scholarly journals Mismatch Between Physical Health and Job Demands among Older Workers by Full Retirement Age

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 912-912
Author(s):  
Theresa Andrasfay
Keyword(s):  
Physical Health ◽  
Older Workers ◽  
Job Demands ◽  
Retirement Age ◽  
Mobility Limitations ◽  
Two Factors ◽  
Using Data ◽  
Fair Poor ◽  
Self Assessed Health ◽  
To Receive

Abstract Gradual increases to the Social Security full retirement age (FRA) from 65 to 67 were justified by improvements in the health of the older population and a general shift toward less physically demanding jobs. These two trends have been studied independently, but it is important to consider the agreement of these two factors—job demands and health—to understand whether those expected to work longer to receive full benefits have compatible health and job characteristics to do so. Using data from the 1992-2018 waves of the Health and Retirement Study, I observe 19,383 working individuals with FRA ranging from 65-67 while they are approaching retirement (ages 51-60). I compare the prevalence of person-work mismatch—defined by the co-occurrence of physical health conditions and self-reported physical job demands—by FRA. I find that individuals with an older FRA are less likely to be employed in physically demanding jobs while having arthritis. However, they are more likely to be employed in physically demanding jobs while having pain or fair/poor self-assessed health and are more likely to be employed in jobs requiring frequent stooping, kneeling, or crouching while simultaneously having difficulty with these activities. The co-occurrence of physically demanding work while having multiple mobility limitations has remained stable across the FRA cohorts. These findings indicate that older workers expected to work longer to receive full benefits have not experienced substantial improvements in the compatibility between their physical health and job demands that would facilitate working longer, and by some measures compatibility has declined.

scholarly journals EMPLOYMENT AFTER NORMAL RETIREMENT AGE: EMPLOYERS’ MOTIVES AND EXPERIENCES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S129-S130
Author(s):  
Jaap Oude Mulders
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Developed Countries ◽  
Mandatory Retirement ◽  
Retirement Age ◽  
Opportunity Structures ◽  
Labor Market Dynamics ◽  
Employment Rates ◽  
Using Data ◽  
Retirement Systems

Abstract Due to population aging, older workers in developed countries are working much longer than previous cohorts. Some older workers even extend their careers beyond normal retirement age – or the age that is traditionally associated with retirement. While earlier work has studied employees’ motives and experiences while working after normal retirement age, motives and experiences of employers remain unexplored. Understanding employers’ perspectives is imperative for a better grasp of employees’ opportunity structures and labor market dynamics. This is especially relevant in countries with mandatory retirement systems, since here employer and employee need to negotiate a new contract after normal retirement age. I study employers’ motives to and experiences with employing older workers after normal retirement age using data from a 2017 survey among 1,312 Dutch employers. The Netherlands has mandatory retirement regulations but is also seeing an increase in employment rates after normal retirement age. Results show that 54% of employers have, in recent years, employed one or more older workers beyond their normal retirement age. This is especially common in education. 70% of employers are very positive about their previous experiences with employing older workers after normal retirement age, mostly because they had rehired older workers with unique knowledge and experience. However, employers also hardly ever took the initiative for such employment arrangements, instead leaving it to the older workers to show the desire to continue working. Although employers are largely positive, they see it as a limited phenomenon, and do not consider it a solution to labor shortages.

scholarly journals Successful Aging in Small Enterprises: Entrepreneurship, Job Demands-Resources, and Health

2020 ◽  
Vol 8 (2) ◽  
pp. 11-15
Author(s):  
Chao Miao ◽  
Shanshan Qian ◽  
Ronald Humphrey
Keyword(s):  
Physical Health ◽  
Older Workers ◽  
Successful Aging ◽  
Theoretical Foundation ◽  
Job Demands ◽  
Future Research ◽  
Small Enterprises ◽  
Conceptual Approach ◽  
Mental And Physical Health

Successful aging at work is an important topic which is pertinent to everyone who works to make a living because getting older is unavoidable. The objective of this paper is to draw on Job Demands-Resources (JD-R) model to explore successful aging in the field of entrepreneurship. A conceptual approach was used to examine the successful aging in the field of entrepreneurship. Building on JD-R model, older workers who pursue entrepreneurship may have improved mental and physical health and obtain successful aging at work. The current study developed a theoretical foundation to explore successful aging in the field of entrepreneurship and offered suggestions for future research.

Older Workers and the Peripheral Workforce: The Erosion of Gender Differences

1988 ◽  
Vol 8 (1) ◽  
pp. 43-62 ◽  
Author(s):  
Angela Dale ◽  
Claire Bamford
Keyword(s):  
Gender Differences ◽  
Older Workers ◽  
Labour Force ◽  
Retirement Age ◽  
Employment Rate ◽  
Full Time ◽  
Labour Force Survey ◽  
Men And Women ◽  
Using Data

ABSTRACTAt a time when the proportion of full-time permanent jobs is decreasing and there is evidence of a growth in ‘peripheral’ forms of work, it is important to review the position of older workers, both men and women. Using data from the Labour Force Survey of 1984, it is shown that, while the employment rate falls sharply in the ten-year period prior to state retirement age, it is only those of post-retirement age who are disproportionately represented in peripheral forms of work. It is suggested that some ‘peripheral’ forms of work allow greater flexibility in age of retirement than permanent full-time jobs. While there are clear gender differences among those of pre-retirement age, with a higher proportion of women than men in peripheral jobs, there is a marked erosion of these gender differences amongst men and women who work beyond state retirement age.

scholarly journals Effects of Early Retirement Policy Changes on Working until Retirement: Natural Experiment

2019 ◽  
Vol 16 (20) ◽  
pp. 3895 ◽  
Author(s):  
Boot ◽  
Scharn ◽  
van der Beek ◽  
Andersen ◽  
Elbers ◽  
...  
Keyword(s):  
Labor Market ◽  
Labor Supply ◽  
Older Workers ◽  
Early Retirement ◽  
Natural Experiment ◽  
Retirement Age ◽  
Retirement Benefits ◽  
Pension Reforms ◽  
Retirement Policy ◽  
To Receive

Many European countries have implemented pension reforms to increase the statutory retirement age with the aim of increasing labor supply. However, not all older workers may be able or want to work to a very high age. Using a nation-wide register data of labor market transitions, we investigated in this natural experiment the effect of an unexpected change in the Dutch pension system on labor market behaviors of older workers. Specifically, we analyzed transitions in labor market positions over a 5-year period in two nation-wide Dutch cohorts of employees aged 60 years until they reached the retirement age (n = 23,703). We compared transitions between the group that was still entitled to receive early retirement benefits to a group that was no longer entitled to receive early retirement benefits. Results showed that the pension reform was effective in prolonging work participation until the statutory retirement age (82% vs. 61% at age 64), but also to a larger proportion of unemployment benefits in the 1950 cohort (2.0%–4.2%) compared to the 1949 cohort (1.4%–3.2%). Thus, while ambitious pension reforms can benefit labor supply, the adverse effects should be considered, especially because other studies have shown a link between unemployment and poor health.

Older employees’ desired retirement age: a JD-R perspective

2016 ◽  
Vol 31 (1) ◽  
pp. 34-49 ◽  
Author(s):  
Wiel Frins ◽  
Joris van Ruysseveldt ◽  
Karen van Dam ◽  
Seth N.J. van den Bossche
Keyword(s):  
Longitudinal Study ◽  
Older Workers ◽  
Job Demands ◽  
Work Conditions ◽  
Job Resources ◽  
Equation Modeling ◽  
Retirement Age ◽  
Content Type ◽  
Older Employees ◽  
Gain And Loss

Purpose – Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated. Design/methodology/approach – A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles. Findings – Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age. Research limitations/implications – This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports. Practical implications – Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way. Originality/value – This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.

The Arthur Crawford Scandal

2020 ◽  
Author(s):  
Michael D. Metelits
Keyword(s):  
Retirement Age ◽  
House Of Commons ◽  
Government Service ◽  
Government Officials ◽  
Modus Operandi ◽  
High Court ◽  
Secretary Of State ◽  
The Press ◽  
The Government ◽  
To Receive

The Arthur Crawford Scandal explores how nineteenth century Bombay tried a British official for corruption. The presidency government persuaded Indians, government officials, to testify against the very person who controlled their career by offering immunity from legal action and career punishment. A criminal conviction of Crawford’s henchman established the modus operandi of a bribery network. Subsequent efforts to intimidate Indian witnesses led to litigation at the high court level, resulting in a political pressure campaign in London based on biased press reports from India. These reports evoked questions in the House of Commons; questions became demands that Indians witnesses against Crawford be fired from government service. The secretary of state for India and the Bombay government negotiated about the fate of the Indian witnesses. At first, the secretary of state accepted the Bombay government’s proposals. But the press campaign against the Indian witnesses eventually led him to order the Government of India, in consultation with the Government of Bombay, to pass a law ordering those officials who paid Crawford willingly, to be fired. Those whom the Bombay government determined to be extorted were not to be fired. Both groups retained immunity from further actions at law. Thus, Bombay won a victory that almost saved its original guarantee of immunity: those who were fired were to receive their salary (along with periodic step increases) until they reached retirement age, at which time they would receive a pension. However, this ‘solution’ did little to overcome the stigma and suffering of the fired officials.

Quality of inpatient antimicrobial use in hematology and oncology patients

2021 ◽  
pp. 1-10
Author(s):  
Abby P. Douglas ◽  
Lisa Hall ◽  
Rodney S. James ◽  
Leon J. Worth ◽  
Monica A. Slavin ◽  
...  
Keyword(s):  
Marrow Transplant ◽  
Antifungal Prophylaxis ◽  
Neutropenic Fever ◽  
Antibacterial Prophylaxis ◽  
Separate Analysis ◽  
Prescribing Practices ◽  
Oncology Patients ◽  
Antimicrobial Prescribing ◽  
Using Data ◽  
To Receive

Abstract Objectives: To compare antimicrobial prescribing practices in Australian hematology and oncology patients to noncancer acute inpatients and to identify targets for stewardship interventions. Design: Retrospective comparative analysis of a national prospectively collected database. Methods: Using data from the 2014–2018 annual Australian point-prevalence surveys of antimicrobial prescribing in hospitalized patients (ie, Hospital National Antimicrobial Prescribing Survey called Hospital NAPS), the most frequently used antimicrobials, their appropriateness, and guideline concordance were compared among hematology/bone marrow transplant (hemBMT), oncology, and noncancer inpatients in the setting of treatment of neutropenic fever and antibacterial and antifungal prophylaxis. Results: In 454 facilities, 94,226 antibiotic prescriptions for 62,607 adult inpatients (2,230 hemBMT, 1,824 oncology, and 58,553 noncancer) were analyzed. Appropriateness was high for neutropenic fever management across groups (83.4%–90.4%); however, hemBMT patients had high rates of carbapenem use (111 of 746 prescriptions, 14.9%), and 20.2% of these prescriptions were deemed inappropriate. Logistic regression demonstrated that hemBMT patients were more likely to receive appropriate antifungal prophylaxis compared to oncology and noncancer patients (adjusted OR, 5.3; P < .001 for hemBMT compared to noncancer patients). Oncology had a low rate of antifungal prophylaxis guideline compliance (67.2%), and incorrect dosage and frequency were key factors. Compared to oncology patients, hemBMT patients were more likely to receive appropriate nonsurgical antibacterial prophylaxis (aOR, 8.4; 95% CI, 5.3–13.3; P < .001). HemBMT patients were also more likely to receive appropriate nonsurgical antibacterial prophylaxis compared to noncancer patients (OR, 3.1; 95% CI, 1.9–5.0; P < .001). However, in the Australian context, the hemBMT group had higher than expected use of fluoroquinolone prophylaxis (66 of 831 prescriptions, 8%). Conclusions: This study demonstrates why separate analysis of hemBMT and oncology populations is necessary to identify specific opportunities for quality improvement in each patient group.

How do employers think about older workers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hila Axelrad ◽  
Alexandra Kalev ◽  
Noah Lewin-Epstein
Keyword(s):  
Older People ◽  
Thematic Analysis ◽  
Older Workers ◽  
Design Methodology ◽  
Age Discrimination ◽  
Retirement Age ◽  
Structured Interviews ◽  
Content Type ◽  
Pension Income ◽  
Significant Barrier

PurposeHigher pensionable age in many countries that are part of Organization for Economic Co-operation and Development (OECD) and a shrinking pension income force older people to postpone their retirement. Yet, age-based discrimination in employers' decisions is a significant barrier to their employment. Hence, this paper aims to explore employers' attitudes regarding the employment of workers aged 60–70, striving for a better understanding of age discrimination.Design/methodology/approachThe authors used a thematic analysis of semi-structured interviews with 30 managers, experts and employees in retirement age in Israel.FindingsFindings reveal a spectrum of employers' attitudes toward the employment of older workers. The authors' analytical contribution is a conceptual typology based on employers' perceived ability to employ older workers and their stated attitudes toward the employment of older workers.Social implicationsThe insights that emerge from this research are fundamental for organizational actors' ability to expand the productive, unbiased employment of older workers.Originality/valueBy understanding employers' preferences and perspectives and the implications on employers' ability and/or willingness to employ older workers, this research will help policymakers formulate and implement policy innovations that address these biases.

scholarly journals PSYCHOLOGICAL PROFILE OF PATIENTS ELIGIBLE FOR BARIATRIC SURGERY

2016 ◽  
Vol 29 (suppl 1) ◽  
pp. 27-30 ◽  
Author(s):  
Graziela Aparecida Nogueira de Almeida RIBEIRO ◽  
Helenice Brizolla GIAMPIETRO ◽  
Lídia Barbieri BELARMINO ◽  
Wilson SALGADO-JÚNIOR
Keyword(s):  
Bariatric Surgery ◽  
Binge Eating ◽  
Average Score ◽  
Psychological Profile ◽  
Psychosocial Characteristics ◽  
The Mean ◽  
Low Levels ◽  
Using Data ◽  
Binge Eating Scale ◽  
To Receive

Abstract Background: The psychologist who works in bariatric surgery has a role to receive, evaluate, prepare and educate the patient who will undergo the surgical procedure. Psychological evaluation becomes important in so far as allows us to obtain data on personal and familiar history and allow tracing of possible psychopathology. Aim: To collect data on psychological evaluations of patients in a bariatric surgery service of a public hospital in order to describe the psychological profile of patients in this service. Method: Data were collected from 827 patients between 2001 and 2015, using data from an interview, Beck Depression Inventory (BDI), Beck Anxiety Inventory (BAI) and Binge Eating Scale (BES). Results: The mean age of patients before surgery was 39 years+/- 10, the mean BMI was 51 kg/m²+7, and most patients (81%) were female. The average score on the BDI was 14.8+8 and women had significantly higher scores than men. On the BAI the average score was 11+8 and on the ECAP was 14+8, both with no difference between groups. Conclusions: Psychosocial characteristics of the patients points to the significant presence of indicators of depression, with low levels of anxiety and binge eating.

Assessing the Relationship Between Physical Health and Inmate Misconduct

2018 ◽  
Vol 45 (10) ◽  
pp. 1527-1546 ◽  
Author(s):  
Jessica M. Grosholz ◽  
Daniel C. Semenza
Keyword(s):  
Physical Health ◽  
Physical Disability ◽  
Chronic Conditions ◽  
Correctional Facilities ◽  
Program Participation ◽  
Justice Statistics ◽  
Inmate Misconduct ◽  
General Strain ◽  
Using Data ◽  
The Relationship

Research reveals inmate misconduct results from various factors including age, gang membership, program participation, and mental illness. However, no research has examined the influence of physical illness on misconduct. Per general strain theory, we argue that poor physical health is a significant strain that may negatively affect behavior. Using data from the Bureau of Justice Statistics’ 2004 Survey of Inmates in State Correctional Facilities (SISCF), we investigate how acute illnesses, chronic conditions, and physical disabilities influence misconduct. Results suggest acute conditions increase the likelihood of general, serious, and nonserious misconduct in prison. Conversely, chronic ailments decrease the likelihood of all types of misconduct. We find moderate effects for physical disability. Experiencing acute health conditions while incarcerated significantly increases the likelihood of misconduct, suggesting that by appropriately addressing inmates’ acute ailments, it may be possible to concurrently improve inmate health and decrease misconduct to enhance the lives of those in prison.

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