LAUSR

PurposeRegarding the increased need for the retention of older employees in the workforce, this study investigates whether there are main and interactive longitudinal effects of selection, optimization, compensation and working conditions according to the job demand–control model on work ability in older employees.MethodsLongitudinal data of computer-assisted personal interviews with one follow-up after 3 years of 3961 participants (born in 1959 and 1965) of the representative German lidA cohort study was used. Multiple linear regressions were performed, analyzing prospective main and interactive effects of selection, optimization, compensation and working conditions during baseline on perceived work ability at follow-up.ResultsRegarding selection, optimization and compensation, only compensation had a positive, but weak effect on work ability. Working conditions were more strongly related to work ability: decision authority and skill discretion had independent positive and job demands had independent negative effects on work ability. One interaction effect was observed between loss-based selection and decision authority, such that they mutually enhanced their positive effects on work ability. Only few and weak interactions among the sub-strategies, selection, optimization and compensation, were observed.ConclusionsResults indicate that especially favorable working conditions in terms of high job control and low job demands, but also compensation might help older employees to maintain work ability.