to successfully and effectively realise various occupational activities, thus ensuring a decent standard of living. A standardised questionnaire “Motivation of Professional Activity” by K. Zamfir in modification of A. A. Rean was used to assess the level of internal and external motivation. The “WHO Quality of Life-BREF (WHOQOL-BREF)” was applied to determine the level of quality of life. The parameters of professional development were evaluated employing a questionnaire with closed-type questions – adapted method “Questionnaire of a Working Pensioner” by N. S. Glukhanyuk and T. B. Sergeeva. The study involved 77 professional respondents aged from 50 to 74 years (19 men and 58 women). The Mann-Whitney U-test, Spearman rank correlation coefficient were used for statistical analysis of the obtained data. Maximum likelihood factor analysis was used as well.Results. The comparison of motivation among the respondents of various age groups demonstrated that the employees over 60 years are more motivated to stability and working conditions than the employees aged 50-60. The comparison of professional experience showed that employees with more than 30 years of working experience rated their physical and mental health and well-being higher than employees with 21-30 years of professional experience. Correlation analysis confirmed the research hypothesis about the correlation between the quality of life and work motivation with the characteristics of professional development. It was also confirmed that the quality of life in late adulthood is associated with the ability to overcome workplace challenges. Factor analysis revealed the factors of psychological preparedness for mentoring (“Need for Mentoring”, “Benefits of Mentoring”, “Impact of Mentoring on the Main Place of Work”, “Cons of mentoring”), the factors of self-assessment of work activity (“Social Aspect”, “Professional Aspect”, “Continuation of Work”, “Demand in the Labour Market”) and the factors of psychological difficulties in late adulthood (“Age Changes”, “Impact of Experience”, “Psychophysiological difficulties”, “Cognitive Changes”). Scientific novelty. For the first time in developmental psychology, the relationship between motivation and quality of life at a later age is discussed; the most significant factors of professional development are analysed. It is established that the most important characteristic of the quality of life for professional development is the environment. The results of the study prove the validity of considering late adulthood as the age of development, which contains the necessary psychological resources to overcome age-related changes and realise oneself in professional activities.Practical significance. The data obtained are important for developing a strategy of professional development in late adulthood, which will allow for determining the methods of the psychological support of employees, the improvement of productivity and the reduction of occupational injuries. Based on the specifics of motivation of professional activity in late adulthood and the characteristics of quality of life, the relevant programmes can be developed to overcome the professional loss crisis.

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Health and well-being of older workers: comparing their associations with effort–reward imbalance and Pressure, Disorganisation and Regulatory Failure

Cited by 24 publications

References 45 publications

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

An Analysis of Factors Associated With Older Workers’ Employment Participation and Preferences in Australia

Precarious jobs: Where are they, and how do they affect well-being?

Psychological peculiarities of professional development in late adulthood

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