| 1. |
- Nilsson, Kerstin, et al.
(författare, creator_code:000000023193205X_t)
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Can they Stay or Will They go?
- 2024
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Ingår i: Sustaniable Healthy Working life for All Ages. - Basel, Switzerland : MDPI. ; , s. 37-56
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- 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 anincreased 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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| 4. |
- Nilsson, Kerstin, et al.
(författare)
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Are My Employees Able to and Do They Want to Work? : The Baseline Investigation in a Follow up Study Regarding Managers’ Attitudes and Measures to Increase Employees’ Employability in an Extended Working Life
- 2021
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Ingår i: Proceedings of the 21st Congress of the International Ergonomics Association (IEA 2021) : Volume II: Inclusive Design - Volume II: Inclusive Design. - Cham : Springer International Publishing. - 2367-3370 .- 2367-3389. - 9783030746049 - 9783030746056 ; 220, s. 10-16
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Konferensbidrag (refereegranskat)abstract
- Background: The demographic change affects the retirement age, which has been postponed in many countries. Therefore, the number of senior employees is increasing in the world. However, managers’ attitudes towards their employees’ employability affect the employees’ possibilities regarding whether they can and want to work. Objective: The aim of this study was to evaluate managers’ attitudes towards their employees’ employability and what factors and measures that affect whether employees can and want to work in an extended working life. Method: The study population in this study consists of 249 municipality managers in Sweden, from a baseline investigation in a follow up study following the swAge-questionnaire. The data was analysed through the method of logistic regression. Results: 79% of the managers stated that their employees ‘can’ work and 58% that their employees ‘want to’ work until 65 years or older. Managers believed their employees’ health, physical work environment, skills and competence were associated to if they would be able to work until 65 years or older. Lack of support in the social work environment and lack of possibilities to arrange relocations if needed were associated to whether managers believed their employees want to work. Conclusions: The results indicate that the postponement the retirement age must be followed by measures in the employees’ work situation in order to decrease demands, increase rotation or change work tasks if needed, as well as increased possibilities to recuperate through reduced workload, reduced work pace and reduced working hours. The results will hopefully contribute to the understanding of needed organisational measures in the process of extending working life.
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| 5. |
- Nilsson, Kerstin, et al.
(författare)
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Can They Stay or Will They Go? : A Cross Sectional Study of Managers' Attitudes towards Their Senior Employees
- 2022
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1660-4601. ; 19:3
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Tidskriftsartikel (refereegranskat)abstract
- 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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| 6. |
- Nilsson, Kerstin, et al.
(författare)
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Management, Measures and Maintenance: : Success and Setbacks in Interventions Promoting a Healthy and Sustainable Employability and Working Life for All Ages
- 2021
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Ingår i: Proceedings of the 21st Congress of the International Ergonomics Association (IEA 2021) : Volume II: Inclusive Design - Volume II: Inclusive Design. - Cham : Springer International Publishing. - 2367-3389 .- 2367-3370. - 9783030746049 - 9783030746056 ; 220, s. 17-24, s. 17-24
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Konferensbidrag (refereegranskat)abstract
- Background: The labour force is ageing due to the demographic change and the postponement of old-age retirement in many countries. Objective: In order to increase the possibility for employees to maintain their employability and to keep working in an extended working life this intervention project tested a distance education as a technique to integrate a theoretical model for a sustainable working life for all ages (the swAge-model) as a practical management tool in fourteen municipality managers’ ordinary work situation. Results: Most of the participating managers had difficulty completing the entire training program in this intervention project due to external circumstances, such as the COVID-19 pandemic and re-organisations, and because no extra time during working hours had been allocated to the managers to participate in the intervention project. Despite this, all participating managers appreciated being given the opportunity to participate and take part in the content of the intervention. Everyone considered the theoretical model, the wage model, on which the intervention project was based, to be very useful and to have given them new insights into their managerial duties. Conclusions: If society and organisations want a larger amount of employees to participate in working life until an older age, they also need to allocate working hours for managers to acquire new knowledge on how to create healthy and sustainable workplaces for all ages, as well as to implement these tools, measures and working methods permanently in the daily organisational work.
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| 7. |
- Nilsson, Kerstin, et al.
(författare)
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Managers’ Attitudes to Different Action Proposals in the Direction to Extended Working Life : A Cross-Sectional Study
- 2022
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Ingår i: Sustainability (Switzerland). - : MDPI AG. - 2071-1050. ; 14:4
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Tidskriftsartikel (refereegranskat)abstract
- In many countries, the retirement age is postponed due to the global demographic change, and a larger amount of older people need to participate in working life. However, how and what measures and action proposals that could extend and increase employees’ voluntary and sustainable participation in working life have not entirely been investigated. The employer is responsible for enabling employees’ access to measures that facilitate participation in the workplace, for enabling employability and a sustainable extended working life. The aim of this cross-sectional study was to evaluate Swedish managers’ attitude to action proposals that could increase employees’ participation in an extended working life. Logistic regression analysis was used to investigate associa-tions between different univariate estimates and in data modelling. The nine determinate areas of the swAge model, for a sustainable working life and employability, was used as analysis model, i.e., self-rated health and diagnoses; physical work environment; mental work environment; work schedule, work pace and time for recuperation; financial incentives; personal social environment; social work environment; stimulation, motivation and self-crediting through work tasks; and com-petence, skills and knowledge development. The results stated decreased physical work demands to be the final measure in the multivariate modelling associated to whether the managers believe their employees ‘can work’ until age 65 and older, however, changing work tasks in the workplace when needed, rotation between different work tasks to decrease physical as well as mental work-load and strain, and decreased mental work demands proved to be statistically significant in the univariate estimates. The strongest measure activity in the organisations, associated to managers believing their employees ‘want to work’ until age 65 and older in the multivariate modelling, was decreased work pace, however, increased time for recuperation between work shifts also proved to be statistically significant in the univariate estimate. The management’s perspectives on measures and action proposals associated to whether employees ‘can’ and ‘want’ to work will hopefully con-tribute to an increased understanding in society and the organisational process of creating a sustainable extended working life.
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| 8. |
- Nilsson, Kerstin, et al.
(författare, creator_code:000000023193205X_t)
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Organisational Measures and Strategies for a Healthy and Sustainable Extended Working Life and Employability-A Deductive Content Analysis with Data Including Employees, First Line Managers, Trade Union Representatives and HR-Practitioners
- 2021
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI Multidisciplinary Digital Publishing Institute. - 1661-7827 .- 1660-4601. ; 18:11, s. 1-29
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Tidskriftsartikel (refereegranskat)abstract
- 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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| 9. |
- Nilsson, Kerstin, et al.
(författare)
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Senior arbetskraft : en systematisk kunskapssammanställning med fokus på mental arbetsmiljö och arbetssocial miljö i Sverige
- 2022
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Tidigare forskning har belyst ett antal faktorer som påverkar arbetslivet för äldre medarbetare, bland annat åldersdiskriminering och negativa attityder till äldre medarbetare, förändring av kognitiv och fysisk förmåga vid stigande ålder samt sambandet mellan en god arbetsmiljö och ökningen i arbetsmarknadsdeltagande bland äldre medarbetare. I en kunskapssammanställning har vi sammanställt resultat från forskning om den seniora arbetskraftens psykosociala arbetsmiljö i ett svenskt sammanhang.Begreppet psykosocial arbetsmiljö är i sammanställningen uppdelat i mental arbetsmiljö och arbetssocial miljö och utgår från följande frågeställningar:Vilka huvudsakliga risker i den mentala och arbetssociala miljön har identifierats i forskning som fokuserar på senior arbetskraft?Hur påverkar digitalisering på arbetsplatsen och arbetslivet den psykosociala arbetsmiljön för senior arbetskraft?Hur påverkar distans- och hemarbete den psykosociala arbetsmiljön för senior arbetskraft?
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| 10. |
- Håkansson, Andreas, et al.
(författare)
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Hydrodynamic radius determination with asymmetrical flow field-flow fractionation using decaying cross-flows. Part 1. A theoretical approach.
- 2012
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Ingår i: Journal of chromatography. A. - : Elsevier BV. - 1873-3778 .- 0021-9673. ; 1253, s. 120-126
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Tidskriftsartikel (refereegranskat)abstract
- Direct determination of hydrodynamic radius from retention time is an advantage of the field-flow fractionation techniques. However, this is not always completely straight forward since non-idealities exist and assumptions have been made in deriving the retention equations. In this study we investigate the effect on accuracy from two factors: (1) level of sophistication of the equations used to determine channel height from a calibration experiment and (2) the influence of secondary relaxation on the accuracy of hydrodynamic radius determination. A new improved technique for estimating the channel height from calibration experiments is suggested. It is concluded that severe systematic error can arise if the most common channel height equations are used and an alternative more rigorous approach is described. For secondary relaxation it is concluded that this effect increases with the cross-flow decay rate. The secondary relaxation effect is quantified for different conditions. This is part one of two. In the second part the determination of hydrodynamic radius are evaluated experimentally under similar conditions.
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