![]() ![]() ![]() In this view, over the next several years organizations will be faced with a prevalence rate of chronic diseases (e.g., musculoskeletal disorders, diabetes, or cardiovascular diseases, cancer) close to 20/30% of the entire workforce ( Gragnano et al., 2017), with an attendant strong impact on work ability (WA) ( Camerino et al., 2006, 2008a Golubic et al., 2009 Milosevic et al., 2011 Carel et al., 2012 Monteiro et al., 2012 Loera et al., 2013 Guglielmetti et al., 2014 Leijten et al., 2014 Converso et al., 2015b Viotti et al., 2017a). The aging of workers requires attention on two major issues, that in the sustainability perspective ( Miglioretti et al., 2016 Gragnano et al., 2017) are kept together: the first one involves workers’ health, the second one job productivity and performance.Ī larger number of older workers implies, for example, an increasing number of people at work with minor and major health problems that occur more frequently after 55 years of age ( Knoche et al., 2012 Maricchio et al., 2013). Later retirements due to the consequent reforms adopted and the aforementioned demographic changes induce in turn a gradual aging of the workforce: in Europe the employment rate in the 55–64 years’ cohort increased 9.8% points (Eurostat, UE28, 2008–2016) the percentage of workers over 55 in Italy was 46.2% in 2014 ( Eurostat, 2016). The higher mean age and growing of the “old-old” cohort (+80) imply problems for the sustainability of the welfare and the pension systems. It is renowned that western countries (and in the near future, many others in the east and in the south) are getting older: the decline of fertility and low birth rates on one hand and rising life expectancies on the other are determining the increase in the mean age of the population. Alternatively, it can be considered a global phenomenon that is now affecting entire countries and populations: processes and changes must be considered in this “new” perspective (new: for the first time in history, older people have become the largest part of the population) not as single trajectories but in a systemic manner, taking into account the individual and the social changes as well as their interactions. Results: Multiple linear regression showed that age is significantly and negatively associated to work ability, and that job resources (e.g., decision authority and meaning of work) and personal resources (e.g., hope and resilience) moderate the relationship between age and work ability.ĭiscussion: These results highlight that investing in work and personal resources to support WA is even more relevant for those professions where high physical effort is required.Īging is mainly considered from an individual perspective as the process involving any human being throughout his or her lifespan. Method: The study was cross-sectional and not randomized data were collected by a self-report questionnaire during a multi-center survey conducted in two Italian hospitals in 2016. In this direction, the present study aims at examining the role of job and personal resources between age and work ability within nurses. This imply an increasing number of workers with health problems and a decreasing of ability to work. Objective: Demographic changes involving western countries and later retirements due to the recent pension reforms induce a gradual aging of the workforce. d’Annunzio” Chieti – Pescara, Chieti, Italy 2Department of Psychological Sciences, Università degli Studi “G.1Department of Psychology, Università degli Studi di Torino, Turin, Italy.Daniela Converso 1, Ilaria Sottimano 1*, Gloria Guidetti 1, Barbara Loera 1, Michela Cortini 2 and Sara Viotti 1
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