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AbstractResearch on measures for organizational practices targeted toward older employees has grown during the past decade. However, existing measures tend to capture the construct with unidimensional scales, use single-item operationalizations, or focus on specific domains. Thus, the Later Life Workplace Index (LLWI) was developed to serve as a multidimensional framework for measuring organizational practices for the aging workforce. The LLWI covers 9 domains, namely organizational climate, leadership, work design, health management, individual development, knowledge management, transition to retirement, continued employment after retirement, and health and retirement coverage. The index has recently been operationalized and validated in Germany. Given that the quantitative evidence for the framework is limited to Germany so far, we aimed to translate and validate an English version of the LLWI using a sample of older U.S. employees (N = 279). Findings regarding the psychometric properties of the measure are presented, supporting the domain level factor structure through confirmatory factor analyses, but revealing some redundancy among the items for the overall 9 domain factor structure. Multigroup factor analyses comparing the U.S. sample to a German sample (N = 349) further confirmed configural and (partial) metric measurement invariance of the English version of the LLWI. Results also supported convergent and discriminant validity as well as criterion and incremental validity regarding individual level attitudinal, health-related, intention, and behavioral outcomes. Based on these findings, implications for the use of the LLWI in research and practice and future research directions are discussed.

Der Survey ´Transitions and Old Age Potential: Übergänge und Alternspotenziale (TOP)´ basiert auf einer für die deutschsprachige Wohnbevölkerung im Alter zwischen 55 und 70 Jahren (Jahrgänge 1942 bis 1958) repräsentativen Stichprobe von 5.002 Personen. Den inhaltlichen Schwerpunkt der Studie bilden die Lebenspläne und Potenziale älterer Erwachsener am Arbeitsmarkt, in der Zivilgesellschaft und in der Familie sowie deren Übergänge in den Ruhestand. Im Frühjahr 2013 wurde hierzu ein 40-minütiges telefonisches Interview auf der Grundlage eines standardisierten Erhebungsinstruments durchgeführt. Es umfasst Instrumente zu den folgenden Bereichen: Soziodemografie, Erwerbstätigkeit und Übergänge in den Ruhestand, informelle Arbeiten in der Zivilgesellschaft und in der Familie, Altersbilder, Gesundheit und Wohlbefinden sowie Persönlichkeit. Im Jahr 2015/2016 wurden die wiederbefragungsbereiten Personen der ersten Welle erneut interviewt. Insgesamt konnten in der zweiten Welle 2.501 Interviews abgeschlossen werden. Inhaltlich konzentriert sich die zweite Welle TOP auf die Übergänge in den Ruhestand, die Verwirklichung von Tätigkeitsabsichten, insbesondere am Arbeitsmarkt, als Teil eines mehrstufigen Handlungsmodells sowie die Veränderung von Potenzialen älterer Erwachsener im Zeitverlauf. Wie bereits die erste Welle, so wurde auch die Wiederholungsbefragung vom Umfragezentrum Bonn (uzbonn) im Auftrag des Bundesinstituts für Bevölkerungsforschung (BiB) durchgeführt. Neben Maßnahmen zur Reduzierung der Verzerrung aus der Panelmortalität und zur Erhöhung der Ausschöpfung kamen längsschnittliche Gewichtungsverfahren zum Einsatz, die u. a. für selektive Teilnahmewahrscheinlichkeiten an der zweiten Welle adjustieren.

In der dritten Welle von TOP, die im Jahr 2019 durchgeführt wurde, konnten von den 2.455 Personen, die in der zweiten Welle zu einer wiederholten Befragung bereit waren, insgesamt 1.561 Interviews abgeschlossen werden. In der dritten Welle wurden zudem die Partnerinnen und Partner der Zielpersonen befragt. Somit wurde ein dyadisches Studiendesign im Querschnitt der dritten Welle realisiert. Hierbei konnten insgesamt 576 Interviews auf Paarebene abgeschlossen werden. Thematischer Schwerpunkt dieser dyadischen Befragung ist der gemeinsame Übergang in den Ruhestand. Bereits im Vorfeld der dritten Welle wurden Maßnahmen zur Qualitätssicherung der Stichproben und der methodischen Umsetzbarkeit des dyadischen Studiendesgin umgesetzt, so z. B. längsschnittliche Gewichtungsverfahren zur Anpassung an selektive Ausfälle zwischen den Befragungswellen. Die dritte Welle von TOP wurde ebenfalls vom Umfragezentrum Bonn (uzbonn) im Auftrag des Bundesinstituts für Bevölkerungsforschung (BiB) durchgeführt.

Background: COVID-19 has a direct impact on the employment of older people. This adds to the challenge of ageism. The World Health Organization has started a worldwide campaign to combat ageism and has called for more research and evidence-based strategies that have the potential to be scaled up. This study specifically aims to identify solutions to combat the adverse effects of COVID-19 on the global ageing workforce. Methods: We present 15 case studies from different countries and report on what those countries are doing or not doing to address the impact of COVID-19 on ageing workers. Results: We provide examples of how COVID-19 influences older people's ability to work and stay healthy, and offer case studies of what governments, organizations or individuals can do to help ensure older people can obtain, maintain and, potentially, expand their current work. Case studies come from Australia, Austria, Canada, China, Germany, Israel, Japan, Nigeria, Romania, Singapore, Sweden, South Korea, Thailand, United Kingdom (UK), and the United States (US). Across the countries, the impact of COVID-19 on older workers is shown as widening inequalities. A particular challenge has arisen because of a large proportion of older people, often with limited education and working in the informal sector within rural areas, e.g. in Nigeria, Thailand and China. Remedies to the particular disadvantage experienced by older workers in the context of COVID are presented. These range from funding support to encouraging business continuity, innovative product and service developments, community action, new business models and localized, national and international actions. The case studies can be seen as frequently fitting within strategies that have been proven to work in reducing ageism within the workplace. They include policy and laws that have increased benefits to workers during lockdowns (most countries); educational activities such as coaching seniorpreneurship (e,g, Australia); intergenerational contact interventions such as ...

Background: COVID-19 has a direct impact on the employment of older people. This adds to the challenge of ageism. The World Health Organization has started a worldwide campaign to combat ageism and has called for more research and evidence-based strategies that have the potential to be scaled up. This study specifically aims to identify solutions to combat the adverse effects of COVID-19 on the global ageing workforce. Methods: We present 15 case studies from different countries and report on what those countries are doing or not doing to address the impact of COVID-19 on ageing workers. Results: We provide examples of how COVID-19 influences older people's ability to work and stay healthy, and offer case studies of what governments, organizations or individuals can do to help ensure older people can obtain, maintain and, potentially, expand their current work. Case studies come from Australia, Austria, Canada, China, Germany, Israel, Japan, Nigeria, Romania, Singapore, Sweden, South Korea, Thailand, United Kingdom (UK), and the United States (US). Across the countries, the impact of COVID-19 on older workers is shown as widening inequalities. A particular challenge has arisen because of a large proportion of older people, often with limited education and working in the informal sector within rural areas, e.g. in Nigeria, Thailand and China. Remedies to the particular disadvantage experienced by older workers in the context of COVID are presented. These range from funding support to encouraging business continuity, innovative product and service developments, community action, new business models and localized, national and international actions. The case studies can be seen as frequently fitting within strategies that have been proven to work in reducing ageism within the workplace. They include policy and laws that have increased benefits to workers during lockdowns (most countries); educational activities such as coaching seniorpreneurship (e,g, Australia); intergenerational contact interventions such as ...