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This study aims to determine the factors that encourage older workers to continue working. This study had an exploratory sequential design using a mixed-methods approach, including interviews and questionnaire surveys. In the interview survey, we targeted 30 workers aged between 60-65 across three manufacturing companies. After using the results of the content analysis in the interviews, we conducted an online questionnaire survey with 1,500 workers aged between 60-89 across the country. We analyzed whether the 15 factors were related to intention to continue working using logistic regression analysis. We identified factors affecting job continuity from three perspectives: individual, company, and life. We determined several factors: health condition, job performance, self-esteem, conservatism, employment system, workload, medical insurance and welfare programs, monetary and non-monetary rewards, relationships, attachment to the organization, distance between living and work, social support, economic situation, and employment policy. In the questionnaire survey, some factors had no relationship with job continuity, including conservatism, employment systems, monetary rewards, and the distance between living and work. Employers and policymakers can use the findings to consider appropriate ways of supporting older workers.

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OBJECTIVES: Occupational future time perspective (OFTP) is important concept for a successful career in older workers. The purpose of this study was to examine the associations between individual and work-related factors and OFTP. METHODS: We conducted a cross-sectional study via an online questionnaire survey. Respondents were stratified sampled according to the distribution of workers across Japan. To assess OFTP, we used the Japanese version of the OFTP scale. We included factors such as sex, age, education, marital status, subjective health status, personal income, length of employment, industry, size of company, employment status, working days per week, and night shift. Multiple regression analysis was employed to calculate the regression coefficients for each factor, with OFTP serving as the dependent variable. RESULTS: In total we included 1484 respondents. Our findings indicated that higher OFTP was associated with higher education, better subjective health status, higher personal income, and smaller size of company. Compared with manufacturing, certain industries such as agriculture and forestry, transportation and postal services, and health care showed lower OFTP. In contrast to permanent workers, contract and part-time workers demonstrated lower OFTP, whereas owners of non-family businesses exhibited higher OFTP. Furthermore, individuals working 1-4 d/wk showed lower OFTP compared with those working 5 d/wk. CONCLUSIONS: Older workers facing limitations in resources, such as educational background, personal income, precarious employment, and health status, tend to have lower OFTP. Such individuals should be given priority for support and assistance.

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BACKGROUND: Considering current labour shortages, the recent increase in the number of aging workers in the labour market is deemed economically beneficial. However, due to specific characteristics (e.g. biological, generational), aging workers take longer to recover and return to work after an occupational injury. Yet, few studies have examined the rehabilitation, return, and stay at work process of aging workers and current knowledge makes it difficult for stakeholders to identify which interventions to use with this specific population. OBJECTIVE: This study aimed to describe which interventions are used in the rehabilitation, return, and stay at work process of aging workers having suffered an occupational injury. METHODS: We conducted a five-step scoping review. Five databases were used for the literature search. A qualitative analysis of the retained manuscripts was conducted. RESULTS: Our analysis led to the extraction of information from seven manuscripts that concern the rehabilitation, return, and stay at work process of aging workers who suffered an occupational injury exclusively. We identified 19 interventions (e.g. work capacity development, work task modifications, permanent part-time work, and alternative roles) and were described according to the different phases of the Cycle of Work Disability Prevention (CWDP). CONCLUSIONS: This study offers informative, non-prescriptive, and operational interventions useful for stakeholders who support aging workers. Furthermore, it is a knowledge base to develop future projects that promote the rehabilitation, return, and stay at work process of aging workers.

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OBJECTIVES: Given current labor force conditions, including population aging, keeping older workers engaged in work and motivated is important. Aging may alter the effects that psychological and environmental factors have on work engagement. We conducted a systematic review to understand the features of work engagement among older workers. METHODS: A systematic search was conducted in July 2022 using 4 databases. The review included relevant articles that focused on participants aged 40 years and older. RESULTS: Fifty articles were selected for our review, which were grouped into 5 categories: (1) studies examining the relationship between chronological age and work engagement, (2) studies investigating the moderating effects of age on the relationship between job-related psychological factors and work environment factors and work engagement, (3) studies comparing the relationship of job-related psychological factors and work environment factors with work engagement across different age groups, (4) studies exploring the relationship between work engagement and retirement intentions or continued employment beyond retirement age, and (5) other studies discussing work engagement in the context of older workers. Most articles focused on workers in Europe and the United States and used observational study designs. CONCLUSIONS: Work engagement increases with age, and is mainly mediated by increased emotional regulation. In addition, age moderates the relationships between various job-related psychological and work-environmental factors and work engagement. Work engagement is associated with working beyond retirement age. Organizations should understand the characteristics of work engagement among older workers and make age-conscious efforts to support them in adapting to social changes.

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OBJECTIVES: Occupational falls are a major problem for older workers, especially those in the tertiary industry. Recently, it has been suggested that frailty is associated with occupational falls, but it is unclear whether this holds true for older workers in the tertiary industry. This study examined the relationship between frailty and occupational falls among older workers in the tertiary industry. METHODS: This was an Internet-based cross-sectional study. We recruited 5000 older workers (age, 60-75 years) employed in the tertiary industry who were registered with an Internet research company. Frailty was assessed using the Frailty Screening Index's five items, and participants were classified into robust, pre-frailty, or frailty groups. Occupational falls were defined as falls experienced in the past 12 months while at work. The relationship between frailty and occupational falls was analyzed by logistic regression analysis. RESULTS: It was found that 6.1% of participants had experienced at least one occupational fall in the past 12 months. On the multivariate analysis, the adjusted odds ratio (aOR) for falls was higher with pre-frailty (aOR: 1.95, 95% confidence interval: 1.30-2.94, P = .001) and frailty (aOR: 4.26, 95% confidence interval: 2.74-6.65, P < .001) compared with robust. Similar results were obtained when the outcome was occupational falls with injury. CONCLUSION: Our findings suggest that frailty is associated with occupational falls among older workers in tertiary industries. We recommend that employers introduce frailty screening, and consider countermeasures based on the screening results to prevent occupational falls among older workers.

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OBJECTIVES: The hospitalisation rate for work-related injuries among older workers is double that of younger workers; however, the risk factors for same-level fall fractures sustained during industrial accidents remain unclear. This study aimed to estimate the influence of worker age, time of day and weather conditions on the risk of same-level fall fractures in all industrial sectors in Japan. STUDY DESIGN: This was a cross-sectional study. METHODS: This study used the population-based national open database of worker death and injury reports in Japan. In total, 34,580 reports of occupational same-level falls between 2012 and 2016 were used in this study. Multiple logistic regression analysis was performed. RESULTS: In primary industries, workers aged ≥55 years had a 1.684 times greater risk of fracture (95% confidence interval [CI]: 1.167-2.430) compared with workers aged ≤54 years. In tertiary industries, relative to the odds ratio (OR) of injuries recorded at 0:00-2:59 a.m., the ORs recorded at 6:00-8:59 p.m., 6:00-8:59 a.m., 9:00-11:59 p.m. and 0:00-2:59 p.m. were 1.516 (95% CI: 1.202, 1.912), 1.502 (95% CI: 1.203-1.876), 1.348 (95% CI: 1.043-1.741) and 1.295 (95% CI: 1.039-1.614), respectively. The risk of fracture increased with a 1-day increase in the number of snowfall days were per month in secondary (OR = 1.056, 95% CI: 1.011-1.103) and tertiary (OR = 1.034, 95% CI: 1.009-1.061) industries. The risk of fracture decreased with every 1-degree increase in the lowest temperature in primary (OR = 0.967, 95% CI: 0.935-0.999) and tertiary (OR = 0.993, 95% CI: 0.988-0.999) industries. CONCLUSIONS: With the increasing number of older workers and changing environmental conditions, the risk of falls in the tertiary sector industries is increasing, particularly just before and just after shift change hours. These risks may be associated with environmental obstacles during work migration. It is also important to consider the weather-associated risks of fracture.

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The increase of older workers has resulted in more diversified demographics with a wide spectrum of employees' ages. This change calls for a better understanding of intergenerational conflict, in particular ageism. This study aimed to synthesize study findings on workplace ageism by examining the relationship between ageist attitudes and chronological age. A systematic literature review was conducted in accordance with PRISMA; then, 15 studies were included. The results of an intercept-only meta-regression model, using robust variance estimation with a random-effects approach, showed that an increase in workers' age had a significant negative association with the severity of their workplace-based ageist attitudes: b = -.159 (95% CI: -.21, -.11). Thus, the younger the workers, the more severe their ageist attitudes toward others in different age groups in the workplace. The findings offer implications for occupational social work practice in terms of priority in anti-ageism education and training among different age groups.

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BACKGROUND: With the ageing of the working population, it is becoming crucial empowering staff of all ages to perform at its best. To this end, organizations can act on the built environment, adapting the workspace to the changing characteristics of workers and using it as a tool for health promotion. OBJECTIVE: To provide an overview of office workspace requirements to optimise the wellbeing and productivity of older workers. METHODS: The search, by Scopus, Web of Science core collection and Medline, produced 290 records. The screening process, according to the Prisma method, reduced the records to 13 included in the review. RESULTS: The results show the needs and preferences of the ageing workforce, such as personal control over the environment in terms of both comfort and use of space, as well as negative opinions on specific solutions, such as the extensive use of open offices and the introduction of shared workstations. The included studies report mainly subjective data, derived from interviews and questionnaires. CONCLUSIONS: The review provides a first framework for acting on the office workspace to improve wellbeing and productivity of older workers. However, further studies, evidence-based and with subjective and objective measurements of specific solutions, are needed to develop guidelines for an inclusive workspace for all ages.

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Productivity has posed issues for global countries in terms of promoting older employment due to an emergence of questions regarding production efficiency. Individual characteristics result in varying production efficiencies, which in turn provide different levels of productivity. Taking this concern into account, we are here to examine the characteristics of older workers who provide high productivity in order to seek recommendations for fostering decent work for them. We utilized the dataset collected from the pilot service companies in Thailand who participated in a national initiative program for employing older people. A total of 204 older workers and their characters were then observed. Those characters were analyzed by the Generalized Ordered Logit Regression (gologit) model. Empirical findings indicate that allocating work that is related to communication and coordination to older workers would enhance odd ratio of their productivity by as much as 4.79 times compared to general tasks. Furthermore, employing older individuals on a part-time basis tends to generate higher-level productivity than full-time employment. We also found that gender and age differences have no significant effect on productivity in the service sector as people age, and factors related to types of employment, education, health, and financial status are also a precise determinant for the productivity of older workers. This would suggest that the work design for the older workers must be in line with the aforementioned determinants. In addition, the government initiatives utilizing key findings from this study to boost older workers' productivity should give priority on tax incentives, promoting and advocating for employment equality, and vocationalization programs.

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As populations age and pension ages rise, there is a growing interest in the ability of workers to extend working life. In response to a call for a more robust dialogue on the heterogeneity of the older workforce, this article explores the interplay between different employment barriers faced by one group facing significant employment barriers: older migrants. Older Chinese migrants in the United Kingdom face multiple barriers to work resulting from age, ethnicity and the intersectionality of such barriers which creates a unique set of barriers to continued work. Community activism can play an important role in supporting older constituents, particularly in matching the skills which they have to offer with the needs within and beyond the migrant community. In this study, we use Participatory Action Research to explore with older Chinese migrants the barriers they face in the job market and how community activism can empower them in maintaining employment. As government seeks to raise real retirement ages, more research is needed on its implications for vulnerable groups of older people including migrants.

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There is widespread speculation that baby boomers will make significant changes to the retirement landscape. Some attribute these changes, at least in part, to countercultural movements this generation pioneered during the sixties and seventies. However, empirical investigation into the long-term impact of countercultural identification in youth is scarce. To address this, our study examines associations between baby boomers' retirement views and identification with counterculture. Using data from 6024 pre-retired Dutch older workers, we investigate whether greater identification with counterculture is associated with more active retirement views. Our results show that greater identification with counterculture is associated with more active retirement views, even when controlling for potential confounders. Beyond highlighting the diversity of the baby boom generation, these findings support the idea that (counter)cultural identity in youth has an impact across the life course and may therefore have implications for other key questions of life's third age beyond retirement.

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A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees 'can' work and 58% of managers believed their employees 'want to' work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees 'can' work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not 'want to' work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people's attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers' attitudes showed there is a difference between why employees 'can' versus 'want' to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers' perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees' employability.

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BACKGROUND AND AIM: Vitality is described as 'life energy', 'inner strength' and 'inner health resource' and is the essence of health. Especially during the ageing process, it is of fundamental importance that an individual's health resources are strengthened to support work ability. The need for health services increases as the population ages and meanwhile the workforce in health care is also ageing. The aim of the study was to explore what is giving vitality to older workers in health care to continue at work until retirement age and maybe even an extended working life. INFORMANTS, METHODOLOGY AND METHODS: A qualitative interview study was conducted. A total of 15 people aged 59-65 participated in the study, all of them working in the health care sector. Five participants were administrative personnel and ten were nurses. One man and fourteen women took part in the study. Qualitative content analyses were used. FINDINGS: The results show that meaningful work, possibilities to use one's knowledge, relationships and work community are promoting vitality. Vitality is affected by work conditions, benefits, personal values and own health. CONCLUSION: Plans about continuing at work seem to depend on both external and internal reasons. Knowledge of what influences older employees' vitality resources makes it possible to improve their work situation so that vitality and work ability can be maintained by occupational health and employers despite the ageing process.

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BACKGROUND: Night/shift work may be increasing but there are few data about the prevalence amongst older workers. With governments encouraging people to work to older ages, it is important to know how feasible night/shift work is for them and whether there are any adverse health consequences. AIMS: Amongst current older workers (aged 50-64 years), to explore the prevalence of night/shift working and evaluate its health impacts and sustainability over 4 years of follow-up. METHODS: Data from the Health and Employment After Fifty cohort were used to describe the demographic, job and health characteristics of men and women undertaking night/shift work. Longitudinal data were used to examine the number and nature of exits annually thereafter. RESULTS: Amongst the 5409 working at baseline, 32% reported night/shift work in sectors which differed by sex. Night/shift workers were more likely to be: current smokers; doing physically demanding work; struggling to cope at work; dissatisfied with their hours; depressed; sleeping poorly; rating their health poorly. Women whose job involves night work were more likely to exit the workforce over 4 years. CONCLUSIONS: Almost one in three contemporary UK older workers report night/shift work. We found some evidence of adverse impacts on health, sleep and well-being and higher rates of job exit amongst women. More research is needed but night/shift work may be challenging to sustain for older workers and could have health consequences.

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BACKGROUND: This study investigates the role of physical work demands and psychosocial work factors for early retirement among older workers. METHODS: Data from three Danish surveys on work environment and health among employed older workers (age 55-59) were merged with a national register containing information on labour market participation. Robust Poisson regression modelled the risk ratios (RR) and 95% confidence intervals (CI) for the association between physical and psychosocial work factors and early retirement, that is, not working after the age of 64. RESULTS: Of the 2800 workers, 53% retired early. High physical work demands (RR 1.33, 95% CI 1.19-1.48), poor overall psychosocial working conditions (RR 1.43, 95% CI 1.26-1.61), and access to early retirement benefits (RR 1.79, 95% CI 1.53-2.10) predicted early retirement. Subgroup analyses revealed that poor overall psychosocial working conditions were a stronger predictor for early retirement among workers with seated jobs than those with physically active jobs. CONCLUSIONS: High physical work demands and poor psychosocial working conditions are factors that can push older workers out of the labour market prematurely. Poor psychosocial working conditions seem to be a particularly strong push factor among workers with seated work.

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AIM: To explore the experiences of being an older nurse or midwife employed in the healthcare workplace. DESIGN: A qualitative descriptive study. METHOD: Semi-structured interviews were conducted with nurses and midwives who self-identified as older workers. All Australian states were represented and given recruitment was undertaken nationally, most interviews were conducted via telephone. Data were collected between November 2018 and October 2019. Audio recordings were transcribed verbatim and then thematically analysed. RESULTS: A total of 50 nurses and midwives were recruited, aged between 46 and 74 years. Three themes were identified. Ageing body: Being an older worker meant increased fatigue and physical changes affecting their ability to function at full capacity. Youth focus: For many, being an older worker was about being viewed as a poor-quality worker, with limited access to education and promotional opportunities because of their age. Wise worker: For a small number of older nurses and midwives, it was about being valued and respected for their knowledge, experience and skills. CONCLUSION: Participants self-identifying as older nurses or midwives represented a wide age range. Spanning across the age spectrum, many experienced fatigue, physical changes or loss of value to the workplace which often impacted on their working lives. The findings contributed to an understanding about what it is to be an older nurse or midwife in terms of how their contribution is regarded and valued by others in the workplace. IMPACT: This study highlighted there is a need for support of older nurses and midwives in managing age-related fatigue and physical changes. It also suggests consideration of a wise-worker model as a means to recognize the important contribution that older workers can offer.

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Due to the global demographic change many more people will need to work until an older age, and organisations and enterprises need to implement measures to facilitate an extended working life. The aim of this study was to investigate organisational measures and suggestions to promote and make improvements for a healthy and sustainable working life for all ages in an extended working life. This is a qualitative study, and the data were collected through both focus group interviews and individual interviews that included 145 participants. The study identified several suggestions for measures and actions to increase employability in the themes: to promote a good physical and mental work environment; to promote personal financial and social security; to promote relations, social inclusion and social support in the work situation; and to promote creativity, knowledge development and intrinsic work motivation, i.e., based on the spheres of determination in the theoretical swAge-model (sustainable working life for all ages). Based on the study results a tool for dialogue and discussion on employee work situation and career development was developed, and presented in this article. Regular conversations, communication and close dialogue are needed and are a prerequisite for good working conditions and a sustainable working environment, as well as to be able to manage employees and develop the organisation further. The identified measures need to be revisited regularly throughout the employees' entire working life to enable a healthy and sustainable working life for all ages.

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BACKGROUND: The population in the UK is predicted to increase in size and age. The National Health Service (NHS) is the largest employer in the UK and demographic changes in the working population would be expected to be reflected in the NHS workforce. Such changes may present different challenges to an NHS occupational physician (OP). AIMS: To evaluate how the age profile of an NHS workforce is reflected in referral patterns, diagnoses and occupational outcomes for workers assessed by OPs. METHODS: NHS workers employed by a large acute Trust who were referred to an OP for assessment during 2011-12 were identified. Occupational health data relating to their assessment were analysed to investigate relationships with age. RESULTS: Seven hundred and two workers were identified; they were from all staff and age groups employed by the NHS Trust. The highest referral rate to an OP was in staff aged between 41 and 60 years. There was no evidence that workers with long-term conditions assessed by an OP were likely to be older. The occupational outcome of ill-health retirement was linked to age. CONCLUSIONS: This study suggested that older workers, aged between 41 and 60 years, may be more likely to be referred for assessment by an OP than younger workers. The only occupational outcome linked to age was ill-health retirement, which was more likely for workers over 50 years of age.

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OBJECTIVE: Studies examining what renders workplace interventions to sustain and promote work ability of older workers successful have largely neglected older workers´ perspective. This paper outlines the results of a study with regard to older workers´ experiences and expectations of a workplace intervention. Based on these findings, some reflections on how to improve the design and the implementation of workplace interventions for older workers are provided. METHODS: Semi-structured interviews were conducted with older workers (N = 8) participating in a workplace intervention undertaken at one production site of a large manufacturing company in Baden-Wurttemberg/Germany. The interview guide included questions on participants´ experiences with and expectations of the intervention. The interviews were recorded, transcribed verbatim and analyzed using qualitative content analysis according to Mayring (2014). RESULTS: Older workers´ reported some challenges they face due to their participation in the workplace intervention. These resulted from the work environment (physical challenges), the work process design (new long work cycle), the work organization (tight time allowances, little job rotation, change of teams, age stereotypes) and the management of the workplace intervention (bad information, feeling of occupational insecurity and lack of being valued). CONCLUSIONS: The study shows that challenges arising for older workers from their participation in the workplace intervention may have counteracted the promotion of work ability. As findings suggest, some of these challenges might have been avoided either by considering workers´ perspective during design and implementation of an intervention or by referring to evidence on aging and work ability.

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PURPOSE: Many older workers are working despite having neck-shoulder pain (NSP), which may give rise to work limitations due to pain, especially among those with high physical work demands. This study investigated the joint association of neck-shoulder pain intensity and physical work demands with work limitations among older workers. METHODS: In SeniorWorkingLife, workers ≥ 50 years (n = 11,800) replied to questions about NSP intensity, work limitations due to pain, and physical activity demands at work. The odds ratio for having a higher level of work limitations due to pain in relation to neck-shoulder pain intensity and physical work demands were modeled using logistic regression controlled for various confounders. RESULTS: The results showed that the neck-shoulder pain intensity was associated with work limitations in a dose-response fashion (p < 0.0001). Importantly, a significant interaction existed between neck-shoulder pain intensity and physical activity at work (p < 0.0001), e.g., 77% of workers with high pain and high work demands experienced work limitations due to the pain. CONCLUSION: Higher neck-shoulder pain intensity and higher physical work demands-and particularly in combination-were associated with higher odds of work limitation due to pain among older workers. Thus, it seems especially important to accommodate work demands through a better work environment for these groups of workers.

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