Chronic health conditions and work-related stress in older adults participating in the Dutch workforce

The proportion of workers with chronic health conditions (CHCs) will increase over the years as pension reform is increasing the age of retirement in many European countries. This will increase the percentage of older adults with CHCs performing highly demanding work. This study sought to examine the association between common CHCs [cardiovascular disease (CVD), diabetes, arthritis, respiratory and sleep disorders] and three domains of work stress in older Dutch workers. This study used data from the first wave of the NIDI Pension Panel Study for working adults aged 60–65 years (n = 6793). Logistic regression models examined the strength of association between CHCs and (1) general work stress, (2) emotional, and (3) physical demands. All five CHC were independently associated with one or more domains of stress. After including all CHCs in the model, CVD, sleep disorders, and arthritis were significantly associated with general stress. Respiratory disorders, sleep disorders, and arthritis were significantly associated with physical demands. Diabetes (1.25, 95% CI 1.01–1.53), sleep disorders (1.99, 95% CI 1.72–2.31), and arthritis (1.18, 95% CI 1.06–1.31) were significantly associated with emotional demands. Our findings demonstrate that work stress is associated with prevalent CHCs, and these conditions are differentially associated with several domains of work stress in adults approaching retirement. More research is needed to understand the causal relationship between CHCs and work stress. Such research may provide insights for effective workplace and public health interventions to ensure that older workers remain physically and mentally healthy, and productive through their working years

Effects of Prevalent and Newly Diagnosed Arthritis on Changes in Perceived Physical Demands and Work Stress Among Older Workers:Results of a 3 Year Panel Study

Objectives: Examine the effects of prevalent and newly diagnosed arthritis on changes in perceived physical demands and general work stress. Methods: Conditional change logistic regression models examined the strength of association between arthritis and perceived (1) work stress and (2) physical demands, using data from the NIDI Pension Panel Study (n = 2099). Results: Prevalent and newly diagnosed arthritis were associated with increased odds of perceived work stress and high physical demands. Manual workers with newly diagnosed arthritis exhibited a 6.73-fold (95% CI = 2.87–15.77) increased odds of physical demands. Arthritis in three body extremities was differentially associated with increased odds of work stress and physical demands in manual and non-manual workers. Discussion: Prevalent and incident arthritis were associated with changes in work stress and physical demands in older workers. Policies and workplace interventions to reduce stress and physical demands and improve workability in older workers with arthritis are needed

Do pension participants want the freedom to choose or the freedom to snooze?

Individual freedom of choice is a much heralded and cherished principle in democracies. Milton Friedman and colleagues at his alma mater, the University of Chicago, made this a cornerstone of their belief (Friedman & Friedman, 1990). The freedom of choice is the antidote to excessive government interference and an instrument which enables people to realize their goals and discipline agents and organizations. The call for freedom is getting louder as individualization of every life is becoming more and more visible and trust in institutions is eroding. Numerous sociologists of name and fame (Beck, 2002; Putnam, 2001) have documented this trend and predicted its dire consequences. Policy makers have translated this trend into privatizing tasks and services which were financed or provided on a collective scale. Of course, the question remains: do people really want to take the fate of their lives in their own hands? For simple products and services freedom can be safely entrusted to individuals, but for complex services with long lasting consequences freedom of choice may not be in the interest of citizens at all. This question will probably be at the forefront in debates about many reforms in social security, health care, pensions as governments are shifting risks from collective levels to the level of the individual

Employers' Adjustment to Longer Working Lives

Background and Objectives The aging of the workforce and the trend toward longer working lives has substantial implications, not only for employees, but also for employers. The aim of this study is to quantitatively investigate the extent to which employers have implemented human resource (HR) practices in adjustment to longer working lives. We distinguish between information practices, health practices, and person–job fit practices. Research Design and Methods Data from 1,296 Dutch employers, collected in 2017, are used to study the ways in which employers have adjusted their HR practices. We estimate a structural equation model to identify predictors of implementing adjustment measures. Results Employers have largely started to adjust their HR practices to make longer working lives more attainable. Especially larger organizations are highly active in using HR practices to enhance the long-term employment perspectives for their employees. Employers who are concerned about the mental fitness of their workforce in relation to longer working lives are especially likely to invest in information and health adjustment practices. Organizations with a high proportion of older workers are mostly focused on providing information. Discussion and Implications The HR practices that are implemented by employers to facilitate longer working lives are different from those traditionally associated with an older workforce, implying a fundamental shift in employers’ focus. Instead of promoting the exit of older workers and accommodating older workers specifically, employers are now moving toward providing information, promoting healthy habits, and improving long-term person–job fit, also targeting early- and mid-career workers

Y The Differential Impact of Retirement on Informal Caregiving, Volunteering, and Grandparenting:Results of a 3-Year Panel Study

Contains fulltext : 227503.pdf (publisher's version ) (Open Access)Research on retirees' engagement in informal caregiving, formal volunteering, and grandparenting often views retirement as a permanent exit from the workforce. Retirement processes are, however, increasingly diverse: some retire fully while others remain in paid work after retirement from a career job. A relevant but understudied question is how these different retirement processes relate to changes in engagement in unpaid productive activities. Building on role theory, we hypothesize that full and working retirees face different consequences of retirement and, therefore, differ in engagement in unpaid productive activities. We analyze data that were collected in 2015 and 2018 among 4,882 Dutch individuals aged 60-65 and employed at baseline. Around half had fully retired at follow-up and ten percent worked after their retirement. At follow-up, more respondents are regularly volunteering (from 17% to 27%) and grandparenting (from 39% to 53%) than at baseline, while caregiving remains rather stable (from 33% to 30%). Conditional change models show that full retirement is associated with an increased likelihood of volunteering and grandparenting, but not caregiving. Engagement in post-retirement work is related to an increased likelihood of looking after the grandchildren, but not to volunteering or providing informal care. Our findings suggest that volunteering is important for replacing weak ties after full retirement, while grandparenting might be a new, central role in retirement - irrespective of work engagement. Retirees seem to engage in unpaid productive activities for different reasons.13 p

Population and Climate Change:Consensus and Dissensus among Demographers

What role does population play in thinking about the problem of climate change and some of its solutions? In a survey conducted between February and April 2020, we asked European demographers to state their views on the relationship between climate change and population developments, and asked them to rate their concern about climate change and other socio-demographic issues. We found that climate change is at the top of the list of demographers' concerns, but that their sense of urgency with respect to taking action to redress global warming is not matched by their belief that population policy can make a crucial difference in reducing CO2 emissions: demographers are highly divided on the question whether the global population size should be reduced to lower CO2 emissions, as well as on the question whether family planning is an effective policy instrument

When is fertility too low or too high? Population policy preferences of demographers around the world

When does fertility in a country become so low or so high that a government needs to intervene? This paper sheds light on this population policy question, based on a worldwide survey among demographers. We examine how professionals' policy preferences regarding fertility levels are affected by their views on the impacts of population growth/decline and by fertility in their country of residence. The median respondent suggests intervention once fertility goes below 1.4 children or above 3.0. Three results stand out: first, demographers who are concerned about the carrying capacity of the earth are more willing to intervene than those who are less concerned. Second, the context of decision-making matters: experts living in high-fertility countries are more set on intervention than those living in low-fertility countries, but their threshold fertility level is also higher. Third, political orientation matters: right-leaning demographers are more set on government intervention than left-leaning demographers

Do stereotypes about older workers change? A panel study on changing attitudes of managers

Purpose The purpose of this paper is to see whether attitudes toward older workers by managers change over time and what might explain development over time. Design/methodology/approach A unique panel study of Dutch managers is used to track the development of their attitudes toward older workers over time (2010-2013) by focusing on a set of qualities of older workers aged 50 and older. A conditional change model is used to explain the variation in changes by focusing on characteristics of the manager (age, education, gender, tenure and contact with older workers) and of the firm (composition staff, type of work and sector, size). Findings Managers have significantly adjusted their views on the so-called "soft skills" of older workers, like reliability and loyalty. Attitudes toward "hard skills" - like physical stamina, new tech skills and willingness to train - have not changed. Important drivers behind these changes are the age of the manager - the older the manager, the more likely a positive change in attitude toward older workers can be observed - and the change in the quality of contact with older workers. A deterioration of the managers' relationship with older workers tends to correspond with a decline in their assessment of soft and hard skills. Originality/value This paper offers novel insights into the question whether stereotypes of managers change over time