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Mori K, Odagami K, Inagaki M, Moriya K, Fujiwara H, Eguchi H. Work engagement among older workers: a systematic review. J Occup Health 2024; 66:uiad008. [PMID: 38258939 DOI: 10.1093/joccuh/uiad008] [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: 05/29/2023] [Revised: 10/13/2023] [Accepted: 11/09/2023] [Indexed: 01/24/2024] Open
Abstract
OBJECTIVES Given current labor force conditions, including population aging, keeping older workers engaged in work and motivated is important. Aging may alter the effects that psychological and environmental factors have on work engagement. We conducted a systematic review to understand the features of work engagement among older workers. METHODS A systematic search was conducted in July 2022 using 4 databases. The review included relevant articles that focused on participants aged 40 years and older. RESULTS Fifty articles were selected for our review, which were grouped into 5 categories: (1) studies examining the relationship between chronological age and work engagement, (2) studies investigating the moderating effects of age on the relationship between job-related psychological factors and work environment factors and work engagement, (3) studies comparing the relationship of job-related psychological factors and work environment factors with work engagement across different age groups, (4) studies exploring the relationship between work engagement and retirement intentions or continued employment beyond retirement age, and (5) other studies discussing work engagement in the context of older workers. Most articles focused on workers in Europe and the United States and used observational study designs. CONCLUSIONS Work engagement increases with age, and is mainly mediated by increased emotional regulation. In addition, age moderates the relationships between various job-related psychological and work-environmental factors and work engagement. Work engagement is associated with working beyond retirement age. Organizations should understand the characteristics of work engagement among older workers and make age-conscious efforts to support them in adapting to social changes.
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Affiliation(s)
- Koji Mori
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Kiminori Odagami
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Mizuho Inagaki
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Kenta Moriya
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Hidenori Fujiwara
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Hisashi Eguchi
- Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
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Tóth‐Király I, Gillet N, Inhaber J, Houle SA, Vandenberghe C, Morin AJS. Job engagement trajectories: Their associations with leader–member exchange and their implications for employees. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12433] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
Affiliation(s)
- István Tóth‐Király
- Substantive‐Methodological Synergy Research Laboratory Concordia University Montreal Québec Canada
- Statistics Canada Ottawa Ontario Canada
| | - Nicolas Gillet
- QualiPsy EE 1901 Université de Tours Tours France
- Institut Universitaire de (IUF) Paris France
| | - Joseph Inhaber
- Substantive‐Methodological Synergy Research Laboratory Concordia University Montreal Québec Canada
| | - Simon A. Houle
- Substantive‐Methodological Synergy Research Laboratory Concordia University Montreal Québec Canada
| | | | - Alexandre J. S. Morin
- Substantive‐Methodological Synergy Research Laboratory Concordia University Montreal Québec Canada
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Henning G, Stenling A, Tafvelin S, Ebener M, Lindwall M. Levels and change in autonomous and controlled work motivation in older workers—The role of proximity to retirement and sense of community at work. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12406] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
| | - Andreas Stenling
- Umeå University Umeå Sweden
- University of Agder Kristiansand Norway
| | | | | | - Magnus Lindwall
- University of Gothenburg Gothenburg Sweden
- The Swedish School of Sport and Health Sciences Stockholm Sweden
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Halvari H, Olafsen AH. Will They Stay or Will They Go? Motivational Profiles, Retirement-Related Correlates, and Retirement Intentions Among 58–72-Year-Old Workers. Front Psychol 2022; 13:807752. [PMID: 35310209 PMCID: PMC8929414 DOI: 10.3389/fpsyg.2022.807752] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/02/2021] [Accepted: 01/31/2022] [Indexed: 12/03/2022] Open
Abstract
Demographic changes indicate that the number of people aged 60 years and above will double in the next 30 years, and politicians around the world have an interest in delaying retirement in order to benefit national economies by lowering the burden on public pension systems. In this study, it is examined whether and how combinations of multiple types of work motivation based on self-determination theory (SDT) would be associated with retirement-related factors and retirement intentions. Using a person-centered approach to identify latent work motivation profiles among older workers, four profiles emerged: (1) the Low Motivation Profile with below-average levels on most motivational regulations, but in particular, lack identified work regulation; (2) the Autonomous Motivation Profile with higher levels of autonomous motivation and lower levels of controlled motivation and amotivation; (3) the High Motivation Profile with simultaneously high autonomous and controlled motivation; (4) the Amotivated Profile. Compared to the Low Motivation and Amotivated Profiles, the Autonomous and the High Motivation profiles show higher levels of vigor and lower levels of job stress, exhaustion and turnover-, and retirement intentions. However, the High Motivation Profile seems to pay a cost because they experience significantly more job stress than employees in the Autonomous profile. In addition, variable-based correlations showed higher levels of vigor and lower levels of job stress, exhaustion, and turnover intentions to be associated with lower levels of retirement intentions. The results are discussed in relation to managers and organizational endeavors to rebuild lost work identification and reduce extrinsic work motivation and amotivation in order to motivate older workers to stay longer at work.
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Job quality trajectories among baby-boomers in Germany and their consequences for the motivation to work – results from the lidA cohort study. AGEING & SOCIETY 2021. [DOI: 10.1017/s0144686x21001343] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Abstract
In light of a large proportion of older workers leaving the German labour market in the near future, policy makers aim to extend working lives to ensure sustainability of the social security system. In this context, safe and healthy working conditions are considered a precondition for encouraging employment participation. To understand better the role of the work environment in pre-retirement years, we draw upon an established model of five job quality profiles for the German ageing workforce. We explored seven-year profile development and linked selected manual and non-manual job quality trajectories to the motivation to work (MTW) using data from the 2011, 2014 and 2018 assessments of the lidA cohort study (valid N = 2,863). We found that older workers shifted to physically less-demanding profiles. Individual profile stability was prevalent among one-third of the workers. In 2018, there was a higher MTW when job quality remained favourable or improved early, while later improvements were associated with lower MTW. Early deterioration of job quality was associated with lower MTW levels among workers with non-manual trajectories only. The results highlight the dynamic job quality situation of the older German workforce and the importance of adopting a person-centred perspective when investigating working conditions and its effects. They further underline the need to consider quality of work when designing and implementing strategies to extend working lives.
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Successfully aging at work or successfully working while aging? The importance of older workers’ psychological well-being. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.60] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Huijs JJJM, Houtman ILD, Blonk RWB. Development of a new measure for mental retirement; testing of a three-factor structure of mentale retirement in different subgroups. BMC Public Health 2019; 19:1604. [PMID: 31791287 PMCID: PMC6889537 DOI: 10.1186/s12889-019-7649-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/05/2018] [Accepted: 09/20/2019] [Indexed: 11/19/2022] Open
Abstract
BACKGROUND The aim of this study is to develop a new measure for the concept of mental retirement and test the construct validity of the measure. Employees who are 'mentally retired' are present at their work physically, but have already said their goodbyes mentally. Mental retirement has a three-factor structure: developmental proactivity, work engagement and perceived appreciation. METHODS We use data from employees (N = 867) of five different organizations in the Netherlands. Mental retirement was assessed with 11 items in an online survey. In addition, socio-demographic characteristics like age, level of education and occupation, were measured. Next to tests of internal consistency, a confirmatory factor analysis (CFA) is performed to test the three-factor structure of mental retirement in this population and in different subgroups (age, education, occupation). RESULTS The internal consistency varies from .80 to .94 for the developmental proactivity scale and the work engagement scale, respectively (appreciation was measured with one item). For the CFA, the three-factor model fits the data adequately. Multiple group analyses also shows equal factor loadings in all subgroups, but the mean levels of mental retirement differ across subgroups. CONCLUSIONS This study confirms the three-factor model of mental retirement in a general group of employees as well as across different subgroups. However, this study only tested the construct validity. Future research should study validity more extensively and be longitudinal in nature. In addition, the causal chain of antecedent variables to mental retirement and its outcomes should be considered. These studies could also focus on the effects of interventions aiming at preventing or decreasing the level of mental retirement in organizations.
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Affiliation(s)
- Jenny J. J. M. Huijs
- TNO (The Netherlands Organization for Applied Scientific Research) & Utrecht University (Dept. of Social, Health and Organizational Psychology), Leiden, Netherlands
| | - Irene L. D. Houtman
- TNO (The Netherlands Organization for Applied Scientific Research), Leiden, Netherlands
| | - Roland W. B. Blonk
- TNO (The Netherlands Organization for Applied Scientific Research) & Tilburg School of Social and Behavioral Sciences (Dept. of Human Resource Studies and Dept. Tranzo), Leiden, Netherlands
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Sousa IC, Ramos S, Carvalho H. Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability. Front Psychol 2019; 10:1937. [PMID: 31507493 PMCID: PMC6718605 DOI: 10.3389/fpsyg.2019.01937] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2019] [Accepted: 08/07/2019] [Indexed: 11/20/2022] Open
Abstract
To meet the demographic changes, organizations are challenged to develop practices that retain older workers and encourage them to postpone retirement. The purpose of this paper is to examine the role of human resources (HR) practices in retirement preferences of older workers. Drawing on theories on lifespan development and social exchange, we suggest that organizations can facilitate longer working lives by implementing bundles of HR practices that are sensitive to age-related changes in workers' skills, preferences, and goals - i.e., age-diversity practices. We posit that age-diversity practices are positively related to work engagement that, in turn, relates to the preference for retiring later. We further suggest that work ability moderates the relationship between age-diversity practices and work engagement. Finally, we propose a moderated mediation model in which the mediated relationship is moderated by work ability. A sample of 232 older Portuguese workers completed a questionnaire. Hypotheses were tested by using structural equation modeling (SEM). Findings show that work engagement completely mediates the relationship between age-diversity practices and the preference for early or late retirement. Moreover, this mediating relationship is more important for those workers who experience low work ability. Results further demonstrate that the effect of age-diversity practices on the preference for retiring later via work engagement is stronger for lower levels of work ability. This study highlights the organizational role in promoting longer and healthier working lives through the implementation of age-supportive HR practices.
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Affiliation(s)
- Inês C. Sousa
- Business Research Unit, University Institute of Lisbon (ISCTE), Lisbon, Portugal
| | - Sara Ramos
- DINÂMIA’CET-IUL, University Institute of Lisbon (ISCTE), Lisbon, Portugal
| | - Helena Carvalho
- CIES-IUL, University Institute of Lisbon (ISCTE), Lisbon, Portugal
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Huijs JJJM, Houtman ILD, Taris TW, Blonk RWB. Effect of a participative action intervention program on reducing mental retirement. BMC Public Health 2019; 19:194. [PMID: 30764787 PMCID: PMC6376671 DOI: 10.1186/s12889-019-6522-x] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2018] [Accepted: 02/08/2019] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The present study aimed to investigate the effects of a stepwise, bottom-up participatory program with a tailor-made intervention process addressing the level of mental retirement in a sample of Dutch employees. Mental retirement refers to feelings of being disconnected from your work and your organization. Prevention of mental retirement is important since sustainable employability is becoming more important in today's society due to the ageing of the working population and the changes in skills demands. METHODS This prospective cohort study with a one-year follow-up employs a sample of 683 employees of three organizations in The Netherlands, who filled out two questionnaires: at baseline and 1 year later. The dependent measure was mental retirement, which consists of three sub-concepts: developmental pro-activity, work engagement and perceived appreciation. RESULTS Multilevel analysis (N = 466) showed that employees who more actively participated in the intervention(s) had a small but statistically significant larger decrease in mental retirement at follow-up. CONCLUSIONS The stepwise, bottom-up participatory program with a tailor-made intervention process shows a tendency to decrease the level of mental retirement in Dutch employees. However, the implementation of interventions could be further improved since it turned out to be very challenging to keep up participants' commitment to the program. Future research should study the effectiveness of this program further with an improved study design (control group, multiple follow-ups, several data sources).
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Affiliation(s)
- Jenny J. J. M. Huijs
- TNO (The Netherlands Organization for Applied Scientific Research), Leiden, Netherlands
- Dept. of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Irene L. D. Houtman
- Dept. of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Toon W. Taris
- Dept. of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Roland W. B. Blonk
- TNO (The Netherlands Organization for Applied Scientific Research), Leiden, Netherlands
- Dept. of Human Resource Studies, Tilburg School of Social and Behavioral Sciences, Tilburg, Netherlands
- Optentia Research, North-West University, Vanderbijlpark, South Africa
- Department Tranzo, North Wes University, Faculty of Humanities, Vanderbijlpark, South Africa
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Dordoni P, Van der Heijden B, Peters P, Kraus-Hoogeveen S, Argentero P. Keep Up the Good Work! Age-Moderated Mediation Model on Intention to Retire. Front Psychol 2017; 8:1717. [PMID: 29089905 PMCID: PMC5651082 DOI: 10.3389/fpsyg.2017.01717] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/04/2017] [Accepted: 09/19/2017] [Indexed: 11/13/2022] Open
Abstract
In European nations, the aging of the workforce is a major issue which is increasingly addressed both in national and organizational policies in order to sustain older workers' employability and to encourage longer working lives. Particularly older workers' employability can be viewed an important issue as this has the potential to motivate them for their work and change their intention to retire. Based on lifespan development theories and Van der Heijden's 'employability enhancement model', this paper develops and tests an age-moderated mediation model (which refers to the processes that we want to test in this model), linking older workers' (55 years old and over) perceptions of job support for learning (job-related factor) and perceptions of negative age stereotypes on productivity (organizational factor), on the one hand, and their intention to retire, on the other hand, via their participation in employability enhancing activities, being the mediator in our model. A total of 2,082 workers aged 55 years and above were included in the analyses. Results revealed that the two proposed relationships between the predictors and intention to retire were mediated by participation in employability enhancing activities, reflecting two mechanisms through which work context affects intention to retire (namely 'a gain spiral and a loss spiral'). Multi-Group SEM analyses, distinguishing between two age groups (55-60 and 61-65 years old), revealed different paths for the two distinguished groups of older workers. Employability mediated the relationship between perceptions of job support for learning and intention to retire in both age groups, whereas it only mediated the relationship between perceptions of negative age stereotypes and intention to retire in the 55-60 group. From our empirical study, we may conclude that employability is an important factor in the light of older workers' intention to retire. In order to motivate this category of workers to participate in employability enhancing activities and to work longer, negative age stereotypes need to be combated. In addition, creating job support for learning over the lifespan is also an important HR practice to be implemented in nowadays' working life.
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Affiliation(s)
- Paola Dordoni
- Department of Brain and Behavioural Sciences, University of Pavia, Pavia, Italy
| | - Beatrice Van der Heijden
- Faculty of Management Sciences, Institute for Management Research, Business Administration, Radboud University Nijmegen, Nijmegen, Netherlands
- Faculty of Management, Science and Technology, Open University of the Netherlands, Heerlen, Netherlands
- Kingston Business School, Kingston University, London, United Kingdom
| | - Pascale Peters
- Faculty of Management Sciences, Institute for Management Research, Business Administration, Radboud University Nijmegen, Nijmegen, Netherlands
| | - Sascha Kraus-Hoogeveen
- Faculty of Management Sciences, Institute for Management Research, Business Administration, Radboud University Nijmegen, Nijmegen, Netherlands
- Faculty of Economics and Management, HAN University of Applied Sciences, Nijmegen, Netherlands
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