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Karlsson M, Pennbrant S, Kasén A. Understanding nursing personnel's health while working in end-of-life care-A hermeneutical study. Scand J Caring Sci 2024; 38:73-81. [PMID: 37424232 DOI: 10.1111/scs.13193] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2023] [Revised: 06/07/2023] [Accepted: 06/26/2023] [Indexed: 07/11/2023]
Abstract
AIM This study aimed to explore nursing personnel's health while working in end-of-life care. INTRODUCTION End-of-life care is challenging both for nursing personnel and for the healthcare organisation, as retaining nursing staff is difficult. Although end-of-life care involves the risk of burnout, it also encompasses protective factors that can lead to personal and professional development and satisfaction, and that can enable personnel to encounter their own inner selves. In order to focus on the health of nursing personnel we chose the theory of caritative caring as our theoretical perspective. METHOD A qualitative inductive research design with a hermeneutical approach was chosen to explore nursing personnel's health while working in end-of-life care. Two assistant nurses and six registered nurses with experience in end-of-life care at a palliative care unit participated. The study was approved by a Regional Ethical Review Board. RESULTS The results are presented on three levels: rational, structural and existential. In the rational level, fellowship and togetherness with colleagues, as well as being able to distinguish between private life and work were important for nursing personnel's strategies for maintaining their health. At the structural level, social togetherness, sharing emotions and being involved in each other's emotions were important for nursing personnel's health. The existential level showed that the nursing personnel's own existential situation was affected when their inner self was emotionally affected by the patients' suffering. The awareness of suffering, life and death made the nursing personnel feel inner security, both as nursing professionals and as human beings. CONCLUSION A common perspective based on a theory of caritative care may be helpful for retaining nursing personnel. While the study highlights nursing personnel's health while working in an end-of-life care context, the results may also be applicable to nursing professionals' health in other contexts.
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Affiliation(s)
| | - Sandra Pennbrant
- Department of Health Sciences, University West, Trollhättan, Sweden
| | - Anne Kasén
- Department of Health Sciences, University West, Trollhättan, Sweden
- Faculty of Nursing and Health Sciences, NordUniversity, Bodø, Norway
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Kausto J, Gluschkoff K, Poutanen J, Wikström M, Joensuu M. Associations between the Abilitator, a self-reported measurement tool of work ability and functioning, and national register-based indicators of health and employment. BMJ Open 2023; 13:e075354. [PMID: 37963687 PMCID: PMC10649707 DOI: 10.1136/bmjopen-2023-075354] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/08/2023] [Accepted: 09/28/2023] [Indexed: 11/16/2023] Open
Abstract
OBJECTIVES The Abilitator is a recently developed self-reported measurement tool for work ability and functioning of people in a weak labour market position. The aim of this study was to describe how self-reported information gathered with the Abilitator corresponds to information drawn from national registers. DESIGN, SETTING AND PARTICIPANTS Participants (n=669, mean age 44 years, 55% women) took part in the Work Ability Programme (2020-2023) that provided services for unemployed people with reduced work ability. They filled in the Abilitator questionnaire at the start of the service. Register-based data on participants' health, income and received benefits was drawn from national registers. We evaluated how the different types of indicators concurred. RESULTS Statistically significant correlations (from weak to moderate) were found between different domains of the Abilitator and register-based data. Also, participants' health status (information on mental health or musculoskeletal disorders) was displayed coherently in the results of the Abilitator. Overall, diagnosed mental health disorders distinguished participants' Abilitator responses more strongly than diagnosed musculoskeletal disorders. CONCLUSIONS These findings provide further evidence on the applicability of the Abilitator as an instrument to evaluate work ability and functioning of people outside the work force.
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Affiliation(s)
- Johanna Kausto
- Finnish Institute of Occupational Health, Helsinki, Finland
| | - Kia Gluschkoff
- Finnish Institute of Occupational Health, Helsinki, Finland
| | | | - Miia Wikström
- Finnish Institute of Occupational Health, Helsinki, Finland
| | - Matti Joensuu
- Finnish Institute of Occupational Health, Helsinki, Finland
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Raza A, Wang M, Narusyte J, Svedberg P, Ropponen A. Regional differences in annual prevalence of sustainable working life in Swedish twin cohort. BMC Res Notes 2023; 16:228. [PMID: 37735411 PMCID: PMC10515065 DOI: 10.1186/s13104-023-06503-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Accepted: 09/05/2023] [Indexed: 09/23/2023] Open
Abstract
The global rise in life expectancy transforms age structure consequently having impact to the sustainability of social protection systems and working life. This descriptive study aimed to illustrate the annual prevalence of sustainable working life across Swedish residential regions, and investigate differences between age groups, sex, or being identical or fraternal twin. The study sample included 81,231 twins with linkage to national register data on sickness absence, disability pension, unemployment, and residential regions. Regions were classified by Swedish municipalities into nine groups. Sustainable working life were then followed in 1998, 2003, 2008, and 2013. Annual prevalence and Generalized Estimating Equation (GEE) with log linear models for interaction test were used. Medium to large size municipalities (15-24%) had higher annual prevalence of sustainable working life than smaller municipalities (1-7%). Young adults in medium to large size municipalities had high annual prevalence of sustainable working life. We found no differences for sexes or being identical or fraternal twin. To conclude, annual prevalence of sustainable working life in 1998, 2003, 2008 and 2013 differed by region being highest in medium to large size municipalities which may have importance for targeting policies, regulations, and practices in a region-specific way. Further studies on residential regions and sustainable working life would be merited to confirm associations and other influential factors.
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Affiliation(s)
- Auriba Raza
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, SE-171 77, Sweden
| | - Mo Wang
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, SE-171 77, Sweden
| | - Jurgita Narusyte
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, SE-171 77, Sweden
| | - Pia Svedberg
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, SE-171 77, Sweden
| | - Annina Ropponen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, SE-171 77, Sweden.
- Finnish Institute of Occupational Health, Työterveyslaitos, 00032, Finland.
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Ropponen A, Narusyte J, Wang M, Silventoinen K, Böckerman P, Svedberg P. Genetic and environmental contributions to individual differences in sustainable working life-A Swedish twin cohort study. PLoS One 2023; 18:e0289074. [PMID: 37498854 PMCID: PMC10374081 DOI: 10.1371/journal.pone.0289074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/12/2022] [Accepted: 07/10/2023] [Indexed: 07/29/2023] Open
Abstract
Although genetics is known to have a role in sickness absences (SA), disability pensions (DP) and in their mutual associations, the empirical knowledge is scarce on not having these interruptions, i.e., sustainable working life. Hence, we aimed to investigate how genetic and environmental factors affect individual variation in sustainable working life in short-term (two consecutive years) and in long-term (22 years of follow-up) using the classical twin modeling based on different genetic relatedness of mono- and dizygotic twins. The final sample (n = 51 071) included Swedish same-sex twins with known zygosity born between 1930 and 1990 (53% women) with complete national register data of employment, SA, DP, unemployment, old-age pension, emigration, and death. For the short-term sustainable working life, genetic factors explained 36% (95% confidence intervals (CI) 31-41%), environmental factors shared by co-twins such as family background 8% (95% CI 5-14%) and environmental factors unique to each twin individual 56% (95% CI 56-56%) on the individual differences. For the long-term sustainable working life, the largest proportions on individual differences were explained by environmental factors shared by co-twins (46%, 95% CI 44-48%) and unique to each twin individual (37% 95% CI 36-38%) whereas a small proportion was explained by genetic factors (18%, 95%CI 14-22%). To conclude, short-term sustainable working life was explained to a large extent by unique environment and to lesser extent by genetic factors whereas long-term (22 years) sustainable working life had both moderate unique and common environmental effect, and to lower extent genetic effects contributing to individual differences. These findings suggest that sustainable working life have different short- and long-term predictors.
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Affiliation(s)
- Annina Ropponen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
- Finnish Institute of Occupational Health, Helsinki, Finland
| | - Jurgita Narusyte
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
| | - Mo Wang
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
| | - Karri Silventoinen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
- Population Research Unit, Faculty of Social Sciences, University of Helsinki, Helsinki, Finland
| | - Petri Böckerman
- School of Business and Economics, University of Jyväskylä, Jyväskylä, Finland
- Labour Institute for Economic Research LABORE, Helsinki, Finland
- IZA Institute of Labor Economics, Bonn, Germany
| | - Pia Svedberg
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
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Wallin S, Fjellman-Wiklund A, Fagerström L. Aging engineers' occupational self-efficacy-a mixed methods study. Front Psychol 2023; 14:1152310. [PMID: 37275701 PMCID: PMC10233145 DOI: 10.3389/fpsyg.2023.1152310] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2023] [Accepted: 04/19/2023] [Indexed: 06/07/2023] Open
Abstract
Introduction Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
- Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
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Ribeiro OMPL, Cardoso MF, de Lima Trindade L, da Rocha CG, Teles PJFC, Pereira S, Coimbra V, Ribeiro MP, Reis A, da Conceição Alves Faria A, da Silva JMAV, Leite P, Barros S, Sousa C. From the first to the fourth critical period of COVID-19: what has changed in nursing practice environments in hospital settings? BMC Nurs 2023; 22:53. [PMID: 36841780 PMCID: PMC9958319 DOI: 10.1186/s12912-023-01207-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2022] [Accepted: 02/14/2023] [Indexed: 02/27/2023] Open
Abstract
BACKGROUND The COVID-19 pandemic reinforced the need to invest in nursing practice environments and health institutions were led to implement several changes. In this sense, this study aimed to analyze the impact of the changes that occurred in nursing practice environments between the first and fourth critical periods of the pandemic. METHODS Quantitative, observational study, conducted in a University Hospital, with the participation of 713 registered nurses. Data were collected through a questionnaire with sociodemographic and professional characterization and the Scale for the Environments Evaluation of Professional Nursing Practice, applied at two different points in time: from 1 to 30 June 2020 and from 15 August to 15 September 2021. Data were processed using descriptive and inferential statistics. RESULTS Overall, the pandemic had a positive impact on nursing practice environments. However, the Process component remained favourable to quality of care, while the Structure and Outcome components only moderately favourable. Nurses working in Medicine Department services showed lower scores in several dimensions of the Structure, Process and Outcome components. On the other hand, nurses working in areas caring for patients with COVID-19 showed higher scores in several dimensions of the Structure, Process and Outcome components. CONCLUSIONS The pandemic had a positive impact on various dimensions of nursing practice environments, which denotes that regardless of the adversities and moments of crisis that may arise, investment in work environments will have positive repercussions. However, more investment is needed in Medicine Department services, which have historically been characterised by high workloads and structural conditions that make it difficult to promote positive and sustainable workplaces.
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Affiliation(s)
| | - Maria Filomena Cardoso
- grid.414556.70000 0000 9375 4688Centro Hospitalar Universitário de São João, 4200–319 Porto, Portugal
| | - Letícia de Lima Trindade
- Santa Catarina State University and Regional Community University of Chapecó, Chapecó, Santa Catarina Brazil
| | - Carla Gomes da Rocha
- grid.483301.d0000 0004 0453 2100Institute of Health, School of Health Sciences, HES-SO Valais-Wallis CH, 1950 Sion, Switzerland
| | | | - Soraia Pereira
- North Region Health Administration, 4000-447 Porto, Portugal
| | - Vânia Coimbra
- North Region Health Administration, 4000-447 Porto, Portugal
| | | | - Ana Reis
- grid.414556.70000 0000 9375 4688Centro Hospitalar Universitário de São João, 4200–319 Porto, Portugal
| | | | | | - Paula Leite
- North Region Health Administration, 4000-447 Porto, Portugal
| | - Sónia Barros
- grid.414556.70000 0000 9375 4688Centro Hospitalar Universitário de São João, 4200–319 Porto, Portugal
| | - Clemente Sousa
- grid.410947.f0000 0001 0596 4245Nursing School of Porto (ESEP), CINTESIS@RISE, 4200-072 Porto, Portugal
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Neupane S, K C P, Kyrönlahti S, Siukola A, Kosonen H, Lumme-Sandt K, Nikander P, Nygård CH. Development and validation of sustainable employability index among older employees. Occup Med (Lond) 2023; 73:19-25. [PMID: 36637864 PMCID: PMC9927810 DOI: 10.1093/occmed/kqac120] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/14/2023] Open
Abstract
BACKGROUND Sustainable employability (SE) has become an important factor for keeping people in the labour market and enabling the extension of working life. AIMS We developed and validated an SE index to predict assured workability in 2 years. Additionally, we developed a scoring tool to use in practice. METHODS A questionnaire survey of postal employees aged ≥50 years was conducted in 2016 and followed up in 2018 (n = 1102). The data were divided into training and validation sets. The outcome was defined as whether the employees had an assured workability after 2 years or not. Multivariable log-binomial regression was used to calculate the SE index. The area under the curve (AUC) was calculated to assess the discriminative power of the index. RESULTS The probability of assured workability increased with increasing quintiles of the SE index. The highest quintiles of the SE index showed the highest observed and expected assured workability in 2 years. The predictive ability, area under the curve (AUC) for training was 0.79 (95% CI 0.75-0.83) and for validation data was 0.76 (95% CI 0.73-0.80). In the scoring tool, the self-rated health, workability, job satisfaction and perceived employment had the highest contribution to the index. CONCLUSIONS The SE index was able to distinguish the employees based on whether they had assured workability after 2 years. The scoring method could be used to calculate the potentiality of future employability among late midlife postal employees.
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Affiliation(s)
- S Neupane
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
| | - P K C
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
- Department of Public Health, University of Turku and Turku University Hospital, Turku FI-20014, Finland
- Stress Research Institute, Department of Psychology, Stockholm University, Stockholm SE-10691, Sweden
| | - S Kyrönlahti
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
| | - A Siukola
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
- Clinical Medicine, Faculty of Medicine and Health Technology, Tampere University, Tampere FI-33014, Finland
| | - H Kosonen
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
| | - K Lumme-Sandt
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
| | - P Nikander
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
| | - C H Nygård
- Unit of Health Sciences, Faculty of Social Sciences, Tampere University, Tampere FI-33014, Finland
- Gerontology Research Center, Tampere University, Tampere FI-33014, Finland
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Nilsson K, Nygård CH, Midtsundstad T, Lundqvist P, Crawford J. Sustainable Healthy Working Life for All Ages-Work Environment, Age Management and Employability. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:2712. [PMID: 36768078 PMCID: PMC9915412 DOI: 10.3390/ijerph20032712] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/10/2023] [Accepted: 01/11/2023] [Indexed: 06/18/2023]
Abstract
The proportion of elderly citizens is continuously increasing in most of the industrial world [...].
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Affiliation(s)
- Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, 221 00 Lund, Sweden
- Division of Public Health, Kristianstad University, 291 88 Kristianstad, Sweden
| | - Clas-Håkan Nygård
- Department of Health Sciences, Faculty of Social Sciences, University of Tampere, 33014 Tampere, Finland
| | | | - Peter Lundqvist
- Department of People and Society, Swedish University of Agricultural Sciences, 230 53 Alnarp, Sweden
| | - Joanne Crawford
- School of Health, Victoria University of Wellington, Easterfield Building, Kelburn Parade, Wellington 6140, New Zealand
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Raza A, Wang M, Narusyte J, Svedberg P, Ropponen A. Trajectories of sustainable working life in nine Swedish residential regions: A longitudinal twin cohort study. J Occup Health 2023; 65:e12406. [PMID: 37218058 PMCID: PMC10203348 DOI: 10.1002/1348-9585.12406] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/06/2023] [Revised: 04/11/2023] [Accepted: 05/06/2023] [Indexed: 05/24/2023] Open
Abstract
OBJECTIVE To investigate trajectories of sustainable working life (SWL, ie, no interruptions or transitions in working life due to sickness absence (SA), disability pension (DP), or unemployment) in Swedish residential regions using a population-based twin cohort, while assessing sociodemographics and twin pair similarity. METHODS Sample of 60 998 twins born in 1925-1958. SWL was assessed through main labor market status in each year in 1998-2016 based on > 180 days with SA/DP, > 180 days with unemployment, or >half of yearly income from old-age pension for not in SWL, and employment (in paid work and did not fulfill the criteria SA/DP, unemployment, or old-age pension) for SWL. Residential regions were classified into nine groups based on Swedish municipalities. Group-based trajectory models and multinomial logistic regression were applied separately for all regions. RESULTS In all regions, the largest trajectory group was sustainable working life. Three to four trajectory groups developed toward unsustainable working life with different exit points from sustainable working life. A small proportion were grouped with partial stable or increase in sustainable working life. Increased age, being a woman, <12 years of education, and history of unstable working life increased, and being married and twin pair similarity decreased the likelihood of belonging to trajectories toward unsustainable working life. CONCLUSIONS In all regions, most of the individuals followed a sustainable working life trajectory. A reasonable proportion of individuals followed trajectories developing toward unsustainable working life. The influence of sociodemographic and familial factors on trajectory groups was similar in all regions.
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Affiliation(s)
- Auriba Raza
- Division of Insurance Medicine, Department of Clinical NeuroscienceKarolinska InstitutetStockholmSweden
| | - Mo Wang
- Division of Insurance Medicine, Department of Clinical NeuroscienceKarolinska InstitutetStockholmSweden
| | - Jurgita Narusyte
- Division of Insurance Medicine, Department of Clinical NeuroscienceKarolinska InstitutetStockholmSweden
- Center for Epidemiology and Community MedicineStockholm County CouncilStockholmSweden
| | - Pia Svedberg
- Division of Insurance Medicine, Department of Clinical NeuroscienceKarolinska InstitutetStockholmSweden
| | - Annina Ropponen
- Division of Insurance Medicine, Department of Clinical NeuroscienceKarolinska InstitutetStockholmSweden
- Finnish Institute of Occupational HealthTyöterveyslaitosFinland
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Nagel C, Nilsson K. Nurses' Work-Related Mental Health in 2017 and 2020-A Comparative Follow-Up Study before and during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:15569. [PMID: 36497643 PMCID: PMC9738150 DOI: 10.3390/ijerph192315569] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/30/2022] [Revised: 11/16/2022] [Accepted: 11/22/2022] [Indexed: 06/17/2023]
Abstract
The COVID-19 pandemic put a lot of strain on healthcare organizations. Nurses account for over 50% of healthcare staff, and how nurses perform in their work is influenced by a number of human and work environmental factors. However, to our knowledge, there has not been a previous study with the intention to look at all areas that affect a sustainable working life and how these impact nurses' mental well-being. The aim of this study is to investigate the association between, and the effect of, different factors in nurses' work situations associated with nurses' work-related mental-health diagnoses, before and during the COVID-19 pandemic. A questionnaire was sent out to all 9219 nurses in the Swedish county of Skane in the spring of 2017 and during wave two of the COVID-19 pandemic in the fall of 2020. The data were analyzed through logistic regression analysis. The results showed that lack of joy in the daily work, an increased workload and lack of support from co-workers had an increased association with work-related mental-health diagnoses. Future research regarding the long-term impact of COVID-19 on all areas of nurses' professional and personal lives is needed.
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Affiliation(s)
- Cicilia Nagel
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22184 Lund, Sweden
- Division of Public Health, Kristianstad University, 29128 Kristianstad, Sweden
| | - Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22184 Lund, Sweden
- Division of Public Health, Kristianstad University, 29128 Kristianstad, Sweden
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Bjuhr M, Engström M, Welmer AK, Lindberg M, Sjölund BM. Incentives behind and Experiences of Being Active in Working Life after Age 65 in Sweden. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:15490. [PMID: 36497564 PMCID: PMC9740199 DOI: 10.3390/ijerph192315490] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/27/2022] [Revised: 11/18/2022] [Accepted: 11/19/2022] [Indexed: 06/17/2023]
Abstract
Since individual and societal expectations regarding the possibility of an extended working life after the expected retirement age are increasing, research on sustainable working life combined with healthy ageing is needed. This study explores the incentives behind and experiences of an extended working life after the expected retirement age of 65 among Swedish people. The inductive qualitative content analyses are based on 18 individual semi-structured interviews among persons 67-90 years old with varying characteristics and varying experiences of extended working lives. The analyses revealed that working contributed to (1) sustained internal resources, i.e., cognitive function, physical ability and increased vigor; (2) sustained external resources, i.e., social enrichment, better daily routines and economic benefits; (3) added meaningfulness to life, i.e., being needed, capability and satisfaction with working tasks. Meanwhile, having flexible working conditions enabled a satisfying balance between work and leisure. Altogether, these different aspects of overall health and working life were interpreted as contributing to increased feelings of vitality, the innermost dimension of health. Conclusions: regardless of biological age, our results indicate that being able to remain active in working life can be beneficial to vitality and could make these results valuable for both health-care personnel and employers.
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Affiliation(s)
- Marie Bjuhr
- Faculty of Health and Occupational Studies, Department of Caring Sciences, University of Gävle, 801 76 Gävle, Sweden
| | - Maria Engström
- Faculty of Health and Occupational Studies, Department of Caring Sciences, University of Gävle, 801 76 Gävle, Sweden
| | - Anna-Karin Welmer
- Aging Research Center & Division of Physiotherapy, Department of Neurobiology, Care Sciences and Society, Karolinska Institute, 171 65 Stockholm, Sweden
| | - Magnus Lindberg
- Faculty of Health and Occupational Studies, Department of Caring Sciences, University of Gävle, 801 76 Gävle, Sweden
| | - Britt-Marie Sjölund
- Faculty of Health and Occupational Studies, Department of Caring Sciences, University of Gävle, 801 76 Gävle, Sweden
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12
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Ropponen A, Josefsson P, Böckerman P, Silventoinen K, Narusyte J, Wang M, Svedberg P. Sustainable Working Life Patterns in a Swedish Twin Cohort: Age-Related Sequences of Sickness Absence, Disability Pension, Unemployment, and Premature Death during Working Life. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10549. [PMID: 36078264 PMCID: PMC9517844 DOI: 10.3390/ijerph191710549] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 06/21/2022] [Revised: 08/17/2022] [Accepted: 08/19/2022] [Indexed: 06/15/2023]
Abstract
We aimed to investigate sustainable working life via age-related sequences of sickness absence (SA), disability pension (DP), unemployment (UE), premature death, and the influence of individual characteristics, accounting for familial confounding. The sample included monozygotic (MZ) and dizygotic (DZ) same-sexed twin pairs with register data (n = 47,450) that were followed for 10 years in four age cohorts: 26-35 (n = 9892), 36-45 (n = 10,620), 46-55 (n = 12,964) and 56-65 (n = 13,974). A sequence analysis was done in a 7-element state space: 1. "Sustainable working life": SA/DP 0-30 days and UE 0-90 days; 2. "Unemployment >90 days": SA/DP 0-30 days and UE > 90 days; 3. "Moderate SA/DP": SA/DP 30-180 days; 4. "Almost full year of SA/DP": SA/DP 180-365 days; 5. "Full year of SA/DP": SA/DP ≥ 365 days; 6. Death; 7. Old-age pension. The largest cluster had a sustainable working life and never experienced states 2-6 (34-59%). Higher education and being married predicted a lower likelihood of experiencing states 2-6. The MZ twin pairs (vs. DZ) were more often in the same cluster suggesting the role of genetic factors. To conclude, the sustainable working life was the largest cluster group. Few individuals had prolonged periods of interruptions of sustainable working life meriting actions, especially in early adulthood for interventions to support workability.
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Affiliation(s)
- Annina Ropponen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
- Finnish Institute of Occupational Health, 00032 Työterveyslaitos, Finland
| | - Pontus Josefsson
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
| | - Petri Böckerman
- IZA Institute of Labor Economics, 53113 Bonn, Germany
- School of Business and Economics, University of Jyväskylä, 40014 Jyväskylä, Finland
- Labour Institute for Economic Research LABORE, 00100 Helsinki, Finland
| | - Karri Silventoinen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
- Population Research Unit, Faculty of Social Sciences, University of Helsinki, 00014 Helsinki, Finland
| | - Jurgita Narusyte
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
- Center of Epidemiology and Community Medicine, Stockholm County Council, 104 31 Stockholm, Sweden
| | - Mo Wang
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
| | - Pia Svedberg
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 17177 Stockholm, Sweden
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Undem K, Leinonen T, Kristensen P, Merkus SL, Hasting RL, Gran JM, Mehlum IS. Gender Differences in Associations between Biomechanical and Psychosocial Work Exposures and Age of Withdrawal from Paid Employment among Older Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10563. [PMID: 36078277 PMCID: PMC9518318 DOI: 10.3390/ijerph191710563] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 06/30/2022] [Revised: 08/19/2022] [Accepted: 08/22/2022] [Indexed: 06/15/2023]
Abstract
BACKGROUND Work exposures are known predictors of withdrawal from employment, but the associations between work exposures and withdrawal may vary with gender. This study evaluated gender differences in associations between biomechanical and psychosocial work exposures and age of withdrawal from paid employment among older workers in Norway. METHODS 77,558 men and 67,773 women (born 1949-1953) were followed from age 62 until withdrawal from paid employment or end of follow-up in 2016 (up to five years follow-up). Information about eight biomechanical and seven psychosocial exposures was obtained from a gender-specific job exposure matrix. Using Cox regression, the difference in mean estimated time until withdrawal between non-exposed and exposed was calculated for each gender and work exposure separately. RESULTS The largest gender difference was found for high psychological demands. Among men, the non-exposed withdrew earlier than the exposed (-3.66 months (95% CI: -4.04--3.25 months)), and contrary among women (0.71 (0.28-1.10)), resulting in a gender difference of 4.37 (3.81-4.97) months. Gender differences were also found for monotonous work (4.12 (3.51-4.69) months), hands above shoulder height (2.41 (1.76-3.10) months), and high iso-strain (2.14 (1.38-2.95) months). CONCLUSIONS There were observed gender differences in the associations between some biomechanical and psychosocial work exposures and mean age of withdrawal from paid employment among older workers. However, the results are likely affected by the selection of who remains in the workforce at age 62 and should be interpreted accordingly.
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Affiliation(s)
- Karina Undem
- National Institute of Occupational Health, 0363 Oslo, Norway
| | - Taina Leinonen
- Finnish Institute of Occupational Health, 00250 Helsinki, Finland
| | | | | | | | - Jon Michael Gran
- Oslo Centre for Biostatistics and Epidemiology, Department of Biostatistics, Institute of Basal Medical Sciences, University of Oslo, 0372 Oslo, Norway
| | - Ingrid S. Mehlum
- National Institute of Occupational Health, 0363 Oslo, Norway
- Institute of Health and Society, University of Oslo, 0450 Oslo, Norway
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Bringsén Å, Lindström PN. Swedish managers' experience of yearly staff development dialogues, aiming for employee development, performance, and well-being. BMC Psychol 2022; 10:184. [PMID: 35897049 PMCID: PMC9327207 DOI: 10.1186/s40359-022-00890-w] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/05/2021] [Accepted: 07/14/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Societal development and a competitive corporate climate have resulted in increased emphasis on performance management (PM) but also sustainability and health challenges in working life. Opportunities for employee well-being, development and performance are thus highly relevant for organisations and society. PM includes a manager-employee dialogue process and is identified as a complex challenge when combined with employee development and well-being. Managers have a key role in PM, and research in collaboration with practitioners in specific contexts is needed. An exploratory study, focusing on managers' experience of dialogues between managers and employees in practice, was therefore conducted in collaboration with an inter-municipal corporation company in southern Sweden. METHODS A qualitative study with an inductive design, supported by semi-structured focus group interviews, was chosen based on the exploratory character of the study. Thirty-five managers were approached in the company and 15, of varying age and managerial experience, agreed to participate. Staff Development Dialogues (SDD) were used in the company PM model to facilitate employee development, performance, and well-being. Data was analysed using conventional qualitative content analysis to obtain new insights without using pre-set classifications. RESULTS The analysis resulted in three categories of SDD experiences: SDD in a business context; Managers in relation to SDD; and Employees in relation to SDD. The findings revealed varying SDD experiences as well as approaches, and analytical themes were considered in relation to the organisational context and the specific SDD content and process. The study showed the importance of SDD adaptation and a well-being perspective in the dialogues was related to relational aspects and the manager-employee approach to SDDs. DISCUSSION The findings confirm the complexity and challenges of PM including development and well-being. Adaptation to specific departments as well as employees is important, and using the same PM strategy throughout an organisation can be questioned. The identified link between a relational approach and a well-being perspective indicates a missed opportunity for systematic workplace health promotion. Strengthening the well-being perspective can, thus, improve the quality of an SDD model, which in turn can facilitate the creation of sustainable workplaces and better fulfilment of employers' health-related obligations for systematic work environment management.
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Affiliation(s)
- Åsa Bringsén
- Faculty of Health Sciences, Kristianstad University, 291 88, Kristianstad, Sweden.
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15
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Sousa-Ribeiro M, Lindfors P, Knudsen K. Sustainable Working Life in Intensive Care: A Qualitative Study of Older Nurses. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19106130. [PMID: 35627667 PMCID: PMC9140772 DOI: 10.3390/ijerph19106130] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/29/2022] [Revised: 05/04/2022] [Accepted: 05/14/2022] [Indexed: 02/04/2023]
Abstract
To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55-65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses.
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Nurses’ Work Environment during the COVID-19 Pandemic in a Person-Centred Practice—A Systematic Review. SUSTAINABILITY 2022. [DOI: 10.3390/su14105785] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/03/2023]
Abstract
The work environment and especially the psychosocial work environment influence the mental and physical well-being of employees. The aim of this study was to identify and analyse the state of knowledge regarding nurses’ work situation, health, and person-centred work during the COVID-19 pandemic through a systematic review. Methods: Systematic Review, nine included articles. The theoretical swAge model was used as the framework in a deductive content analysis. Results: The result was presented in the nine determinate areas from the swAge model and showed that all nine determinate areas of the swAge model were of importance to both the nurses’ sustainable work situation during the COVID-19 pandemic and to person-centred care. The COVID-19 pandemic has had a negative effect on nurses’ health, both physically but especially psychologically, with high levels of depression, anxiety, and burnout. Nurses experienced a lack of control and support from organizations. They had to work with limited resources and sometimes care for patients beyond their expertise. Conclusion: There is a further need for more studies that address person-centredness from an organisational perspective with the intention to develop strategies and measure activities on how to make the nurses’ work situation more sustainable, and to increase their ability to give more person-centred care.
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17
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Indicators of Sustainable Employability among Older Finnish Postal Service Employees: A Longitudinal Study of Age and Time Effects. SUSTAINABILITY 2022. [DOI: 10.3390/su14095729] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
We first clarify the definition of sustainable employability, and then we study how the indicators of sustainable employability among older Finnish postal service employees have changed over time. Finally, we estimate the effect of age on these indicators in a two-year follow up. A questionnaire survey among the Finnish postal service employees was conducted in 2016, and a follow-up was conducted in 2018. We analyze data from 1262 subjects who replied to both the baseline and the follow-up surveys. Sustainable employability is defined as a multidimensional construct using nine indicators and covering three domains (health, well-being and employability) based on Fleuren and colleagues’ model. Measurement time (repeated measure) is used as a within-subjects factor, and age is used as a between-subjects factor. The estimated marginal means of the indicators of sustainable employability at the baseline and the follow-up by age in years are calculated. No significant change is found in eight indicators (work ability, time and resources, recovery after work, job satisfaction, motivation, perceived employment, enough training on the job and relevance of work) of sustainable employability after the two-year follow-up. We find a statistically significant effect of time on self-rated health (F = 6.56, p = 0.011). Six out of nine indicators (self-rated health, work ability, time and resources, recovery after work, job satisfaction, and perceived employment) have a statistically significant effect of age between subjects. Partial Eta Squared (ŋ2p) shows a very small difference in the indicators of sustainable employability during the follow-up, indicating that the employability of the workers was sustained throughout. We used the Fleuren model as the basis for our definition of sustainable employability. Although they are based on single items, these indicators of sustainable employability remain stable after the two-year follow-up. Significant effects of age between subjects are found for six out of nine indicators. The results suggest that age may be an important determinant of sustainable employability.
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School Principals’ Work Participation in an Extended Working Life—Are They Able to, and Do They Want to? A Quantitative Study of the Work Situation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19073983. [PMID: 35409666 PMCID: PMC8997487 DOI: 10.3390/ijerph19073983] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 01/06/2022] [Revised: 03/21/2022] [Accepted: 03/24/2022] [Indexed: 12/10/2022]
Abstract
The objective of this study is to increase the knowledge regarding school principals’ work situations by examining the associations between various factors and the school principals’ assessments of their ability or wish to work until 65 years of age or longer. The 1356 participating school principals in this study were aged between 50 and 64 years of age. Individual and work factors were evaluated in relation to two dichotomized outcomes: i.e., can work and want to work beyond 65 years of age, respectively. Generalized Estimating Equations (GEE) models were used to specify bivariate and multivariate cross-sectional logistic regression models that accounted for repeated measurements. The results showed that, both in 2018 and 2019, about 83% of the school principals stated that they could work and about 50% stated that they wanted to work until 65 years of age and beyond. School principals’ exhaustion symptoms and experiences of an excessive burden were statistically significantly associated with whether they both could not and did not want to work beyond 65 years of age. Additionally, the school principals’ experiences of support from the executive management in the performance of their managerial duties was of primary importance for whether the school principals wanted to work until 65 years of age and beyond. To conclude, it is important that school principals receive sufficient support from the management to cope with their often very stressful leadership tasks so that they have the opportunity to be able and willing to continue working their entire working life. The study strengthens the robustness of the theoretical SwAge model regarding the investigated factors related to determinant factors for a sustainable working life and as a basis for developing practical tools for increased employability for people of older ages.
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Systematic Review of Intervention Studies to Foster Sustainable Employability Core Components: Implications for Workplace Promotion. SUSTAINABILITY 2022. [DOI: 10.3390/su14063300] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases covering the period from January 1999 to February 2022. Fourteen studies are included. Considering SE core components, all interventions cover the valuable work component in terms of content, and the majority also cover the health component. Interventions addressing at least three SE components have more positive effects on SE outcomes. More positive effects are found for valuable work outcomes. Overall, the findings highlight the importance of developing workplace interventions considering a comprehensive model of SE and promoting an organizational culture for SE. Future directions and limits are discussed.
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Sousa-Ribeiro M, Persson L, Sverke M, Lindfors P. Approaching retirement: A qualitative study of older nursing assistants' experiences of work in residential care and late-career planning. J Aging Stud 2022; 60:100994. [DOI: 10.1016/j.jaging.2021.100994] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2021] [Revised: 11/16/2021] [Accepted: 11/29/2021] [Indexed: 10/19/2022]
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21
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Managers’ Attitudes to Different Action Proposals in the Direction to Extended Working Life: A Cross-Sectional Study. SUSTAINABILITY 2022. [DOI: 10.3390/su14042182] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Abstract
In many countries, the retirement age is postponed due to the global demographic change, and a larger amount of older people need to participate in working life. However, how and what measures and action proposals that could extend and increase employees’ voluntary and sustainable participation in working life have not entirely been investigated. The employer is responsible for enabling employees’ access to measures that facilitate participation in the workplace, for enabling employability and a sustainable extended working life. The aim of this cross-sectional study was to evaluate Swedish managers’ attitude to action proposals that could increase employees’ participation in an extended working life. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling. The nine determinate areas of the swAge model, for a sustainable working life and employability, was used as analysis model, i.e., self-rated health and diagnoses; physical work environment; mental work environment; work schedule, work pace and time for recuperation; financial incentives; personal social environment; social work environment; stimulation, motivation and self-crediting through work tasks; and competence, skills and knowledge development. The results stated decreased physical work demands to be the final measure in the multivariate modelling associated to whether the managers believe their employees ‘can work’ until age 65 and older, however, changing work tasks in the workplace when needed, rotation between different work tasks to decrease physical as well as mental workload and strain, and decreased mental work demands proved to be statistically significant in the univariate estimates. The strongest measure activity in the organisations, associated to managers believing their employees ‘want to work’ until age 65 and older in the multivariate modelling, was decreased work pace, however, increased time for recuperation between work shifts also proved to be statistically significant in the univariate estimate. The management’s perspectives on measures and action proposals associated to whether employees ‘can’ and ‘want’ to work will hopefully contribute to an increased understanding in society and the organisational process of creating a sustainable extended working life.
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22
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Is an Intergenerational Program Effective in Increasing Social Capital among Participants? A Preliminary Study in Korea. SUSTAINABILITY 2022. [DOI: 10.3390/su14031796] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/04/2022]
Abstract
The rapid growth of the aging population and low economic growth have intensified generational conflicts, especially in the workplace. Social capital is one option that can solve generational conflicts by encouraging cooperation among colleagues. This study aims to explore the impact of the intergenerational program, Sedae Ieum Madang, on perceived social capital among participants in Korea. To measure the impact of the program, a one-group pretest/posttest design was applied, and a purposive sampling method was adopted to recruit participants. The final sample size was 53, including 30 older adults and 23 young adults. In items that measured participants’ level of trust in colleagues, the subindex of social capital was compared between before and after the program. Each item relates to peoples’ experience of social support in workplaces, as suggested in the swAge model. According to the measurement, peoples’ level of trust in their colleagues changed; only the older generation’s trust in their colleagues increased, while that of the younger generation did not. The results of this study show that the intergenerational program is effective in encouraging the older generation to trust their colleagues and fostering mutual support between younger and older generations, which is important in developing sustainable work environments.
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Wallin S, Fjellman-Wiklund A, Fagerström L. Work motivation and occupational self-efficacy belief to continue working among ageing home care nurses: a mixed methods study. BMC Nurs 2022; 21:31. [PMID: 35081937 PMCID: PMC8793160 DOI: 10.1186/s12912-021-00780-3] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/22/2021] [Accepted: 11/29/2021] [Indexed: 12/02/2022] Open
Abstract
Background It is important to support ageing home care nurses (HCNs) to remain in work for longer, since the need for home care services is increasing. Personal resources such as self-efficacy belief contribute to work ability, as does work motivation. Few studies have targeted the ageing workers’ self-efficacy belief to manage their final working years. This study explores ageing HCNs’ work motivation, and occupational self-efficacy, i.e. belief in one’s capabilities, to continue working until expected retirement age. Methods The design of the study is exploratory using a mixed method with a qualitative to quantitative approach. A total of 234 HCNs answered four open-ended questions from a cross-sectional survey, regarding their work motivation and self-efficacy beliefs. First, data was analysed using manifest qualitative content analysis. Next, a quantitative analysis was performed based on the results of the qualitative study, and the categories that emerged were quantitatively ranked. Results The open-ended questions yielded 2339 utterances. The findings showed that several categories concurrently affected both work motivation and self-efficacy belief. When they were well-functioning, they positively affected both work motivation and self-efficacy belief, and when they were insufficient, they negatively affected either or both motivation and/or belief. Meaningfulness, job satisfaction, social support, and work environmental and organizational characteristics affected work motivation most. Perceived health highly affected the self-efficacy belief to continue working until expected retirement age, as well as meaningfulness of work, support from colleagues and home care managers, and work characteristics. Conclusions Through highlighting the meaningfulness of work, and supporting the perceived health, the work community and leadership, both work motivation and self-efficacy belief to continue working might be facilitated among ageing HCNs. However, the still present draining workload must be handled. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-021-00780-3.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Strandgatan 2, 65101, Vaasa, Finland.
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Strandgatan 2, 65101, Vaasa, Finland.,Faculty of Health and Social Sciences, University of South-Eastern Norway, Grønland 58, 3045, Drammen, Norway
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Can They Stay or Will They Go? A Cross Sectional Study of Managers' Attitudes towards Their Senior Employees. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031057. [PMID: 35162080 PMCID: PMC8833880 DOI: 10.3390/ijerph19031057] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 11/09/2021] [Revised: 01/13/2022] [Accepted: 01/15/2022] [Indexed: 11/16/2022]
Abstract
A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees ‘can’ work and 58% of managers believed their employees ‘want to’ work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees ‘can’ work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not ‘want to’ work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people’s attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers’ attitudes showed there is a difference between why employees ‘can’ versus ‘want’ to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers’ perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees’ employability.
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Martikainen A, Svensson Alavi A, Alexanderson K, Farrants K. Associations of sickness absence and disability pension due to mental and somatic diagnoses when aged 60-64 with paid work after the standard retirement age; a prospective population-based cohort study in Sweden. BMC Public Health 2021; 21:2322. [PMID: 34969394 PMCID: PMC8717651 DOI: 10.1186/s12889-021-12382-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2021] [Accepted: 12/01/2021] [Indexed: 11/24/2022] Open
Abstract
Background The proportion of people working beyond age 65 is increasing. We aimed to explore whether sickness absence (SA) and disability pension (DP) due to mental, somatic, or both diagnoses when aged 60–64 were associated with being in paid work when aged 66–71. Methods This prospective population-based cohort study included all 98,551 individuals who in 2010 turned 65 years, lived in Sweden, and were in paid work at some point when aged 60–64. Data from three nationwide registers were used with 2010 as baseline, with SA or/and DP as the exposure variables (2005–2009) and paid work as the outcome variable (2011–2016). Logistic regression was conducted to calculate odds ratios (OR) with 95% confidence intervals (CI) for the association between exposures and outcome, controlling for sociodemographic factors. The analyses were also stratified by sex. Results Nearly half were in paid work during follow-up. Those with SA due to mental diagnoses had lower likelihood of being in paid work among both sexes (women OR: 0.76; 95% CI: 0.69–0.84; men 0.74; 0.65–0.84), while this association was smaller for SA due to somatic diagnoses (women 0.87; 0.84–0.91; men 0.92; 0.89–0.96). SA due to both mental and somatic diagnoses was associated with a lower likelihood of paid work for men (0.77; 0.65–0.91), but not women (0.98; 0.88–1.09). Regardless of diagnosis group and sex, DP had the strongest association with not being in paid work (women mental DP 0.39; 0.34–0.45; women somatic DP 0.38; 0.35–0.41; women mental and somatic DP 0.28; 0.15–0.56; men mental DP 0.36; 0.29–0.43; men somatic DP 0.35; 0.32–0.38; men mental and somatic DP 0.22; 0.10–0.51). Combined SA and/or DP demonstrated ORs in-between the diagnosis groups of SA and DP alone (e.g., mental SA and/or DP women and men combined 0.61; 0.57–0.65). Conclusions SA and DP were negatively associated with being in paid work after the standard retirement age of 65. The association was especially strong for DP, irrespective of diagnosis group. Moreover, compared to somatic diagnoses, SA due to mental diagnoses had a stronger association with not being in paid work. More knowledge is needed on how mental SA impedes extending working life.
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Affiliation(s)
- Aleksiina Martikainen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, SE-171 77, Stockholm, Sweden
| | - Alice Svensson Alavi
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, SE-171 77, Stockholm, Sweden
| | - Kristina Alexanderson
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, SE-171 77, Stockholm, Sweden
| | - Kristin Farrants
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, SE-171 77, Stockholm, Sweden.
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Ropponen A, Narusyte J, Wang M, Kärkkäinen S, Mather L, Blom V, Bergström G, Svedberg P. Role of social benefits for future long-term sickness absence, disability pension and unemployment among individuals on sickness absence due to mental diagnoses: a competing risk approach. Int Arch Occup Environ Health 2021; 95:867-876. [PMID: 34962585 PMCID: PMC9038880 DOI: 10.1007/s00420-021-01825-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2021] [Accepted: 12/11/2021] [Indexed: 11/17/2022]
Abstract
Purpose To investigate associations between social benefits and disability pension (DP), long-term sickness absence (LTSA, ≥ 90 days), or unemployment among Swedish twins with sickness absence (SA) due to mental diagnoses. Methods This population-based prospective twin study included register data on first incident SA spell (< 90 days) due to mental diagnoses (ICD 10 codes F00-F99) during the follow-up 2005–2016. SA < 90 days due to other diagnoses than mental diagnoses or any other social insurance benefit was identified for the preceding year of the first incident SA spell due to mental diagnoses (coded yes/no). Comparing those with any previous social benefits vs without, cumulative incidence curve to compare time to an event, and Cox proportional hazards models for cause-specific hazard ratios (HR, 95% confidence intervals, CI) treating first incident DP, LTSA and unemployment as competing risks were modeled. Results During follow-up, 21 DP, 1619 LTSA, and 808 unemployment events took place. Compared to those without, those with at least one benefit had a higher risk for DP (HR 5.03; 95%CI 1.80, 14.01), LTSA (1.67; 1.50, 1.84) and unemployment (1.24; 1.03, 1.50). The cumulative incidence for DP was very low, < 1%, for LTSA 80% with any previous social benefits vs. 60% without, and for unemployment ≤ 5%. Conclusion Social benefits received during the preceding year of SA due to mental diagnoses (< 90 days) predict DP, LTSA, and unemployment. Hence, previous social benefits may provide means for early identification of persons at risk for exit from labor market.
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Affiliation(s)
- Annina Ropponen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden. .,Finnish Institute of Occupational Health, Helsinki, Finland.
| | - Jurgita Narusyte
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden.,Center of Epidemiology and Community Medicine, Stockholm County Council, Stockholm, Sweden
| | - Mo Wang
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden
| | - Sanna Kärkkäinen
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden.,Finnish Institute for Health and Welfare, Helsinki, Finland
| | - Lisa Mather
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden
| | - Victoria Blom
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden.,The Swedish School of Sport and Health Sciences, Stockholm, Sweden
| | - Gunnar Bergström
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden.,Department of Occupational Health Sciences and Psychology, Centre for Musculoskeletal Research, University of Gävle, Gävle, Sweden
| | - Pia Svedberg
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, 171 77, Stockholm, Sweden
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Stengård J, Leineweber C, Virtanen M, Westerlund H, Wang HX. Do good psychosocial working conditions prolong working lives? Findings from a prospective study in Sweden. Eur J Ageing 2021; 19:677-688. [PMID: 36052189 PMCID: PMC9424473 DOI: 10.1007/s10433-021-00672-0] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/03/2021] [Indexed: 11/29/2022] Open
Abstract
Due to an ageing population, governments in European countries are striving to keep older workers longer in the workforce. Remarkably few studies have paid attention to the influence of psychosocial working conditions on timing of retirement for older workers in and beyond normative retirement age. The aim of the present study was to examine whether good psychosocial working conditions contribute to prolonged working lives among older workers (59 years and above). A particular question was whether such conditions increase in importance with age. Seven waves (2006–2018) of the Swedish Longitudinal Occupational Survey of Health (SLOSH) were used (N = 6000, observations = 10,632). Discrete-time event history analyses showed that higher levels of job resources (decision authority [OR 1.13, 95% CI 1.06–1.22], skill use [OR 1.17, 95% CI 1.07–1.29], learning opportunities [OR 1.22, 95% CI 1.13–1.31], social support [OR 1.29 (95% CI 1.16–1.42], work-time control [OR 1.07, 95% CI 1.01–1.13], and reward [OR 1.40, 95% CI 1.24–1.57])—but not lower levels of job demands (quantitative and emotional demands or effort)—were associated with working longer (continued work two years later). Also, low effort-reward imbalance (OR 0.84 [95% CI 0.73–0.96]) was associated with working longer. In addition, skill use, work-time control, reward, and low effort-reward imbalance increased in importance with age for continued work. These results suggest that providing older workers with control over their work tasks, giving opportunities for learning and using their skills, as well as rewarding and acknowledging their achievements, may keep them in the workforce longer. Especially, job resources may grow in importance with age.
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Deng J, Liu J, Deng W, Yang T, Duan Z. Redefinition and Measurement Dimensions of Sustainable Employability Based on the swAge-Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182413230. [PMID: 34948839 PMCID: PMC8701305 DOI: 10.3390/ijerph182413230] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/14/2021] [Revised: 12/09/2021] [Accepted: 12/13/2021] [Indexed: 11/16/2022]
Abstract
Objectives: To solve the labour shortage, we clarify the definition and dimensions of sustainable employability, and make it possible to develop sustainable employability scales in the future and lay the foundation for subsequent quantitative research. Finally, people’s sustainable employability can be improved. Highly sustainable employability employees can continue to work in the labour market and their working lives can be prolonged. Labour market supply will increase and labour shortage will be partly solved. Methods: We discuss the concept of sustainable employability based on some previous studies. Our conclusion is that the existing definitions and measurement dimensions are problematic. The swAge-model, a tool that helps us understand how to make working life more sustainable and healthier for all ages, can be the basis of sustainable employability. Results: We develop a discussion paper concerning the definition and measurement dimensions of sustainable employability using the swAge-model with an added factor of intrinsic work value and the dynamic chain. Conclusions: Our definition of sustainable employability takes environmental factors into consideration and makes it clear that it is not a solely personal characteristic, but the result of an interaction between individuals and the environment, thus distinguishing employability from work ability. We use the swAge-model as a basis to make the composition of our definition more logical and informed. Our measurement dimensions are clearly described to facilitate the future development of a scale, and our concept may ultimately help to extend the working lives of older and retired workers and thus solve the future labour shortage problem.
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Affiliation(s)
- Jianwei Deng
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
- Sustainable Development Research Institute for Economy and Society of Beijing, Beijing 100081, China
| | - Jiahao Liu
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
| | - Wenhao Deng
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
| | - Tianan Yang
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
- Sustainable Development Research Institute for Economy and Society of Beijing, Beijing 100081, China
- Correspondence: (T.Y.); (Z.D.)
| | - Zhezhe Duan
- Institute of Urban Governance, School of Government, Shenzhen University, Shenzhen 215123, China
- Correspondence: (T.Y.); (Z.D.)
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Wallin S, Rauhala A, Fjellman-Wiklund A, Nyman P, Fagerström L. Occupational self-efficacy and work engagement associated with work ability among an ageing work force: A cross-sectional study. Work 2021; 70:591-602. [PMID: 34657840 DOI: 10.3233/wor-213595] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Occupational self-efficacy (OSE) is an appropriate adaption capability to react to continuous changes in work life today. While self-efficacy is an important component in work context, there is less knowledge regarding older workers' OSE. OBJECTIVE This study examined the relationship between work ability, OSE and work engagement among a middle-aged workforce, and whether there were any differences between age groups and between professionals in different work context. METHODS Data were collected by questionnaire, which included Work Ability Index (WAI), Occupational Self-Efficacy Scale, and Utrecht Work Engagement Scale. RESULTS A total of 359 home care workers and engineers (response rate 43%) participated. The average age was 54 (SD±5.3) years, 69%were women. The results of logistic regression analyses revealed an association between WAI, OSE (OR 0.66; 95%CI 0.52 to 0.86) and work engagement (OR 0.61; 95%CI 0.47 to 0.78). Higher OSE and work engagement were related to higher work ability. No difference in OSE (5.9; ±0.8) between professional groups was seen, but the home care workers scored considerably higher work engagement (5.1; ±0.9) than the engineers (4.5; ±1.3). CONCLUSIONS Improving OSE could be worthwhile to support work ability among middle-aged workers, despite dissimilarities in work context and educational level.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
| | - Auvo Rauhala
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland.,Vaasa Central Hospital, Vaasa, Finland
| | | | - Pia Nyman
- Department of Social Services and Healthcare, Pietarsaari, Finland
| | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland.,Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
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30
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Jaldestad E, Eriksson A, Blom P, Östlund B. Factors Influencing Retirement Decisions among Blue-Collar Workers in a Global Manufacturing Company-Implications for Age Management from A System Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:10945. [PMID: 34682689 PMCID: PMC8536071 DOI: 10.3390/ijerph182010945] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/02/2021] [Revised: 10/11/2021] [Accepted: 10/12/2021] [Indexed: 01/26/2023]
Abstract
The maintenance of older workers and determining the appropriate age for retirement are growing issues related to the fact that fewer people, still active in working life, have to provide for more non-working people due to increased life expectancy. As a result, retirement age has started to rise in many countries, and employers need to find ways to maintain an older and healthy work force, not least to avoid the loss of important experience. The aim of the current study was to increase the knowledge of factors influencing the retirement decisions among blue-collar workers in different national settings. A survey and semi-structured interviews were conducted with a sample of 100 blue-collar workers in Sweden, the Netherlands, and France, aged 55 years and older, within a global manufacturing company. Based on the results, implications for companies' age management strategies were discussed from a system perspective. Factors contributing to both retirement and to a prolonged work life were found on individual, organisational, and societal levels. This indicates the importance of a system perspective when planning for age management interventions.
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Affiliation(s)
- Ellen Jaldestad
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
| | - Andrea Eriksson
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
| | - Philip Blom
- Scania CV AB, Health & Work Environment, 8000 AP Zwolle, The Netherlands;
| | - Britt Östlund
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, SE-141 57 Huddinge, Sweden; (A.E.); (B.Ö.)
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31
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Bratun U, Asaba E. Experiences and motives of retirement-aged workers during the first wave of COVID-19 in Slovenia: "This was the first time in 40 years that I really saw spring". J Aging Stud 2021; 58:100954. [PMID: 34425986 PMCID: PMC9758427 DOI: 10.1016/j.jaging.2021.100954] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2020] [Revised: 07/18/2021] [Accepted: 07/19/2021] [Indexed: 12/23/2022]
Abstract
Choosing to continue working after retirement eligibility can attract both negative and positive sentiments from the general public. Studies examining the motivations of older workers have so far been conducted in times of relative social and economic stability. However, little is known about what it means for older workers to work during a lockdown or pandemic situation. The present longitudinal study aimed to explore experiences of retirement-aged workers in Slovenia in relation to their motives for prolonged work activity amid the COVID-19 pandemic, using the theory of gerotranscendence as a theoretical framework. Nine workers were interviewed before and after the start of the pandemic. The qualitative analysis was based on 18 interviews and observations, juxtaposing two analytical methods in order to illustrate common themes across the data as well as tensions in specific situations within a narrative context. Four main themes are presented: Unchanged plans, Motive developments, Psychological preparation for retirement and Views of society. In addition, a narrative analysis is presented with a focus on self-transcending elements in some of the participants' narratives. The findings suggest that during a pandemic, older workers' individual experiences might be constructed more positively compared to other groups, especially if they develop agentic identity and pursue meaningful activities. We discuss an innovative approach to gerotranscendence, complementing this theory with concepts from occupational science to develop a clearer distinction from the now dated disengagement theory and examine the life trajectories of older workers in novel situations such as a pandemic.
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Affiliation(s)
- Urša Bratun
- Department of Occupational Therapy, Faculty of Health Sciences, University of Ljubljana, Ljubljana, Slovenia; Department of Social Gerontology, Alma Mater Europaea, Maribor, Slovenia.
| | - Eric Asaba
- Division of Occupational Therapy, Department of Neurobiology Care Sciences and Society (NVS), Karolinska Institutet, Solna, Sweden,Unit for Research, Education, Development, and Innovation, Stockholms Sjukhem Foundation, Stockholm, Sweden,Department of Health Sciences, Faculty of Medicine, Lund University, Lund, Sweden
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32
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Hovbrandt P, Östergren PO, Canivet C, Albin M, Carlsson G, Nilsson K, Håkansson C. Psychosocial Working Conditions and Social Participation. A 10-Year Follow-Up of Senior Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:9154. [PMID: 34501744 PMCID: PMC8430885 DOI: 10.3390/ijerph18179154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/14/2021] [Revised: 08/18/2021] [Accepted: 08/27/2021] [Indexed: 11/30/2022]
Abstract
Social participation is important for health, and it is well known that high strain jobs impact negatively on mental and physical health. However, knowledge about the impact of psychosocial working conditions on social participation from a long-term perspective is lacking. The purpose of this study was to investigate the associations between different job types and social participation from a long-term perspective. A comprehensive public health questionnaire "The Scania Public Health Survey", was used, and psychosocial working conditions were measured with a Swedish translation of the Job Content Questionnaire. Based on data from 1098 working respondents aged 55 at baseline and a 10-year follow-up when the respondents were not working, the analyses revealed that social participation varied by job type. Jobs with high decision latitude, as in active and relaxed jobs, seem to predict high social participation, even after cessation of employment. Besides that, the result suggests that high social participation during working life is a predictor of high social participation from a long-term perspective which promotes healthy aging. Incentives for working longer are strongly related to good working conditions. A supportive work environment with possibilities for employees to participate in decision making, i.e., high control, is vital for a sustainable working life. This may contribute to an extended working life and may also support social participation prior to retirement as well as after retirement and thus to healthy aging.
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Affiliation(s)
- Pia Hovbrandt
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
- Occupational Therapy and Occupational Science Research Group, Department of Health Sciences, Lund University, 22100 Lund, Sweden
| | - Per-Olof Östergren
- Division of Social Medicine and Global Health, Department of Clinical Sciences in Malmö, Lund University, 22213 Malmö, Sweden; (P.-O.Ö.); (C.C.)
| | - Catarina Canivet
- Division of Social Medicine and Global Health, Department of Clinical Sciences in Malmö, Lund University, 22213 Malmö, Sweden; (P.-O.Ö.); (C.C.)
| | - Maria Albin
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
- Unit of Occupational Medicine, Institute for Environmental Medicine, Karolinska Institute, 17177 Stockholm, Sweden
| | - Gunilla Carlsson
- Active and Healthy Ageing Research Group, Department of Health Sciences, Lund University, 22100 Lund, Sweden;
| | - Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
| | - Carita Håkansson
- Division of Occupational and Environmental Medicine, Department of Laboratory Medicine, Lund University, 22363 Lund, Sweden; (M.A.); (K.N.); (C.H.)
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Persson SS, Blomqvist K, Lindström PN. Meetings are an Important Prerequisite for Flourishing Workplace Relationships. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18158092. [PMID: 34360385 PMCID: PMC8345501 DOI: 10.3390/ijerph18158092] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/22/2021] [Revised: 07/12/2021] [Accepted: 07/16/2021] [Indexed: 11/16/2022]
Abstract
Relationships among colleagues, managers, and care recipients are mutually important, and need to be highlighted in workplace health promotion. The aim was to explore prerequisites for flourishing workplace relationships in a municipal healthcare setting for old people. As part of this process, we explored the staff’s suggestions on how work relationships could be improved. The study had a salutogenic and participatory approach, examining staff perceptions of what was required for flourishing relationships to be created, and their suggestions for the relationships to be more promotive. Four multi-stage focus groups, which met three times each, were conducted with staff (n = 26) in old age healthcare settings. A deductive analysis was performed, based on components of the flourishing concept: challenge, connectivity, autonomy, and competence. Informal and formal meetings at work were shown to build positively perceived relationships. The study describes meetings and relationships connected to the four components of flourishing. Suggestions for improving work relationships are also presented. This study contributes to workplace health promotion, and has a salutogenic and participatory focus on how to explore workplace relationships as a resource. The flourishing concept shows how workplace relationships can be explored as prerequisites for workplace health promotion.
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Nexus of regional integration, socioeconomic determinants and sustainable development in belt and road initiative countries. PLoS One 2021; 16:e0254298. [PMID: 34242342 PMCID: PMC8270197 DOI: 10.1371/journal.pone.0254298] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/10/2020] [Accepted: 06/24/2021] [Indexed: 02/03/2023] Open
Abstract
This study evaluates the nexus of regional integration, socioeconomic determinants and sustainable development (SD) by investigating the effect of health, humans and age structure on sustainable development, with the regional integration (RI) as the moderating variable. Socioeconomic determinants have an important role in sustainable development, while regional integration has fueled up the development process. The sample is based on 64 Belt and Road (BRI) countries from 2003-2018. Pair-wise correlation results indicate that human development, health expenditure and age structure showed a positive relationship with sustainable development. Two-step System-GMM direct effect outcomes are mixed and reveal that human development, health expenditure per capita, age structure, governance index and population size have a positive impact on sustainable development. On the other hand, e-government, government size, and globalization showed negative effects on SD. Apart from that, the moderating channel of regional integration (RI), interaction term with human development and health expenditure, showed a significant and positive impact on sustainable development. However, age structure interaction with regional integration showed a negative impact on SD. Other socio-economic factors, i.e., governance index and population contribute positively towards SD. It can be concluded that the dynamic nature of sustainable development is positive and the net present value is increasing. Therefore, BRI countries are on the sustainable path from 2003-2018, as suggested by economic and social welfare theory. The integration of BRI can be labeled as an entrance to successful sustainable development. However, weak e-government systems, globalization and government resources need to be utilized amicably in Belt and Road countries. Driscoll-Kraay standard-errors regression confirmed and validated the two-step System-GMM results. The findings of the current research have important policy implications for balanced and sustainable growth.
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Sustainable Working Life in a Swedish Twin Cohort-A Definition Paper with Sample Overview. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18115817. [PMID: 34071494 PMCID: PMC8197988 DOI: 10.3390/ijerph18115817] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/13/2021] [Revised: 05/24/2021] [Accepted: 05/26/2021] [Indexed: 11/18/2022]
Abstract
Background: A unified or consensus definition of “sustainable working life” remains lacking, although studies investigating risk factors for labour market exit are numerous. In this study, we aimed (1) to update the information and to explore a definition of “sustainable working life” via a systematic literature review and (2) to describe the working life trajectories via the prevalence of sickness absence (SA), disability pension (DP), and unemployment in a Swedish twin cohort to provide a sample overview in our Sustainable Working Life-project. Methods: A systematic literature review was conducted to explore the studies with the search phrase “sustainable working life” in PubMed, PsycInfo, and the Web of Science Database of Social Sciences in January 2021, resulting in a total of 51 references. A qualitative synthesis was performed for the definitions and the measures of “sustainable working life.” Based on the Swedish Twin project Of Disability pension and Sickness absence (STODS), the current dataset to address sustainable working life includes 108 280 twin individuals born between 1925 and 1990. Comprehensive register data until 2016 for unemployment, SA and DP were linked to all individuals. Using STODS, we analysed the annual prevalence of SA, DP, and unemployment as working life trajectories over time across education and age groups. Results: The reviewed 16 full articles described several distinct definitions for sustainable working life between 2007 and 2020 from various perspectives, i.e., considering workplaces or employees, the individual, organizational or enterprise level, and the society level. The definition of “sustainable working life” appearing most often was the swAge-model including a broad range of factors, e.g., health, physical/mental/psychosocial work environment, work motivation/satisfaction, and the family situation and leisure activities. Our dataset comprised of 81%–94% of individuals who did not meet SA, DP, or unemployment during the follow-up in 1994–2016, being indicative for “sustainable working life.” The annual prevalence across years had a decreasing trend of unemployment over time, whereas the prevalence of SA had more variation, with DP being rather stable. Both unemployment and DP had the highest prevalence among those with a lower level of education, whereas in SA, the differences in prevalence between education levels were minor. Unemployment was highest across the years in the youngest age group (18–27 years), the age group differences for SA were minor, and for DP, the oldest age group (58–65 years) had the highest prevalence. Conclusions: No consensus exists for a “sustainable working life,” hence meriting further studies, and we intend to contribute by utilising the STODS database for the Sustainable Working Life project. In the upcoming studies, the existing knowledge of available definitions and frameworks will be utilised. The dataset containing both register data and self-reports enables detailed follow-up for labour market participation for sustainable working life.
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Nilsson K, Nilsson E. Organisational Measures and Strategies for a Healthy and Sustainable Extended Working Life and Employability-A Deductive Content Analysis with Data Including Employees, First Line Managers, Trade Union Representatives and HR-Practitioners. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:5626. [PMID: 34070299 PMCID: PMC8197545 DOI: 10.3390/ijerph18115626] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/12/2021] [Revised: 05/06/2021] [Accepted: 05/18/2021] [Indexed: 11/16/2022]
Abstract
Due to the global demographic change many more people will need to work until an older age, and organisations and enterprises need to implement measures to facilitate an extended working life. The aim of this study was to investigate organisational measures and suggestions to promote and make improvements for a healthy and sustainable working life for all ages in an extended working life. This is a qualitative study, and the data were collected through both focus group interviews and individual interviews that included 145 participants. The study identified several suggestions for measures and actions to increase employability in the themes: to promote a good physical and mental work environment; to promote personal financial and social security; to promote relations, social inclusion and social support in the work situation; and to promote creativity, knowledge development and intrinsic work motivation, i.e., based on the spheres of determination in the theoretical swAge-model (sustainable working life for all ages). Based on the study results a tool for dialogue and discussion on employee work situation and career development was developed, and presented in this article. Regular conversations, communication and close dialogue are needed and are a prerequisite for good working conditions and a sustainable working environment, as well as to be able to manage employees and develop the organisation further. The identified measures need to be revisited regularly throughout the employees' entire working life to enable a healthy and sustainable working life for all ages.
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Affiliation(s)
- Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, 223 81 Lund, Sweden;
- Department of Public Health, Kristianstad University, 291 88 Kristianstad, Sweden
| | - Emma Nilsson
- Division of Occupational and Environmental Medicine, Lund University, 223 81 Lund, Sweden;
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Arvidsson I, Leo U, Oudin A, Nilsson K, Håkansson C, Österberg K, Persson R. Should I Stay or Should I Go? Associations between Occupational Factors, Signs of Exhaustion, and the Intention to Change Workplace among Swedish Principals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:5376. [PMID: 34070059 PMCID: PMC8158094 DOI: 10.3390/ijerph18105376] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/13/2021] [Revised: 05/10/2021] [Accepted: 05/11/2021] [Indexed: 11/16/2022]
Abstract
A high turnover among principals may disrupt the continuity of leadership and negatively affect teachers and, by extension, the students. The aim was to investigate to what extent various work environment factors and signs of exhaustion were associated with reported intentions to change workplace among principals working in compulsory schools. A web-based questionnaire was administered twice, in 2018 and in 2019. Part I of the study involved cross-sectional analyses of the associations 2018 (n = 984) and 2019 (n = 884) between occupational factors, signs of exhaustion, and the intention to change workplace, using Generalized Estimating Equations models. Part II involved 631 principals who participated in both surveys. The patterns of intended and actual changes of workplace across two years were described, together with associated changes of occupational factors and signs of exhaustion. Supportive management was associated with an intention to stay, while demanding role conflicts and the feeling of being squeezed between management and co-workers (buffer-function) were associated with the intention to change workplace. The principals who intended to change their workplace reported more signs of exhaustion. To increase retention among principals, systematic efforts are probably needed at the national, municipal, and local level, in order to improve their working conditions.
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Affiliation(s)
- Inger Arvidsson
- Division of Occupational and Environmental Medicine, Lund University, SE-223 81 Lund, Sweden; (A.O.); (K.N.); (C.H.); (R.P.)
| | - Ulf Leo
- Centre for Principal Development, Umeå University, SE-901 87 Umeå, Sweden;
| | - Anna Oudin
- Division of Occupational and Environmental Medicine, Lund University, SE-223 81 Lund, Sweden; (A.O.); (K.N.); (C.H.); (R.P.)
- Department of Public Health and Clinical Medicine, Umeå University, SE-901 87 Umeå, Sweden
| | - Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, SE-223 81 Lund, Sweden; (A.O.); (K.N.); (C.H.); (R.P.)
- Department of Public Health, Kristianstad University, SE-291 88 Kristianstad, Sweden
| | - Carita Håkansson
- Division of Occupational and Environmental Medicine, Lund University, SE-223 81 Lund, Sweden; (A.O.); (K.N.); (C.H.); (R.P.)
| | - Kai Österberg
- Department of Psychology, Lund University, SE-221 00 Lund, Sweden;
| | - Roger Persson
- Division of Occupational and Environmental Medicine, Lund University, SE-223 81 Lund, Sweden; (A.O.); (K.N.); (C.H.); (R.P.)
- Department of Psychology, Lund University, SE-221 00 Lund, Sweden;
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The Interplay of Socioecological Determinants of Work-Life Balance, Subjective Wellbeing and Employee Wellbeing. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18094525. [PMID: 33923234 PMCID: PMC8123160 DOI: 10.3390/ijerph18094525] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/27/2021] [Revised: 04/20/2021] [Accepted: 04/22/2021] [Indexed: 11/16/2022]
Abstract
Today’s workers are struggling to achieve a balance between their work and personal life roles because of both specific needs and limited resources. This study explored the socioecological factors that influence work–life balance (WLB) and how they operate. The relationships between WLB, subjective wellbeing, employee wellbeing and quality time allocation were examined. A total of 1063 responses were received, using an online survey. The results show that relational, community and societal factors directly influenced the individual factors and were indirectly associated with perceived WLB. Individual factors (i.e., personal feelings, behaviours and health) were found to be the crucial determinants of an individual’s perceived WLB. It was found that WLB positively correlated with employee wellbeing and quality and quantity of personal life-time. Subjective wellbeing was found to be a significant moderator in the relationship between WLB and its outcomes. This study demonstrated the process of how workers determine their own WLB by applying the socioecological framework for categorising the determinants and suggested new avenues that improve the whole wellbeing of workers and also foster long-term development of organisations.
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Bratun U, Zurc J. The motives of people who delay retirement: An occupational perspective. Scand J Occup Ther 2020; 29:482-494. [PMID: 33053310 DOI: 10.1080/11038128.2020.1832573] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/24/2022]
Abstract
BACKGROUND Increasing numbers of people are delaying retirement. Studies of their motives are scarce and biased to Western contexts. AIMS The aim was to explore internal and external motives of older Slovenians who continue to work after becoming eligible for retirement. METHODS Nine workers, aged 59-72, were interviewed. The interviews were analysed using thematic analysis. FINDINGS Three main themes were extracted. The 'Foundations' described the prerequisites for continued work engagement that were often non-negotiable. The 'Rewards' included the benefits of working and suggested a strong pull towards the non-material aspects of work. 'Negotiating occupational challenges' summarized an internal crisis that was experienced when faced with a potential occupational void of retirement. CONCLUSIONS Although the participants' motivations were not homogenous, we identified a pattern in the way they constructed their motives in relation to the occupational life trajectories and contextual factors. Based on our findings and multidisciplinary theories, we proposed a hierarchy of motives for prolonged work activity. SIGNIFICANCE The study offers an occupational perspective of the phenomenon of delayed retirement and argues that the efforts of the discipline of occupational therapy should be directed at different levels of motives, including empowering people to nurture higher level occupational motives.
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Affiliation(s)
- Urša Bratun
- Department of Social Gerontology, Alma Mater Europaea, Maribor, Slovenia
| | - Joca Zurc
- Department of Pedagogy, Faculty of Arts, University of Maribor, Maribor, Slovenia.,Department of Health Sciences, Alma Mater Europaea, Maribor, Slovenia
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Nilsson K. When is work a cause of early retirement and are there any effective organizational measures to combat this? A population-based study of perceived work environment and work-related disorders among employees in Sweden. BMC Public Health 2020; 20:716. [PMID: 32430030 PMCID: PMC7236147 DOI: 10.1186/s12889-020-08865-5] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2019] [Accepted: 05/06/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The ageing workforce has an impact on public health. The aim of this study was to evaluate work-related disorders, work tasks and measures associated with the possibility of working beyond 65 years of age or not. METHOD The data comprised two sample surveys based on the Swedish population: the Survey of National Work-Related Health Disorders, and the National Work Environment Survey. RESULTS A logistic regression analysis showed that an active systematic work environmental management in the workplace was a statistically significant association with whether individuals could work in their current occupation until 65 years of age (OR 1.7). The final multivariate model stated that whether individuals could work until 65 years was associated with bodily exhaustion after work, frequent feeling of the own work effort being insufficient at the end of the day, experience of the work as restricted and with a lack of freedom, working alone and at risk of unsafe or threatening situations, and generally feeling dissatisfied with the work tasks. Women-dominated workplaces were more highly associated with both male and female employees not being able to work until age 65 (OR 1.6). CONCLUSION Deficiencies in the working environment seems to be a threat to the public health. An active systematic work environmental management in the workplace increases the possibility to extend the working life. Tools for managers, like the swAge-model, to easily perform active systematic work environmental controls could therefore be a possible way to decrease the risk of work injury as well as increase the possibility for a sustainable extended working life.
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Affiliation(s)
- Kerstin Nilsson
- Division of Occupational and Environmental Medicine, Lund University, Medicon Village, Scheelevägen 8, By 402A, SE-223 81, Lund, Sweden. .,Division of Public Health, Kristianstad University, SE-291 88, Kristianstad, Sweden.
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