Organizational Practices for the Aging Workforce: Validation of an English Version of the Later Life Workplace Index

Abstract Due to aging workforces, research on organizational practices for older employees becomes more important for individuals and organizations. However, existing measures for such organizational practices tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on a specific area. Hence, Wöhrmann, Deller, and Pundt (2018) developed the Later Life Workplace Index (LLWI) to provide a multidimensional framework to measure organizational practices for older employees on nine dimensions, namely organizational climate, leadership, work design, health management, individual development, knowledge management, transition to retirement, continued employment after retirement, and health and retirement coverage. The LLWI has recently been operationalized and validated in Germany (Wilckens, Wöhrmann, Deller, & Wang, 2020). However, to utilize the index beyond German-speaking countries, a validated English version is required. Thus, we aimed to validate an English version of the LLWI using a sample of older U.S. employees (N = 279). Results support the domain level factor structure of the LLWI but show some redundancy among the 80 items for the overall nine domain factor structure. A comparison between the U.S. sample and a German sample (N = 349) confirmed configural and (partial) metric measurement invariance of the English version. Results further supported convergent, discriminant, criterion, as well as incremental validity. Researchers can utilize the new measure to gain a deeper understanding of organizational practices relevant for older employees, while practitioners are able to assess their organizational readiness for an aging workforce. We envision further translation and validation in other languages and cultural contexts.

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Organizational Practices for the Aging Workforce: Development and Validation of the Later Life Workplace Index

Work Aging and Retirement ◽

10.1093/workar/waaa012 ◽

2020 ◽

Author(s):

Max R Wilckens ◽

Anne M Wöhrmann ◽

Jürgen Deller ◽

Mo Wang

Keyword(s):

Organizational Climate ◽

Leadership Style ◽

Older Workers ◽

Later Life ◽

The United States ◽

Individual Development ◽

Organizational Practices ◽

Aging Workforce ◽

Expert Interview ◽

Development And Validation

Abstract The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine distinct domains of organizational practices for the aging workforce, namely an age-friendly organizational climate and leadership style, certain work design characteristics, health management, individual development opportunities, knowledge management, the design of the retirement transition, continued employment opportunities, and health and retirement coverage. The final LLWI consists of 80 items in total. In addition, the studies demonstrated that the LLWI measures correlated with older workers’ work outcomes such as stress level, workability, person-organization fit, and post-retirement work intentions in meaningful ways. Applications for the LLWI in research and practice are discussed.

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ORGANIZATIONAL PRACTICES FOR THE AGING WORKFORCE: DEVELOPMENT AND VALIDATION OF THE LATER-LIFE WORK INDEX

Innovation in Aging ◽

10.1093/geroni/igz038.2807 ◽

2019 ◽

Vol 3 (Supplement_1) ◽

pp. S763-S764

Author(s):

Max R Wilckens ◽

Anne M Wöhrmann ◽

Jürgen Deller ◽

Mo Wang

Keyword(s):

Organizational Climate ◽

Older Workers ◽

Convergent Validity ◽

Discriminant Validity ◽

Later Life ◽

Developed Countries ◽

Individual Development ◽

Organizational Practices ◽

Work Index ◽

Life Work

Abstract Most developed countries face an ageing workforce. Extended working lives require organizations to employ older individuals successfully. It is, however, widely untapped, which organizational practices drive successful employment of an older and age-diverse workforce, because adequate measure are missing. We hence develop the Later Life Work Index (LLWI) as a multi-faceted measure for researchers and practitioners, combining the detailed level of assessment relevant in practice with thorough conceptual coverage. We build on an empirically derived taxonomy of organizational practices developed by Wöhrmann et al. (2018). Proposed taxonomy is based on qualitative expert interviews and consists of nine dimensions covering age-inclusive organizational climate and leadership, as well as practices regarding work design, health management, individual development, knowledge management, transition to retirement, continued employment options, and health and retirement coverage. Within a first study, we developed an inventory to operationalize the intentionally broad LLWI construct. Items were iteratively developed and pretested with 30-42 German human resource managers. The final inventory consists of 100 Likert scaled, sufficiently reliable items. Within a second study among 600 managers and older workers in Germany, we confirmed the factor structure proposed by the LLWI, and ensured construct validity regarding similar scales (convergent validity) and individual level health and motivation outcomes (criterion validity). Discriminant validity is shown among the index dimensions, and regarding positive and negative affect. This paper enhances the understanding and quantitative assessment of organizational practices for later life work. We further plan to reduce the number of items to increase practicability of the measure.

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Assessing a Norwegian Translation of the Organizational Climate Measure

Psychological Reports ◽

10.2466/01.08.pr0.112.2.390-407 ◽

2013 ◽

Vol 112 (2) ◽

pp. 390-407 ◽

Cited By ~ 3

Author(s):

Vilde Hoff Bernstrøm ◽

Jon Anders Lone ◽

Cato A. Bjørkli ◽

Pål Ulleberg ◽

Thomas Hoff

Keyword(s):

Organizational Climate ◽

Factor Structure ◽

Service Sector ◽

Competing Values ◽

Reliable Measure ◽

Internal Reliability ◽

International Service ◽

Stable Factor ◽

Confirmatory Factor ◽

Preliminary Support

This study investigated the Norwegian translation of the Organizational Climate Measure developed by Patterson and colleagues. The Organizational Climate Measure is a global measure of organizational climate based on Quinn and Rohrbaugh's competing values model. The survey was administered to a Norwegian branch of an international service sector company ( N = 555). The results revealed satisfactory internal reliability and interrater agreement for the 17 scales, and confirmatory factor analysis supported the original factor structure. The findings gave preliminary support for the Organizational Climate Measure as a reliable measure with a stable factor structure, and indicated that it is potentially useful in the Norwegian context.

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Clima-Organizacional Estudiantil en Contexto de Diversidad Cultural, Aplicando un Modelo de Correlación en el Norte de Sinaloa

European Scientific Journal ESJ ◽

10.19044/esj.2021.v17n23p117 ◽

2021 ◽

Vol 17 (23) ◽

pp. 117

Author(s):

Oscar Alejandro Viramontes-Olivas ◽

Ernesto Guerra García ◽

René Arroyo Ávila ◽

María del Rosario de Fátima Alvidrez Díaz ◽

Cesar Báez Terrazas

Keyword(s):

Organizational Climate ◽

Multivariate Regression ◽

Individual Development ◽

Student Service ◽

Vertical Organization ◽

Toma De Decisiones ◽

Academic Units ◽

The University ◽

Random Method ◽

Development Objective

El Clima organizacional (Co) es importante para estimular, impulsar y mejorar la productividad del Recurso humano (Rh) que genera, crea, promueve, gestiona y mantiene constante innovación para el desarrollo grupal e individual. Se analizaron condiciones de Co en estudiantes de tres unidades académicas de una Universidad intercultural en Sinaloa para detectar, fortalezas, debilidades, oportunidades y amenazas. Se aplicaron 1,176 encuestas (escala Likert-siete niveles), con 70 preguntas, siendo validada por alfa de Cronbach (0.86). El muestreo fue por Método Aleatorio Estratificado, Afijación Proporcional con nivel de confianza (97%) y error (2.8%) para N=5,375. Se estratificó por unidad y carrera, en el caso de Los Mochis, se tuvo una muestra de (n=703); Mochicahui, (n=361) y Choix, (n=112). Las variables medidas fueron: Servicio a estudiantes (Se), Respeto a la Diversidad Cultural (Rdc), Cohesión (Cn), Gestión (Gn), Área Física (Af) y Equidad (Eq). Se aplicó el Coeficiente de Correlación (Pearson) con regresión bivariada y multivariada. Se fue estadísticamente significativa con Co (r=0.787 P<0.01); Co con Rdc (r=0.761 P<0.01); Co con Cn (r=0.832 P<0.01); Co con Gn (r=0.834 P<0.01); Co con Af (r=0.796 P<0.01) y Co con Eq (r=0.820 P<0.01). La R2 fue de 91.8%. De acuerdo al predictor de las seis variables analizadas las más significativas en orden de importancia fueron: Af, Se, Gn, Eq, Rdc y Cn, para la toma de decisiones. Las fortalezas son que la Universidad es incluyente; sus debilidades son: existe una organización y gobierno “vertical”, fragmentando la unidad; amenazas, desunión y falta de comunicación; oportunidades, sus programas están certificados y con calidad educativa. Organizational climate (Co) is important to stimulate, boost and improve the productivity of the Human Resource (Rh) that generates, promotes, manages, creates and maintains constant innovation for group and individual development. Objective. Co conditions were analyzed in students of three academic units of an intercultural University in Sinaloa, to detect, strengths, weaknesses, opportunities and threats. Method. 1,176 surveys were applied (Likert scale-seven levels), with 70 questions, being validated by Cronbach's alpha (0.86). Sampling was by Stratified Random Method, Proportional Locking, with confidence level (97%) and error (2.8%) for N= 5,375. It was stratified by unit and career, in the case of Los Mochis, there was a sample of (n= 703); Mochicahui, (n = 361) and Choix, (n = 112). The variables measured were: Student service (Se), Respect for Cultural Diversity (Rdc), Cohesion (Cn), Management (Gn), Physical Area (Af) and Equity (Eq) Results The Correlation Coefficient (Pearson) was applied, with bivariate and multivariate regression. It was statistically significant with Co (r = 0.787 P <0.01); Co with Rdc (r = 0.761 P <0.01); Co with Cn (r = 0.832 P <0.01); Co with Gn (r = 0.834 P <0.01); Co with Af (r = 0.796 P <0.01) and Co with Eq (r = 0.820 P <0.01). R2 was 91.8%. According to the predictor of the six variables analyzed the most significant in order of importance were: Af, Se, Gn, Eq, Rdc and Cn, for decision-making. The strengths are that the University is inclusive; its weaknesses are: there is a “vertical” organization and government, fragmenting the unit; threats, disunity and lack of communication; opportunities, its programs are certified and with educational quality.

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Assessment of emotional predisposition in dogs using PANAS (Positive and Negative Activation Scale) and associated relationships in a sample of dogs from Brazil

Scientific Reports ◽

10.1038/s41598-019-54645-6 ◽

2019 ◽

Vol 9 (1) ◽

Cited By ~ 2

Author(s):

Carine Savalli ◽

Natalia Albuquerque ◽

Angélica S. Vasconcellos ◽

Daniela Ramos ◽

Fernanda T. de Mello ◽

...

Keyword(s):

Factor Structure ◽

Internal Consistency ◽

Large Population ◽

Cross Cultural ◽

Full Understanding ◽

English Version ◽

Language Version ◽

Mixed Breed ◽

Highly Sensitive ◽

Depressive States

AbstractThe English version of the Positive and Negative Activation Scale (PANAS) is a useful tool for the assessment of dog temperament, helping to identify highly sensitive individuals that could be at risk of developing fears, phobias and anxiety problems, and potentially depressive states. This study evaluated the association between dogs’ and owners’ characteristics and dog temperament in Brazil. To accomplish this, we adapted and validated a Portuguese language version of PANAS for dogs. Data from 1744 owner-dog dyads were analysed and a two-factor structure similar to the original PANAS was revealed that met the requirements for validity and internal consistency. We found that dogs owned by women, neutered dogs and those who live in single-dog households show higher negative activation. Moreover, the older the owner, the less the negative activation for dogs that are bought. We also found that the older the dog, the less the positive activation, but this score is higher in dogs that sleep inside the house. Interestingly, mixed-breed dogs scored higher for both negative and positive emotional activation compared to purebreds. These findings alongside the particular profile of dogs in Brazil, including its large population of mixed-breed, emphasise the value of cross-cultural investigations in order to develop a full understanding of dog behaviour.

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The factor structure of the GHQ: a scaled version for a hopital's general practice service in Mexico

Psychological Medicine ◽

10.1017/s0033291700050984 ◽

1983 ◽

Vol 13 (2) ◽

pp. 355-361 ◽

Cited By ~ 43

Author(s):

M. E. Medina-Mora ◽

G. P. Padilla ◽

C. Campillo-Serrano ◽

C. C. Mas ◽

M. Ezbán ◽

...

Keyword(s):

General Practice ◽

Factor Structure ◽

Preliminary Data ◽

The Other ◽

English Version

SYNOPSISThis paper reports the factor structure of the symptoms comprising the GHQ when it is administered in the general practiāe service of a hospital. Two shorter versions are proposed: one with 6 scales and 30 items, and the other with 4 scales and 28 items. The latter is compared with the 28-item English version. Preliminary data concerning the validity of the scales are presented. In a comparison of the screening potentiality of the 60- and 28-item versions, no significant differences were found.

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Older adults’ integration in the labour market: a global view

Ageing and Society ◽

10.1017/s0144686x19001454 ◽

2019 ◽

pp. 1-19 ◽

Cited By ~ 1

Author(s):

Axel Börsch-Supan ◽

Felizia Hanemann ◽

Brian Beach ◽

Didier Halimi ◽

Susana Harding ◽

...

Keyword(s):

Old Age ◽

Early Retirement ◽

Labour Force ◽

Later Life ◽

Labour Force Participation ◽

Developed Countries ◽

Older Employees ◽

Part Time ◽

The Impact ◽

Country Specific

Abstract What governs labour force participation in later life and why is it so different across countries? Health and labour force participation in older ages are not strongly linked, but we observe a large variation across countries in old-age labour force participation. This points to the important role of country-specific regulations governing pension receipt and old-age labour force participation. In addition to the statutory eligibility age for a pension, such country-specific regulations include: earnings tests that limit the amount of earnings when pension benefits are received; the amount of benefit deductions for early retirement; the availability of part-time pensions before normal retirement; special regulations that permit early retirement for certain population groups; and either subsidies or extra costs for employers if they keep older employees in their labour force. This paper asks two questions: Can we link a relatively low labour force participation at ages 60–64 to country-specific regulations that make early retirement attractive? and Can we link a relatively high labour force participation at ages 65–74 to country-specific regulations that make late retirement attractive? To answer these questions, we compared the experiences in a set of developed countries around the world in order to understand better the impact of country-specific rules and laws on work and retirement behaviour at older ages and, by consequence, on the financial sustainability of pension systems.

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INTEREST GROUP SESSION—AGING WORKFORCE: WORK AND PRODUCTIVE AGING: OPPORTUNITIES AND CHALLENGES

Innovation in Aging ◽

10.1093/geroni/igz038.1369 ◽

2019 ◽

Vol 3 (Supplement_1) ◽

pp. S374-S374

Author(s):

Jim Emerman ◽

Cal J Halvorsen ◽

Jim Emerman

Keyword(s):

Older Workers ◽

Population Aging ◽

Nonprofit Sector ◽

Later Life ◽

Productive Aging ◽

Aging Workforce ◽

Social Purpose ◽

New Ways Of Working ◽

Older Volunteers ◽

Challenges And Opportunities

Abstract With much of the world experiencing population aging and a strong need—and desire—among many approaching later life to work longer than past norms, individuals and institutions are experimenting with new ways of working. Yet given the complexities of navigating the work environment in later life, including aspects of cumulative (dis)advantage that help or hinder one’s work prospects, the pull to socially impactful work in the nonprofit sector, and the day-to-day experience of such work in later life, outcomes from this work can vary. Consequently, this symposium will focus on the challenges and opportunities of working longer and their relevance to a productive aging model. The first paper will provide a framework for engaging in the conversation on productive engagement in later life. It will give particular consideration to older workers with lower levels of socioeconomic status in OECD countries. The second paper will discuss results from more than 1,400 surveys of fellows and organizational hosts that have participated in the Encore Fellowships Network, which matches mid- and late-career workers (typically corporate retirees) to non-profit organizations seeking their skills and experience. The third and final paper will reveal findings from an experience sampling methods study of two groups of older adults over the age of 60: founders or leaders of social purpose organizations, and older volunteers. We will conclude by facilitating a discussion on ideas for future scholarship on longer working lives, with particular emphasis on individuals with less advantage as well as those pursuing social purpose work.

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Psychometric Properties of the Life Regard Index–Revised: A Validation Study of a Measure of Personal Meaning

Psychological Reports ◽

10.2466/pr0.2001.89.3.759 ◽

2001 ◽

Vol 89 (3) ◽

pp. 759-773 ◽

Cited By ~ 9

Author(s):

Alex H. S. Harris ◽

Samuel Standard

Keyword(s):

Factor Structure ◽

Validation Study ◽

Discriminant Validity ◽

Rating Scale ◽

Well Being ◽

Personal Meaning ◽

English Version ◽

Dutch Version ◽

Restriction Of Range ◽

Very High

A validation study of the English version of the 28-item Life Regard Index–Revised was undertaken with a sample of 91 participants from the general population. All previous studies of the Index have examined the Dutch version. The test-retest reliabilities at 8 wk. for the total Index ( r = .87), Framework ( r = .82), and Fulfillment ( r = .81) subscales were very high. Cronbach alphas were .92, .83, and .87, respectively. A significant restriction of range was observed at the high-meaning end of the scale. Factor analysis only weakly supported the theorized two-factor structure. A very high disattenuated correlation between the Framework and Fulfillment subscales was observed ( r = .94). The Index appeared to have adequate evidence supporting its concurrent and discriminant validity when compared with measures of hopelessness, spiritual well-being, and other measures of personal meaning. A significant positive association was found between the index and the Marlowe-Crowne Social Desirability Scale ( r = .38). The Index was also significantly associated with sex (women scoring higher) and marital status (divorced people scoring lower). Revisions of the English version may address the restriction of range problem by employing a 5-point rating scale, instead of the current 3-point scale, or by adding more discriminating items. Further factor-analytic studies with larger samples are needed before conclusions can be drawn regarding this scale's factor structure.

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