Work ability (WA) is an important concept in occupational health research and for over 30 years assessed worldwide with the Work Ability Index (WAI). In recent years, criticism of the WAI is increasing and alternative instruments are presented. The authors postulate that theoretical and methodological issues need to be considered when developing alternative measures for WA and conclude that a short uni-dimensional measure is needed that avoids conceptual blurring. The aim of this contribution is to validate the short and uni-dimensional WAI components WAI 1 (one item measuring “current WA compared with the lifetime best”) and WAI 2 (two items assessing “WA in relation to the [mental/physical] demands of the job”). Cross-sectional and 12-month follow-up data of two large samples was used to determine construct validity of WAI 1 and WAI 2 and to relate this to respective results with the WAI. Data sources comprise nurses in Europe investigated in the European NEXT-Study (Sample A; N_{cross-sectional} = 28,948 and N_Longitudinal = 9462, respectively) and nursing home employees of the German 3Q-Study (Sample B) where nurses (N = 786; 339, respectively) and non-nursing workers (N = 443; 196, respectively) were included. Concurrent and predictive validity of WAI 1 and WAI 2 were assessed with self-rated general health, burnout and considerations leaving the profession. Spearman rank correlation (ρ) with bootstrapping was applied. In all instances, WAI 1 and WAI 2 correlated moderately, and to a similar degree, with the related constructs. Further, WAI 1 and 2 correlated with WAI moderately to strongly with ρ ranging from 0.72–0.76 (WAI 1) and 0.70–0.78 (WAI 2). Based on the findings and supported by theoretical and methodological considerations, the authors confirm the feasibility of the short measures WAI 1 and WAI 2 for replacing WAI at least in occupational health research and employee surveys.

Purpose: Older employees are often thought to be vulnerable to negative effects of information and communication technology (ICT). Our study aims to examine associations between work-related ICT exposure (i.e. ICT use or digital work intensification), physical health, mental health and work ability (WA). We examine whether these associations are modified by socio-economic position (SEP).Methods: We analysed cross-sectional data from 3180 participants (born in 1959 and 1965) in wave 3 of the representative German lidA cohort study. We performed hierarchical multiple regression to assess the distinct associations of ICT use and digital work intensification with mental and physical health and WA. We stratified analyses by SEP and controlled for age, sex, and digital affinity.Results: 92% of participants reported ICT use at work. Almost 20% reported high levels of digital work intensification, while a similar proportion did not experience digital work intensification. In bivariate analyses, ICT use by itself was not significantly associated with mental health or WA in the total sample or when stratified. Digital work intensification displayed negative associations with mental health and WA. In hierarchical multiple regressions, digital work intensification showed consistently negative associations with mental health and work ability of similar strength across SEP.Conclusion: Our results suggest that ICT use, per se, does not negatively impact older workers. Digital work intensification may be associated with worse mental health and work ability. Research on health and social implications of work-related ICT should differentiate patterns of ICT exposure and assess modifications by SEP to better gauge the ambiguous effects of ICT.

The Beck Depression Inventory (BDI) for the assessment of depressive symptoms is well established in clinical settings. An applied version (BDI-V) was previously developed in German for use within epidemiologic studies. The current study analyses the association between this applied version of the BDI and different measures of functioning. The aim is to determine BDI-V cut-off values when used in a population of employees. The study included 6339 employees of the first wave of a German cohort study on work, age, health and work participation. Depressive symptoms were assessed by an applied version of the BDI-V. Data on functioning were obtained from personal interviews. The determination of cut-off values is achieved with the min-max principle for classification applied to receiver operating characteristic (ROC) curves. The min-max principle points to a BDI-V cut-off between 20 and 24 for male and between 23 and 28 for female respondents. The corresponding sensitivities range between 0.64 and 0.75 for males and between 0.59 and 0.74 for females. Specificities range between 0.64 and 0.75 for males and between 0.60 and 0.74 for females. Female respondents have higher BDI-V cut-offs for all criteria. The range of values is lower than a recommendation in a former study. In addition to this, the values differ for gender. The current analyses focus on an easier-to-use version of the BDI formerly applied for epidemiologic studies. The determination of cut-off values is based on criteria which are indicators for impairment in (work) functioning in a population of employees. Therefore, grouping of individuals according to the reported cut-off values is guided by the relevance of these scores for occupational functioning.

Previous studies suggest a preretirement disengagementprocess from work, which includes reduced work motivation.In this study, we investigated changes in autonomousand controlled work motivation over two years among participantsof the Health, Aging and Retirement Transition inSweden (HEARTS) study. We found stability in both types ofmotivation; however, those who retired after the study periodshowed more distinct declines in autonomous motivation. Astronger sense of community at work was related to level, butnot change in autonomous motivation. Intra-individual fluctuationsin the expected retirement age did not predict workmotivation or vice versa. Future studies are needed to betterunderstand the antecedents and consequences of preretirementdeclines in autonomous work motivation.