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Dimensions of Work Ability

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Results of the Health 2000 Survey Work ability is an essential prerequisite for well-being and employment. This book describes the work ability of working-aged Finns on the basis of material from the extensive Health 2000 Survey. It focuses on the multidimensionality of work ability. How are health, work, expertise, and attitudes related to perceived work ability? Are the unemployed able to work, and does the work ability of older workers suffice for lengthening their careers? Furthermore, has the work ability of the Finnish population changed over the last few decades? By shedding light on these questions, the book provides a comprehensive information basis for everyone who is interested in the contents and promotion of work ability.
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... We include the OSI scale and perceived organizational performance using a similar phrasing as the original OSI paper. We relate OSI with the well-known wellbeing instruments of Utrecht Work Engagement Scale-9 (UWES-9) (Schaufeli et al. 2006), Work Ability Score (WAS) (Gould et al. 2008) and Perceived Stress Scale (PSS) (Cohen, 1994). ...
... Its internal consistency was excellent (α = .94). The current physical and mental work abilities were measured on a work ability score (WAS) from 0 to 10 (Gould et al. 2008). WAS is a part of the Work Ability Index (ibid), and methodological studies have shown that this single question is a valid indicator (Ilmarinen and Tuomi, 2004;Tuomi et al. 2001). ...
Conference Paper
Systems intelligence (SI) takes systemic, an employee-level, pragmatic, bot-tom-up, behavioral and interactional approach to organization. A goal of this research is to explore relation between SI and both perceived performance of organization and wellbeing. We conducted a survey with health care and ed-ucation organizations. Organizational Systems Intelligence (OSI) correlated positively with perceived performance of organization, work engagement, mental work ability, and negatively with perceived stress. In addition, per-ceived performance had stronger correlation with OSI than wellbeing measures. This research underlines importance of addressing SI as a part of human resource development in organizations.
... Employees were asked to estimate their workability in present work from the point of view of health after 2 years on a scale of 0 (I can't) to 10 (pretty sure). Based on the literature [12,13], as well as the distribution of the variable (top-third) in our data, a dichotomous variable was created as having assured ability (8)(9)(10) versus no assured workability (0-7). ...
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Background: Sustainable employability (SE) has become an important factor for keeping people in the labour market and enabling the extension of working life. Aims: We developed and validated an SE index to predict assured workability in 2 years. Additionally, we developed a scoring tool to use in practice. Methods: A questionnaire survey of postal employees aged ≥50 years was conducted in 2016 and followed up in 2018 (n = 1102). The data were divided into training and validation sets. The outcome was defined as whether the employees had an assured workability after 2 years or not. Multivariable log-binomial regression was used to calculate the SE index. The area under the curve (AUC) was calculated to assess the discriminative power of the index. Results: The probability of assured workability increased with increasing quintiles of the SE index. The highest quintiles of the SE index showed the highest observed and expected assured workability in 2 years. The predictive ability, area under the curve (AUC) for training was 0.79 (95% CI 0.75-0.83) and for validation data was 0.76 (95% CI 0.73-0.80). In the scoring tool, the self-rated health, workability, job satisfaction and perceived employment had the highest contribution to the index. Conclusions: The SE index was able to distinguish the employees based on whether they had assured workability after 2 years. The scoring method could be used to calculate the potentiality of future employability among late midlife postal employees.
... It is a balance between the employee's resources and the work requirements that are placed on him. The definition of work ability and the components that affect it is based on a longterm study (Gould et al., 2008), which mainly concerned older workers. The acquired knowledge was organized into the Work Ability House model, which shows both the individual influences that affect a person and affect his working ability, as well as the links between them. ...
Conference Paper
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The research seeks to examine the importance of economic and non-economic incentives for managers operating in non-profit sports organisations. It also focuses on how managers in such organisations view the gap between compensation and specific aspects of managerial work, such as the amount of work done, the authority and responsibility vested in them, the required competencies and the level of their personal initiative. A questionnaire survey organised among managers of Czech nonprofit sports organisations has been chosen as the research method. In total, the research group included 270 respondents. The analysis provides overall results of the survey along with more detailed results broken down by management level and parttime/full-time employees. The results show a strong preference for non-economic incentives, especially meaningful work, helping others, self-actualisation and responsibility, mission, conviction. By contrast, the respondents attributed the least importance to contributions towards insurance premiums, holiday bonuses and other services provided by the organisation at reduced prices, or for free, and holiday. The self-assessment of the interplay between compensation and various aspects of managerial work showed the respondents viewed their work as undervalued, most notably with respect to the level of responsibility, the work done and their own personal initiative. The perceived undervaluation is viewed especially strongly for volunteers in managerial positions, who, due to the nature of volunteering, collect only minimal, mostly symbolic wages. This trend especially manifests itself strongly at higher tiers of management and with part-time workers.
... reduce work efficiency as well as work productivity [3,4]. Workers with a high level of physically demanding work are at a higher risk of developing work-related neck disorders and disabilities than those with a lower level of strenuous work [5,6]. People with neck pain are more prone to experiencing lower sleep quality than those with no neck pain. ...
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... The results among populations working with or beyond cancer can, to a certain extent, only be compared with populations who have chronic conditions or with healthy populations who have specific complaints. A lower or decreased work ability has been observed among various populations with physical chronic conditions [26,27]. However, few studies on work ability concern specific complaints, and those types of physical complaints may not match the possible late effects of cancer treatments. ...
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... It has a 0-10 response scale, where 0 stands for "completely unable to work" and 10 stands for "work ability at its best." With the WAS, work ability is considered poor for scores of 0-5, moderate for scores of 6-7, good for scores of 8-9, and excellent for a score of 10 points, based on the same values that have been used in the WAI (Gould et al., 2008). ...
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In this prospective follow‐up study, we aimed to examine whether changes in self‐reported sleep quality, sleep duration, and sleep medication use are temporally associated with changes in quality of life and work ability in municipal employees when several confounding factors are considered. The study was conducted in Finland among 637 municipal employees (88% women, mean [SD] age 48 [10] years) in 2014 and 2015. Information about the participants was collected by self‐administered questionnaire and from medical history. Predicting variables were changes in self‐reported sleep quality, sleep duration, and sleep medication use. Outcome variables were changes in the EUROHIS‐QOL eight‐item index and the Work Ability Score. Improved or unchanged sleep quality compared to worse sleep quality were associated with a preferable change in quality of life (both p < 0.001). No change in sleep duration compared to a decrease and no change in sleep medication use compared to increased use were also associated with favourable changes in quality of life. Increased use of sleep medication was associated with a decline in work ability, and the change in Work Ability Score also differed significantly between improved and worsened sleep quality. In this study, changes in sleep were widely associated with changes in quality of life and work ability of municipal employees. Programmes aiming for better sleep health would probably be beneficial both from a health‐oriented and an economical point of view. Special attention should be paid to employees with a need for sleep medication.
... Finally, the survey included perceived physical fitness capacities (Strøyer et al., 2007), work ability (Ahlstrom et al., 2010), productivity , leisure time physical activity (Saltin and Grimby 1968), general health (Ware et al. 1996) and sickness absence . Responses for work ability and work performance were grouped into four categories (poor (0-7), moderate (8), good (9) and excellent (10)) (Gould et al., 2008;Neupane et al., 2011). ...
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