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Can They Stay or Will They Go? A Cross Sectional Study of Managers’ Attitudes towards Their Senior Employees

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  • Kerstin Nilsson

    (Division of Occupational and Environmental Medicine, Lund University, 223 81 Lund, Sweden
    Department of Public Health, Kristianstad University, 291 88 Kristianstad, Sweden)

  • Emma Nilsson

    (Division of Occupational and Environmental Medicine, Lund University, 223 81 Lund, Sweden)

Abstract

A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees ‘can’ work and 58% of managers believed their employees ‘want to’ work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees ‘can’ work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not ‘want to’ work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people’s attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers’ attitudes showed there is a difference between why employees ‘can’ versus ‘want’ to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers’ perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees’ employability.

Suggested Citation

  • Kerstin Nilsson & Emma Nilsson, 2022. "Can They Stay or Will They Go? A Cross Sectional Study of Managers’ Attitudes towards Their Senior Employees," IJERPH, MDPI, vol. 19(3), pages 1-19, January.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:3:p:1057-:d:727695
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    1. Deborah A. Cobb‐Clark & Steven Stillman, 2009. "The Retirement Expectations of Middle‐aged Australians," The Economic Record, The Economic Society of Australia, vol. 85(269), pages 146-163, June.
    2. Kerstin Nilsson & Emma Nilsson, 2021. "Organisational Measures and Strategies for a Healthy and Sustainable Extended Working Life and Employability—A Deductive Content Analysis with Data Including Employees, First Line Managers, Trade Unio," IJERPH, MDPI, vol. 18(11), pages 1-29, May.
    3. Justyna Stypinska & Konrad Turek, 2017. "Hard and soft age discrimination: the dual nature of workplace discrimination," European Journal of Ageing, Springer, vol. 14(1), pages 49-61, March.
    4. Johnston, David W. & Lee, Wang-Sheng, 2009. "Retiring to the good life? The short-term effects of retirement on health," Economics Letters, Elsevier, vol. 103(1), pages 8-11, April.
    5. Uschi Backes-Gellner & Martin R. Schneider & Stephan Veen, 2011. "Effect of Workforce Age on Quantitative and Qualitative Organizational Performance: Conceptual Framework and Case Study Evidence," Working Papers 0143, University of Zurich, Institute for Strategy and Business Economics (ISU).
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    Cited by:

    1. Kerstin Nilsson & Clas-Håkan Nygård & Tove Midtsundstad & Peter Lundqvist & Joanne Crawford, 2023. "Sustainable Healthy Working Life for All Ages—Work Environment, Age Management and Employability," IJERPH, MDPI, vol. 20(3), pages 1-5, February.
    2. Marie Bjuhr & Maria Engström & Anna-Karin Welmer & Magnus Lindberg & Britt-Marie Sjölund, 2022. "Incentives behind and Experiences of Being Active in Working Life after Age 65 in Sweden," IJERPH, MDPI, vol. 19(23), pages 1-10, November.

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