Showing papers on "Workforce published in 2016"

The rise of the 'just-in-time workforce': On-demand work, crowdwork and labour protection in the 'gig-economy'

Abstract: The so-called “gig-economy” has been growing exponentially in numbers and importance in recent years but its impact on labour rights has been largely overlooked. Forms of work in the “gig-economy” include “crowdwork”, and “work-on-demand via apps”, under which the demand and supply of working activities is matched online or via mobile apps. These forms of work can provide a good match of job opportunities and allow flexible working schedules. However, they can also pave the way to a severe commodification of work. This paper discusses the implications of this commodification and advocates the full recognition of activities in the gig-economy as “work”.

The Digital Workforce and the Workplace of the Future

Abstract: The authors reflect on ways increased prevalence of technology and digital natives entering the workplace influence how work is approached. They talk about competencies of the digital workforce and suggests both digital natives and digital immigrants could have the skills needed to utilize technology for manipulating data, problem solving, and new product creation. They comment on interpersonal relating and identity development in digital workforces, and the utilization of technology at work.

Global Health Workforce Labor Market Projections for 2030

Abstract: In low- and middle-income countries, scaling essential health interventions to achieve health development targets is constrained by the lack of skilled health professionals to deliver services. We take a labor market approach to project future health workforce demand based on an economic model based on projected economic growth, demographics, and health coverage, and using health workforce data (1990–2013) for 165 countries from the WHO Global Health Observatory. The demand projections are compared with the projected growth in health worker supply and the health worker “needs” as estimated by WHO to achieve essential health coverage. The model predicts that, by 2030, global demand for health workers will rise to 80 million workers, double the current (2013) stock of health workers, while the supply of health workers is expected to reach 65 million over the same period, resulting in a worldwide net shortage of 15 million health workers. Growth in the demand for health workers will be highest among upper middle-income countries, driven by economic and population growth and aging. This results in the largest predicted shortages which may fuel global competition for skilled health workers. Middle-income countries will face workforce shortages because their demand will exceed supply. By contrast, low-income countries will face low growth in both demand and supply, which are estimated to be far below what will be needed to achieve adequate coverage of essential health services. In many low-income countries, demand may stay below projected supply, leading to the paradoxical phenomenon of unemployed (“surplus”) health workers in those countries facing acute “needs-based” shortages. Opportunities exist to bend the trajectory of the number and types of health workers that are available to meet public health goals and the growing demand for health workers.

Task shifting from physicians to nurses in primary care in 39 countries: a cross-country comparative study

Abstract: Background: Primary care is in short supply in many countries. Task shifting from physicians to nurses is one strategy to improve access, but international research is scarce. We analysed the extent of task shifting in primary care and policy reforms in 39 countries. Methods: Cross-country comparative research, based on an international expert survey, plus literature scoping review. A total of 93 country experts participated, covering Europe, USA, Canada, Australia and New Zealand (response rate: 85.3%). Experts were selected according to pre-defined criteria. Survey responses were triangulated with the literature and analysed using policy, thematic and descriptive methods to assess developments in country-specific contexts. Results: Task shifting, where nurses take up advanced roles from physicians, was implemented in two-thirds of countries ( N = 27, 69%), yet its extent varied. Three clusters emerged: 11 countries with extensive (Australia, Canada, England, Northern Ireland, Scotland, Wales, Finland, Ireland, Netherlands, New Zealand and USA), 16 countries with limited and 12 countries with no task shifting. The high number of policy, regulatory and educational reforms, such as on nurse prescribing, demonstrate an evolving trend internationally toward expanding nurses’ scope-of-practice in primary care. Conclusions : Many countries have implemented task-shifting reforms to maximise workforce capacity. Reforms have focused on removing regulatory and to a lower extent, financial barriers, yet were often lengthy and controversial. Countries early on in the process are primarily reforming their education. From an international and particularly European Union perspective, developing standardised definitions, minimum educational and practice requirements would facilitate recognition procedures in increasingly connected labour markets.

Designing for Labour: Uber and the On-Demand Mobile Workforce

Abstract: Apps allowing passengers to hail and pay for taxi service on their phone? such as Uber and Lyft-have affected the livelihood of thousands of workers worldwide. In this paper we draw on interviews with traditional taxi drivers, rideshare drivers and passengers in London and San Francisco to understand how "ride-sharing" transforms the taxi business. With Uber, the app not only manages the allocation of work, but is directly involved in "labour issues": changing the labour conditions of the work itself. We document how Uber driving demands new skills such as emotional labour, while increasing worker flexibility. We discuss how the design of new technology is also about creating new labour opportunities -- jobs -- and how we might think about our responsibilities in designing these labour relations.

Referral-based Job Search Networks

Abstract: This article derives novel testable implications of referral-based job search networks in which employees provide employers with information about potential new hires that they otherwise would not have. Using comprehensive matched employer–employee data covering the entire workforce in one large metropolitan labour market combined with unique survey data linked to administrative records, we provide evidence that workers earn higher wages and are less inclined to leave their firms if they have obtained their job through a referral. These effects are particularly strong at the beginning of the employment relationship and decline with tenure in the firm, suggesting that firms and workers learn about workers' productivity over time. Overall, our findings imply that job search networks help to reduce informational deficiencies in the labour market and lead to productivity gains for workers and firms.

Employer demands from business graduates

Abstract: Purpose – The purpose of this paper is to report on research carried out with employers to determine demand for business and management skills in the Scottish workforce. Design/methodology/approach – The research used a questionnaire in which employers were interviewed (either telephone or face to face), completed themselves and returned by e-mail, or completed an online survey. In total, 71 employers took part in the study. Findings – The research found that the factors which are most important to employers when recruiting graduates were; personal attitude, employability skills, relevant work experience and degree result. The most important transferable skills to employers when recruiting graduates were; trustworthiness, reliability, motivation, communication skills and a willingness to learn. Social implications – The paper shows the importance of graduates developing excellent job searching skills, high-quality work experience and developing business courses to enhance students’ employability and bette...

Welfare Reform, Precarity and the Re-Commodification of Labour

Abstract: While welfare reform matters for workers and workplaces, it is peripheral in English-language sociology of work and industrial relations research. This article’s core proposition is that active labour market policies (ALMPs) are altering the institutional constitution of the labour market by intensifying market discipline within the workforce. This re-commodification effect is specified drawing on Marxism, comparative institutionalism, German-language sociology and English-language social policy analysis. Because of administrative failure and employer discrimination, however, ALMPs may worsen precarity without achieving the stated goal of increasing labour market participation.

The global nephrology workforce: emerging threats and potential solutions!

Abstract: Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a full understanding of the internal care delivery systems and a framework that is underpinned by robust health intelligence on current and expected workforce numbers required to support the delivery of kidney disease care. Given the expected increases in global disease burden and the equally important increase in many established kidney disease risk factors such as diabetes and hypertension, the organization of delivery and sustainability of kidney disease care should be enshrined in governmental policy and legislation. Effective nephrology workforce planning should be comprehensive and detailed, taking into consideration the structure and organization of the health system, existing care delivery models, nephrology workforce practices and the size, quality and success of internal nephrology training programmes. Effective training programmes at the undergraduate and postgraduate levels, adoption of novel recruitment strategies, flexible workforce practices, greater ownership of the traditional nephrology landscape and enhanced opportunities for research should be part of the implementation process. Given that many of the factors that impact on workforce capacity are generic across countries, cooperation at an international level would be desirable to strengthen efforts in workforce planning and ensure sustainable models of healthcare delivery.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

Abstract: This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Development Goals and to enhancing the recognition of workforce and employment issues within the related debate in tourism. The body of the paper highlights examples of key dimensions of work and employment across varied tourism contexts, where sustainability is of increasing consequence and significance. The paper concludes by drawing together the implications of these “mini-cases” and locating them within key principles of the 2030 Agenda for Sustainable Development.

Setting a National Agenda for Surgical Disparities Research: Recommendations From the National Institutes of Health and American College of Surgeons Summit

Abstract: Health care disparities (differential access, care, and outcomes owing to factors such as race/ethnicity) are widely established. Compared with other groups, African American individuals have an increased mortality risk across multiple surgical procedures. Gender, sexual orientation, age, and geographic disparities are also well documented. Further research is needed to mitigate these inequities. To do so, the American College of Surgeons and the National Institutes of Health–National Institute of Minority Health and Disparities convened a research summit to develop a national surgical disparities research agenda and funding priorities. Sixty leading researchers and clinicians gathered in May 2015 for a 2-day summit. First, literature on surgical disparities was presented within 5 themes: (1) clinician, (2) patient, (3) systemic/access, (4) clinical quality, and (5) postoperative care and rehabilitation-related factors. These themes were identified via an exhaustive preconference literature review and guided the summit and its interactive consensus-building exercises. After individual thematic presentations, attendees contributed research priorities for each theme. Suggestions were collated, refined, and prioritized during the latter half of the summit. Breakout sessions yielded 3 to 5 top research priorities by theme. Overall priorities, regardless of theme, included improving patient-clinician communication, fostering engagement and community outreach by using technology, improving care at facilities with a higher proportion of minority patients, evaluating the longer-term effect of acute intervention and rehabilitation support, and improving patient centeredness by identifying expectations for recovery. The National Institutes of Health and American College of Surgeons Summit on Surgical Disparities Research succeeded in identifying a comprehensive research agenda. Future research and funding priorities should prioritize patients’ care perspectives, workforce diversification and training, and systematic evaluation of health technologies to reduce surgical disparities.

Nurses as Leaders in Disaster Preparedness and Response-A Call to Action

Abstract: Purpose To develop a vision for the future of disaster nursing, identify barriers and facilitators to achieving the vision, and develop recommendations for nursing practice, education, policy, and research. Design and Methods A series of semistructured conference calls were conducted with 14 national subject matter experts to generate relevant concepts regarding national nursing workforce preparedness. An invitational daylong workshop hosted by the Veterans Emergency Management Evaluation Center, U.S. Department of Veterans Affairs, was held in December 2014 to expand and refine these concepts. Workshop participants included 70 nurses, emergency managers, and a broad range of public health professionals. Conference call notes and audiotapes of the workshop were transcribed and thematic analysis conducted to outline a vision for the future of nursing in disaster preparedness and response, and to articulate an agenda for nursing practice, education, policy, and research to achieve that vision. Findings The group developed a vision for the future of disaster nursing, and identified current barriers and opportunities to advance professional disaster nursing. A broad array of recommendations for nursing practice, education, policy, and research, as well as implementation challenges, are summarized in this article. Conclusions This project represents an important step toward enhancing nurses’ roles as leaders, educators, responders, policymakers, and researchers in disaster preparedness and response. Nurses and the health and human service organizations that employ them are encouraged to engage in an expansive national dialogue regarding how to best incorporate the vision and recommendations into their individual lives and the organizations for which they work. Clinical Relevance Nurses comprise the largest healthcare workforce, and opportunities exist to strengthen disaster readiness, enhance national surge capacity, and build community resiliency to disasters.

Obstetric Anesthesia Workforce Survey: A 30-Year Update.

Abstract: BACKGROUND:Obstetric Anesthesia Workforce Surveys were conducted in 1981, 1992, and 2001, and the 10-year update was conducted in 2012. Anesthesia providers from US hospitals were surveyed to identify the methods used to provide obstetric anesthesia. Our primary hypothesis was that the provision of

Self-care and Professional Quality of Life: Predictive Factors Among MSW Practitioners

Abstract: This study explored the effects of self-care practices and perceptions on positive and negative indicators of professional quality of life, including burnout, secondary traumatic stress, and compassion satisfaction among MSW practitioners. Results reveal that while social workers value and believe self-care is effective in alleviating job-related stress, they engage in self-care on a limited basis. Findings indicate that MSW programs and employers do not teach social workers how to effectively engage in self-care practice. Various domains of self-care practice contribute differently to indicators of professional quality of life. This study sheds light on the under-studied relationship between social worker self-care and professional quality of life, provides insights into the types of activities practiced and not practiced by MSW practitioners, and identifies gaps between perceived value and effective teaching of self-care. Implications exist for social work educators and employers and the potential to support a healthier, sustainable workforce.

Work Environment-Related Factors in Obtaining and Maintaining Work in a Competitive Employment Setting for Employees with Intellectual Disabilities: A Systematic Review.

Abstract: The Author(s) 2015. This article is published with open access at Springerlink.com Abstract Background People with an intellectual dis- ability value work as a significant part of their lives, and many of them want to participate in regular paid employ- ment. Current estimates show that the number of people with ID who have some form of paid employment are very low, ranging from 9 to 40 % across different countries, despite legislations. This review examines papers pub- lished in the past 20 years in an attempt to answer the following research question: 'What work environment-re- lated factors contribute to obtaining or maintaining work in competitive employment for people with an intellectual disability?' Method The databases of PubMed, PsycINFO, CINAHL, Embase and Web of Science were searched for relevant papers published between 1993 and 2013. All papers were independently screened by two researchers. Methodological quality of the studies was evaluated, and data on work environment-related factors stimulating employment for people with intellectual disabilities were extracted and grouped into categories. Results A total of 1932 articles were retrieved. After extensive screening for relevance and quality, 26 articles were included in this review. Four themes/categories with work environment- related factors that could influence work participation were distinguished. Five studies were conducted on employers' decisions and opinions. Eight focused on job content and performance, and eight on workplace interaction and cul- ture. Five studies evaluated support by job coaches. Con- clusion Despite ongoing legislation to promote participation of people with intellectual disabilities in the paid workforce, research in this area is still extremely scarce. In the past 20 years, very few studies have focused on work environment-related factors that can enhance competitive work for people with intellectual disabilities. This review shows that relevant work environment-related factors for obtaining and maintaining work in competitive employment include supporting the employers by paying specific attention to: employer's decisions, job content, integration and work culture and job coaches.

Economic Development and Women's Labor Force Participation in India

Abstract: India has experienced steady economic growth over the last two decades alongside a persistent decline in women's labor force participation (LFPR). This paper explores the relationship between economic development and women's labor supply using state-level data spanning the period 1983–4 to 2011–2. While several studies suggest a U-shaped relationship between development and women's labor force participation, our results suggest that at the state level, there is no systematic U-shaped relationship between level of domestic product and women's LFPR. On examining the relationship between the structure of the economy and women's economic activity, we find that it is not economic growth but rather the composition of growth that is relevant for women. Further, our results suggest that aggregate changes in the proportion of women in the workforce can be mostly attributed to the movement of the workforce across sectors rather than changes in the proportion of women workers within a sector.

The Early Care and Education Workforce

Abstract: In this article, Deborah Phillips, Lea Austin, and Marcy Whitebook examine educational preparation, compensation, and professional development among the early childhood workforce. Their central theme is that these features look very different for preschool teachers than they do for the elementary school teaching workforce. Most teachers of kindergarten through third grade can count on clear job requirements, professional development opportunities, workplace supports such as paid planning time, and a transparent and rational salary structure based on qualifications and experience. These teachers often earn a wage that approaches the median income in their communities. For most preschool teachers, Phillips, Austin, and Whitebook write, the situation is very different. Job requirements and qualifications vary wildly from program to program and from state to state. Professional development is both scarce and inconsistent. Compensation often fails to reward educational attainment or training; in fact, many preschool teachers are among the lowest-paid workers in the country. Poor compensation fuels turnover, which means that society loses investments in professional learning, and produces economic insecurity and stress among preschool teachers. The crux of quality in early childhood education lies squarely in the interactions that transpire between teachers and children, the authors write. Thus it’s long past time, they argue, to recognize prekindergarten through third grade as a continuum that requires a seamless system of professional learning and compensation tied to qualifications, including education. To move beyond incremental improvements in the quality of early care and education, they conclude, empirical research, intervention, and policy alike should focus on the preparation, professional development, compensation, and wellbeing of early childhood teachers.

Peer support services in the behavioral healthcare workforce: State of the field.

Abstract: Objective This article examines how the history and philosophy of peer support services has shaped current mental health and substance use service delivery systems. The growth of peer-run and recovery community organizations in the changing health care environment are discussed, including issues related to workforce development, funding, relevant policies, and opportunities for expansion. These initiatives are designed to increase access to recovery-promoting services. Methods We conducted an environmental scan and analysis of peer support services within the behavioral health care field in the United States, with particular attention to initiatives of the Substance Abuse and Mental Health Services Administration. Published manuscripts, policy statements, and reports were reviewed. Findings There is abundant and growing literature illustrating how peer support services have become an integral component of behavioral health care systems in many states. Peer support services have the potential to increase access to recovery-oriented services for people with mental and substance use disorders served by the public behavioral health care system. Numerous initiatives in various states are being undertaken to build this workforce. Conclusions and implications for practice Workforce and financing challenges exist, yet opportunities, including among others those made possible by the Affordable Care Act, will continue to strengthen the peer support workforce within behavioral health service delivery systems. (PsycINFO Database Record

The peer support workforce: Results of a national survey.

Abstract: Objective Given the burgeoning role of peer specialists in the mental health workforce, more information is needed about their work roles, tasks, settings, training, compensation, and work satisfaction. Method Using both purposive and snowball sampling, the authors recruited a national sample of individuals employed as peer specialists and a variety of other peer provider positions. They conducted an online survey to query respondents about various aspects of their work life. A total of 608 participants completed the survey, of which 597 responses were usable for these analyses. Results Results suggest that individuals in the United States identifying themselves as peer specialists (or similar titles) work in a wide variety of settings and spend the majority of their work time providing direct peer support. However, a significant number of individuals also reported performing nondirect peer support tasks such as administrative work, teaching skills, and systems-level advocacy. Average compensation ranged from $10 to $20 per hour. Peer specialists reported a significant amount of satisfaction with their work but still perceive a lack of recognition for their roles. Conclusions and implications for practice Results of this survey provide critical information about the job characteristics of peer specialists and data that should be informative for mental health authorities as they address the needs of this workforce. However, our findings also suggest that ambiguity remains regarding the roles, tasks, and training of peer specialists, which could benefit from further study that would help to clarify the unique role of these professionals within the mental health arena. (PsycINFO Database Record

Tomorrow’s Digitally Enabled Workforce: Megatrends and scenarios for jobs and employment in Australia over the coming twenty years.

Abstract: The CSIRO’s ‘Tomorrow’s Digitally Enabled Workforce’ report is an important foundation for policy makers grappling with the future of work in Australia. The findings of the report underpin the work already being undertaken by the Department of Employment to address the impact of rapid technological development, new business and employment models, increasing globalisation and social change on employment and workplace relations. The analysis of the megatrends outlined in ‘Tomorrow’s Digitally Enabled Workforce’ is a solid base for the development of future-focused strategies to enable people and organisations to take advantage of emerging opportunities – including promoting entrepreneurship, facilitating participation in the online economy, and encouraging the development of new business models. We are looking to policy settings that enable current and future generations of Australians to be well-positioned to support themselves and contribute to our economy and society. This report marks the beginning of an era of immense change in Australia. The future holds exciting opportunities for the way we work, consume and interact, and also poses some policy challenges. People who work in highly structured environments or who lack high level interpersonal skills may be particularly vulnerable to their jobs being automated. We need to get the policy settings right so that workers who lose their jobs due to automation have access to other streams of work.

Age, human performance, and physical employment standards.

Abstract: The proportion of older workers has increased substantially in recent years, with over 25% of the Canadian labour force aged ≥55 years. Along with chronological age comes age-related declines in functional capacity associated with impairments to the cardiorespiratory and muscular systems. As a result, older workers are reported to exhibit reductions in work output and in the ability to perform and/or sustain the required effort when performing work tasks. However, research has presented some conflicting views on the consequences of aging in the workforce, as physically demanding occupations can be associated with improved or maintained physical function. Furthermore, the current methods for evaluating physical function in older workers often lack specificity and relevance to the actual work tasks, leading to an underestimation of physical capacity in the older worker. Nevertheless, industry often lacks the appropriate information and/or tools to accommodate the aging workforce, particularly in the context of physical employment standards. Ultimately, if appropriate workplace strategies and work performance standards are adopted to optimize the strengths and protect against the vulnerability of the aging workers, they can perform as effectively as their younger counterparts. Our aim in this review is to evaluate the impact of different individual (including physiological decline, chronic disease, lifestyle, and physical activity) and occupational (including shift work, sleep deprivation, and cold/heat exposure) factors on the physical decline of older workers, and therefore the risk of work-related injuries or illness.

Nursing competency standards in primary health care: an integrative review

Abstract: Aims and objectives This paper reports an integrative review of the literature on nursing competency standards for nurses working in primary health care and, in particular, general practice. Background Internationally, there is growing emphasis on building a strong primary health care nursing workforce to meet the challenges of rising chronic and complex disease. However, there has been limited emphasis on examining the nursing workforce in this setting. Design Integrative review. Methods A comprehensive search of relevant electronic databases using keywords (e.g. ‘competencies’, ‘competen*’ and ‘primary health care’, ‘general practice’ and ‘nurs*’) was combined with searching of the Internet using the Google scholar search engine. Experts were approached to identify relevant grey literature. Key websites were also searched and the reference lists of retrieved sources were followed up. The search focussed on English language literature published since 2000. Results Limited published literature reports on competency standards for nurses working in general practice and primary health care. Of the literature that is available, there are differences in the reporting of how the competency standards were developed. A number of common themes were identified across the included competency standards, including clinical practice, communication, professionalism and health promotion. Many competency standards also included teamwork, education, research/evaluation, information technology and the primary health care environment. Conclusion Given the potential value of competency standards, further work is required to develop and test robust standards that can communicate the skills and knowledge required of nurses working in primary health care settings to policy makers, employers, other health professionals and consumers. Relevance to clinical practice Competency standards are important tools for communicating the role of nurses to consumers and other health professionals, as well as defining this role for employers, policy makers and educators. Understanding the content of competency standards internationally is an important step to understanding this growing workforce.

Workplace health promotion for older workers: a systematic literature review.

Abstract: Aging of the workforce is a growing problem. As workers age, their physical, physiological and psychosocial capabilities change. Keeping older workers healthy and productive is a key goal of European labor policy and health promotion is a key to achieve this result. Previous studies about workplace health promotion (WHP) programs are usually focused on the entire workforce or to a specific topic. Within the framework of the EU-CHAFEA ProHealth65+ project, this paper aims to systematically review the literature on WHP interventions specifically targeted to older workers (OWs). This systematic review was conducted by making a comprehensive search of MEDLINE, ISI Web of Science, SCOPUS, The Cochrane Library, CINAHL and PsychINFO databases. Search terms included ageing (and synonyms), worker (and synonyms), intervention (and synonyms), and health (and synonyms). The search was limited to papers in English or Italian published between January, 1st 2000 and May, 31st 2015. Relevant references in the selected articles were also analyzed. Of the 299 articles initially identified as relating to the topic, 18 articles met the inclusion criteria. The type, methods and outcome of interventions in the WHP programs retrieved were heterogenous, as was the definition of the age at which a worker is considered to be ‘older’. Most of the available studies had been conducted on small samples for a limited period of time. Our review shows that, although this issue is of great importance, studies addressing WHP actions for OWs are few and generally of poor quality. Current evidence fails to show that WHP programs improve the work ability, productivity or job retention of older workers. In addition, there is limited evidence that WHP programs are effective in improving lifestyles and concur to maintain the health and well-being of older workers. There is a need for future WHP programs to be well-designed so that the effectiveness and cost-benefit of workplace interventions can be properly investigated.

The rise of the "just-in-time workforce": on-demand work, crowdwork and labour protection in the "gig-economy"

Abstract: The so-called “gig-economy” has been growing exponentially in numbers and importance in recent years but its impact on labour rights has been largely overlooked. Forms of work in the “gig-economy” include “crowdwork”, and “work- on-demand via apps”, under which the demand and supply of working activities is matched online or via mobile apps. These forms of work can provide a good match of job opportunities and allow flexible working schedules. However, they can also pave the way to a severe commodification of work. This paper discusses the implications of this commodification and advocates the full recognition of activities in the gig-economy as “work”.