A. Kazi

Developing occupational health services for active age management

AIMS To review current occupational health (OH) approaches aimed at maintaining the health and workability of older workers. METHODS A literature review was undertaken to identify articles on OH interventions focused on maintaining the health of older workers (published since 2000). The inclusion criteria included studies that reported interventions aimed specifically at older workers. RESULTS A limited number of interventions targeting older workers were identified. A second literature search was therefore conducted that identified types of workplace interventions that, if used with older workers, may benefit their health, well-being and workability. CONCLUSIONS Very few OH interventions have addressed the health and workability of older workers and there is considerable scope for developing OH provision, which accounts for the needs of the older workforce.

Stress management standards: a warning indicator for employee health

BACKGROUND Psychological stress is a major cause of lost working days in the UK. The Health & Safety Executive (HSE) has developed management standards (MS) to help organizations to assess work-related stress. AIMS To investigate the relationships between the MS indicator tool and employee health, job attitudes, work performance and environmental outcomes. METHODS The first phase involved a survey employing the MS indicator tool, General Health Questionnaire-12 (GHQ-12), job attitudes, work performance and environmental measures in a call centre from a large utility company. The second phase comprised six focus groups to investigate what employees believed contributed to their perceived stress. RESULTS Three hundred and four call centre employees responded with a response rate of 85%. Significant negative correlations were found between GHQ-12 and two MS dimensions; demands (Rho = -0.211, P < 0.001) and relationships (Rho= -0.134, P < 0.05). Other dimensions showed no significant relationship with GHQ-12. Higher levels of stress were associated with reduced job performance, job motivation and increased intention to quit but low stress levels were associated with reduced job satisfaction. Lack of management support, recognition and development opportunities were identified as sources of stress. CONCLUSIONS The findings support the utility of the MS as a measure of employee attitudes and performance.

Walking Works Wonders: a tailored workplace intervention evaluated over 24 months

Abstract This article presents longitudinal data from 1120 participants across 10 worksites enrolled in Walking Works Wonders, a tailored intervention designed to increase physical activity and reduce sedentary behaviour. The intervention was evaluated over 2 years, using a quasi-experimental design comprising 3 conditions: tailored information; standard information and control. This study explored the impact of the intervention on objective measures (BMI, %Fat, waist circumference, blood pressure and heart rate) and self-reported measures of physical activity, sedentary behaviour, physical and psychological health. Interventions tailored to employees’ stage of change significantly reduced BMI and waist circumference compared to standard and control conditions. Employees who received either a standard or tailored intervention demonstrated significantly higher work ability, organizational commitment, job motivation, job satisfaction and a reduction in intention to quit the organization. The results suggest that adopting a tailored approach to interventions is particularly effective in terms of improving health in the workplace. Practitioner Summary: This study describes Walking Works Wonders, a tailored intervention, which aims to encourage physical activity in the workplace. The study evaluated Walking Works Wonders over a 2 year period and demonstrated that interventions are more effective in improving health outcomes where the information is tailored to employees’ stage of change.

Working Late: strategies to enhance productive and healthy environments for the older workforce

Aims and objectives: Working Late is a 4 year multidisciplinary research project addressing practice and policy issues associated with later life working. The project is funded by the New Dynamics of Ageing (NDA) Programme. Methods: The Working Late research adopts a mixed method research approach of focus groups, interviews, surveys, interventions and the development of a design resource to enhance health and quality of working life across the life span. Results: This paper describes findings from the surveys and physical activity interventions along with the development of the design resource which captures the needs of the older workforce. Discussion: This research unites key policy themes: the need to maintain workforce capacity and flexibility; the need to retain older people in the workforce; and the need to support active healthy ageing. Conclusion: This project brings together the policy domains of employment dynamics, work systems design and health and the outputs will inform policies and practices aiming to remove barriers to later life workforce participation, and promote the health and well-being of older workers.