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

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.

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

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.

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

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 832-833
Author(s):  
Julia Finsel ◽  
Anne Wöhrmann ◽  
Mo Wang ◽  
Max Wilckens ◽  
Jürgen Deller
Keyword(s):  
Organizational Climate ◽  
Factor Structure ◽  
Specific Area ◽  
Later Life ◽  
Individual Development ◽  
Partial Metric ◽  
Organizational Practices ◽  
Aging Workforce ◽  
English Version ◽  
Older Employees

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.

Integrating the German and US Perspective on Organizational Practices for Later Life Work: The Later Life Work Index

2019 ◽  
pp. 59-79 ◽  
Author(s):  
Max R. Wilckens ◽  
Anne M. Wöhrmann ◽  
Caitlin Adams ◽  
Jürgen Deller ◽  
Ruth Finkelstein
Keyword(s):  
Later Life ◽  
Organizational Practices ◽  
Work Index ◽  
Life Work

scholarly journals Is working in later life good for your health? A systematic review of health outcomes resulting from extended working lives

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Susan Baxter ◽  
Lindsay Blank ◽  
Anna Cantrell ◽  
Elizabeth Goyder
Keyword(s):  
Systematic Review ◽  
Health Inequalities ◽  
Older Workers ◽  
Working Life ◽  
Later Life ◽  
Developed Countries ◽  
Full Time ◽  
Cross Sectional ◽  
Part Time ◽  
Good For

Abstract Background Work, rather than unemployment, is recognised as being good for health, but there may be an age when the benefits are outweighed by adverse impacts. As countries around the world increase their typical retirement age, the potential effect on population health and health inequalities requires scrutiny. Methods We carried out a systematic review of literature published since 2011 from developed countries on the health effects of employment in those over 64 years of age. We completed a narrative synthesis and used harvest plots to map the direction and volume of evidence for the outcomes reported. We followed the Preferred Reporting Items for Systematic Reviews (PRISMA) checklist in our methods and reporting. Results We identified seventeen relevant studies, which were of cohort or cross-sectional design. The results indicate evidence of beneficial or neutral effects from extended working on overall health status and physical health for many employees, and mixed effects on mental health. The benefits reported however, are most likely to be for males, those working part-time or reducing to part-time, and employees in jobs which are not low quality or low reward. Conclusions Extending working life (particularly part time) may have benefits or a neutral effect for some, but adverse effects for others in high demand or low reward jobs. There is the potential for widening health inequalities between those who can choose to reduce their working hours, and those who need to continue working full time for financial reasons. There is a lack of evidence for effects on quality of life, and a dearth of interventions enabling older workers to extend their healthy working life.

scholarly journals PROBLEMS AND PROSPECTS FOR CURRENT POLICIES TO EXTEND WORKING LIVES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S820-S820
Author(s):  
Debra A Street ◽  
Debra A Street
Keyword(s):  
Older Workers ◽  
Working Life ◽  
Later Life ◽  
Work Conditions ◽  
Gender Inequalities ◽  
Health And Wellbeing ◽  
Positive Effects ◽  
Political Landscapes ◽  
Using Data ◽  
Life Work

Abstract Current policy debates fluctuate between “extending working life” and “delaying retirement”—assuming policies that reflect different conceptual approaches are identical. This presentation uses a different analytic strategy, conceptualizing later life work policies as representing distinctive approaches to consideration of work conditions/income security for older workers. Using data from over 30 countries, I discuss main trends in extended working life policies (mainly in the EU) and the gender and health implications for current and future workers. We find that policies committed to “extending working life”—supporting adequate/meaningful employment for later life work—are enacted rarely, but with potentially positive effects for the health and wellbeing of older workers of either gender. However, “delaying retirement” policies, which dominate the political landscapes of most of the country-specific policies we consider, reproduce or exacerbate gender inequalities and health risks for vulnerable older workers.

scholarly journals Should Paid Workforce Participation By Older People Be Encouraged? Evaluating The Pros And Cons

2015 ◽  
Author(s):  
Judith A. Davey
Keyword(s):  
Older People ◽  
Older Workers ◽  
Later Life ◽  
Developed Countries ◽  
Economic Benefits ◽  
Ageing Population ◽  
Workforce Participation ◽  
Pros And Cons ◽  
Skills Shortages ◽  
The Impact

The policies of many developed countries now aim to encourage older people to remain longer in the paid workforce. What are the pros and cons of this position? Longer lives and better health in later life provide opportunities for prolonging workforce participation. There is considerable evidence that having meaningful and appropriate work is beneficial to the physical, psychological and financial wellbeing of older people. Demographic trends suggest that labour and skills shortages will become more pressing in the future as younger people entering the workforce do not balance the numbers retiring. Firms which understand the implications of ageing will be better placed to address its challenges. Older workers represent a valuable and often untapped source of increased productivity. But how can we ensure that their working conditions are appropriate rather than precarious? There are social and economic benefits from having an economically active older population. It will contribute to economic growth and the maintenance of living standards and also, through taxation, help to meet the costs of an ageing population. But what about the impact on the employment prospects of young workers and on voluntary work?

CODEM Instrument

GeroPsych ◽  
2014 ◽  
Vol 27 (1) ◽  
pp. 23-31 ◽  
Author(s):  
Anne Kuemmel (This author contributed eq ◽  
Julia Haberstroh (This author contributed ◽  
Johannes Pantel
Keyword(s):  
Convergent Validity ◽  
Interrater Reliability ◽  
Discriminant Validity ◽  
Assessment Tool ◽  
Intraclass Correlation ◽  
Well Being ◽  
Communication Behavior ◽  
People With Dementia ◽  
Pearson's R ◽  
Pearson’S R

Communication and communication behaviors in situational contexts are essential conditions for well-being and quality of life in people with dementia. Measuring methods, however, are limited. The CODEM instrument, a standardized observational communication behavior assessment tool, was developed and evaluated on the basis of the current state of research in dementia care and social-communicative behavior. Initially, interrater reliability was examined by means of videoratings (N = 10 people with dementia). Thereupon, six caregivers in six German nursing homes observed 69 residents suffering from dementia and used CODEM to rate their communication behavior. The interrater reliability of CODEM was excellent (mean κ = .79; intraclass correlation = .91). Statistical analysis indicated that CODEM had excellent internal consistency (Cronbach’s α = .95). CODEM also showed excellent convergent validity (Pearson’s R = .88) as well as discriminant validity (Pearson’s R = .63). Confirmatory factor analysis verified the two-factor solution of verbal/content aspects and nonverbal/relationship aspects. With regard to the severity of the disease, the content and relational aspects of communication exhibited different trends. CODEM proved to be a reliable, valid, and sensitive assessment tool for examining communication behavior in the field of dementia. CODEM also provides researchers a feasible examination tool for measuring effects of psychosocial intervention studies that strive to improve communication behavior and well-being in dementia.

Validation of the German Version of the Exercise Dependence Scale

2013 ◽  
Vol 29 (3) ◽  
pp. 213-219 ◽  
Author(s):  
Astrid Müller ◽  
Laurence Claes ◽  
Dirk Smits ◽  
Olaf Gefeller ◽  
Anja Hilbert ◽  
...  
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Factor Model ◽  
Population Based ◽  
Exercise Dependence ◽  
German Population ◽  
German Version ◽  
Internal Reliability ◽  
Eating Disorder Examination ◽  
Dependence Scale

This study evaluated the psychometric properties of the German version of the 21-item Exercise Dependence Scale (EDS-G), which was administered in a large representative German sample (N = 1,611). In order to examine convergent validity, we also asked participants to answer the Eating Disorder Examination-Questionnaire (EDE-Q). To investigate the discriminant validity, clients of fitness centers (N = 129), sport students (N = 85), and medical students (N = 129) filled out the EDS-G. In this German population-based sample, the seven-factor structure suggested by the original authors as well as a higher-order model (7 + 1 factor model) were supported. The total EDS-G scale showed an excellent internal reliability and was positively related to the EDE-Q total and subscale scores. The EDS-G scores differentiated between samples with varying degrees of exercise. In summary, the results indicate that the EDS-G is a psychometrically sound and potentially valid brief measure for the assessment of exercise dependence symptoms.

Development and Construct Validation of the German Workplace Trust Survey (G-WTS)

2010 ◽  
Vol 26 (1) ◽  
pp. 3-10 ◽  
Author(s):  
Nale Lehmann-Willenbrock ◽  
Simone Kauffeld
Keyword(s):  
Convergent Validity ◽  
Affective Commitment ◽  
Discriminant Validity ◽  
Organizational Context ◽  
Organizational Trust ◽  
Three Dimensional ◽  
Future Research ◽  
Work Related ◽  
Reliable Assessment ◽  
Workplace Trust

In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related attitudes and behaviors and 92 of these completed the survey twice. The hypothesized three-dimensional conceptualization of organizational trust was confirmed by confirmatory factor analysis. The G-WTS showed good internal consistency and retest reliability values. Concerning convergent validity, all of the three G-WTS dimensions positively predicted job satisfaction. In terms of discriminant validity, Coworker Trust enhanced group cohesion; Supervisor Trust fostered innovative behavior, while Organizational Trust was associated with affective commitment. Theoretical and practical contributions as well as opportunities for future research with the G-WTS are discussed.

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