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Purpose To identify distinct groups of older multiple job holders and to explore health differences between these groups. Methods We selected respondents from STREAM, a Dutch cohort study among persons aged 45 years and older, who reported having multiple jobs (N = 702). We applied latent class analysis to identify groups of multiple job holders. The association between these groups and health, measured with the SF-12, was studied cross-sectionally and longitudinally (1 year of follow-up), using linear regression analyses. Results Four groups of older multiple job holders were identified: (1) a vulnerable group (N = 145), who preferred having one job, and had jobs with high demands and low resources; (2) an indifferent group (N = 134), who did not experience many benefits or disadvantages of multiple job holding (MJH); (3) a satisfied hybrid group, who were all self-employed in their second job (N = 310); and (4) a satisfied combination group, who all had a second job as an employee (N = 113). Both the satisfied hybrid and satisfied combination groups preferred MJH and experienced benefits of it. At baseline, the vulnerable group experienced significantly lower physical and mental health than the other groups. We found no significant differences regarding changes in health after 1 year. Conclusions Four groups of older multiple job holders could be distinguished. The vulnerable group experienced lower physical and mental health at baseline than the other three groups. Policies and interventions supporting vulnerable multiple job holders may need to be developed. Future research is recommended to take heterogeneity among multiple job holders into account.

Purpose: To evaluate the effectiveness of an individually tailored intervention for improvement in lifestyle behavior, health indicators, and prevention and reduction of overweight among construction workers. Design: Randomized controlled trial. Setting: Various blue-collar departments of a large construction company in the Netherlands. Participants: Blue-collar workers randomized to an intervention (n = 162) or a control group (n = 152). Intervention: The intervention group received individual coaching sessions, tailored information, and materials to improve lifestyle behavior during a 6-month period, and the control group received usual care. Measures: Body weight, body mass index (BMI), waist circumference, physical activity (PA) levels, dietary behavior, blood pressure, and blood cholesterol were assessed. Analysis: Effectiveness of the intervention on outcome measures at 6- and 12-month follow-up was assessed by using linear and logistic regression models adjusting for baseline levels. Results: After 6 months, a statistically significant intervention effect was found on body weight (B = −1.06, P =.010), BMI (B = −0.32, P =.010), and waist circumference (B = −1.38, P =.032). At 6 months, the percentage of those meeting public health guidelines for PA increased significantly in the intervention group compared to the control group (B = 2.06, P =.032), and for sugar-sweetened beverages, an intervention effect was found at 6 months as well (B = −2.82, P =.003). At 12 months, for weight-related outcomes, these differences were slightly smaller and no longer statistically significant. The intervention was not effective on the total amount of moderate to vigorous PA and other dietary and health outcomes. Conclusion: Intervention participants showed positive changes in vigorous PA and intake of sugar-sweetened beverages compared to controls, as well as effects on weight-related outcomes at 6 months. Long-term effects were still promising but not statistically significant. © 2017, © The Author(s) 2017.

Background. Multiple job holding (MJH) is a common and growing phenomenon in many countries. Little is known about experiences with MJH among older workers. The objective of the present study is to gain insight in experiences with MJH among Dutch workers aged 45 years and older. Methods. Multiple job holders were selected from the Study on Transitions in Employment, Ability, and Motivation (STREAM), a Dutch cohort study among persons aged 45 years and older. Purposive sampling was applied to assure heterogeneity regarding gender, educational level, health, financial situation, willingness to continue MJH, and type of MJH (only jobs as employee or also being self-employed). Interviews were conducted until data saturation occurred. Fifteen multiple job holders participated in this study (eight men, seven women). Interviews were digitally recorded, transcribed verbatim and analyzed, along with field notes, using thematic content analysis. The data were openly coded, after which codes were aggregated into themes, which formed a thematic map. In each phase of the analysis at least two researchers were involved to increase reliability. Results. Experiences with MJH varied from positive to negative. They were influenced by characteristics of individual jobs, e.g. social support at work, as well as characteristics of the combination of jobs, e.g. positive spill-over effects, and conflicts between work schedules. The personal context of multiple job holders, e.g. their age, or reason for MJH, affected how work characteristics influenced experiences. Negative experiences with one job often coincided with negative experience in the other job(s), and problems in the personal context. Some multiple job holders were able to make changes to their situation when desired. For some, this was not possible, which augmented their negative experience. Conclusions. This study adds to existing knowledge that experiences with MJH are not only influenced by work characteristics but also by the personal context of multiple job holders, and that some workers are able to change their situation when desired, while others are not. Future research should study how different combinations of work and personal characteristics influence sustainable employability of multiple job holders. Policies facilitating life-long learning could increase opportunities to change the MJH situation when desired.

Objectives: To construct prediction models for transitions to combination multiple job holding (MJH) (multiple jobs as an employee) and hybrid MJH (being an employee and self-employed), among employees aged 45-64. Methods: A total of 5187 employees in the Netherlands completed online questionnaires annually between 2010 and 2013. We applied logistic regression analyses with a backward elimination strategy to construct prediction models. Results: Transitions to combination MJH and hybrid MJH were best predicted by a combination of factors including: demographics, health and mastery, work characteristics, work history, skills and knowledge, social factors, and financial factors. Not having a permanent contract and a poor household financial situation predicted both transitions. Some predictors only predicted combination MJH, e.g., working part-time, or hybrid MJH, e.g., work-home interference. Conclusions: A wide variety of factors predict combination MJH and/or hybrid MJH. The prediction model approach allowed for the identification of predictors that have not been previously studied.

Purpose: Multiple job holding (MJH) is common in many countries, but little is known about its (health) consequences. Our aim is to explore the longitudinal association between MJH and long-term sickness absence (LTSA) among Danish employees. Methods: We included employees (N = 8968) who participated in the Danish Work Environment Cohort Study (DWECS), based on a representative sample of the Danish working population. Three dichotomous independent variables were created: MJH in general, combination MJH (i.e. second job as employee) and hybrid MJH (i.e. self-employed in second job). LTSA (≥5 weeks) was measured using the Danish Register for Evaluation of Marginalization during 78 weeks of follow-up. Potential confounders included demographics, health, and work characteristics. Logistic regression analyses were performed to study whether LTSA was associated with MJH in general, combination MJH, and hybrid MJH. Interaction effects for gender, age, total working hours per week (≤37 or >37 h a week), and shift work were tested. Results: In total, 11.7% (N = 1048) of the respondents reported having multiple jobs and 7.6% (N = 678) experienced LTSA during follow-up. After adjustment for confounders, no significant association between LTSA and MJH in general (OR = 0.82), combination MJH (OR = 0.81), or hybrid MJH (OR = 0.83) was found. Among employees working more than 37 h per week, combination MJH was associated with a higher likelihood of LTSA (OR = 1.50). Conclusions: We did not find evidence for an increased likelihood of LTSA among multiple job holders. Future research should study the likelihood of LTSA among subgroups of multiple job holders, e.g. those working long hours.

Objectives: The aim of this study was to conduct a cost-effectiveness and return-on-investment analysis comparing a mindfulness-based worksite intervention to usual practice. Methods: Two hundred fifty-seven governmental research institute employees were randomized to the intervention or control group. Intervention group participants received an eight-week mindfulness training, e-coaching, and supporting elements. Outcomes included work engagement, general vitality, job satisfaction, work ability, and costs. Cost-effectiveness analyses were conducted from the societal and employer's perspective, and a return-on-investment analysis from the employer's perspective. Results: After 12 months, a significant but not clinically relevant adverse effect on work engagement was found (−0.19; 95% confidence interval: −0.38 to −0.01). There were no significant differences in job satisfaction, general vitality, work ability, and total costs. Probabilities of cost-effectiveness were low (≤0.25) and the intervention did not have a positive financial return to the employer. Conclusion: The intervention was neither cost-saving nor cost-effective. Poor e-coaching compliance might partly explain this result.

This report provides a summary of the main findings of a three-year pilot project initiated by the European Parliament and directed by the European Agency for Safety and Health at Work (EU-OSHA) — based on a delegation agreement with the European Commission — on the occupational safety and health (OSH) challenges posed by an ageing workforce1. As mentioned in a decision of the European Parliament, the original aims of the pilot project were to enhance the implementation of existing recommendations, facilitate the exchange of best practice and further investigation of possible ways of improving the safety and health of older people at work2. The project also aimed to assess the prerequisites for OSH systems in different European countries to take account of an ageing workforce and ensure better prevention for all throughout working life. Incuding summary.

This review presents the context in which the review was undertaken: the ageing workforce in Europe. It examines research in three main questions: (1) ‘What changes occur in ageing individuals?’, (2) ‘What are the implications of these changes throughout working life?’ and (3) ‘What OSH measures could promote sustainable work throughout working life?’. Gaps in current knowledge are identified and overall conclusions and possible policy implications are presented, highlighting the importance of improved prevention for all workers, considering individual work ability and specific measures in risk prevention strategies, and effective OSH systems.

Contains fulltext : 54672.pdf (Publisher’s version ) (Open Access) OBJECTIVES: The number of longitudinal studies reporting evidence for reversed effects of strain on work is growing, but evidence regarding the mechanisms underlying such effects is scarce. In this study, earlier longitudinal findings were reviewed, and the following four mechanisms for reversed effects were proposed that reflect within-person or environmental changes: (i) the rosy perception mechanism, (ii) the gloomy perception mechanism, (iii) the upward selection mechanism, and (iv) the drift mechanism. METHODS: These mechanisms were tested using structural equation modeling and longitudinal data from a Dutch four-phase study (N=1588 participants). RESULTS: The results revealed that work characteristics and mental health influenced each other reciprocally and longitudinally. The reversed effects were examined in more detail, and it was found that these could be accounted for by both within-person and environmental change mechanisms. The rosy perception mechanism was found to explain the positive effects from health on job demands; the upward selection mechanism explained the positive (environmental) effects from health on job control; the gloomy perception mechanism explained the reversed (evaluation) effects from health on supervisory social support. No support was found for the drift mechanism. CONCLUSIONS: Mechanisms that may explain reversed causation are yet poorly understood. The main contribution of the present study lies in the fact that it proposes (i) a conceptual framework with which to analyze the effects of health on work characteristics and (ii) methods for testing these mechanisms. The study revealed that there is good reason to pursue research on reversed causality.

This report describes the 2016 update of TNO’s ‘Speurwerkprogramma 2015-2018: Thema High-tech systems and Materials’. The report shows the contributions of TNO’s Demand Driven programs (VP, Vraaggestuurd Programma) to the different Roadmaps of HTSM. The 2016 updates of the VP’s are based on discussions with stakeholders including HTSM Roadmap chairmen during spring 2015, leading to input for the ‘Kennis- en Innovatieagenda 2016-2019’ of HTSM.

Background: To prolong sustainable healthy working lives of construction workers, a prevention program was developed which aimed to improve the health and work ability of construction workers. The objective of this study was to analyze the cost-effectiveness and financial return from the employers' perspective of this program. Methods: A total of 293 workers in 15 departments were randomized to the intervention (n=8 departments) or control group (n=7). Data on work ability and health were collected using questionnaires. Sick leave data were obtained from the companies. Both the cost-effectiveness analyses and return on investment analyses were performed. Results: After 12 months, the absenteeism costs were significantly lower in the intervention group than in the control group. At 12-month follow-up, no significant differences were found with respect to the primary outcomes (work ability, mental and physical health status) and secondary outcomes (musculoskeletal symptoms), meaning that the intervention was not cost-effective in comparison with the control group. The net-benefit was €641 per worker, and the intervention generated a positive financial return to the employer. Conclusion: The intervention in the present study was cost-saving to the employer due to reduced sickness absenteeism costs in the intervention group compared with the control group. However, the intervention cannot be regarded as cost-effective as no significant effects were found for work ability and health. Am. J. Ind. Med. 57:56-68, 2014. © 2013 Wiley Periodicals, Inc.

Session: 14. Exposure Assessment II

In dit artikel wordt een samenvatting gegeven van het proefschrift dat Karen Oude Hengel op 8 maart 2013 heeft verdedigd aan de Vrije Universiteit Amsterdam. De belangrijkste doelstellingen van het proefschrift zijn het identificeren van factoren die de duurzame inzetbaarheid van werknemers in de bouw bevorderen en het ontwikkelen en evalueren van een preventie programma op bouwplaatsen in Nederland gericht op de duurzame inzetbaarheid van werknemers. www.humanfactors.nl

Objectives The aim of this study was to investigate the relative contribution of health, job characteristics, skills and knowledge, social factors, and financial factors to the transition from work to early retirement. Methods Employees aged 59–63 years (N=2317) were selected from the Study on Transitions in Employment, Ability and Motivation (STREAM). Participants completed an online questionnaire at baseline and after one year of follow-up. Logistic regression analyses were used to identify predictors of retirement before the age of 65m, and population Attributable Fractions (PAF) were calculated. Results Older age (OR 1.79), poor physical health (OR 1.78), a positive attitude of the partner with respect to stopping work (OR 3.85), and the financial possibility to stop working before the age of 65 (OR 10.2) predicted early retirement, whereas employees that reported higher appreciation at work (OR 0.58) and higher focus on the development of skills and knowledge (OR 0.54) were less likely to retire early. PAF was 0.75 for the financial possibility to stop working, 0.43 for a positive attitude of the partner with respect to early retirement, 0.27 for low appreciation at work, 0.23 for a low focus on development, and 0.21 for poor health. Conclusions The financial possibility to stop working before the age of 65 significantly contributes to early retirement. In addition to financial incentives, the prolongation of working life might be promoted by health promotion programs in the workplace and work-related interventions focusing on appreciation and the learning environment. Congres Work, Well-being and Wealth: Active Ageing at Work, 26-28 August, Helsinki, Finland. This work is licensed under a Creative Commons Attribution 4.0 International License.

The objective of the Study on Transitions in Employment, Ability and Motivation (STREAM) is to acquire knowledge on determinants of healthy and productive work participation among persons aged 45–64 years. A research framework was developed with main outcomes of productivity and transitions in employment (eg, leaving the workforce, entering the workforce, job change). These outcomes are influenced by the following determinants: health, job characteristics, skills and knowledge, and social and financial factors. The determinants influence productivity and transitions in employment through the ability, motivation, and opportunity to work. Demographic variables and initial employment status may influence all variables in the framework and their interrelations. STREAM is a Dutch prospective cohort study among 12 055 employees, 1029 self-employed persons, and 2034 non-working persons aged 45–64 years. The study sample was stratified by age and employment status, and was drawn from an existing Intomart Gfk internet panel. Measurements were carried out in 2010 (N=15 118), 2011 (N=12 430, response 82%), and 2012 (N=12 057, response 80%). The fourth measurement will take place in 2013. Participants complete an extensive yearly online questionnaire covering all aspects of the research framework. Questionnaire answers can be linked to register data of Statistics Netherlands for 89% of the participants. Moreover, qualitative data are collected. Findings from STREAM will contribute to the development of effective policies and work-related interventions promoting sustainable employability among older persons. Abstract Congres Work, Well-being and Wealth: Active Ageing at Work, 26-28 August, Helsinki, Finland. This work is licensed under a Creative Commons Attribution 4.0 International License.

De PSO is het eerste objectieve meetinstrument dat de sociale bijdragen van bedrijven in kaart brengt. Aukje Smit, projectleider PSO bij TNO: “Met een PSO-erkenning kunnen de bedrijven die er echt werk van maken zich nu onderscheiden van de concurrent. Voor gemeenten en UWV is de PSO ook interessant in het kader van de werkgeversdienstverlening”. Prestatieladder Socialer Ondernemen (PSO) ontwikkeld. De PSO is een instrument om de bijdragen van bedrijven en organisaties aan de werkgelegenheid voor mensen met een kwetsbare arbeidsmarktpositie te meten en zichtbaar te maken. Het resultaat staat beschreven in deze handleiding van de PSO versie 1.0. Op de website www.pso-nederland staan de bijbehorende rekentool en checklists. De PSO erkent verschillende stadia van socialer ondernemen en stimuleert de ontwikkeling van aspirant-status tot het niveau van koploper. Zowel het plaatsen van mensen met een kwetsbare arbeidsmarktpositie als het inkopen of uitbesteden bij andere sociale bedrijven is onderdeel van de PSO. Toetsing gebeurt op resultaten (feitelijke plaatsingen) én op kwalitatieve aspecten die van belang zijn voor een goede arbeidsinpassing van mensen met een kwetsbare arbeidsmarktpositie (passend werk, integratie, functioneren/ontwikkeling en begeleiding). Een PSO-erkenning geeft aan dat een bedrijf meer dan gemiddeld bijdraagt aan werkgelegenheid voor mensen met een kwetsbare arbeidsmarktpositie. Bedrijven en organisaties kunnen zich met de PSO onderscheiden in het kader van MVO People. Gemeenten kunnen de PSO gebruiken in het kader van aanbestedingen met social return. Op die manier worden bedrijven gestimuleerd om mensen met een kwetsbare arbeidsmarktpositie duurzaam in te zetten, in plaats van alleen voor de duur van de aanbesteding. De PSO kan ook een doorbraak betekenen in het kader van de ketenstimulering als bedrijven met een erkenning en (toekomstige) 0pdrachtgevers meer gaan samenwerken met en inkopen bij bedrijven die ook een erkenning hebben. Bijkomend voordeel is de toepasbaarheid in branches waar weinig directe werkplekken gerealiseerd kunnen worden.

Summary: This systematic review summarizes the current evidence on the financial return of worksite health promotion programmes aimed at improving nutrition and/or increasing physical activity. Data on study characteristics and results were extracted from 18 studies published up to 14 January 2011. Two reviewers independently assessed the risk of bias of included studies. Three metrics were (re-)calculated per study: the net benefits, benefit cost ratio (BCR) and return on investment (ROI). Metrics were averaged, and a post hoc subgroup analysis was performed to compare financial return estimates between study designs. Four randomized controlled trials (RCTs), 13 non-randomized studies (NRSs) and one modelling study were included. Average financial return estimates in terms of absenteeism benefits (NRS: ROI 325%, BCR 4.25; RCT: ROI -49%, BCR 0.51), medical benefits (NRS: ROI 95%, BCR 1.95; RCT: ROI -112%, BCR -0.12) or both (NRS: ROI 387%, BCR 4.87; RCT: ROI -92%, BCR 0.08) were positive in NRSs, but negative in RCTs. Worksite health promotion programmes aimed at improving nutrition and/or increasing physical activity generate financial savings in terms of reduced absenteeism costs, medical costs or both according to NRSs, whereas they do not according to RCTs. Since these programmes are associated with additional types of benefits, conclusions about their overall profitability cannot be made. © 2011 The Authors. obesity reviews © 2011 International Association for the Study of Obesity.