Development and Validation of a Workplace Age-Friendliness Measure | Gender Differences in Perceived Workplace Flexibility Among Older Workers in the Netherlands: A Brief Report
Eppler-Hattab, R., Doron, I. and Meshoulam, I. Development and Validation of a Workplace Age-Friendliness Measure. Innovation in Aging, Volume 4, Issue 4, 2020, igaa024.
Background and Objectives
Measuring the extent to which the culture of organizations can be considered age-friendly is a significant anchor in the constructive inclusion process of older workers in workplaces, given the consistent aging of the workforce. Hence, the purpose of this research was to develop a novel, comprehensive, and theoretically driven measure of workplace age-friendliness.
Research Design and Methods
Three multiphased, multisourced studies were conducted: a qualitative assessment procedure and 2 separate quantitative field surveys of individual-level perceptions.
A 24-item scale of workplace age-friendliness was developed, consisting of 4 dimensions that represent the different ways in which organizational culture aligns with an aging and older workforce: age-friendly core culture, development, wellness, and flexibility. Confirmatory factor analysis verified that a 4-factor structure is the most appropriate solution, with all dimensions having acceptable internal consistency. Preliminary evidence of construct validity is also presented.
Discussion and Implications
The measure developed in this study may serve researchers as well as practitioners in the field of aging and work. Further implications and limitations of using this instrument in future empirical study on workplace age-friendliness are discussed.
Damman, M. and Henkens, K. Gender Differences in Perceived Workplace Flexibility Among Older Workers in the Netherlands: A Brief Report. Journal of Applied Gerontology. Aug 2020, Vol. 39 Issue 8, p915-921.
Flexibility in work schedule and work location have been suggested as being work features that may promote prolonged employment among older workers. This study focuses on the question whether access to workplace flexibility differs between male and female older workers and how potential differences can be explained. Analyses are based on data collected in 2015 among 4,813 Dutch older workers (age 60-65 years), who were employed in the government, education, care, and welfare sectors.
Results show that the studied women on average perceive to have less workplace flexibility than men, both in work schedule and in work location. The gender difference in perceived location flexibility can be fully explained by differences in the human capital and job characteristics of male and female older workers. The gender difference in perceived schedule flexibility can be captured less clearly by these factors. This disadvantaged position of late-career women warrants attention in discussions about prolonged employment.