|
New research from Macquarie University, which suggests that employee engagement is the key to keeping mature-aged workers active in the workforce, may assist in addressing a range of challenges that come with an ageing population.
According to Nick Vrisakis from Voice Project - a research and consulting team based in the Department of Psychology at Macquarie University - higher levels of engagement may lead to increased participation rates, as engagement has been shown to be associated with positive organisational outcomes such as reduced absenteeism, higher productivity and lower turnover rates.
"Australia's population is ageing and with it the workforce, producing social, political and economic challenges," he says. "An increasing pool of retirees is contributing to a skills shortage and placing demands on government resources. Increasing the participation rate of mature-aged workers may address these challenges and have benefits for the individual."
The research project specifically examined what management practices drive employee engagement amongst mature-aged workers and whether they differ from those that drive engagement of younger workers.
After surveying workers in age brackets 20-30, 30-40, 40-50, 50-60 and 60 plus, Vrisakis found there were some significant differences. While younger workers valued career opportunities, rewards and recognition, for older workers wellness was the strongest driver of engagement over and above salary and seniority.
"Wellness emerges in the top five predictors of engagement only for the 50-59 age group and the 60 plus group, and for the latter group it is the single strongest driver," explains Vrisakis. "These results suggest that older workers are looking for less stress in their working lives and that this may be related to the nature of the role rather than the number of hours worked. Older employees may be happy to work full-time hours if it means they can be exposed to less stress or at least maintain a sense of wellbeing. If older workers could wind down whilst continuing to work it may be that many would continue to work full-time. As other researchers have suggested a move to another role, even if it means less status and money may be attractive if it involves challenge, interest and reduced responsibility."
Vrisakis also found that overall older workers were more satisfied, committed and had a stronger intention to stay with their organisations which is good news for employers who are seeking to attract or retain mature-aged workers and provides incentive for other employers to do so.
It's also good news for the government as a 2005 report from the Department of Employment and Workplace Relations estimated that the impact of accelerated population ageing is equivalent to a shortfall of 195,000 workers.
"Increased participation in the workforce by older employees would be welcomed by the government because of the social security implications but is also likely to have a positive impact on individuals such as improved health and wellbeing from continued working and economic participation," he says. "It's also a definite win for employers as older workers are a very rich source of corporate knowledge."
Editor's Note: Original news release can be found here.
|
