Perceptions of the Meaningfulness of Work Among Older Social Purpose Workers: An Ecological Momentary Assessment Study.

The ecological momentary assessment (EMA) method was used to examine the antecedents and correlates of older adults' in-the-moment perceptions of meaning at work. Data were collected six times per day for 7 days from 30 older adults who were mostly social entrepreneurs and who were engaged in purpose work (i.e., work that addresses a social problem or issue). We found concurrent effects of two types of affective states (i.e., relaxed and energetic) and generative work behaviors (i.e., sharing information about one's work and encouraging/inviting others into one's work) on three measures of perceptions of meaningful work (i.e., high passion for one's work, high sense of engagement in one's work, and high connection to a sense of meaning in life). Feeling energetic had a lagged effect on meaningful work approximately 2.5 and 5 hr later in the day. We consider ways to foster engagement in meaningful work as a path toward healthy aging.

The Center for Social Innovation at Boston College.

Established in 2011, the Center for Social Innovation at Boston College has focused on fostering "effective, sustainable social innovations that enhance social justice." the Center is committed to building research evidence that is used for changing practice and works to disseminate findings through a three-channel approach: traditional research publications, convening of practitioners, and through use of media outlets.

Age Bias in the Workplace: Cultural Stereotypes and In-Group Favoritism.

Two key theoretical frameworks that explain why people might hold biases for or against a specific age group-cultural stereotypes and in-group favoritism-yield distinct and sometimes contradictory predictions. This study proposes a combined framework drawing on these two theories and then tests hypotheses based on this framework in the workplace context. Using survey data from U.S. employees of two pharmaceutical companies, we evaluated the extent to which respondents attributed characteristics related to innovation or change and reliable performance to other workers based on perceived relative age (the age of the target relative to the age of the respondent). The hypotheses that our combined framework generated were supported, but the results varied by type of characteristic as well as by age of the respondent. We conclude that the combined framework is more predictive of age bias in the workplace than either individual framework alone.

Workplace-based health and wellness programs: the intersection of aging, work, and health.

Workplace-based health and wellness programs (HWPs) may be an obvious yet under-utilized strategy for promoting positive health-related behaviors among older workers and for increasing their ability to continue to work. Given the unprecedented number of older adults who extend their labor force attachment beyond traditional retirement ages, a new vision of older adults' economic security and overall quality-of-life should take into account the intersections of aging, work, and health. The purpose of this article is to: (a) discuss the workplace as an increasingly important setting that can expand the reach and effectiveness of health promotion efforts; (b) examine current knowledge of barriers and facilitators that can affect older workers' participation in workplace-based HWPs; and (c) suggest new incentive structures that may increase older workers' engagement in these programs. We develop a rationale for our proposition that sustained participation in HWPs may improve the health status of older workers and reduce health care costs. It is our conclusion that there is significant potential for workplace-based HWPs to support older adults who want to or need to work.

Factors buffering against the effects of job demands: how does age matter?

Given the increasing role that paid work is likely to play in older adulthood in the coming decades, the goal of this study was to understand the circumstances under which work is related to mental health for older adults and whether these circumstances differ by age. Using a multiworksite sample of 1,812 U.S. workers age 18 to 81, we use the life-span theory of control to hypothesize that older and younger workers may benefit differentially from job and personal control in the context of high job demands. Results suggest that for younger workers with high personal control, job control buffers the impact of job demands on mental health. For older workers, personal control alone buffers the impact of job demands on mental health. This study adds to previous research by addressing how the factors thought to buffer against the effects of job demands differ cross-sectionally by age.

Differential impact of multiple levels of productive activity engagement on psychological well-being in middle and later life.

PURPOSE: This study tested the effect of multiple levels of engagement in the productive roles of paid work, volunteering, and caregiving on midlife and older adults' psychological well-being. METHODS: Using cross-sectional data from a sample of 330 adults aged 50 and older (largely white, women, and educated), a treatment effects model was employed to test the impact of four levels of engagement (not involved and low, medium, and high engagement) on psychological well-being. RESULTS: Those involved in work or volunteer activities who were high in engagement reported greater psychological well-being than those who were not involved, whereas those who were low or medium in engagement reported lower well-being than those not involved. A different pattern emerged for caregiving; midlevels of engagement were associated with higher well-being compared with the noninvolved, whereas low and high levels of engagement were associated with lower well-being. IMPLICATIONS: Findings suggest that one's experience of an activity plays an important role in the extent to which involvement is associated with positive outcomes. Recommendations for enhancing role quality to promote psychological well-being in middle and later life are discussed.

Workplace characteristics and work-to-family conflict: does caregiving frequency matter?

Many workers can expect to provide care to an elder relative at some point during their tenure in the workforce. This study extends previous research by exploring whether caregiving frequency (providing care on a regular, weekly basis vs. intermittently) moderates the relationship between certain workplace characteristics and work-to-family conflict. Utilizing a sample of 465 respondents from the National Study of the Changing Workforce (Families and Work Institute, 2008), results indicate that access to workplace flexibility has a stronger effect on reducing work-to-family conflict among intermittent caregivers than among those who provide care regularly.

Across the continuum of satisfaction with work-family balance: Work hours, flexibility-fit, and work-family culture.

This study investigated the association between hours worked per week and satisfaction with work-family balance, using data from a 2007-2008 survey of employees nested within organizations. We tested hypotheses informed by the resource drain and resources-and-demands perspectives using quantile regression. We found that the negative association between hours worked per week and satisfaction with work-family balance was significantly stronger at the 25th percentile, as compared to at the 75th percentile, of satisfaction with work-family balance. Further, there was some evidence that perceived flexibility-fit (i.e., the fit between worker needs and flexible work options available) and supportive work-family culture attenuated the relationship between hours worked and satisfaction with work-family balance. The results suggest that analyses focusing on the average relationship between long work hours (such as those using ordinary least squares regression) and satisfaction with work-family balance may underestimate the importance of long work hours for workers with lower satisfaction levels.

Working in retirement: a brief report.

Despite the relatively large number of working retirees, very little research has focused specifically on their job experiences. This brief report aims to address this gap in the literature by examining what facets of workplace environment affect job satisfaction and engagement for people who are working in retirement. Data from the 2008 National Study of the Changing Workforce, a sample representative of United States workers, are used to compare workers aged 50 and above who consider themselves retired (N = 203) to those in the same age group who do not consider themselves retired (N = 936). Results suggest that although the economic security offered by the job is less important to job satisfaction and engagement among those who are working in retirement than it is for other older workers, their relationship with their supervisor may be more important. Implications of these findings are considered along with potential directions for future research.

Health status and risk indicator trends of the aging US health care workforce.

OBJECTIVES: To describe the health status and risk indicator trends in a representative sample of US health care workers aged 45 years and older. METHODS: Using pooled data from the 1997 to 2009 National Health Interview Survey, logistic regression analyses were performed to determine whether age-group specific morbidity risks differed within occupational subgroups of the health care workforce (N = 6509). Health and morbidity trends were examined via complex survey adjusted and weighted chi-squared tests. RESULTS: Rates of functional limitation and hypertension increased among diagnosing/assessing health care workers. The prevalence of hearing impairment, cancer, and hypertension was two to three times greater in health-diagnosing/assessing workers aged 60 years and older than in younger workers. Health care service workers were up to 19 times more likely to be obese than workers who diagnose/assess health. CONCLUSIONS: Healthier workplaces and targeted interventions are needed to optimize the ability to meet health care demands of this aging workforce.