What is giving vitality to continue at work? A qualitative study of older health professionals' vitality sources

BACKGROUND AND AIM

Vitality is described as 'life energy', 'inner strength' and 'inner health resource' and is the essence of health. Especially during the ageing process, it is of fundamental importance that an individual's health resources are strengthened to support work ability. The need for health services increases as the population ages and meanwhile the workforce in health care is also ageing. The aim of the study was to explore what is giving vitality to older workers in health care to continue at work until retirement age and maybe even an extended working life.

INFORMANTS, METHODOLOGY AND METHODS

A qualitative interview study was conducted. A total of 15 people aged 59-65 participated in the study, all of them working in the health care sector. Five participants were administrative personnel and ten were nurses. One man and fourteen women took part in the study. Qualitative content analyses were used.

FINDINGS

The results show that meaningful work, possibilities to use one's knowledge, relationships and work community are promoting vitality. Vitality is affected by work conditions, benefits, personal values and own health.

CONCLUSION

Plans about continuing at work seem to depend on both external and internal reasons. Knowledge of what influences older employees' vitality resources makes it possible to improve their work situation so that vitality and work ability can be maintained by occupational health and employers despite the ageing process.

Workplace interventions that support older employees' health and work ability - a scoping review

Background

The aim of this study was to examine workplace interventions that support older employees’ health and work ability and the effect of these interventions.

Methods

We used a scoping review, a type of a systematic literature review in which selected published academic articles and grey literature reports are included, to answer the following questions: 1) What kind of interventions have been made to support older employees’ health? and 2) What effects do these interventions have on older employees’ work ability? The scoping review framework proposed by Arksey and O’Malley and summarized by the Joanna Briggs Institute was used. Four key concepts comprised the basis for the research: health, intervention, older employee and work ability. A total of 8 articles were found to meet the inclusion and exclusion criteria. The study was limited to published academic articles between 2007 and 2019. Participant age varied between 37 and 74 years (overall average age 50–55) and workplaces comprised the intervention settings.

Results

Three main intervention categories were discerned: health checks and counselling for employees on the individual level, interventions based on screenings, and improvements in work environment or organization. Positive behavioral change and lowered health risks can be achieved through health counselling, which increases work ability. Measurements and screenings comprise good ways to chart and follow-up on employees’ work ability and health status. Supervisor training and support from supervisors were seen to have a positive effect on health outcomes and increased work ability.

Conclusions

To guarantee good results, employers should focus on employees’ health and interventions should occur when employees are younger than the studied group. The small number of articles related to intervention studies for the age group studied here indicate that a knowledge gap exists. We maintain that workplaces that promote employees’ health by strengthening older employees’ vitality can encourage employees to have longer careers.