Table 1 - uploaded by Wendy Koolhaas
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Example of the list of classification codes between the self- reported answers and corresponding ICF components including the work-related external factors and personal factors
Source publication
Purpose:
To gain in-depth understanding of the number and type of experienced ageing problems, obstacles to perform work tasks, retention factors to maintain work and support needs to continue working life in the next years among workers aged 45 years and older with and without a chronic health condition.
Methods:
A survey of workers' perspectiv...
Context in source publication
Context 1
... addition, the usability of the additional stem- branch-leaf scheme for the 'Work-related environmental factors' and 'Personal factors' was tested. An short example of the list of classification codes used in this study is shown in Table 1. The complete list used in this study can be obtained from the authors. ...
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Citations
... Prior to COVID-19, the workplace was already a challenging place for older workers. First, advanced age is an established risk factor for chronic illness (Anderson & Durstine, 2019), which has been related to both decreases in workability (Boyd & Fortin, 2010;Koolhaas et al., 2013;McGonagle et al., 2022) and work productivity; as well as increases in "presenteeism" (i.e., being present at work, but unable to maximize performance due to health complications; Schultz & Edington, 2007). Physical ability is a major consideration in workforce engagement, but workability is also adversely impacted by mental illness (Emptage et al., 2005;Jason & Erving, 2022;McGonagle et al., 2022). ...
This study provides insight into how having COVID-19 shifted Black and older Hispanic adults’ organizational perceptions and experiences. We used data from 30 Black and Hispanic full-time men and women over the age of 45 who have had COVID-19, and most have co-occurring physical and mental chronic illness, to examine how having COVID-19 shapes their perceptions of their workplace and organizational interactions. We examine how older Black and Hispanic adults’ intersectional identities further shape their work experiences. Further, we illuminate how COVID-19-related enhanced safety protocols impacted these workers’ emotional and interpersonal experiences by increasing feelings of safety and support, while simultaneously widening relational gaps among coworkers and increasing mental health concerns. We end with workplace practice recommendations, centering an intersectional and Total Worker Health® (TWH) approach, to reduce work-related health and safety hazards with efforts to promote and improve the well-being of older Black and Hispanic workers.
... Les maladies chroniques se caractérisent, entre autres, par le fait qu'elles se guérissent rarement complètement (Beaglehole et al., 2006 ;Haafkens et al., 2011). Comme elles influencent les capacités des personnes, elles engendrent, chez plusieurs travailleurs, des difficultés au travail (Koolhaas et al., 2013 ;Shaw et al., 2013). En fait, quel qu'il soit, tout travailleur est confronté à la réalité du travail. ...
Introduction Le travail constitue une occupation centrale chez les adultes. La présence d’une maladie chronique (MC) modifie le parcours des travailleurs qui en souffrent et peut affecter leur maintien en emploi (ME). Objectif Le but de l’étude est de mieux comprendre les stratégies visant le ME, déployées par des travailleurs vivant avec une maladie chronique (TVMC). Méthodes Un devis qualitatif inscrit dans une démarche de méthode de théorisation enracinée (MTE) a permis de documenter en profondeur le processus de ME des TVMC œuvrant dans une organisation responsable de la dispensation de soins de santé et de services sociaux au Québec (Canada). Résultats Afin de se maintenir en emploi, les TVMC négocient des stratégies dans différents contextes influencés par les caractéristiques personnelles et celles de la maladie, de même que par les impacts fonctionnels qu’engendre le problème de santé. Discussion Dans une perspective de promotion de la santé et de prévention primaire, une négociation collective des attributs organisationnels en complémentarité à une négociation individuelle ouvre une voie nouvelle pour la compréhension de ce phénomène. Conclusion Mondialement, les organisations se transforment avec la pandémie de Covid-19. Il serait primordial que lors d’une pareille transformation soient considérées les différences entre les travailleurs afin que les organisations soient plus inclusives.
... However, the impact of these conditions on work capacity ranges from minimal to incapacitating health problems, depending on job requirements and characteristics (J. Ilmarinen et al., 1997;Koolhaas et al., 2013). Reduced capacity to meet job demands often catalyzes premature exclusion from the job market, which results in adverse health and economic implications and increased dependency on social and disability benefits (Van Rijn et al., 2014). ...
... Workers weighed the dynamic interplay between outcome characteristics: job demands versus control (autonomy, flexibility) and effort (reflected as reduced workload/demands and new job learning efforts) versus reward (income) balance, underlying Karaseks' and Siegrist's models for job stress, respectively (Karasek et al., 1981;Siegrist et al., 2004). Though perceived as a lower priority for workers in the literature, autonomy is consistently related to aging workers' retention and successful work accommodations (Boot et al., 2016;Koolhaas et al., 2013;Leijten et al., 2013). Self-efficacy was described as the workers' perceived ability to perform the new tasks or job they were allocated following an accommodation. ...
... Loneliness, a consequence of social isolation, is a recurring motif in old age associated with adverse health outcomes (Hawkley and Cacioppo, 2007). The importance of work for social relations and support was confirmed among older workers with health conditions (Boot et al., 2016;Koolhaas et al., 2013;E. S. Ng and Law, 2014;Sanders, 2018). ...
Israel is experiencing accelerated workforce aging and increasing retirement age that began in the last two decades. Aging workers suffer from increased illness and impairment rates, challenging employing organizations with reduced work capacity. Occupational health practitioners often assist employers in accommodating these challenges. However, insufficient evidence on prognostic factors, organizational practices, and age management tools hamper successful accommodation. Research on the organizational perceptions of aging workers is also limited.
Our study aims to (1) identify the domains in which the aging workforce challenges Israeli organizations according to a multi-level theoretical model we developed, and (2) assess the practices employed by organizations to address the declines in work capacity from employers' and workers’ perspectives.
Our qualitative study employed semi-structured interviews of 26 employers and workers' representatives from eight Israeli organizations sampled by maximum variation according to organizational characteristics. Thematic framework analysis of organizational perceptions on challenges, facilitators, and practices in use, via aging workers’ cases was utilized.
We identified organizational challenges on five levels: individual worker, work environment, interpersonal team relationships, organization, and community relationships, stemming from the aging workers' reduced capacity to meet job demands and conditions. Time adjustments, work environment changes, and job task changes were common accommodations practices used by the organizations. Successful accommodations from the employers' perspective preserved workers' and teams' productivity, and from the workers’ perspective, those that lowered demand and improved job control without damaging earnings or job status.
Taken together, organizations from all economic sectors should prepare for the increasing need to accommodate work conditions for aging workers with limitations to preserve their health and safety. Balancing employers' and workers' perspectives when accommodating workers with reduced work capacity is imperative to promote healthy aging at the workplace. Government intervention is advised to encourage continued job participation to reduce employment termination.
... For instance, Jason et al. 2017 reported that MCC was associated with increased probability of transitioning out of the workforce. Prior research shows that having MCC increases work disability (Lerner, Allaire, and Reisine 2005) and decreases work ability (Boyd and Fortin 2010;Koolhaas et al. 2013). ...
The dramatic growth of older adults’ labor participation over the past 25 years, including women and people of color, is reshaping the American labor force. The current study contributes new knowledge concerning why individuals over age 50 years may be working longer despite negative impacts of deteriorating physical and mental health associated with aging. Inquiries regarding who continues to work and why can be answered, in part, by addressing how workforce engagement and health are shaped by notable social inequities along the dimensions of age, race, and gender. Guided by cumulative advantage/disadvantage and intersectionality frameworks, we examine whether having multiple chronic conditions (MCC)—two or more physical conditions—and depression affect workforce participation. Using multinomial logistic regression models, we analyze the 2014–2016 waves of the Health and Retirement Study ( N = 4250). Findings reveal that having multiple chronic illnesses increase the likelihood of labor force exit, especially among workers who also have depression. We also discover intersectional nuances which illuminate complex race-gender dynamics related to health and work processes in later life. We conclude with recommendations for workplace policy that promote the retention of older workers with chronic illness and depression and aim to decrease disparities in older workers’ work engagement.
... Research is needed to develop a deeper understanding of the factors that may facilitate work sustenance among these patients. Moreover, barriers in retaining employment and work productivity, including health and work-related needs of employees suffering from CKD and those receiving HD treatment, must be investigated (Koolhaas et al., 2013). A previous study assessed the experiences of people with CKD in the workplace (Schipper et al., 2016), although predominantly, these do not involve patients receiving HD (de Vries et al., 2012). ...
... The second phase of the study was a qualitative method using faceto-face, semi-structured interviews intended to deepen understanding of the experiences of HD patients who were employed and those who were not employed identified as having poor, moderate, and T A B L E 1 Demographic characteristics of the participants in the qualitative part (n = 16) good work productivity and activity impairments. This phase provided a deeper understanding of the patient's context, family and social situations, and the facilitators and barriers of their work sustainability as they managed their long-term condition (De Souza & Oliver Frank, 2011;Koolhaas et al., 2013). ...
... The findings suggest that being younger, being male and living away from HD centres predicted employment among HD patients. These associations of employment to gender and age had been supported in previous studies (i.e., Gilmour et al., 2008;Koolhaas et al., 2013). Another important finding of the study is the negative association between these patients' mental health and activity impairment. ...
Aims:
To explore the employment, work productivity, activity impairment, and sustainability of work of Saudi patients with chronic kidney disease (CKD) on haemodialysis (HD).
Background:
Failure to address CKD-related challenges may cause HD patients to lose their job, create a lack of compassion from co-workers and receive discrimination hindering progress in their profession.
Design:
This is a cross-sectional explanatory sequential mixed-methods study.
Methods:
A convenience sample of 130 CKD patients was surveyed in the quantitative phase using the 'Short-Form Health Survey' and 'Work Productivity and Activity Impairment Questionnaire.' For the qualitative phase, face-to-face, semi-structured interviews took place with 16 CKD patients. Data were collected in 2017.
Results:
The respondents reported poor physical and mental health. Both employed and unemployed respondents reported moderate levels of work productivity. Better physical health was related to an increased likelihood of being employed. Physical health was negatively correlated with presenteeism, whereas mental health was negatively associated with activity impairment. Five key themes emerged from the qualitative data: work retention, sustaining employment, suitability of work, losing the work and unemployment.
Conclusions:
Physical condition, personal distinctiveness, cultural and traditional aspects, and employment policies and approaches affect the employment status of CKD patients on HD.
... Technologies may not be the most crucial trigger for stress in occupational environments, and technostress may be avoided (Koolhaas et al., 2013). However, the use of ICT is necessary for the organization to perform effectively (Changki, Jungioo & Jinjoo, 2007) and remain competitive (Rubel, Kee & Rimi, 2020). ...
This quantitative descriptive study discusses the effects of technostress on work-home conflict, on quality of life and on intention to stay in organizations among the Information and Communication Technology (ICT) users’ in their daily work. It is a descriptive and quantitative research with 473 respondents from both public and private companies. The results confirm the negative effects of technostress creators and the positive effects of technostress inhibitors in work-home conflict, quality of life, and the intention to stay in organizations. Finally, quality of life partially mediates the relationship between technostress and the intention to stay in the organizations.
Keywords: technostress; work-home conflict; quality of life; intention to stay; organizations.
... Koolhaas et al. [27] The increase in problems due to ageing and health-related problems from the age of 45 years onwards implies the importance of attention to obstacles and retention factors for maintaining or enhancing a sustainable working life. Four different concepts of ageing; the nine factors of importance for working life; and their relation to older workers' decision to extend their working life or retire. ...
... Koolhaas, van der Klink, Vervoort, de Boer, Brouwer, and Groothoff [27] Workers' perspectives on problems, obstacles, retention factors, and needs due to ageing classified with the International Classification of Functioning, Disability and Health (ICF). n = 3008 workers, response rate 36% ...
Background: A unified or consensus definition of “sustainable working life” remains lacking, although studies investigating risk factors for labour market exit are numerous. In this study, we aimed (1) to update the information and to explore a definition of “sustainable working life” via a systematic literature review and (2) to describe the working life trajectories via the prevalence of sickness absence (SA), disability pension (DP), and unemployment in a Swedish twin cohort to provide a sample overview in our Sustainable Working Life-project. Methods: A systematic literature review was conducted to explore the studies with the search phrase “sustainable working life” in PubMed, PsycInfo, and the Web of Science Database of Social Sciences in January 2021, resulting in a total of 51 references. A qualitative synthesis was performed for the definitions and the measures of “sustainable working life.” Based on the Swedish Twin project Of Disability pension and Sickness absence (STODS), the current dataset to address sustainable working life includes 108 280 twin individuals born between 1925 and 1990. Comprehensive register data until 2016 for unemployment, SA and DP were linked to all individuals. Using STODS, we analysed the annual prevalence of SA, DP, and unemployment as working life trajectories over time across education and age groups. Results: The reviewed 16 full articles described several distinct definitions for sustainable working life between 2007 and 2020 from various perspectives, i.e., considering workplaces or employees, the individual, organizational or enterprise level, and the society level. The definition of “sustainable working life” appearing most often was the swAge-model including a broad range of factors, e.g., health, physical/mental/psychosocial work environment, work motivation/satisfaction, and the family situation and leisure activities. Our dataset comprised of 81%–94% of individuals who did not meet SA, DP, or unemployment during the follow-up in 1994–2016, being indicative for “sustainable working life.” The annual prevalence across years had a decreasing trend of unemployment over time, whereas the prevalence of SA had more variation, with DP being rather stable. Both unemployment and DP had the highest prevalence among those with a lower level of education, whereas in SA, the differences in prevalence between education levels were minor. Unemployment was highest across the years in the youngest age group (18–27 years), the age group differences for SA were minor, and for DP, the oldest age group (58–65 years) had the highest prevalence. Conclusions: No consensus exists for a “sustainable working life,” hence meriting further studies, and we intend to contribute by utilising the STODS database for the Sustainable Working Life project. In the upcoming studies, the existing knowledge of available definitions and frameworks will be utilised. The dataset containing both register data and self-reports enables detailed follow-up for labour market participation for sustainable working life.
... (SME 98 :102) Aging workers in disability situations thus seem to face several challenges when it comes to regaining a capacity level that would allow them to meet their job demands. According to several authors, the high psychological demands (job strain) and/or physical demands associated with certain jobs may pose additional challenges for aging workers with reduced capacities, and hence hinder their S-RTW [75,76,86,[92][93][94][95]. In fact, according to some focus group participants, the current context of work intensification is characterised by organisational and technological changes requiring employees to have additional performance and adaptation capacities: ...
... From this perspective, several studies indicate that it would be well worthwhile for workplaces to allow aging workers to adapt their own work pace and working methods as needed, notably by offering them a sufficient degree of autonomy and control to do so [76, 79-81, 85, 87, 93, 94, 96, 97]. Despite the lack of empirical consensus regarding the efficacy of these interventions in promoting S-RTW, accommodation efforts by the employer are also part of the preferred means for reducing the gap between aging workers' reduced capacities and high workplace demands [75,85,86,91,92,[98][99][100]. However, such accommodations may be more difficult to provide in some activity sectors [85]. ...
... As such, our results show that employers' general perception of aging workers as having diminished capacities could interfere with their readiness to support these workers, and, consequently, to provide them with work demands and working conditions adapted to their capacities [89]. However, our results also show that such accommodations may be particularly important in narrowing the gap between the declining capacities of aging workers with a work disability and the heavy work demands associated with the work intensification context [75,85,86,91,92,[98][99][100] and that make these workers particularly vulnerable in terms of their health or their jobs [104]. ...
Purpose A sustainable return to work (S-RTW) following prolonged work disability poses particular challenges as workers age. This article provides a synthesis of the factors and issues involved in a S-RTW process for aging workers following such a disability. Methods Using interpretive description methods, a critical review was conducted of the literature specifying return-to-work factors and issues for aging workers with regard to four major causes of work disability (musculoskeletal disorders, common mental disorders, cancer or other chronic diseases). The initial review concerned the 2000–2016 literature, and was subsequently updated for November 2016–December 2018. To further explore and contextualise the results of this literature review, four focus groups were held with stakeholders, representing the workplace, insurance, and healthcare systems and workers. Qualitative thematic analysis was performed. Results Fifty-five articles were reviewed and 35 stakeholders participated in the focus groups. Returning to work and staying at work appear to be particularly challenging for aging workers, who face notable issues and stigma concerning their ability to meet work demands, as well as their mobilisation and engagement in these processes. Such findings echo in many ways the main assertions of the literature on aging at work, except those regarding the transformation of capacities with aging, which is not mentioned in relation to workers with a work disability. The influence of healthcare and compensation systems on the S-RTW of aging work-disabled workers has also received little attention to date. Conclusions The results underscore that aging workers with a disability are frequently vulnerable in terms of their health or their jobs. Intersectoral efforts are needed to remedy this situation to keep them at work.
... Os estudos analisando o impacto de condições crônicas de saúde em diferentes resultados ocupacionais geralmente examinam uma única condição de saúde (Koolhaas et al., 2013;Vuong, Wei, & Beverly, 2015). Poucos consideraram o efeito de múltiplas condições crônicas coexistentes nos resultados ocupacionais, como a falta de habilidades e o desempenho no trabalho e nenhum estudo focalizou o curso do trabalho ao longo do tempo. ...
The development of functionality and the emergence of mental disorders (MD) is a process where biopsychosocial factors, separately or together, aggravate and perpetuate the individual's disability. The evaluation of the functionality related to life and work are objects of growing scientific interest in several areas of knowledge and professional practices. Nevertheless, there is no consensus on the scope of its definitions, especially in function of the degree of complexity of the personal and environmental variables involved. The present study had as objective to make a systematic review in the literature that had as purpose to evaluate the functionality in professionals with MD. According to the methodological procedures of PRISMA, a bibliographic survey was carried out between 2008 and January 2019. For this purpose, the following databases were consulted: Scopus, Science Direct, PubMed e BVS PSI. There was a lack of research on the subject, since only five articles were found with this theme. The focus of the research was, in general, on the research that the impact of one or more MD affects the functionality in the worker, besides evidencing the associations between the constructs. This scientific gap indicates a niche of research lacking exploration, thus finding that the evaluation of the functionality in professionals with MD were not properly explored. The characterization of the knowledge used in this study indicate, above all, ways for structuring methodologies and instruments capable of responding to social and scientific needs related to the subject.
... A minority of papers reported interventions within VR; only seven of the qualitative papers [34,36,38,55,[61][62][63], and eight among the quantitative papers [37, 40-42, 46, 57, 60, 64]. Eleven papers were from health care and research settings in the Netherlands [61][62][63][64][65][66][67][68][69][70][71]. ...
... A minority of papers reported interventions within VR; only seven of the qualitative papers [34,36,38,55,[61][62][63], and eight among the quantitative papers [37, 40-42, 46, 57, 60, 64]. Eleven papers were from health care and research settings in the Netherlands [61][62][63][64][65][66][67][68][69][70][71]. ...
... In total 18 papers (36%) used the ICF as a framework for structuring of information: twelve of the qualitative papers [26,27,30,44,61,62,66,[68][69][70][72][73][74], and six of the quantitative papers [29,37,42,57,64,74]; e.g. relating information in sickness certificates to the ICF framework [57] (Table 2). ...
Purpose The purposes of this study were to provide an outline of the existing literature on operationalization of the International Classification of Functioning, Disability and Health (ICF) within vocational rehabilitation (VR) and to explore the ICF utility within VR. Methods The process was undertaken in five stages according to a framework of scoping review. Screening and extraction of data were done by two independent reviewers, and data was summarized according to content analysis. Results Fifty papers (25 qualitative and 25 quantitative) were included. The operationalization of the ICF was described in four different ways: In total 18 (36%) papers described use of the ICF for structuring information, 8 (15%) for linking information to ICF, 12 (24%) for analysis of results, and 12 (24%) for development of a model. In total 15 (29%) papers described VR interventions involving stakeholders, whereas 32 (62%) were reviews. Forty of the papers described all the ICF components. Conclusions The review revealed use of the ICF within the field VR in 50 papers, and in various settings. The ICF framework was most often operationalized for structuring or linking information of functioning. A majority of papers were reviews and involved researchers only, whereas different stakeholders and VR professionals were involved in the interventions. In 40 papers all the ICF components were described, and the ICF was considered a useful tool to inform the VR professionals´ assessment of functioning. However, more research within VR is needed to standardize and ease the use of the ICF.
