The Relationship between Work, Health and Job Performance for a Sustainable Working Life: A Case Study on Older Manual Employees in an Italian Steel Factory

BACKGROUND

Supporting and retaining older workers has become a strategic management goal for companies, considering the ageing of the workforce and the prolongation of working lives. The relationship between health and work is especially crucial for older workers with manual tasks, considering the impact of long-standing health impairments in older age. Although different studies investigated the relationship between work ability and job performance, few studies have analysed the impact of workers' capability to balance between health and work demands, including managerial and organisational support (work-health balance). Considering health as a dynamic balance between work and health demands influenced by both individual and environmental factors, we assess the mediator role of work-health balance in the relation between work ability and job performance, both self-reported and assessed by the supervisor.

METHODS

The study utilises data from a case study of 156 manual workers, who were 50 years old or older and employed in a steel company in Italy. Data were collected inside the company as an organiational initiative to support age diversity.

RESULTS

The findings show that work-health balance partially mediates the relationship between work ability and self-rated job performance, while it does not mediate the relationship with job performance as rated by the supervisor. Supervisor-rated job performance is positively associated with work ability, while it decreases with the increasing perceived incompatibility between work and health.

CONCLUSION

A perceived balance between health and work is a strategic factor in increasing manual older workers' job performance. For older workers, not only the perceived capability to work is important but also the organisational health climate and supervisor's support. More studies are needed to verify if managers overlook the importance of health climate and support, as strategic elements that can foster performance for older employees.

Age and gender relations on LinkedIn pages of global staffing agencies

This study investigates the ways in which age and gender play out on the LinkedIn pages of global staffing agencies through an intersectionality lens. A discourse analysis of 437 LinkedIn posts (including visual images, captions, and comments) was conducted. This study found that the corporate discourse of diversity shaped the ways that age and gender were represented. The portrayals of age and gender were found to create gendered specializations of labor and reproduce gender stereotypes; additionally, some workers were represented as disembodied clusters of attributes. The results of this study show the complex ways in which age and gender systems unfold, including two systems mutually reinforcing, gender/age system surfacing, and two systems dissolving. The findings suggest that diversity has lost its performativity as a concept, as its portrayals may not support disadvantaged groups gaining access to better employment opportunities. This study proposes that staffing agencies actively address intersectional disadvantages and foster a gender- and age-transformative change.

Doing age in the workplace: Exploring age categorisation in performance appraisal

Ageism in the manager-employee relationship is one of the main obstacles towards an age-inclusive workplace. Ageism in the labour market is rooted in the use of age as an organising principle of employment relations. This article contributes to the study of ageism in the workplace by investigating how stages of life, as normalised age categories, are mobilised through discursive practices in performance appraisals. Based on the analysis of video recordings of actual performance appraisal interviews at an Italian labour union, three discursive ways of 'doing age' - or of how age, as a constructed social category, is performed and enacted - were identified: quantification (e.g. number of years in the organisation), 'ageing within the organisation' and age-group membership identification (e.g. 'young' vs. 'old'). The analysis suggests that stages of life categories and age attributes are 'done' in social interactions and employed by both employees and managers as shared culture to sustain ongoing organisational activities, thereby reproducing discriminatory age norms and stereotypes. The study demonstrates how the ordering power of the stages of life categories is situated in organisational culture and challenges the implementation of equal and inclusive workplace policies.

Human Rights in Older Age: A Critical Reflection of the Debate Around a UN Convention on the Rights of Older Persons

In recent years ageism has received increase international attention. In 2016 the UN dedicated the International Day of Older Persons to the fight against ageism and the World Heath Organization launched a campaign to combat ageism. This growing interest is also illustrated by the establishment of the UN Open-Ended Working Group on Ageing, and the related work on a UN convention on the rights of older persons, which, among other things, aims to provide better protection against discrimination. The ongoing discussions about a convention is accompanied by tensions between views assuming an older persons’ specific convention may reproduce age-related group differences and could perpetuate ageism, and those who argue that it will help reducing it. This article critically reflects on these discussions and some aspects of a potential convention that could provide basis for ageism critique. We refer to central sociological and legal arguments of the debate around ageism and age-based distinctions, which show clear intersections, e.g. the legal discussion one the justifiability of the general use of "age limits" and the socio-scientific debate on the relationship between age categorization and ageism. These intersections serve as central starting point for the question whether and to what extent age group differentiation and targeted human rights protection may (re-)produce ageism. Finally, we argue in favor of re-framing the debate about a convention on the rights of older persons towards a more universalist approach, which addresses possible age inequalities and critically reflects on the connection between chronological age and targeted human rights provisions.

Ageism in Working Life: A Scoping Review on Discursive Approaches

Background and Objectives

This review investigates the contribution of discursive approaches to the study of ageism in working life. It looks back on the 50 years of research on ageism and the body of research produced by the discursive turn in social science and gerontology.

Research Design and Methods

This study followed the 5-step scoping review protocol to define gaps in the knowledge on ageism in working life from a discursive perspective. About 851 papers were extracted from electronic databases and, according to inclusion and exclusion criteria, 39 papers were included in the final review.

Results

The selected articles were based on discursive approaches and included study participants along the full continuum of working life (workers, retirees, jobseekers, and students in training). Three main themes representing the focal point of research were identified, namely, experiences of ageism, social construction of age and ageism, and strategies to tackle (dilute) ageism.

Discussion and Implications

Discursive research provides undeniable insights into how participants experience ageism in working life, how ageism is constructed, and how workers create context-based strategies to counteract age stereotypes, prejudice, and discrimination. Discursive research on ageism in the working life needs further development about the variety of methods and data, the problematization of age-based labeling and grouping of workers, and a focus on the intersection between age and other social categories. Further research in these areas can deepen our understanding of how age and ageism are constructed and can inform policies about ways of disentangling them in working life.

Not Only Virus Spread: The Diffusion of Ageism during the Outbreak of COVID-19

During the COVID-19 pandemic, we face an exacerbation of ageism as well as a flourish of intergenerational solidarity. The use of chronological age is an unjustified threshold for the creation of public policies to control the spreading of the virus; doing so reinforces intrapersonal and interpersonal negative age stereotypes and violates older persons' human rights to autonomy, proper care treatment, work, and equality. By overlooking differences within age groups, measures formulated solely on the basis of age are unable to target beneficiaries' needs. Concurrently, several initiatives are trying to overcome ageist practices by providing different types of assistance to older adults on the basis of need rather than chronological age. The Marie Skłodowska-Curie Innovative Training Network EuroAgeism calls on policymakers to refrain from ageist practices and language, as they exacerbate our ability to meet the COVID-19 crisis and future emergencies.

A novel method and software for automatically classifying Alzheimer's disease patients by magnetic resonance imaging analysis

BACKGROUND AND OBJECTIVE

The cause of the Alzheimer's disease is poorly understood and to date no treatment to stop or reverse its progression has been discovered. In developed countries, the Alzheimer's disease is one of the most financially costly diseases due to the requirement of continuous treatments as well as the need of assistance or supervision with the most cognitively demanding activities as time goes by. The objective of this work is to present an automated approach for classifying the Alzheimer's disease from magnetic resonance imaging (MRI) patient brain scans. The method is fast and reliable for a suitable and straightforward deploy in clinical applications for helping diagnosing and improving the efficacy of medical treatments by recognising the disease state of the patient.

METHODS

Many features can be extracted from magnetic resonance images, but most are not suitable for the classification task. Therefore, we propose a new feature extraction technique from patients' MRI brain scans that is based on a recent computer vision method, called Oriented FAST and Rotated BRIEF. The extracted features are processed with the definition and the combination of two new metrics, i.e., their spatial position and their distribution around the patient's brain, and given as input to a function-based classifier (i.e., Support Vector Machines).

RESULTS

We report the comparison with recent state-of-the-art approaches on two established medical data sets (ADNI and OASIS). In the case of binary classification (case vs control), our proposed approach outperforms most state-of-the-art techniques, while having comparable results with the others. Specifically, we obtain 100% (97%) of accuracy, 100% (97%) sensitivity and 99% (93%) specificity for the ADNI (OASIS) data set. When dealing with three or four classes (i.e., classification of all subjects) our method is the only one that reaches remarkable performance in terms of classification accuracy, sensitivity and specificity, outperforming the state-of-the-art approaches. In particular, in the ADNI data set we obtain a classification accuracy, sensitivity and specificity of 99% while in the OASIS data set a classification accuracy and sensitivity of 77% and specificity of 79% when dealing with four classes.

CONCLUSIONS

By providing a quantitative comparison on the two established data sets with many state-of-the-art techniques, we demonstrated the effectiveness of our proposed approach in classifying the Alzheimer's disease from MRI patient brain scans.