Contents

1. Work values of low skilled older workers The effect of its fulfillment on their willingness to extend their working lifeSustainable employability ConferenceNijmegen, Tuesday 12 November 2013 Rob Gründemann, Jos Sanders, Jan FekkeYbema, TNO HoofddorpHU University of Applied Sciences Utrecht

2. Contents Introduction Literature review Methods Results Conclusions Practical recommendations

3. Introduction Increase in retirementage in the Netherlands Position of lowereducatedworkers at the labour market Start working at a young age Less healthy and a lower (healthy) life expectancy; Lessautonomy at work Less willing to work until retirement age Aim of the study: to examine if a more responsive attitude of employers to the working conditions of lower educated workers contributes to a better appreciation of the work situation and a greater willingness to extend their working life

4. Research questions To what extent are work values ​​of older low-skilled workers other than those of older middle- and high-skilled workers? In which way do work values of older low-skilled workers change with an increase in age? To what extent are work values ​​of older low-skilled workers fulfilled by the employer? Does fulfilling work values ​​of older low-skilled workers affect their job satisfaction, their willingness to extend their working life and their working ability?

5. Results of the literature review Lower educated employees find other work values important ​​(extrinsic work values ​​and convenience work values) than higher skilled workers (intrinsic work values​​). Ageing influences the importance of work values: extrinsic values decreases ​and intrinsic values increases in importance with age. This seems to be a universal process that occurs among both lower and higher educated workers. Lower educated workers find work values as growth and development more important when they get older. We did not find information in literature on differences in performance between lower and higher educated workers. Neither did we find any information on the impact of fulfillment of work values on the capacity and willingness to longer working.

6. Methods Data fromSTREAM 2010 (Studyon Transitions in Employment, Ability and Motivation) Concepts: Workvalues: "How important are the following aspects of a job for you?" Intrinsic: interestingwork, autonomy, growth and learningopportunities. Extrisic: goodsalary and job security Social: appreciation, good leadership, good atmosphere at work Convenience: opportunity part time work and ability to determine working hours Fulfillment of work values:”Towhat extent are the following aspects present in your current job?” Job satisfaction; "To what extent are you, all in all, content with your work?“ Desiredretirementage; "Until what age would you like to continue working?" Workingability: scale of 5 items measuring the extent to which employees consider themselves able to continue working the next 12 months (for example "Are you able to do your current job in the next 12 months?" and "Are you able to continue working if your work gets harder the next 12 months?“).

7. Analyses 1. We tested (t-test) wetherwork values ​​and the fulfillment of work values ​​differ between low-, medium- and high-skilled workers,2. and the differences in work values of lower educated workers in four age categories (45-49; 50-54; 55-59; 60-64 years) 3. In addition, we calculated a correlation coefficient between the importance of the work values ​​and its fulfillment​​. 4. Finally we tested (regression analysis) for low-skilled older workers the relationship between the fulfillment of work values ​​and job satisfaction, the desired retirement age and the working ability.

8. Importance of workvalues

9. Regression of job satisfaction, desiredretirementage and workingability of olderlowereducatedworkers

10. Results Extrinsic work values are significantly more important for older low-skilled workers than for older middle- and high-skilled workers. Intrinsic work values are significantly more important for middle- and high-skilled workers. Social work values ​and convenience work values​ hardly differ between the levels of education of older workers. The importance of work values of older low-skilled workers does hardly change with an increase in age. Although work values are often present in the work of older high-skilled workers, the most important work values are more often​​ fulfilled in the work of lower-skilled workers. Older low-skilled workers appear more satisfied with their work as work values ​​are fulfilled by their employer. The relationship between the fulfillment of work values, the desired retirement age and working ability is weak among older low-skilled workers.

11. Practical recommendations HR professionals and managers in organizations should pay more explicit attention to the fulfillment of important work values ​​in the work of older (low-skilled) workers. It is important to pay more attention to the customization of labour relations of older (low-skilled) and to intensivy the dialogue with them. It makes sense to pay more attention to the match between present and in the work used knowledge and skills of older (low-skilled) workers to prevent early mental retirement.

12. Thank you for your attention Dr. Rob Gründemann TNO Participation & Social Cohesion Professor of Organisational Configurations and Labour Relations Research Centre of Social Innovation HU University of Applied Sciences Utrecht T + 31 6 2350 5536 E-mail: robert.grundemann@hu.nl Website: www.robgrundemann.nl