Predictors of employees' early retirement intentions: an 11-year longitudinal study

Bonsdorff, Monika E. von; Huuhtanen, Pekka; Tuomi, Kaija; Seitsamo, Jorma

doi:10.1093/occmed/kqp126

Cited by 107 publications

(85 citation statements)

References 14 publications

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“…These scales were based on previous research on work strain conducted at the Finnish Institute of Occupational Health over several decades (32). Mental work strain was assessed with Likert-type items related to employees' feelings of reluctance towards going to work, staying at work, and their general feelings of apathy (33). The The measure of physical work strain was formed from three scales and contained a total of ten items.…”

Section: Mental and Physical Work Strainmentioning

confidence: 99%

Work strain in midlife and 28-year work ability trajectories

Bonsdorff¹,

Kokko²,

Seitsamo³

et al. 2011

Scand J Work Environ Health

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Section: Mental and Physical Work Strainmentioning

confidence: 99%

Work strain in midlife and 28-year work ability trajectories

Bonsdorff¹,

Kokko²,

Seitsamo³

et al. 2011

Scand J Work Environ Health

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“…On a societal level, in all European countries, greater and prolonged labor-force participation throughout a worker's life is necessary in order to confront the social and economic realities and challenges of an aging society. Workers will need to work until an older age, and those with disabilities will need to be integrated or reintegrated into the workforce (7)(8)(9)(10).…”

mentioning

confidence: 99%

Sustainable employability – definition, conceptualization, and implications: A perspective based on the capability approach

Klink¹,

Bültmann²,

Burdorf³

et al. 2015

Scand J Work Environ Health

220

300

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Work and health play an entirely different role in the life course than before, necessitating new models. A definition and model of sustainable employability is presented based on Amartya Sen's capability approach, challenging researchers, policy-makers and practitioners to look for what is important and valuable in a given (work) context and whether people are able and enabled to realize this. Affiliation 71Discussion paper Scand J Work Environ Health 2016;42(1):71-79. doi:10.5271/sjweh.3531 Sustainable employability -definition, conceptualization, and implications: A perspective based on the capability approach By Jac JL van der Klink, PhD,1, 2 Ute Bültmann, PhD, 2 Alex Burdorf, PhD,3 Wilmar B Schaufeli, PhD,4,5 Fred RH Zijlstra, PhD,6 Femke I Abma, PhD, 2 Sandra Brouwer, PhD, 2 Gert Jan van der Wilt, PhD 7 Van der Klink JJL, Bültmann U, Burdorf A, Schaufeli WB, Zijlstra FRH, Abma FI, Brouwer S, Van der Wilt GJ. Sustainable employability -definition, conceptualization, and implications: A perspective based on the capability approach. Scand J Work Environ Health 2016;42(1):71-79. doi:10.5271/sjweh.3531Objectives The aim of this paper is to propose a new model of sustainable employability based on the capability approach, encompassing the complexity of contemporary work, and placing particular emphasis on work-related values.Methods Having evaluated existing conceptual models of work, health, and employability, we concluded that prevailing models lack an emphasis on important work-related values. Amartya Sen's capability approach (CA) provides a framework that incorporates a focus on values and reflects the complexity of sustainable employability.Results We developed a model of sustainable employability based on the CA. This model can be used as starting point for developing an assessment tool to investigate sustainable employability.Conclusions A fundamental premise of the CA is that work should create value for the organization as well as the worker. This approach challenges researchers, policy-makers, and practitioners to investigate what people find important and valuable -what they would like to achieve in a given (work) context -and moreover to ascertain whether people are able and enabled to do so. According to this approach, it is not only the individual who is responsible for achieving this; the work context is also important. Rather than merely describing relationships between variables, as existing descriptive models often do, the CA depicts a valuable goal: a set of capabilities that constitute valuable work. Moreover, the CA fits well with recent conceptions of health and modern insights into work, in which the individual works towards his or her own goals that s/he has to achieve within the broader goals of the organization. Correspondence to JJL van der Klink, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tranzo, Scientific Center for Care and Welfare, PO Box 90153, 5000 LE Tilburg. The Netherlands. [E-mail: j.j.l.vdrklink@uvt.nl] In his recent book, The Strength...

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“…Multiple factors have impacts on ITL, including sociodemographic factors (e.g., age, occupation and family responsibilities 6) work-related factors (e.g., team climate 5) ), and macroeconomic factors such as local job supply 7) . Job satisfaction is a well-documented predictor of exit intentions across professionals; lower levels of job satisfaction predict intention to leave amongst doctors 8) , municipal workers 9) and nurses 6) . A meta-analysis 3) found that ITL is more predictive of employee turnover than overall job satisfaction, satisfaction with the work itself or organizational commitment.…”

mentioning

confidence: 99%

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

Nancarrow

Bradbury

Pit

et al. 2014

Journal of Occupational Health

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The health care sector has a rapidly increasing ageing workforce, rising health care demands, and nursing staff and other health professionals are increasingly working part-time and leaving the profession early 1) . Additionally, health and social care workforce shortages have a negative effect on the quality of care provided and are associated with high costs 2) . Hence, maintaining the current workforce is crucial for the health care sector.Staff turnover is an important metric in human resources management and maintenance of the current workforce. "Intention to leave" (ITL) is a widely used and well-developed proxy for staff turnover 3) and future behavior of actually leaving a profession 4) or an organization 5) . Multiple factors have impacts on ITL, including sociodemographic factors (e.g., age, occupation and family responsibilities 6) work-related factors (e.g., team climate 5) ), and macroeconomic factors such as local job supply 7) . Job satisfaction is a well-documented predictor of exit intentions across professionals; lower levels of job satisfaction predict intention to leave amongst doctors 8) , municipal workers 9) and nurses 6) . A meta-analysis 3) found that ITL is more predictive of employee turnover than overall job satisfaction, satisfaction with the work itself or organizational commitment. More recent research has also demonstrated this effect. Hann and colleagues 4) found that job satisfaction predicted ITL and that ITL predicted The implicit assumption appears to be that both constructs represent different sides of the same coin. This study challenges this assumption. The objectives were (i) to test whether these constructs were similar measures of the same construct, and (ii) to assess the strength of the relationships between ITL and ITS with work-related outcomes. Methods: The Workforce Dynamics Questionnaire (WDQ) was administered to 298 staff. The WDQ included two items on ITL and was supplemented with three items on ITS. Structural equation modelling (SEM) was used. Results: The response rate was 43%. The correlation between the two constructs was negative and quite high (r=−0.84), indicating potential issues with discriminant validity. However, the constructs behaved differently in relation to job satisfaction and job integration. ITS was a strong predictor (0.95, p<0.001), whereas ITL was not significantly related (0.34, p=0.195) to JS. The direct effects of JI on ITS was 0.30 and on ITL was −0.42. The indirect effects of JI were more contrasting, being 0.56 for ITS and −0.30 for ITL, via job satisfaction. Conclusions: This is the first study amongst British health and social care workers that has demonstrated that ITS and ITL are not measuring the same construct. While there is overlap, care should be taken when using these constructs interchangeably, particularly when measuring

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Predictors of employees' early retirement intentions: an 11-year longitudinal study

Abstract: Adverse work- or health-related factors detected in middle age predicted subsequent early retirement intentions.

Cited by 107 publications

References 14 publications

Work strain in midlife and 28-year work ability trajectories

Work strain in midlife and 28-year work ability trajectories

Sustainable employability – definition, conceptualization, and implications: A perspective based on the capability approach

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

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