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Senior arbetskraft : – en systematisk kunskapssammanställning med fokus på mental arbetsmiljö och arbetssocial miljö i Sverige

Nilsson, Kerstin LU orcid ; Jönsson, Sandra and Nilsson, Emma LU (2022)
Abstract
This report from the Swedish Agency for Work Environment Knowledge is
concerned with the impact of the psychosocial work environment — that is,
the mental work environment and social work environment — on the senior
workforce (≥55 years of age) in a Swedish context. However, many different
factors can affect an individual’s work situation. Therefore, the studies inclu-
ded in this literature review have been thematized and analysed based on the
nine determinant areas of the swAge model, for the ability and willingness to
work in relation to ageing, in order to explain the complexity of predictors for
the senior workforce’s working life. These nine determinant areas are divided
into predictors of: the... (More)
This report from the Swedish Agency for Work Environment Knowledge is
concerned with the impact of the psychosocial work environment — that is,
the mental work environment and social work environment — on the senior
workforce (≥55 years of age) in a Swedish context. However, many different
factors can affect an individual’s work situation. Therefore, the studies inclu-
ded in this literature review have been thematized and analysed based on the
nine determinant areas of the swAge model, for the ability and willingness to
work in relation to ageing, in order to explain the complexity of predictors for
the senior workforce’s working life. These nine determinant areas are divided
into predictors of: the work environment’s effects on health; the personal
financial situation; the social support, relationships and participation; as well
as the execution of work tasks and activities.
The process of search and selection based on the criteria for inclusion and
exclusion in this literature review resulted in 18 scientific articles. An additio-
nal search regarding the digitalization of the work situation as well as remote
work and working from home for the senior workforce in an international
perspective revealed two additional articles, giving a total of 20 articles to
be included in the literature review. The included articles mainly featured a
quantitative study design analysing registry data or survey data. A third of
the articles included in the literature review were published during 2020. The
data included in these articles primarily examined a range of occupations from
different sectors or industries.
Several of the articles included in the literature review did not consider the
definition of age in relation to the senior workforce, despite age being the
factor that characterizes and distinguishes a senior employee. However, several
articles emphasized the significance of considering the senior workforce based
on their biological age, social age, and cognitive age rather than just their
chronological age (i.e. how many years had passed since they were born). The
following general suggestions were discernable in the articles included in the
literature review:
The work environment’s effects on health, and measures related to
biological ageing
A promotive work situation and work environment...
• Needs to consider the individual’s health related to their work situation,
since high self-rated health and well-being make individuals want to work
until an older age.
Needs to balance demands and control in the work situation, as well as to
take preventive measures regarding threats and violence in order to avoid
stress reactions and mental illness.
• Needs to consider the physical work environment and safety procedures in
order to prevent strain and tear injuries and decrease the risk of accidents.
• Needs to consider the ergonomics of the work place, particularly in
physically demanding work situations but also in digitally intense and
stressful work situations.
• Needs to compensate overtime immediately in order to enable sufficient
time for recuperation.
• Needs to consider the individual’s biological age, since the time needed
for recuperation increases with older age.
• Needs to adjust the work pace when introducing new systems in order
for digitalization to succeed.
• Needs to offer possibilities of recuperation between and during work
days in order both to increase workability and well-being, as well as to
contribute to the willingness and ability to work until an older age. (Less)
Abstract (Swedish)
Uppdrag
Arbetet med kunskapssammanställningen definierades av Myndigheten för
arbetsmiljökunskap till att omfatta den psykosociala arbetsmiljöns inverkan
på den seniora arbetskraften1 i en svensk kontext, det vill säga effekten på
individen utifrån den mentala arbetsmiljö och den arbetssociala miljö som
hen befinner sig i. Dock samvarierar olika faktorer i individers arbetssitua-
tion. För att fånga in den komplexa bilden av arbetslivets påverkan på den
seniora arbetskraften har de inkluderade studierna i denna kunskapssamman-
ställning därför valts att tematiseras och analyseras utifrån de nio påverkans-
och bestämningsområdena för att kunna och vilja arbeta som beskrivs i
swAge-modellen (se avsnitt... (More)
Uppdrag
Arbetet med kunskapssammanställningen definierades av Myndigheten för
arbetsmiljökunskap till att omfatta den psykosociala arbetsmiljöns inverkan
på den seniora arbetskraften1 i en svensk kontext, det vill säga effekten på
individen utifrån den mentala arbetsmiljö och den arbetssociala miljö som
hen befinner sig i. Dock samvarierar olika faktorer i individers arbetssitua-
tion. För att fånga in den komplexa bilden av arbetslivets påverkan på den
seniora arbetskraften har de inkluderade studierna i denna kunskapssamman-
ställning därför valts att tematiseras och analyseras utifrån de nio påverkans-
och bestämningsområdena för att kunna och vilja arbeta som beskrivs i
swAge-modellen (se avsnitt 1.1.2 Teorianknytning med betydelse för senior
arbetskraft). Dessa påverkansområden delas in i fyra sfärer: arbetsmiljöns
hälsoeffekter; privatekonomi; relationer, stöd och gemenskap; samt utförande
av uppgifter och aktiviteter i arbetet. Oavsett vilka fenomen, problem eller
möjligheter som studeras i arbetslivet så behöver resultaten analyseras i förhål-
lande till alla nio påverkansområden för ett friskt och hållbart arbetsliv för alla
åldrar i swAge-modellen, för att vara relevanta på arbetsplatsnivå och för med-
arbetarnas möjlighet till ett friskt och hållbart arbetsliv. Vid exempelvis såväl
införandet av ny teknik i arbetslivet som vid en pandemis betydelse för olika
yrkessektorer, så påverkar och berör detta alltid individers anställningsbarhet
på något sätt. Anställningsbarhet avser individens möjligheter att träda in i
arbetslivet likaväl som att fortsätta ingå i arbetslivet. De nio påverkans- och
bestämningsområdena för ett friskt och hållbart arbetsliv relaterar även till de
fyra benen i begreppet anställningsbarhet, det vill säga:
• Arbetsmiljöns hälsoeffekter
1. Hälsa – medarbetarens funktionsvariationer, skador, sjukdomar,
diagnoser och självskattad hälsa
2. Fysisk arbetsmiljö – fysisk belastning, slitage, olyckor, rumslig
utformning, klimat och kemiska hälsorisker
3. Mental arbetsmiljö – stress, krav, kontroll, hot, våld
4. Tid – arbetstid, arbetstakt, återhämtningsmöjligheter under och
mellan arbetspassen
Ekonomi
5. Privatekonomi – lön, individens behov av att kunna försörja sig, social-
försäkringssystem, pensionssystem
• Relationer, stöd och gemenskap
6. Privatsocial miljö – socialt stöd, attityder och relationer till familj,
partner, vänner, fritidssysselsättning
7. Arbetssocial miljö – attityder, socialt stöd och relationer i organisationen,
ledarskapet, delaktighet, kränkande särbehandling, diskriminering i
arbetslivet
• Utförande av uppgift
8. Arbetstillfredsställelse – motivation för uppgifter och aktiviteter i arbetet,
samt stimulans, självförverkligande, meningsfullhet vid utförande av
uppgifter och aktiviteter i arbetet
9. Kompetens – förmågor, kunskap, utveckling, tillgång till kompetensut-
veckling
Därför är rekommendationen alltid, oavsett vad som undersöks inom arbets-
livet, att i analysen eller/och diskussionen reflektera över vad resultaten har för
betydelse för de nio påverkans- och bestämningsområdena i swAge-modellen.
Detta för att uppnå mer kunskap om hur man skapar ett friskt och hållbart
arbetsliv för alla åldrar. (Less)
Please use this url to cite or link to this publication:
author
; and
organization
publishing date
type
Book/Report
publication status
published
subject
pages
91 pages
publisher
Myndigheten för arbetsmiljökunskap (MYNAK)
ISBN
978-91-986882-9-0
language
Swedish
LU publication?
yes
id
02fb939c-55fe-4549-96c9-7c7f58e4f0a3
alternative location
https://mynak.se/wp-content/uploads/2022/04/SENIOR1-1.pdf
date added to LUP
2023-03-20 13:34:01
date last changed
2023-03-21 15:27:59
@techreport{02fb939c-55fe-4549-96c9-7c7f58e4f0a3,
  abstract     = {{This report from the Swedish Agency for Work Environment Knowledge is<br/>concerned with the impact of the psychosocial work environment — that is,<br/>the mental work environment and social work environment — on the senior<br/>workforce (≥55 years of age) in a Swedish context. However, many different<br/>factors can affect an individual’s work situation. Therefore, the studies inclu-<br/>ded in this literature review have been thematized and analysed based on the<br/>nine determinant areas of the swAge model, for the ability and willingness to<br/>work in relation to ageing, in order to explain the complexity of predictors for<br/>the senior workforce’s working life. These nine determinant areas are divided<br/>into predictors of: the work environment’s effects on health; the personal<br/>financial situation; the social support, relationships and participation; as well<br/>as the execution of work tasks and activities.<br/>The process of search and selection based on the criteria for inclusion and<br/>exclusion in this literature review resulted in 18 scientific articles. An additio-<br/>nal search regarding the digitalization of the work situation as well as remote<br/>work and working from home for the senior workforce in an international<br/>perspective revealed two additional articles, giving a total of 20 articles to<br/>be included in the literature review. The included articles mainly featured a<br/>quantitative study design analysing registry data or survey data. A third of<br/>the articles included in the literature review were published during 2020. The<br/>data included in these articles primarily examined a range of occupations from<br/>different sectors or industries.<br/>Several of the articles included in the literature review did not consider the<br/>definition of age in relation to the senior workforce, despite age being the<br/>factor that characterizes and distinguishes a senior employee. However, several<br/>articles emphasized the significance of considering the senior workforce based<br/>on their biological age, social age, and cognitive age rather than just their<br/>chronological age (i.e. how many years had passed since they were born). The<br/>following general suggestions were discernable in the articles included in the<br/>literature review:<br/>The work environment’s effects on health, and measures related to<br/>biological ageing<br/>A promotive work situation and work environment...<br/>• Needs to consider the individual’s health related to their work situation,<br/>since high self-rated health and well-being make individuals want to work<br/>until an older age.<br/>Needs to balance demands and control in the work situation, as well as to<br/>take preventive measures regarding threats and violence in order to avoid<br/>stress reactions and mental illness.<br/>• Needs to consider the physical work environment and safety procedures in<br/>order to prevent strain and tear injuries and decrease the risk of accidents.<br/>• Needs to consider the ergonomics of the work place, particularly in<br/>physically demanding work situations but also in digitally intense and<br/>stressful work situations.<br/>• Needs to compensate overtime immediately in order to enable sufficient<br/>time for recuperation.<br/>• Needs to consider the individual’s biological age, since the time needed<br/>for recuperation increases with older age.<br/>• Needs to adjust the work pace when introducing new systems in order<br/>for digitalization to succeed.<br/>• Needs to offer possibilities of recuperation between and during work<br/>days in order both to increase workability and well-being, as well as to<br/>contribute to the willingness and ability to work until an older age.}},
  author       = {{Nilsson, Kerstin and Jönsson, Sandra and Nilsson, Emma}},
  institution  = {{Myndigheten för arbetsmiljökunskap (MYNAK)}},
  isbn         = {{978-91-986882-9-0}},
  language     = {{swe}},
  title        = {{Senior arbetskraft : – en systematisk kunskapssammanställning med fokus på mental arbetsmiljö och arbetssocial miljö i Sverige}},
  url          = {{https://mynak.se/wp-content/uploads/2022/04/SENIOR1-1.pdf}},
  year         = {{2022}},
}