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Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction?
Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures included I...
Autores principales: | , , , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
MDPI
2019
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6678099/ https://www.ncbi.nlm.nih.gov/pubmed/31337012 http://dx.doi.org/10.3390/ijerph16142500 |
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author | K.C., Prakash Oakman, Jodi Nygård, Clas-Håkan Siukola, Anna Lumme-Sandt, Kirsi Nikander, Pirjo Neupane, Subas |
author_facet | K.C., Prakash Oakman, Jodi Nygård, Clas-Håkan Siukola, Anna Lumme-Sandt, Kirsi Nikander, Pirjo Neupane, Subas |
author_sort | K.C., Prakash |
collection | PubMed |
description | Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures included ITR, work ability and WLS. Mixture modelling was used to identify trajectories of WLS. A generalized linear model was used to determine the measures of association (Risk Ratios, RR; 95% Confidence Intervals, CI) between exposures (work ability and WLS) and ITR. Results: Approximately 40% of respondents indicated ITR. Four distinct trajectories of WLS were identified: high (33%), moderate (35%), decreasing (23%) and low (9%). Participants with poor work ability (RR 1.79, 95% CI 1.40–2.29) and decreasing WLS (1.29, 1.13–1.46) were more likely to indicate an ITR early compared to the participants with excellent/good work ability and high WLS. Job control mediated the relationship between ITR and work ability (9.3%) and WLS (14.7%). Job support also played a similar role (14% and 20.6%). Conclusions: Work ability and WLS are important contributors to the retirement intentions of employees. Ensuring workers have appropriate support and control over their work are mechanisms through which organisations may encourage employees to remain at work for longer. |
format | Online Article Text |
id | pubmed-6678099 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2019 |
publisher | MDPI |
record_format | MEDLINE/PubMed |
spelling | pubmed-66780992019-08-19 Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? K.C., Prakash Oakman, Jodi Nygård, Clas-Håkan Siukola, Anna Lumme-Sandt, Kirsi Nikander, Pirjo Neupane, Subas Int J Environ Res Public Health Article Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures included ITR, work ability and WLS. Mixture modelling was used to identify trajectories of WLS. A generalized linear model was used to determine the measures of association (Risk Ratios, RR; 95% Confidence Intervals, CI) between exposures (work ability and WLS) and ITR. Results: Approximately 40% of respondents indicated ITR. Four distinct trajectories of WLS were identified: high (33%), moderate (35%), decreasing (23%) and low (9%). Participants with poor work ability (RR 1.79, 95% CI 1.40–2.29) and decreasing WLS (1.29, 1.13–1.46) were more likely to indicate an ITR early compared to the participants with excellent/good work ability and high WLS. Job control mediated the relationship between ITR and work ability (9.3%) and WLS (14.7%). Job support also played a similar role (14% and 20.6%). Conclusions: Work ability and WLS are important contributors to the retirement intentions of employees. Ensuring workers have appropriate support and control over their work are mechanisms through which organisations may encourage employees to remain at work for longer. MDPI 2019-07-13 2019-07 /pmc/articles/PMC6678099/ /pubmed/31337012 http://dx.doi.org/10.3390/ijerph16142500 Text en © 2019 by the authors. Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (http://creativecommons.org/licenses/by/4.0/). |
spellingShingle | Article K.C., Prakash Oakman, Jodi Nygård, Clas-Håkan Siukola, Anna Lumme-Sandt, Kirsi Nikander, Pirjo Neupane, Subas Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title | Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title_full | Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title_fullStr | Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title_full_unstemmed | Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title_short | Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction? |
title_sort | intention to retire in employees over 50 years. what is the role of work ability and work life satisfaction? |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6678099/ https://www.ncbi.nlm.nih.gov/pubmed/31337012 http://dx.doi.org/10.3390/ijerph16142500 |
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