Canada’s workforce, as well as many other countries, is continuing to age as the baby boomer generation (those born between 1946 and 1964) ages and are remaining in the workforce longer. The number of older workers is estimated to double within the next 10 years (Perry 2010). With increased age, there are a number of factors that could influence worker performance and risk of injury. For example, aging is associated with decreased strength and cardiovascular fitness. However, it is unknown whether a worker’s estimates of how much they can safely lift (based on an approach called psychophysics, which is often used in the design of manual materials handling tasks) is lower for older compared to younger workers. The primary goal of this thesis was to test the hypothesis that psychophysical estimates of maximum acceptable forces would be lower for older workers than younger workers during selected lifting tasks. The secondary goal was to measure a host of variables to provide insights into what factors (e.g. kinematic, strength, cardiovascular) might be influencing potential age-related differences. The experimental testing protocol used a psychophysical approach to identify the maximum acceptable mass of an object during several lifting tasks. Participants comprised a total of 24 female workers (12 older (50+ years old) and 12 younger (20-30 years old)). The primary outcome of interest was the maximum acceptable weight of lift (MAWL) for an 8 hour work day that would allow each participant to ‘work as hard as they can without straining themselves, or becoming unusually tired, weakened, overheated, or out of breath’ (Snook and Ciriello 1991). The participants completed four lifting tasks: floor-to-knuckle height (1 lift/9s and 1 lift/2 min) and knuckle-to-shoulder height (1 lift/2 min and 1 lift/8 hr) by adding or removing lead shot to a lifting box. Tasks were 30 minute in duration; participants could adjust the load mass at any time during the trial. The dependent variables collected were the MAWL (the load mass at the end of the trial), maximum sagittal plane joint angles of the shoulder, hip and knee, overall and body part specific ratings of perceived exertion, and heart rate. Older workers selected MAWL values that were significantly lower (by approximately 24%) than their younger counterparts. These age-related differences were more prevalent for tasks which were constrained by strength (i.e. low frequency) compared to those with large cardiovascular requirements (i.e. high frequency). The only significant difference in the sagittal plane joint flexion angle was for the right hip during the 1 lift/2 min from floor-to-knuckle height lifting task, characterized by 34.4 degree decrease hip angle (more flexed) for the older workers. There were also no significant age-related differences in overall ratings of perceived exertion. The only body part-specific rating of perceived exertion with a significant age-related difference was for the knees, with the younger workers reporting the tasks more taxing on this joint than the older workers. Although there were no age-related differences in absolute heart rate values, the older workers were at a significantly higher percentage of their maximum heart rate. The results of this work suggest there is value in continued research probing whether current ergonomic and work design guidelines need to be updated to accommodate the aging working population. According to the results presented in this study, the current approaches often employed during the design of manual materials handling tasks (i.e. incorporating the loads that 75% of females could perform based on the Snook and Ciriello tables (1991) may not be sufficiently protective for older female workers in the workplace.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

Canada’s workforce, as well as many other countries, is continuing to age as the baby boomer generation (those born between 1946 and 1964) ages and are remaining in the workforce longer. The number of older workers is estimated to double within the next 10 years (Perry 2010). With increased age, there are a number of factors that could influence worker performance and risk of injury. For example, aging is associated with decreased strength and cardiovascular fitness. However, it is unknown whether a worker’s estimates of how much they can safely lift (based on an approach called psychophysics, which is often used in the design of manual materials handling tasks) is lower for older compared to younger workers. The primary goal of this thesis was to test the hypothesis that psychophysical estimates of maximum acceptable forces would be lower for older workers than younger workers during selected lifting tasks. The secondary goal was to measure a host of variables to provide insights into what factors (e.g. kinematic, strength, cardiovascular) might be influencing potential age-related differences. The experimental testing protocol used a psychophysical approach to identify the maximum acceptable mass of an object during several lifting tasks. Participants comprised a total of 24 female workers (12 older (50+ years old) and 12 younger (20-30 years old)). The primary outcome of interest was the maximum acceptable weight of lift (MAWL) for an 8 hour work day that would allow each participant to ‘work as hard as they can without straining themselves, or becoming unusually tired, weakened, overheated, or out of breath’ (Snook and Ciriello 1991). The participants completed four lifting tasks: floor-to-knuckle height (1 lift/9s and 1 lift/2 min) and knuckle-to-shoulder height (1 lift/2 min and 1 lift/8 hr) by adding or removing lead shot to a lifting box. Tasks were 30 minute in duration; participants could adjust the load mass at any time during the trial. The dependent variables collected were the MAWL (the load mass at the end of the trial), maximum sagittal plane joint angles of the shoulder, hip and knee, overall and body part specific ratings of perceived exertion, and heart rate. Older workers selected MAWL values that were significantly lower (by approximately 24%) than their younger counterparts. These age-related differences were more prevalent for tasks which were constrained by strength (i.e. low frequency) compared to those with large cardiovascular requirements (i.e. high frequency). The only significant difference in the sagittal plane joint flexion angle was for the right hip during the 1 lift/2 min from floor-to-knuckle height lifting task, characterized by 34.4 degree decrease hip angle (more flexed) for the older workers. There were also no significant age-related differences in overall ratings of perceived exertion. The only body part-specific rating of perceived exertion with a significant age-related difference was for the knees, with the younger workers reporting the tasks more taxing on this joint than the older workers. Although there were no age-related differences in absolute heart rate values, the older workers were at a significantly higher percentage of their maximum heart rate. The results of this work suggest there is value in continued research probing whether current ergonomic and work design guidelines need to be updated to accommodate the aging working population. According to the results presented in this study, the current approaches often employed during the design of manual materials handling tasks (i.e. incorporating the loads that 75% of females could perform based on the Snook and Ciriello tables (1991) may not be sufficiently protective for older female workers in the workplace.

An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger workers. In turn, it is suggested that older workers, too, indulge in ageist practices and the stereotyping of younger workers. It is proposed that underlying generational differences,when combined with ageism, negative stereotyping and discriminatory organisational practices, are responsible for a new phenomenon called intergenerational tension in the workplace. The notion of tension, which can be thought of as suppressed anxiety or a strained relationship between individuals and groups, is important because intergenerational tension is presented as a latent or covert phenomenon. From this comes the following definition: "lntergenerational tension in the workplace is a latent or covert form of intergroup conflict caused by value and attitudinal differences between the generations." lntergenerational tension can be thought of as an everyday fact of organisational life which exists as an undercurrent or type of background organisational noise that is so pervasive that it is rarely noticed. In this respect, intergenerational tension bears similarities to gender and ethnic tensions both of which have been recognised as counterproductive to organisational efficiency. This thesis proposes a construct to measure this intergenerational tension. To investigate the generational differences associated with this new construct, a 25-item questionnaire was developed. The first stage in the development of the questionnaire was an informal experience survey that was completed by a small sample (n=54) of adults ranging in age from 21 years to 70+ years. A pilot study questionnaire was then constructed and administered to a small, stratified random sample of employees (n=60) from the Western Australia Police Service (WAPS). WAPS has recently changed from a seniority-based promotion system to a merit-based system for most positions and is undergoing a major cultural change in response to social and political pressure. Following data analysis, the final questionnaire was developed. The questionnaire, called the Intergenerational Tension Questionnaire (ITQ) was administered to a stratified random sample of employees from WAPS. Five hundred completed responses were subject to factor analysis in which principal components analysis extracted seven factors or dimensions thought to underlie intergenerational tension. Further data analysis revealed that on average, younger workers (i.e., less than 40 years of age) displayed less intergenerational tension than did older workers (i.e., more than 40 years of age). Data for workers a generation apart (i.e., 20 years apart) were also analysed, with the younger generation being those less than 30 years of age (the Under 30s) and the older generation being those more than 50 years of age (the Over 50s). The younger generation, on average, displayed less intergenerational tension than did the older generation. Of the measures, organisational change was associated with the greatest degree of intergenerational tension for all groups. Multiple regression analysis revealed that the best predictors of intergenerational tension for younger workers and older workers were age, the length of service with one's current employer, and the number of years in the paid work force. For workers a generation apart, multiple regression analysis revealed that age was the only predictor. It was fortuitous that at the time of the study, the majority of younger workers were Generation X and the majority of older workers were Baby Boomers. This meant that to all intents and purposes, the questionnaire measured differences between two well-studied generational cohorts. The findings supported the notion that organisations should not assume they are treating all workers equitably. In particular, older workers feel disenfranchised and angry at their treatment by organisations which, in their opinion, favours younger workers. The implication for organisations is that both groups should be treated independently, with each having its own special needs and expectations. This includes, for example, implementing strategies such as training methods suited to the needs of each age group and conducting age diversity training to raise awareness of what it means to be either a younger worker or an older worker.

Occupational ill-health statistics have consistently placed construction as a high risk industry. Younger workers (aged 15-24) constituting 24% of the UK construction workforce are a high risk group for occupational illnesses from more exposure to physical work factors including noise, vibrations and the handling of dangerous substances. The provision of effective training to young people entering the workforce is crucial in preventing occupational illnesses and improving the industry s occupational health (OH) performance. However, whilst the delivery of training in industries such as healthcare and aviation has rapidly been shifting from pedagogical/instructional theoretical frameworks towards more learner-focused andragogical approaches rich in hands-on/experiential learning, training in the construction industry has not taken full advantage of new training approaches. This thesis aims to examine OH training methods for UK construction apprentices and evaluate the role and effectiveness of a simulation-based training strategy, in order to enhance the OH training for construction apprentices. It presents and adopts innovative wearable, hands on simulations that were designed and developed at Loughborough University, called LUSKInS (Loughborough University Sensory and Kinaesthetic Interactive Simulations), to assess their value and utility in the training of construction apprentices. In order to address the research aim and provide comprehensive answers to the research questions, the research adopted an inductive, multimethods approach, in which the collection and analysis of data combined quantitative and qualitative research methods. First, reviews of theories of learning and existing research utilising simulation learning tools in various educational settings were carried out, to gather insights into how people learn, the theoretical underpinning to the use of simulations as well as the efficacy of simulation-based training. This analysis indicated that use of simulations that is based on the review and application of relevant learning theories has significant potential in enhancing the learning of construction apprentices. Furthermore, the analysis identified a need to move from traditional direct instructional training methods towards more experiential and learner-centred methods in construction education and training. Accordingly, the subsequent use of wearable simulations in the study was guided by experiential and constructivist learning principles, meaning that the research participants were provided with interactive and engaging contextual experiences, which allowed them to actively construct their own understanding, as opposed to them passively acquiring OH information from external sources. Second, fieldwork data was gathered through survey questionnaires, participant observations, semi-structured interviews and photo-elicitation. This involved construction apprentices and instructors from three colleges located in London, Midlands and Norfolk. Together, the quantitative and qualitative data confirmed that a traditional instructor-centred approach, which places emphasis on the passive transmission of information and the use of standardised presentations, texts and workbooks dominates the delivery of OH training for construction apprentices, despite many of the trainees in the study expressing a preference for highly engaging, active or hands-on methods of learning to passive, information-based approaches. It was clear from the findings that by failing to take into consideration the diversity in learning preferences among the trainees and the crucial role of interaction and learner participation in the learning process, the existing instructional strategies do not effectively support the learning of construction apprentices. Notably, the findings revealed that the prevailing views of training amongst instructors and their leaders, which endorse direct instructional strategies and uniformity, create barriers for opportunities to create and utilise more progressive learner-centred training strategies for construction apprentices. The findings related to the impact of the wearable simulations indicated that the use of hands-on simulations can be beneficial to the learning of construction apprentices. The simulations were found to be effective in developing the apprentices understanding of OH illnesses, as well as in changing some of their attitudes, particularly towards prioritising their health at work and adopting correct work practices, for example, wearing appropriate protective clothing when carrying out their work. In addition, the findings also showed that the simulations were largely perceived to be enjoyable, engaging and easier to understand compared to traditional training methods. However, challenges associated with the use of simulations were also identified, including the relatively high costs in terms of both time and money required in their development and implementation as well as challenges associated with trainer competence and adapting curricula to the newer training approach. Based on the empirical evidence and the related theoretical explanations, the study develops a set of propositions which not only challenge the current training paradigm, but more importantly identify the factors that can optimise the OH training of construction apprentices and overcome some of the barriers that were identified. In addition, a conceptual framework and typology of trainees learning styles are developed, in order to provide some practical guidance on how appropriate training strategies can be selected, as well as assist the wider application and integration of simulation learning tools.