Does Work after Retirement Matter? Sleep Features among Workers in the Brazilian Longitudinal Study of Adult Health

A growing number of people keep working after retirement, a phenomenon known as bridge employment. Sleep features, which are related to morbidity and mortality outcomes, are expected to be influenced by bridge employment or permanent retirement. The objective of this study was to analyze sleep duration and quality of bridge employees and permanent retirees compared to nonretired, i.e., active workers, from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil). Participants (second wave of ELSA-Brasil, 2012–2014) comprised permanently retired (n = 2348), career bridge workers (n = 694), bridge workers in a different place (n = 760), and active workers (n = 6271). The associations of all studied retirement schemes and self-reported sleep quality and duration were estimated through logistic and linear regression analysis. Workers from all studied retirement schemes showed better sleep patterns than active workers. In comparison to active workers, bridge workers who had changed workplace also showed a reduced chance of difficulty falling asleep and too-early awakenings, which were not found among career bridge workers. Bridge employment and permanent retirement were associated with a reduced chance of reporting sleep deficit. Bridge work at a different place rather than staying at the same workplace seems to be favorable for sleep. Further study is needed to explain mechanisms.

PENERAPAN PERJANJIAN KERJA ANTARA DIREKTUR DAN KARYAWAN TERKAIT DENGAN ASAS KEBEBASAN BERKONTRAK BERDASARKAN PASAL 1320 KITAB UNDANG-UNDANG HUKUM PERDATA

The principle of freedom of contract is a principle that gives freedom to the parties to: (1) make or not make an agreement; (2) entering into agreements with anyone; (3) determine the contents of the agreement, implementation, and terms; and (4) determine the form of an agreement that is written or oral. The purpose of this study is to find out whether the work agreement between directors and employees at the Hospital of Menggala based on the principle of freedom of contract is in accordance with Article 1320 of the Civil Code, knowing the inhibiting factors in the implementation of the principle of freedom contracting to an employment agreement at the District Hospital ofalaala, and the efforts made in overcoming any obstacles that occur in the implementation of the principle of freedom of contracting with an employment contract at the District Hospital.The results of the analysis carried out that the work agreement of the Cooperative Hospital meets the principle of freedom of contract. The principle of freedom of contract is a principle that gives freedom to the parties to make or not make an agreement, enter into an agreement with anyone, determine the contents of the agreement, its implementation, requirements, determine the form of the agreement, written or oral, in making the work agreement of both the Directors and workers there is no influence or pressure from the other party, both parties give freedom to the other party to express their opinions or proposals regarding the agreement material, then the work agreement of the Shepala Regional Hospital is in accordance with the principle of freedom of contract as contained in Article 1320 of the Civil Code. In carrying out the principle of freedom of contract beer to work agreements the Cooperative Hospital experienced obstacles. Constraints faced include: (1) the absence of trade unions in fighting for workers' rights (2) Low Worker Resources. The efforts of the Penggala District Hospital in facing obstacles in implementing the principle of freedom of contract to work agreements are immediately possible to form trade unions that can bridge workers and hospital directors and hold various trainings to improve the professionalism and abilities of their employees.

Bridge workers in uitzendwerk: Wat kunnen HRM en sociale steun betekenen voor uitzendkrachten van 65-plus?

Dit artikel beschrijft een longitudinale studie naar de relaties tussen de bevlogenheid, inzetbaarheid en ervaren gezondheid van uitzendkrachten van 65 jaar en ouder (de zogenaamde bridge workers in uitzendwerk), aanwezigheid en gebruik van behoud- en ontwikkelingsgericht HRM en ervaren steun van leidinggevenden en collega's bij inlenende organisaties. Er blijkt géén relatie tussen aanwezigheid en gebruik van HR maatregelen, steun van leidinggevende en collega's en bevlogenheid, inzetbaarheid en ervaren gezondheid. Daarop is één uitzondering. De ervaren aanwezigheid van HR maatregelen gericht op behoud van inzetbaarheid heeft een significant positieve invloed op de ervaren sociale steun een jaar later, en uiteindelijk ook op de bevlogenheid, inzetbaarheid en ervaren gezondheid van bridge workers in uitzendwerk. Blijkbaar werkt voor de 65+ uitzendkrachten alleen het idee van de aanwezigheid van bijvoorbeeld ergonomische aanpassingen bij de inlenende organisatie positief door. Hoewel de invloed van HRM minimaal blijkt, zijn de effecten van sociale steun van leidinggevende en collega's op bevlogenheid, inzetbaarheid en ervaren gezondheid erg sterk. Voor bridge workers in uitzendwerk lijkt het dus belangrijk om een goede relatie met de manager en collega's te hebben die wordt gekenmerkt door wederzijds respect, vertrouwen en loyaliteit.