| 1. |
- Gyllensten, Kristina, 1977, et al.
(författare)
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Older assistant nurses’ motivation for a full or extended working life
- 2019
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Ingår i: Ageing and Society. - 0144-686X .- 1469-1779. ; 39:12, s. 2699-2713
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to explore older workers’ motivation for a full or extended working life. With particular focus on assistant nurses aged 55–64 years, working in the elderly care sector. Focus group interviews were conducted with five different groups of assistant nurses. Inductive thematic analysis was used to analyse the interviews and five main themes were developed from the data: ‘Organisational issues’, ‘Health-related problems’, ‘Private issues’, ‘Meaningfulness and appreciation’ and ‘Social support’. Several of the main themes concerned problems with too high work demands of the assistant nurses. These findings suggest that it is important to improve the working conditions of assistant nurses in order to create a more sustainable working life. Increasing the number of staff and improving recovery opportunities and work–life balance could be important steps to improving the working conditions for this group. Finally, upgrading the competency and professionalism of assistant nurses could help to increase the motivation for a full or extended working life.
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| 2. |
- Kadefors, Roland, 1939, et al.
(författare)
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Occupation, gender and work-life exits: a Swedish population study
- 2018
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Ingår i: Ageing & Society. - 0144-686X .- 1469-1779. ; 38:7, s. 1332-1349
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Tidskriftsartikel (refereegranskat)abstract
- The present study was undertaken in order to examine the differences between occupations in the Swedish labour market with respect to the risk for men and women of leaving working life prematurely. The project was carried out as a population study employing methodology used in demographics to predict life length at birth. Here, calculations of expected remaining work-life length were based on the exits from working life. The study was based on the Swedish national labour statistics, covering all employees who had an occupational definition in 2006 and who were in the age range 35–64 years during the study period 2007–2010. There was a clear socio-economic divide in exit patterns, comparing blue- and white-collar jobs. The differences between the highest and the lowest risk jobs exceeded 4.5 years among both men and women. In the blue-collar occupational groups there were 50 per cent or less ‘survivors’ still working at age 65; in many white-collar occupations there were more than 60 per cent. Men and women exited working life at the same age. Compared to a similar study carried out in 2006, the same socio-economic pattern prevails, but people now work longer in almost all occupations. Women exited working life 0.8 years earlier than men in 2006; this difference is now gone.
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| 3. |
- Kadefors, Roland, 1939, et al.
(författare)
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Social inequality in working life expectancy in Sweden
- 2019
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Ingår i: Zeitschrift für Gerontologie und Geriatrie. - : Springer Science and Business Media LLC. - 0948-6704 .- 1435-1269. ; 52:(Suppl 1), s. 52-61
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Tidskriftsartikel (refereegranskat)abstract
- Background In Sweden, there is a socioeconomic divide between white and blue collars with respect to risk for premature work life exits. Disability pension has long represented a major reason behind early exits. Objectives The present investigation aimed at studying the effect on socioeconomic groups of new guidelines issued by the Swedish government in 2006, limiting the possibilities for applicants to be granted pension on medical grounds. Material and method The study was based on register data comprising the prevalence in the age group 55-64 years of disability pension and premature age pension in different occupations, comparing the years 2006 and 2011. Results It was found that in 2011 under the new guidelines, newly approved disability pensions had dropped by 70%. Women were affected more than men. The drop in disability pensions affected applicants within the two most prevalent diagnosis chapters, mental disorders (a drop by 58 %) and musculoskeletal disorders (a drop by 87 %). In the same time period, the percentage in the age range 55-64 years choosing premature age pension more than doubled. An increase in the number of premature age pensions was more common in blue collar occupational groups than in white collars. Occupation had a higher impact on working life expectancy than country of birth. Conclusion There are strong indications that many applicants, particularly blue collars, who had been unable to be granted disability pension under the new operational guidelines instead choose premature age pension, a costly alternative for many individuals with already low pension benefits. Our results indicate a tendency of passing on the societal costs of early labour market exits to different economic compensation arrangements, as well as to the individuals themselves.
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| 4. |
- Nilsson, Kerstin
(författare)
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To work or not to work in an extended working life? Factors in working and retirement decisions
- 2013
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- In most of the industrialised world, the proportion of older and retired people in the population is continuously increasing. This will have budgetary implications for maintaining the welfare state, because the active working section of the population must fund the non-active and old population. Aim: The overall aim of this thesis was to obtain knowledge about older workers’ work and life situation in association with their planning and decision to retire from working life. Method: The thesis includes one qualitative and three quantitative studies conducted in Sweden. Result: Self-rated health was found to be a better measure than diagnosed disease of whether older workers believed they could work until 65 years or beyond. Health seems not to be a general impediment to working in old age if older workers are satisfied with their work situation and have enough time and opportunities to recover from fatigue. In one of Sweden’s most hazardous work environments, older workers were not injured significantly more often than younger workers. Good mental and physical work environment, moderate working pace and working time, and the right competence and possibility for skills development were factors determining whether older workers believed they can extend their working life. Attitude to older workers in the organisation, motivation and work satisfaction were factors determining whether older workers want to extend working life. Health, personal economic incentives, family/leisure pursuits and attitude to pension in society affected both whether people believed they can and wanted to extend their working life. In their final retirement decision, older workers considered: i) their possibility to balance and adapt functional ageing and health to a sustainable work situation; ii) their economic situation; iii) possibilities for social inclusion and coherence; and iv) possibilities for meaningful activities. Whether these requirements were best fulfilled in or outside working life determined the decision to continue working or to retire. Conclusion: If it is desirable for society that people will to extend their working life, both the “can work” and the “want to work” factors need to be met. It is important to provide a good fit inside working life. This requires a focus not only on older workers, but also on organisations and managers in order to provide incentives that keep older workers in the work force.
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| 5. |
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| 6. |
- Aronsson, Gunnar, et al.
(författare)
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Healthy workplaces for women and men of all ages
- 2017
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this knowledge compilation is to contribute with knowledge about the work environment in relation to the ever-older workforce. How do employee needs and possibilities change from a course of life perspective? What should the employer and other work environment actors think about in order for the workforce to be able to and want to work to a high age?The Swedish Work Environment Authority wishes to give an overarching knowledge profile of different aspects of the work environment and the ageing workforce, and we therefore asked seven researchers to summarise the research-based knowledge within each of their areas, from a course of life and gender perspective. An eighth researcher acted as an editor for the anthology, and has also written the preface.In summary, the report shows that we are becoming even healthier, living ever longer and working to an ever higher age. Older people in the workforce are positive for the economy because productivity increases, and the business sector can make use of competent and experienced staff for a longer time. But for the older labour force to be healthy and want to work at higher ages, one needs to take into consideration how ageing influences health and the capacity to work. With age, all people are affected to different degrees by reduced vision, hearing and physical capacity, as well as longer reaction times. Even their cognitive capacity changes. Certain cognitive abilities are strengthened with rising age, while others deteriorate. With an ageing workforce, more employees have chronic illnesses, which, however, seldom affect the actual working ability. Changes in working life also affect health and wellbeing, for example deregulated work and the technical development. Age and previous experiences impact upon our ability to adapt to these changes. One factor that promotes adaptation is partly resilience (that is to say, resistance and the ability to adapt to the new), partly compensation strategies when the mental and physical resources change. There are no great differences between gender when it comes to the consequences of ageing on health and wellbeing in the work. On the other hand, the public health trend shows increasing differences in health between the lower educated and the higher educated - a difference increasing more quickly among women than among men. The gender-segregated labour market also means that more women than men work in physical and mentally burdensome work. Attitudes at the workplace also affect wellbeing and the will to continue working at higher ages. Men tend to be more sensitive to age discrimination while women run the risk of double discrimination, that is to say based upon both gender and age. Work environment and the attitude to an older workforce are central to the considerations that an employee makes in the choice between continuing to work and retiring. Other prerequisites that influence the decision are one’s own health, private finances and self-fulfilling activities.The employer can do a great deal to lengthen and improve their employees’ working life. Systematic work environment management benefits everyone, and it can contribute to everyone keeping their working ability and to older people wanting to and being able to work for longer. Occupational health services of good quality also play an important role. Technical aids and adaptation of the working pace and working tasks are other measures that improve the work environment for the older workforce. The employer can also contribute to stimulating work arrangements and organisational support for the employees in order to strengthen their resilience and promote the development of compensation strategies.
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| 7. |
- Hovbrandt, Pia, et al.
(författare)
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Occupational balance as described by older workers over the age of 65
- 2019
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Ingår i: Journal of Occupational Science. - : Informa UK Limited. - 1442-7591 .- 2158-1576. ; 26:1, s. 40-52
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Tidskriftsartikel (refereegranskat)abstract
- Occupational balance promotes health, knowledge about occupational balance among older workers is important. This qualitative study aimed to describe occupational balance among older workers in Sweden. Six focus groups and two individual interviews were conducted with 26 workers, aged 65 years and older. The findings showed that drawing on abilities and resources, a harmonious mix of occupations, as well as congruence with values and personal meaning contributed to the participants’ occupational balance. From a work perspective, organizational factors such as support from managers and having the freedom to influence work tasks, as well as work time, also contributed to occupational balance. The participants changed their occupational pattern to achieve a more harmonious mix of occupations. This change was based on values and experience derived through the meaning of occupations, and on abilities and resources. Enabling older people to achieve occupational balance and promoting health may contribute to possibilities for an extended working life and active ageing.
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| 8. |
- Jonsson, Robin, 1986, et al.
(författare)
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Organizational Hindrances to the Retention of Older Healthcare Workers.
- 2020
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Ingår i: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 10:1, s. 41-58
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Tidskriftsartikel (refereegranskat)abstract
- The Swedish healthcare sector is currently experiencing recruitment difficulties combined with increasing demand for healthcare services. This study accordingly seeks knowledge of the obstacles to and opportunities for retaining older employees in the Swedish healthcare sector. Results of interviews with line managers and human resource (HR) partners indicate that the informants have positive attitudes toward older healthcare workers in general, particularly acknowledging their contributions based on long experience and skill. However, line managers’ high workload, the absence of age-management strategies, and universal HR policies not conducive to older workers’ individual needs are considered obstacles to retention on an organizational level. To retain older healthcare workers and maintain their ability and motivation, the healthcare sector and especially HR strategies need to be more proactive in addressing these issues, and formalized policies are required in order to benefit from the potential labor reserve that older employees constitute.
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| 9. |
- Nilsson, Kerstin, et al.
(författare)
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54 forskare: Vi är oroade över senare ålderspension
- 2017
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Ingår i: Dagens Samhälle. ; :20 December 2017
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Tidskriftsartikel (populärvet., debatt m.m.)abstract
- Vi – 54 forskare – är mycket oroade över konsekvenserna av att, som föreslagits, senarelägga ålderspensionen. Förslaget utgår i princip från arbetskraftsdeltagande i princip enbart styrs av ekonomin, medan forskningen visar att det bara är en av flera faktorer som styr hur länge och hur mycket människor väljer att arbeta. Det här sättet att lösa problemet med en åldrande befolkning och ett sviktande pensionssystem är inte samhällsekonomiskt lönsamt på lång sikt, utan riskerar bara att flytta runt folk mellan olika ersättningssystem. Pensionssystemet bygger på att vi ska arbeta en viss del av våra liv för att tjäna in vår pension. Vi bör dock inte enbart utgå ifrån ålder eller antalet år sedan en person föddes då korttidsutbildade generellt träder in på arbetsmarknaden tidigare än långtidsutbildade. De med kortare utbildningstid har alltså varit en del av arbetskraften från en yngre ålder. Människor med kortare utbildning har också oftare ett arbete som innebär påfrestningar som kan inverka negativt på hälsotillståndet och som till och med kan påskynda det biologiska åldrandet. Dessutom lever korttidsutbildade generellt sett inte lika länge som långtidsutbildade, vilket delvis även avspeglar skilda livs- och arbetsvillkor. Ta nytta av den forskning som vi har tagit fram. Ekonomin är självklart viktigt för att vi ska vilja arbeta, men den är som sagt enbart en av flera faktorer med betydelse vårt arbetsliv. Hälsotillståndet, både det fysiska och det mentala, har en avgörande betydelse för hur länge och hur mycket vi orkar arbeta. Ett fysiskt och mentalt belastande arbete är en stark riskfaktor för en nedsatt hälsa i slutet av arbetslivet. Arbetstid, arbetstakt och möjlighet till återhämtning spelar en allt större roll ju äldre vi blir. Andra aspekter är arbetsinnehåll, hur meningsfulla och stimulerande arbetsuppgifterna är, balansen mellan arbete och familjesituation och fritidsaktiviteter. Organisationskultur, ledarskapet, stöd i arbetet och kompetens har stor betydelse för om vi ska kunna och vilja arbeta till en högre ålder. Vi måste ta större hänsyn till olika förutsättningar och varierande funktionsförmåga och utifrån detta anpassa de åtgärder som gör att arbetslivet blir möjligt och hållbart för allt fler även i högre ålder. Ett hållbart och acceptabelt pensionssystem måste därför utformas utifrån personliga förutsättningar och förhållanden i arbetslivet. Ett hållbart arbetsliv för allt fler i vår åldrande befolkning fordrar att vi samtidigt beaktar faktorer som relaterar till biologisk/kroppslig ålder, mental/kognitiv ålder samt social ålder/livsloppsfas samt de attityder som är kopplade till ålder. Läs och se forskning om äldre i arbetslivet. Kerstin Nilsson, Docent i folkhälsovetenskap epidemiologi, Arbets- och miljömedicin Lunds universitet Boo Johansson, Professor i psykologi, AgeCap - Centrum för åldrande och hälsa, Göteborgs universitet Per-Olof Östergren, Professor Socialmedicin och global hälsa, Lunds universitet Roland Kadefors, Professor, avdelningen för Sociologi och Arbetsvetenskap Göteborgs universitet Gunnar Aronsson, Professor i arbets- och organisationspsykologi Psykologiska institutionen Stockholms universitet Margareta Torgén, MD PhD, Arbets- och miljömedicin, Inst med vet Uppsala universitet Sten Gellerstedt, adj professor Luleå tekniska universitet Lena Abrahamsson, Professor i arbetsvetenskap vid Luleå tekniska universitet Catarina Nordander, Docent överläkare Arbets- och miljömedicin Lunds universitet Kai Österberg, Docent, leg psykolog, universitetslektor Institutionen för psykologi, Avd för neuropsykologi, Lunds universitet Ingmar Skoog, Professor Institutionen för neurovetenskap och fysiologi, föreståndare för AgeCap - Centrum för åldrande och hälsa, Göteborgs universitet Pia Hovbrandt, Lic universitetslektor arbetsterapi, Lunds universitet Gerd Johansson, Professor Ergonomi och Aerosolteknologi, Institutionen för designvetenskaper, Lunds universitet Mikael Widell Blomé, Docent Ergonomi och Aerosolteknologi, Institutionen för designvetenskaper, Lunds universitet Mats Bohgard, Professor i arbetsmiljöteknik LTH, Lunds universitet Stefan Pinzke, Docent Arbetsvetenskap, ekonomi och miljöpsykologi, SLU Alnarp Mikael Forsman, Professor i ergonomi, IMM - Institutet för miljömedicin, Karolinska Institutet Peter Lundqvist, Professor Arbetsvetenskap, ekonomi och miljöpsykologi, SLU Alnarp Anna-Lisa Osvalder, Professor i Människa-maskinsystem, Design & Human Factors, Chalmers tekniska högskola och Ergonomi och aerosolteknik, Lunds universitet Inger Arvidsson, Dr.Med.vet. Fysioterapi, Arbets- och miljömedicin, Lunds universitet Peter M. Nilsson, Professor Malmö Kerstin Persson Waye, Professor Arbets- och miljömedicin Sahlgrenska akademin, Göteborgs universitet Janicke Andersson, Fil.Dr. i Äldre och åldrande, Lunds universitet Clary Krekula, Docent i sociologi, Karlstads universitet Elisabet Cedersund, Professor i äldre och åldrande, Linköpings universitet Mona Eklund, Senior professor i arbetsterapi och aktivitetsvetenskap, Lunds universitet Bengt Järvholm, Senior professor i yrkes- och miljömedicin, Umeå universitet Johan Stahre Professor produktionssystem, Chalmers tekniska högskola, ordförande för nationella forsknings- och innovationsrådet inom produktion och sekreterare i svenska Produktionsakademien Elisabeth von Essen Fil.Dr. Arbetsvetenskap, ekonomi och miljöpsykologi SLU Alnarp Maria Sjölund, Fil.Dr. Högskolan i Gävle Maria Warne, Fil.Dr. Mittuniversitetet, Östersund. Lars Rylander, Docent Epidemiolog, Arbets- och miljömedicin Lunds universitet Mikael Ottosson, Docent Arbetsvetenskap, Historiska institutionen, Lunds universitet Mikael Stattin, Docent universitetslektor vid Sociologiska institutionen, Umeå universitet Erika Wall, Docent i sociologi, verksam i rehabiliteringsvetenskap, Mittuniversitetet i Östersund Anna Rignell-Hydbom, Docent Arbets- och miljömedicin Lunds universitet Kjell Torén, Professor överläkare Arbets- och miljömedicin Sahlgrenska Akademin, Göteborgs universitet Susanna Toivanen, Professor i sociologi, inriktning arbetslivsvetenskap, Akademin för hälsa, vård och välfärd, Mälardalens högskola Måns Svensson, Docent i rättssociologi Lunds universitet Carita Håkansson, Docent Arbets- och miljömedicin, Lunds universitet Veronica Lövgren, Fil.Dr. Socialt arbete, Umeå universitet Centrum för funktionshinderforskning Mats Hagberg, Professor Arbets- och miljömedicin Sahlgrenska akademin Göteborgs universitet Lotta Dellve, Professor Institutionen för sociologi och arbetsvetenskap, Göteborgs universitet Kerstin Wentz, Professor Arbets- och miljömedicin Sahlgrenska akademin Göteborgs universitet Anna Larsson, Forskningsassistent Arbets- och miljömedicin Lunds universitet Ann Bergman, Professor i arbetsvetenskap Handelshögskolan Karlstads universitet Per Lindberg, Docent i arbetshälsovetenskap, Centrum för belastningsskadeforskning Högskolan i Gävle Christofer Rydenfält, Fil. Dr. Ergonomi och Aerosolteknologi, Institutionen för designvetenskaper, Lunds universitet Kjerstin Stigmar, Med Dr, leg sjukgymnast, Institutionen för hälsovetenskaper, Lunds universitet Gunnar Gillberg, Fil.Dr. universitetslektor Institutionen för sociologi och arbetsvetenskap Göteborgs universitet Maria Albin, Professor överläkare Institutet för miljömedicin Karolinska institutet Lisa Björk, Dr. arbetsvetenskap och utvecklingsledare vid Institutet för stressmedicin i Göteborg Satu Heikkinen, Fil.Dr. i sociologi, Karlstads universitet Åsa Tjulin, Fil.Dr. Mittuniversitetet, Östersund
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| 10. |
- Nilsson, Kerstin
(författare)
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Active and healthy ageing at work. - A qualitative study with employees 55-63 years and their managers
- 2017
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Ingår i: Open Journal of Social Sciences. - : Scientific Research Publishing, Inc.. - 2327-5952 .- 2327-5960. ; 5
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Tidskriftsartikel (refereegranskat)abstract
- The proportion of elderly individuals in the population is increasing in most industrial countries. This demographic change increases the need of more people who work until an older age to maintain the welfare in the states. However, it is not clear if older employees are interested to in generally extend the working life to an older age. It is also not stated if managers in organizations are interested of extending their older employees working life. The overall aim of this study was to examine older employees own experience of their work situation and ageing at work. The aim was also to investigate their managers’ attitude to them as older employees. The investigation was conducted by focusing group interviews with employees aged 55 - 63 years, and with their mangers aged 40 - 63 years. The findings stated that the older employees’ consideration for an extend working life seemed to be based on their health and health problems in relation to their work situation; their personal economy; their managers attitude to them as elderly and the possibility to social inclusion at work; and their possibilities for self-crediting activities at work despite their age. The managers seem to have a positive attitude to some of the older employees’ experience knowledge, if that was in the same direction as their own interest. Otherwise the mangers saw the older employees as problem and obsoleted. The managers were also negative to older employees who got health problems which effect the work production negatively. The older workers in this study described managers’ importance to if they want to work in an extended working life. However, the managers seem not to understand their own importance in this and were not interested to keep all elderly in an extended working life.
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