PowerPointPrsentation

1
Elderly employees problems or chances Anja Görn
Manfred Rentzsch
Objectives
The overall RESPECT aim is the promotion of
health, work ability and well-being of aging
employees by a series of cost-effective methods
and work policies. The paper and pencil pilot
studies in four countries (France, Germany,
Greece and Switzerland), on four different levels
of investigation conducted so far suggest that
elderly workers are often impaired in work
ability. But there are specific differences in
branches. The aim of this study also was to
analyse not only healthy people but also elderly
people with functionally problems.
Procedure
The present investigation will be concentrated to
the aspects of health, job satisfaction, working
conditions and social strain. The analyses refer
to four different levels society level
(questioning of ministry, trade union, party),
management level (questioning of upper
management, personnel management, supervisory
board, works committee), process and work system
level (questioning heads of organisational units)
and individual level (questioning older ? 45
years as well younger lt 45 years employees).
In the following analysis only methods and
results regarding the employees (individual
level) from Germany will be presented. Regarding
the individual level a questionnaire was
developed. This questionnaire includes different
parts. One part is related to the personnel data
like age, sex, education, working time, working
group and so on and the other one to the topics
health (WAI), , training and education,
technique, organization, ergonomics (BASA) and
job satisfaction. Additionally some items of the
BIP and LMI in view of team orientation,
flexibility, strain and goal setting were used.
Results
50
40
30
branch
electronics
RESPECT
20
care
construction
10
frequency ()
furniture
0
labour exchange
excellent
good
moderate
poor




The job satisfaction analysis (ANOVA) is showing
a significant effect (F(4343) 6.80, p lt.001)
of branch. Employees at the electronics industry
are showing the significant lowest value (M 2.69,
SD .46) of satisfaction compared with the other
branches. Elderly employees were more
dissatisfied than their younger colleagues.
The results (ANOVA) of the WAI are showing a
significant effect of branch (F(4132) 4.84, p
lt.001). Employees at the construction industry
are showing the poorest WAI (M 29.2, SD
8.47). Significant differences between age groups
were analysed. Elderly employees have had a
poorer WAI.
         
The capacity of teamwork was compared for the
branches of care (N 115), electronics (N
138), furniture (N 42), construction (N 16)
and labour exchange (N 40). The analysis by
Kruskal-Wallis-Test shows a significant effect
(Chi²(4) 42.08, p lt.001) of branch. Employees
at the branch of care are showing the
significantly highest value (M 3.03, SD .66) of
teamwork compared with the other branches.
The table represented the correlation matrix. A
higher age is correlated with a lower
flexibility, a lower goal orientation and a
poorer work ability index. The work ability index
is positively correlated with the BASA part
organisation, the BASA part ergonomics, and the
job satisfaction, the scale of load, goal
orientation and flexibility. The BASA part
ergonomics is positively correlated with the
scale of goal orientation, load and team
orientation.
Conclusions and future actions
The results within the branch of care were
leading to a new model Healthy Motivated Team
to integrate elderly employees into the working
life in a better way. The preceding goal of this
model is to support physical and psychological
health, to preserve work ability and to prevent
workers from burning out. Healthy motivated and
satisfied employees are coming together in a
good and powerful team. The personal motivation
and satisfaction of the team members are seen as
essential for the effectiveness of team work.
The basis of this model is a variety of proven
concepts such as the Two-Factor-Theory of work
satisfaction by Herzog, the concept of
Coherence sense by Antonovsky, the
Regulation-competence model by Becker and
others. This model should be tested over a longer
time as well as in other branches.
Contact
Prof. Dr. M. Rentzsch, IAS Institut für
Arbeits- und Sozialhygiene Stiftung,
e-mail M.Rentzsch_at_IAS-Stiftung.de