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- Jonsson, Robin, 1986, et al.
(författare)
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ARBETE OCH PENSIONERING - Uppfattningar bland medarbetare I Göteborgs stad
- 2022
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Bakgrunden till den här rapporten är de statliga målsättningarna om att förlänga arbetslivet och de personalförsörjningsproblem offentliga arbetsgivare upplever. Rapporten fokuserar på äldre anställda i Göteborgs stad, deras personliga bakgrund, upplevelser av arbete och pension. Syftet med enkätstudien är att beskriva äldre medarbetares uppfattningar om pension samt att undersöka vilka arbets- och verk-samhetsrelaterade faktorer som påverkar deras pensionspreferenser Teoretisk utgångspunkt är kapabilitetsbegreppet som belyser människors och organisationers möjligheter att omvandla existerande resurser i syfte att nå uppsatta mål. I rapporten presenteras en teoretisk modell som kan användas som ett verktyg för att förstå samspelet mellan individuell och organisatorisk kapabilitet samt för att rikta insatser mot de grupper som är i störst behov. Metod: Urvalspopulationen var samtliga tillfälligt- eller tillsvidareanställda anställda i Göteborgs stad som i november 2021 var 55 år fyllda eller äldre (N=10 849). Av de 10 849 personer som fick webenkäten valde 4234 (39 procent) att delta i undersökningen. Resultatet visade att pensionspreferensen skiljer sig relativt mycket åt mellan olika verksamheter. Generellt sett är dock önskan om att arbeta efter 65 år större bland män än hos kvinnor, bland högutbildade, de med god hälsa och inom vissa typer av verksam-heter såsom gymnasieskola och vuxenutbildning och IFO. Inom förskola, funktionsstöd och äldreomsorg är andelen medarbetare som önskar gå i pension före 65 år särskilt hög. Anställdas motiv till tidig pension angavs i följande ordning: (1) önskan om mer fritid; (2) att hälsan kräver det; (3) att arbetet har blivit för krävande. Motiv till att förlänga arbetsliv var (1) att man vill höja sin pensionsinkomst; (2) att man tycker om sitt arbete och vill ägna sig åt det så länge man kan; (3) att den dagliga kontakten med arbetskamrater är viktig och att arbetet upplevs ge livet innehåll och mening. Rekommendationer till Göteborgs stad för att rekrytera och bibehålla äldre medarbetare Prata om pensionsnormer och möjligheter till flexibelt utträde: Trots statliga målsättningar om ett förlängt arbetsliv tycks fortfarande 65 år utgöra en betydelsefull referensålder och normerande för pension bland medarbetare i Göteborgs stad. Behåll och stärk möjligheter till generella anpassningar av arbete: Hälsa, arbetsförmåga och arbetsbelastning var betydelsefulla faktorer för medarbetares pensionspreferenser. Flexibilitet och möjligheter anpassa arbetet på olika sätt har betydelse för medarbetares för-måga och vilja att fortsätta arbeta. Utred förutsättningar för individuella anpassningar och säkerställ likvärdighet i fördelningen av dessa: Individuella anpassningar i sitt arbete hade ett samband med medarbetares pensionspreferens, men tillgången till sådana individuella anpassningar tycks vara begrän-sade och ojämnt fördelade inom Göteborgs stad. Kompetensutveckling och kompetensanvändning har betydelse: Tillgång till kompetensutvecklingsmöjligheter hade betydelse för anställdas önskemål om senare pension. Se över anställdas ekonomiska möjligheter och fortsatt löneutveckling i alla åldrar: Ekonomiska aspekter var viktiga skäl till förlängt arbetsliv, särskilt för vissa grupper i Göteborgs stad. Fortsätt arbetet med att stärka attraktivitet, värde och meningsfullhet: Att uppleva arbetet meningsfullt, på olika vis, var viktiga skäl till för-längt arbetsliv. Ha en vaksamhet på krävande arbete och hälsans betydelse: Resultaten visar att personlig hälsa och arbetsbelastning är betydelsefulla för medarbetarnas pensionspreferenser. För samtal kring pension tidigt och öka medvetenheten om att möjligheterna till fortsatt arbetskraftsdeltagande: Öka medvetenheten inom organisationen om att längre arbetslivsdeltagande är önskvärt inom Göteborgs stad. Nyttja offentlig kommunikation, utbildning, och HR insatser för att fånga upp medarbetare före de fattar beslut om att gå i pension eller förlorar viljan att fortsätta arbeta.
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- Jonsson, Robin, 1986, et al.
(författare)
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Does unbalanced gender composition in the workplace influence the association between psychosocial working conditions and sickness absence?
- 2013
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Ingår i: Work: A Journal of Prevention, Assessment and Rehabilitation. - 1051-9815 .- 1875-9270. ; 46:1, s. 59-66
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Tidskriftsartikel (refereegranskat)abstract
- Introduction: Earlier research has shown that bad psychosocial working conditions contribute to sick-leave. Some theorists argue that skewed gender composition can be one of the factors contributing to bad psychosocial working conditions. Objectives: We examine whether workplace gender composition has an effect on the association between job strain and sick-leave.Methods and participants: Associations were assessed using a case-control study with Swedish data collected in 2008 (n=5595). Results: Results indicated that there was an association between high strain jobs and sickness absence among both women (Adj. OR 2.04, CI95% 1.62-2.57) and men (2.24, 1.67-3.01). Furthermore, both women (2.87, 1.34-6.26) and men (2.53, 1.74-3.69) in male-dominated workplaces had the highest risk for sickness absence due to high strain jobs. Male-dominated workplaces were, in general adverse for both women and men. Conclusions: The results indicated that a minority position strengthens job strain for women while it weakens the association for men. Using modern gender theories, we could argue that some of these results might be explained by the general use of masculinity as the social norm in the labor market. However, findings from this study need to be validated by further research.
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- Jonsson, Robin, 1986, et al.
(författare)
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Engaging the missing actor : lessons learned from an age-management intervention targeting line managers and their HR partners
- 2023
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Ingår i: Journal of Workplace Learning. - : Emerald Group Publishing Ltd.. - 1366-5626. ; 35:9, s. 177-196
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – This study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden.Design/methodology/approach – The learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews.Findings – The intervention design produced promising results in improving line managers’ and HR partners’ knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes inorganizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization’s goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies.Practical implications – Prolonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers.Originality/value – This study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers
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- Jonsson, Robin, 1986, et al.
(författare)
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Matching the Pieces: The Presence of Idiosyncratic Deals and Their Impact on Retirement Preferences Among Older Workers
- 2021
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Ingår i: Work, Aging and Retirement. - Oxford : Oxford University Press. - 2054-4642 .- 2054-4650. ; 7:3, s. 240-255
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Tidskriftsartikel (refereegranskat)abstract
- Despite working life prolongation having been at the center of the policy agenda in Europe for the last two decades, organizations’ engagement in formal age-management activities intended to strengthen older workers’ motivation and work ability appears limited. Given policies to extend working lives, negotiated individualized work arrangements—often called idiosyncratic deals (I-deals)—can be an informal and complementary approach to formalized age-management practices, improving the person–job fit and helping older workers extend their working lives. Nevertheless, research on I-deals and retirement preferences remains scarce in the Nordic context, where collective agreements regulate conditions of employment and the employer–employee relationship. Using confirmatory factor analysis and structural equation modeling, this study examines five areas of I-deals (i.e., Task and Work Responsibilities, Workload Reduction, Schedule Flexibility, Location Flexibility, and Financial Incentives) and their relationships with retirement preferences among Swedish public-sector employees aged 55 years or older (n = 4,499). Findings show that I-deals are generally less prevalent among women and older employees, as well as among those with poor health, in lower socioeconomic positions, and with shorter organizational tenure. Regarding retirement preferences, we found Task and Work Responsibilities to be related to later preferred retirement age, while, surprisingly, the opposite was observed for Workload Reduction, probably because individuals who received workload reductions also reported poorer health. Comparatively, factors such as matching employees’ competence, experience, and growth opportunities seem to be the most important for public-sector employees’ retirement preferences.
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- 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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- Jonsson, Robin, 1986
(författare)
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Retaining the Aging Workforce: Studies of the interplay between individual and organizational capability in the context of prolonged working lives
- 2021
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Amidst the realities of workforce aging and policies to prolong the working life across Europe, policymakers and researchers have emphasized the employer’s role in providing suitable working conditions for older workers under the human resource term “age management.” Although the definition of age management refers to all age groups, previous research has primarily used the concept in the context of older workers’ employment participation. The age-management imperative stresses employers’ active role in adapting work to older workers’ abilities and preferences by developing, modifying, sustaining, and providing flexible work arrangements to strengthen these workers’ capabilities and encourage them to remain in work longer. However, previous research has repeatedly shown that employers often take a passive or reactive approach to implementing measures to retain older employees. Also, knowledge of effective workplace interventions to promote older workers’ employability, work ability, and health is sparse. Against this background, this thesis seeks insights into enabling and hindering conditions at the individual and organizational levels using the capability concept as a theoretical approach. Capability refers to individuals’ and organizations’ ability to convert existing resources and perform actions to realize selected goals, such as continuing to work or retaining older workers. This thesis intends to answer the following questions: What personal and work-related factors promote or hinder older workers’ ability and willingness to continue working? What barriers and opportunities influence public welfare organizations’ capability to retain older workers? How do individuals’ capabilities interact with organizational capabilities in the context of prolonging the working life? The empirical studies of this thesis are based on three data sources: (a) a population-based representative panel and registered data covering 55–64-year-olds (from Panel Survey of Aging and the Elderly, PSAE), (b) a cross-sectional study of employees aged 55 years or older in the city of Gothenburg (Hearts–Lexliv study), and (c) an interview study with 19 line managers and their HR partners in the healthcare sector (ArbetsKraftsprojektet). The first article compared personal and work-related determinants of retirement preferences and subsequent behavior. Findings indicated that people tended to retire later than initially preferred. Personal health, work ability, physical work exposure, and job satisfaction were important determinants of preferences and actual retirement behavior. The second article explored the role of work accommodations among older workers with poor health measured in terms of disease, illness, and sickness. Poor health conditions in combination with few opportunities to accommodate work increased the risks of early retirement. However, these associations were not equally consistent with illness. The third article examined the impact of negotiated individualized work arrangements, so-called idiosyncratic deals, on retirement preferences. It found negotiated individualized work arrangements matching employees’ competence, experience, and growth opportunities to be important for public-sector employees’ retirement preferences. The fourth article examined organizational barriers to retaining older workers in Swedish public-welfare organizations. The findings suggested that public welfare employers’ ability to retain older workers is hindered by line managers’ high workload, inflexible HR strategies, and the absence of elaborated age-management strategies and coordination within the organization. Empirical data also indicate that preferences for earlier retirement and earlier actual behavior are more frequent among females and among individuals in lower socioeconomic positions with lower education. This thesis demonstrates that older workers’ preconditions for prolonging the working life are largely shaped by the interaction between personal factors, such as health, perceived work ability, and physical and psychosocial working conditions, and organizations’ capability to adapt and provide flexible solutions concerning, for example, negotiated individualized work arrangements or accommodations. The model presented in this thesis provides guidance in identifying vulnerable groups and conditions in the labor market.
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- Jonsson, Robin, 1986, et al.
(författare)
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Work despite poor health? A 14-year follow-up of how individual work accommodations are extending the time to retirement for workers with poor health conditions
- 2019
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Ingår i: SSM - Population Health. - : Elsevier BV. - 2352-8273. ; 9:December 2019
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Tidskriftsartikel (refereegranskat)abstract
- © 2019 The Authors Given many OECD countries' efforts to extend their citizens' working years, research underscores the importance of work accommodations to maintain older workers and enable them to work despite poor health or declines in physical functions. Nevertheless, few studies have investigated the associations between poor health conditions and opportunities to accommodate work in accordance with individual needs and preferences. In this study, we differentiate between three types of poor health conditions (disease, illness, or sickness). We examine the separate effects of these health conditions as well as of possibilities for work accommodations (working hours, pace, planning), on time to retirement. Additionally, we examine the potentially joint effect of poor health and low opportunities for work accommodations. The analyses are based on a representative sample of 1143 Swedish workers from Panel Survey of Ageing and the Elderly (PSAE) with a baseline (2002/2003) age of 55–64 years. Using complementary register data on income, we followed the labor market activity of these individuals until the end of 2015. We employed Cox proportional hazard regression to estimate the time to retirement and adjusted for demographical, socio-economic, and work-related covariates. In comparison to those with good health, having disease, illness, and sickness is associated with a higher risk of earlier exit from the labor market, and the joint effect of poor health and low opportunities for work accommodations increases this risk. High influence to accommodate work while having a disease or sickness supports work participation, while these patterns of associations were not equally consistent for individuals with illness. This study highlights the importance of increasing older individuals’ opportunities to make their own work accommodations, particularly in the presence of disease and sickness, and thereby combat the negative effects of poor health on time to retirement.
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