scholarly journals Changes in Job Quality as People Work Beyond Pensionable Age in Sweden

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 417-417
Author(s):  
Kevin Cahill ◽  
Hugo Westerlund ◽  
Loretta Platts ◽  
Lawrence Sacco
Keyword(s):  
Private Sector ◽  
Older Workers ◽  
Job Strain ◽  
Working Hours ◽  
Job Quality ◽  
Work Intensity ◽  
Time Control ◽  
Self Employment ◽  
Reward Imbalance ◽  
Employment Characteristics

Abstract This paper uses data from the biennial Swedish Longitudinal Occupational Survey of Health to examine changes in job quality among older workers, controlling for work intensity and employment characteristics. Job quality outcomes included job satisfaction and physical (dangerous, strenuous or unpleasant work) and psychosocial (job strain, effort-reward imbalance, work time control) working conditions. First difference estimation was used to analyze within-individual changes in job quality, as well as changes in hours, employment characteristics (shifting to a non-permanent contract, the private sector and self-employment) and health. Individuals who worked beyond pensionable age experienced statistically significant improvements in job quality, with larger improvements among those who reduced working hours and shifted from permanent to non-permanent contracts, from the public into the private sector, and from wage-and-salary to self-employment. We conclude that work beyond pensionable age is a distinctive period characterized by employment that becomes more flexible and rewarding and less stressful.

Der aktuelle Kenntnisstand über Erkrankungsrisiken durch psychische Arbeitsbelastungen

2015 ◽  
Vol 59 (3) ◽  
pp. 113-129 ◽  
Author(s):  
Renate Rau ◽  
Dajana Buyken
Keyword(s):  
Job Strain ◽  
Job Insecurity ◽  
Working Hours ◽  
Soziale Unterstützung ◽  
Work Intensity ◽  
Social Stressors ◽  
Emotional Labour ◽  
Typ 2 Diabetes ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Gefährdungsbeurteilungen psychischer Belastungen erfordern Kenntnisse darüber, welche Arbeitsbelastungen potentiell gesundheitsgefährdend sind. Daher erfolgte eine systematische Suche (PubMed, PsycInfo, PSYNDEX, Web of Science) nach Metaanalysen und systematischen Reviews zum Zusammenhang von Arbeitsbelastungen und Erkrankungen. Suchkriterien für Belastungen waren: work intensity, job demand, job control, job strain, iso-strain, cognitive demands, effort, reward, effort/reward-imbalance, completeness, variety, repetitiveness, emotional labour, working hours, overtime, shift work, social stressors, social support, role stress, bullying and job insecurity; für Erkrankungen: Depression, Angst, Panik, kardiovaskuläre Erkrankungen, Typ-2-Diabetes. Die Auswertung von 54 Publikationen ergab, dass hohe Arbeitsintensität, geringer Handlungsspielraum, Job Strain, Effort-Reward-Imbalance, Überstunden, lange Arbeitszeiten, bestimmte Formen von Schichtarbeit, geringe soziale Unterstützung, Rollenstress, Bullying und Arbeitsplatzunsicherheit als potentiell gesundheitsgefährdend einzuschätzen und daher (neben hier nicht untersuchten Arbeitsbelastungen) bei Gefährdungsbeurteilungen berücksichtigt werden sollten.

scholarly journals Update of the fractions of cardiovascular diseases and mental disorders attributable to psychosocial work factors in Europe

2021 ◽  
Author(s):  
Isabelle Niedhammer ◽  
Hélène Sultan-Taïeb ◽  
Agnès Parent-Thirion ◽  
Jean-François Chastang
Keyword(s):  
Cardiovascular Diseases ◽  
Mental Disorders ◽  
Job Strain ◽  
Job Insecurity ◽  
Working Hours ◽  
Psychosocial Work ◽  
Long Working Hours ◽  
European Working ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Objectives The objectives of this study were to provide the fractions of cardiovascular diseases and mental disorders attributable to five psychosocial work exposures, i.e. job strain, effort-reward imbalance, job insecurity, long working hours, and bullying in Europe (35 countries, including 28 European Union countries), for each one and all countries together, in 2015. Methods The prevalences of exposure were estimated using the sample of 35,571 employees from the 2015 European Working Conditions Survey (EWCS) for all countries together and each country separately. Relative risks (RR) were obtained via literature reviews and meta-analyses already published. The studied outcomes were: coronary/ischemic heart diseases (CHD), stroke, atrial fibrillation, peripheral artery disease, venous thromboembolism, and depression. Attributable fractions (AF) for each exposure and overall AFs for all exposures together were calculated. Results The AFs of depression were all significant: job strain (17%), job insecurity (9%), bullying (7%), and effort-reward imbalance (6%). Most of the AFs of cardiovascular diseases were significant and lower than 11%. Differences in AFs were observed between countries for depression and for long working hours. Differences between genders were found for long working hours, with higher AFs observed among men than among women for all outcomes. Overall AFs taking all exposures into account ranged between 17 and 35% for depression and between 5 and 11% for CHD. Conclusion The overall burden of depression and cardiovascular diseases attributable to psychosocial work exposures was noticeable. As these exposures are modifiable, preventive policies may be useful to reduce the burden of disease associated with the psychosocial work environment.

scholarly journals Do good psychosocial working conditions prolong working lives? Findings from a prospective study in Sweden

2021 ◽  
Author(s):  
Johanna Stengård ◽  
Constanze Leineweber ◽  
Marianna Virtanen ◽  
Hugo Westerlund ◽  
Hui-Xin Wang
Keyword(s):  
Working Conditions ◽  
Older Workers ◽  
Job Resources ◽  
Ageing Population ◽  
Work Time ◽  
Psychosocial Working Conditions ◽  
Time Control ◽  
Working Lives ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

AbstractDue 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.

The effect of employment on the subjective well-being of 60–80 years old people

2020 ◽  
Vol 47 (12) ◽  
pp. 1481-1497
Author(s):  
Hila Axelrad ◽  
Arie Sherman ◽  
Israel Luski
Keyword(s):  
Life Satisfaction ◽  
Older Workers ◽  
Working Hours ◽  
Well Being ◽  
Positive Contribution ◽  
Subjective Well Being ◽  
Policy Makers ◽  
Content Type ◽  
Cognitive Component ◽  
Self Employment

PurposeThe current study investigates the association of employment at older age (60–80 years ) with the cognitive component of subjective well-being (SWB): life satisfaction.Design/methodology/approachOut of the Survey of Health, Ageing and Retirement in Europe (SHARE), the present study’s sample included 58,197 observations of participants aged 60–80 years from 18 countries. The authors estimate the direct effects of employment and number of working hours on life satisfaction while considering the characteristics of the job and their impact.FindingsResults reveal that individuals who do not work enjoy a higher level of life satisfaction and so do those who work in developing jobs. Work under pressure reduces the level of SWB and working in physically demanding jobs has no significant impact on SWB. The results confirm previous findings regarding the positive contribution of self-employment to individuals’ SWB.Originality/valueThe results allow policy makers to implement policy measures that can improve older workers' SWB.

Job strain, effort-reward imbalance and neck, shoulder and wrist symptoms among Chinese workers

2013 ◽  
Author(s):  
Shanfa Yu ◽  
Akinori Nakata ◽  
GuiZhen Gu ◽  
Naomi G. Swanson ◽  
Lihua He ◽  
...  
Keyword(s):  
Job Strain ◽  
Effort Reward Imbalance ◽  
Chinese Workers ◽  
Reward Imbalance

scholarly journals Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits

2021 ◽  
Vol 10 (1) ◽  
pp. 9
Author(s):  
Charlotte K. Marx ◽  
Mareike Reimann ◽  
Martin Diewald
Keyword(s):  
Organizational Culture ◽  
Working Hours ◽  
Work Life ◽  
Job Quality ◽  
Lower Probability ◽  
Home Based ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Flexibility Measures ◽  
The Impact

Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.

scholarly journals The rise of working pensioners: the Swedish case

2016 ◽  
Vol 2016 (1) ◽  
pp. 41-66
Author(s):  
Lennart Flood ◽  
Nizamul Islam
Keyword(s):  
Economic Growth ◽  
Older Workers ◽  
Working Hours ◽  
Economic Reforms ◽  
Economic Incentives ◽  
Market Work ◽  
Age Dependency ◽  
Fiscal Impact ◽  
Employment Rates ◽  
The Eu

Abstract According to the Eurostat the old-age dependency (people aged 65 or above relative to those aged 15- 64) in the EU will rise from 28% in 2010 to 58% in 2060. During the same period total hours works are projected to fall contributing to a low projected economic growth over the next half-century. In this paper we argue that this gloomy picture might be challenged by an increase in the employment rates of older workers. Using Sweden as an illustration we show that the ratio of individuals with income from both pension and market work has increased strongly during the last decade. During the same period economic reforms have been introduced creating economic incentives in order to delay the exit from the labor market. In this paper we demonstrate the importance of these economic reforms in explaining increased working hours. The paper also evaluates the fiscal impact of the increase in the employment rates.

scholarly journals Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

2016 ◽  
Vol 6 (2) ◽  
pp. 61 ◽  
Author(s):  
Carin Ulander-Wänman
Keyword(s):  
Older Workers ◽  
Total Population ◽  
Working Hours ◽  
Working Life ◽  
Legal Regulation ◽  
Retirement Age ◽  
Elderly Persons ◽  
Older Employees ◽  
Collective Agreements ◽  
The Eu

Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

Sign in / Sign up

Export Citation Format

Share Document