Workers with a work-related health issue, especially psychological rather than physical conditions, had lower work ability, independent of SES, demographics or workplace conditions. Workers, across age and occupational groups, with work-related health issues, particularly mental stress, are a potential target group for work ability promotion. Participants reporting low organisational and personal capacity were less satisfied with jobs than those reporting low scores on only one capacity variable. Interventions aimed to improve job satisfaction should promote both organisational and personal capacity. As socioeconomic status decreased, work ability also decreased, even after accounting for the effects of the other study variables. This relationship was strongest for personal capacity. A focus on those with low socioeconomic resources may be warranted. Socioeconomic status could be incorporated into a work ability model. Participants working in larger organisations reported organisational capacity. This was particularly evident for younger workers and for those with low overall work ability. Pilot intervention studies could look to initially target organisations with more than 20 employees with a particular focus on younger workers. Organisational capacity was a stronger correlate of job satisfaction for white-collar workers. Intervention aimed at improving job satisfaction through the promotion of organisational capacity may be most effective for white-collar workers. Mental demands were a stronger correlate of intention to remain in one’s job for blue-collar rather than white-collar workers. The promotion of a stimulating cognitive environment may improve the retention of blue-collar workers.
The WAS predicted job satisfaction and employment intentions independently of the WAI. Provides support for the use of the WAS as a work ability assessment tool. However, more refinement is needed. Job demands are related to productivity outcomes independently of work ability, particularly for workers with a health Job demands should be incorporated into a work ability model. Increasing mental demands were associated with poorer work ability. Attention should be paid to the mental stress related to increasing mental demands. Work ability and factors related to productivity The study findings showed that both organisational capacity and personal capacity were independently associated with job satisfaction and intention to remain in one’s current position. This was still the case even after accounting for differences in socioeconomic status, job demands and workplace factors including prevalence of work-related health issues, hours, and the size of the participants’ organisation. The work ability variables were also equally associated with satisfaction and employment intentions for older and younger workers. However, organisational capacity was a stronger correlate of job satisfaction for compared to other workers. In general, each of the different components of organisational capacity (i.e. autonomy, supervisor, discrimination, and respect) were equally well associated with job satisfaction and job status intentions but were, not surprisingly, uncorrelated with the perceived effects of health issues on capacity to work. In terms of the relationship between personal capacity and the productivity outcomes, the strongest correlates were work benefits (e.g. remuneration, and meaningful work), social support, and psychological wellbeing. Physical health was the sole work ability subscale associated with perceived effects of health on capacity standard