scholarly journals Factors Affecting Prolonged Working Life for the Older Workforce: the Swedish Case

2017 ◽  
Vol 7 (1) ◽  
Author(s):  
Tomas Berglund ◽  
Daniel Seldén ◽  
Björn Halleröd
Keyword(s):  
Job Satisfaction ◽  
Pension System ◽  
Working Life ◽  
The Elderly ◽  
Panel Survey ◽  
Work Situation ◽  
Related Factors ◽  
Factors Affecting ◽  
Work Related ◽  
Physical Job Demands

The aim of this paper is to uncover some of the mechanisms that could make the older workforce willing and able to stay employed. Our focus is on work-related factors that predict the probability of staying in employment despite entitlement to old-age pension. The analyses are based on data from the first and second waves of the Panel Survey of Ageing and the Elderly (PSAE). The focus is on employed persons aged 52–59 years in 2002/2003 and the probability that they were still employed in 2010/2011.The analysis focuses on the work situation for the respondents in 2002–2003. Our analysis shows that physical job demands (negatively) and job satisfaction (positively) have an effect on the probability of staying. However, a counteracting force seems to be a norm to quit related to aging, emphasized by the institutionalized pension system, and the values and preferences connected to life as a pensioner.

scholarly journals Factors Affecting Teachers Job Satisfaction in Case of Wachemo University

2020 ◽  
Vol 12 (3) ◽  
pp. 28
Author(s):  
Sewagegn Mola Melaku ◽  
Tigist Shifaraw Hundii
Keyword(s):  
Job Satisfaction ◽  
Research Question ◽  
Basic Research ◽  
Simple Random Sampling ◽  
Related Factors ◽  
Major Work ◽  
Factors Affecting ◽  
Overtime Work ◽  
Work Related ◽  
Teaching Learning

This study was design to assess factors that affect teachers’ job satisfaction in Wachemo University. To meet this objective, the researcher drew 768 in teachers in male are 663 and the rest of female are 105 in number. In order to make the study the researcher was select 54 males and 34 female’s teachers to determine sample size by using simple random sampling method. The main objective of this study was to assess and explore the factors that contribute to job satisfaction. The basic research question of this paper was first, what factors affect the teachers’ job satisfaction in working place second, what is negative the job satisfaction of teachers in working place Third, what mechanism are helps to reduce the existence of specific factors. So, the data collected is through questionnaire and interview. Finally, the collected data were analyzed by using table and percentage. The result revealed that the major work related factors that affect teachers’ job satisfaction were salary stressful job, overtime work without payment, relationship with top management opportunities for advancement, chance for promotion, and availability of teaching learning materials and rules and regulation of the campus. The study suggested that it is advisable to the concerned bodies especially the management organ of Wachemo University should give on attention to those factors and should plan different strategies to improve teachers’ job satisfaction and there must be motivational and incentive strategies to strengthen and motivated teachers and to bring job satisfaction.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

Study on Factors Affecting Return-to-Work in the Elderly after Work-Related Injury

2021 ◽  
Vol 29 (2) ◽  
pp. 91-104
Author(s):  
Eun-Ju Jo ◽  
◽  
Dong-Hee Noh ◽  
Seung-Hyup Han ◽  
Kyung-Yoon Kam
Keyword(s):  
Return To Work ◽  
The Elderly ◽  
Factors Affecting ◽  
Work Related ◽  
Work Related Injury

scholarly journals Social- and healthcare managers' work wellbeing – literature review and key informant interviews

2020 ◽  
Vol 13 (6) ◽  
pp. 633-648
Author(s):  
Niina Herttuala ◽  
Lauri Kokkinen ◽  
Anne Konu
Keyword(s):  
Literature Review ◽  
Literature Search ◽  
Organizational Factors ◽  
International Studies ◽  
Systematic Literature Search ◽  
Healthcare Organizations ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related

PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

scholarly journals An Investigation of Personality Traits in Relation to Job and Career Satisfaction of Information Technology Professionals

2007 ◽  
Vol 22 (2) ◽  
pp. 174-183 ◽  
Author(s):  
John W. Lounsbury ◽  
Lauren Moffitt ◽  
Lucy W. Gibson ◽  
Adam W. Drost ◽  
Mark Stevens
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Personality Traits ◽  
Customer Service ◽  
Career Satisfaction ◽  
Career Planning ◽  
Future Research ◽  
Job Descriptions ◽  
Related Factors ◽  
Work Related

Personality traits were examined in relation to job satisfaction and career satisfaction for 1059 information technology (IT) professionals. As hypothesized, eight traits were significantly related to both job and career satisfaction: Assertiveness, Emotional Resilience, Extraversion, Openness, Teamwork Disposition, Customer Service Orientation, Optimism, and Work Drive. Regression analyses indicated that sets of three and four traits accounted for 17 and 25%, respectively, of job and career satisfaction variance. As expected, career satisfaction correlations were of generally higher magnitude than corresponding job satisfaction correlations. Results were interpreted in terms of IT research and theorizing. The findings that Extraversion and Teamwork Disposition were related to job and career satisfaction contravenes job descriptions and career planning advice, suggesting that independent introverts are better suited for IT work. Given that adult personality is antecedent to work experiences, it was suggested that future research proposing to show the effects of work-related factors such as pay and challenge on job or career satisfaction should first control for personality traits. Other practical and theoretical implications were noted.

scholarly journals O3D.4 Innovative approaches to data acquisition, standardization, pooling and analyses of occupational health information

2019 ◽  
Vol 76 (Suppl 1) ◽  
pp. A28.2-A28
Author(s):  
Roel Vermeulen
Keyword(s):  
Occupational Health ◽  
Data Acquisition ◽  
Health Information ◽  
Healthy Aging ◽  
Working Life ◽  
Assessment Tools ◽  
Response Curves ◽  
Related Factors ◽  
Work Related ◽  
Using Data

Occupation and employment is a major determinant of health and healthy aging. Despite the temporal increase in time spent in employment and profound changes in working life, there is limited coordinated research on occupation and health.We recently estimated that in Europe alone there is information available on more than 30 million individuals that could be used to study the association between working life and health. However, lack of standardization, inability to code large numbers of job-entries and inabilities to share data have hindered progress. In order to unlock the vault of occupational-health information novel ways of data acquisition, standardization, pooling and analyses have to be developed and implemented. The ability of pooling studies would greatly improve occupational health studies by increasing sample size for robust inference, and would allow risk stratification, identification of new risks, exploration of interactions with work and non-work-related factors and detailed analyses on the shapes of the exposure-response curves.In recent years we have seen progress in several different methodological aspects. Currently, new tools are available to collect information on work and work exposures. These include amongst others the use of sensors and mobile phone applications. Standardization of occupational information is essential for comparison of results between studies and for pooling of studies. This could be achieved by using common occupational coding schemes, use of automatic coding instruments and common exposure assessment tools. Virtual pooling of data has become possible by using data-shields which instead of bringing the data to the analyses bring the analyses to the data allowing federated analyses.As part of the OMEGA-NET symposium we will discuss the need for new tools and avenues of how to bring occupational health information together. We will present our inventory of novel tools to aid this process, and will discuss future needs.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

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