ORGANIZATIONAL PRACTICES FOR THE AGING WORKFORCE: DEVELOPMENT AND VALIDATION OF THE LATER-LIFE WORK INDEX

Abstract Most developed countries face an ageing workforce. Extended working lives require organizations to employ older individuals successfully. It is, however, widely untapped, which organizational practices drive successful employment of an older and age-diverse workforce, because adequate measure are missing. We hence develop the Later Life Work Index (LLWI) as a multi-faceted measure for researchers and practitioners, combining the detailed level of assessment relevant in practice with thorough conceptual coverage. We build on an empirically derived taxonomy of organizational practices developed by Wöhrmann et al. (2018). Proposed taxonomy is based on qualitative expert interviews and consists of nine dimensions covering age-inclusive organizational climate and leadership, as well as practices regarding work design, health management, individual development, knowledge management, transition to retirement, continued employment options, and health and retirement coverage. Within a first study, we developed an inventory to operationalize the intentionally broad LLWI construct. Items were iteratively developed and pretested with 30-42 German human resource managers. The final inventory consists of 100 Likert scaled, sufficiently reliable items. Within a second study among 600 managers and older workers in Germany, we confirmed the factor structure proposed by the LLWI, and ensured construct validity regarding similar scales (convergent validity) and individual level health and motivation outcomes (criterion validity). Discriminant validity is shown among the index dimensions, and regarding positive and negative affect. This paper enhances the understanding and quantitative assessment of organizational practices for later life work. We further plan to reduce the number of items to increase practicability of the measure.


ELDER ABUSE AMID THE OPIOID EPIDEMIC: APS CASES IN RURAL AMERICA
Pamela B. Teaster, 1 Karen A. Roberto, 2 and Jyoti Savla 2 , 1. Virginia Tech,Blacksburg,Virginia,United States,2. Center for Gerontology,Virginia Tech,BLACKSBURG,Virginia,United States Older adults are hidden victims of the opioid crises, suffering abuse at the hands of those who seek resources to support their addiction.Using APS data from 2015-2017 provided by the Kentucky Department for Community-Based Services, we used a logistic regression model with robust standard errors to examine whether substantiated cases of elder abuse were associated with opioid misuse by perpetrators.Overall, 9% of the 462 substantiated cases over the three-year period involved perpetrators were substance users.The percentage of these cases rose from 5% in 2015 to 13% in 2016 before dropping to 7% of elder abuse cases in 2017.Opioid use was most prevalent among perpetrators of financial abuse of older adults with cognitive and/or physical care needs.The current study offers a first look at empirical linkages between opioid misuse and elder abuse and revealed consistencies across cases that call for further investigation.

ELDER ABUSE AND THE OPIOID CRISIS: PERPETRATORS WHO ARE SUBSTANCE USERS
Karen A. Roberto, 1 and Pamela B. Teaster 2 , 1. Virginia Tech, Blacksburg, Virginia, United States, 2. Center for Gerontology, Virginia Tech, BLACKSBURG, Virginia, United States Substance abuse, particularly the diversion/abuse of prescription drugs along with illicit opioid deviates by alleged perpetrators has been identified as is a risk factor for elder abuse.The purpose of this study was to characterize cases of elder abuse substantiated by APS in which the perpetrator used opioids and related substances.Guided by the Contextual Theory of Elder Abuse, we conducted a within-case/across-cases thematic analysis of Kentucky APS caseworkers' notes on 40 substantiated cases of elder abuse.Financial exploitation was the most commonly identified type of abused associated with perpetrators who abuse opioids.Findings revealed that most cases of elder abuse occurred when the perpetrators' substance abuse intersected with employment status, complex family relationships, and a history of altercations with the law.Findings provide new insights into a more elaborate conception of the ways in which the opioid epidemic is contributing to the perpetration of elder abuse today.The landscape in which employers and candidates interact is changing as more job adverts are pushed online.

SESSION 3520 (PAPER)
Employment platforms (e.g., Indeed and LinkedIn) are now among the primary mechanisms for job posting, job search, and initial negotiations.Through such job platforms, a single job advert can now reach millions of people around the world.This exposure of a job advert has obvious benefits for the employer, but this exposure also has the power to alienate and exclude large portions of society.In particular, the word choice of a single job advert can, perhaps unintentionally, exclude thousands of people by their personal traits (e.g., gender or race).Age is a particular trait that garners more attention as ageism is often cited in the literature as going overlooked, not understood, and generally escaping social awareness.To begin tackling this problem, with the purpose of supporting older adults and enabling their contribution to society, we applied advances in AI to create a tool, called Exclusion Spotter, that gives feedback to recruiters and employers on which words in their advert are possibly excluding people by age.We applied Exclusion Spotter to 3660 job adverts, clustered by 372 job titles.We found a significant difference (p=.02) in the number of age-related words for engineering related positions versus all other job titles.Among 47 engineering related titles we matched 47.37 age related words per title and 2.8 per advert.Among the other 325 titles we matched 24.37 age related words per title and 2.1 per advert.

HOW CAN IMPROVING EMPLOYMENT PROSPECTS OF UNEMPLOYED OLDER WORKERS BE EXPLAINED?
Per H. Jensen 1 , 1. Center for Comparative Welfare Studies, Aalborg University, Nordjylland, Denmark Until recently employment prospects of older workers have been rather poor.In recent years, however, the duration of unemployment among older workers has diminished, meaning that older workers are more frequently hired by employers.Changing employment prospects of older workers are no doubt framed by a decrease in overall unemployment.The aim of this paper, however, is to shed light on the emergence of new inclusive mechanisms by answering three interrelated research questions: (1) where are the job openings for unemployed seniors?(2) How have unemployed seniors been recruited?(3) Why do companies hire older workers.Using Denmark as a test case findings show that job openings are rather frequent in branches with tight labor markets and that characteristics of companies and management are important; for instance, the older the average age of management the higher the inclination to hire unemployed older workers.Findings furthermore show that mouth-to-mouth recommendation and the internet are the most used recruitment channels, while the public employment service is less used.Finally, findings show that qualification, stability and experience are the most reported reasons as to why employers hire unemployed older workers are.The paper is based on a survey with 2,525 valid respondents, response rate: 25.

ORGANIZATIONAL PRACTICES FOR THE AGING WORKFORCE: DEVELOPMENT AND VALIDATION OF THE LATER-LIFE WORK INDEX
Max R. Wilckens, 1 Anne M. Wöhrmann, 1 Jürgen Deller, 1 and Mo Wang 2 , 1. Leuphana University Lüneburg, Lüneburg, Germany, 2. University of Florida, Gainesville, Florida, United States Most developed countries face an ageing workforce.Extended working lives require organizations to employ older individuals successfully.It is, however, widely untapped, which organizational practices drive successful employment of an older and age-diverse workforce, because adequate measure are missing.We hence develop the Later Life Work Index (LLWI) as a multi-faceted measure for researchers and practitioners, combining the detailed level of assessment relevant in practice with thorough conceptual coverage.We build on an empirically derived taxonomy of organizational practices developed by Wöhrmann et al. (2018).Proposed taxonomy is based on qualitative expert interviews and consists of nine dimensions covering age-inclusive organizational climate and leadership, as well as practices regarding work design, health management, individual development, knowledge management, transition to retirement, continued employment options, and health and retirement coverage.Within a first study, we developed an inventory to operationalize the intentionally broad LLWI construct.Items were iteratively developed and pretested with 30-42 German human resource managers.The final inventory consists of 100 Likert scaled, sufficiently reliable items.Within a second study among 600 managers and older workers in Germany, we confirmed the factor structure proposed by the LLWI, and ensured construct validity regarding similar scales (convergent validity) and individual level health and motivation outcomes (criterion validity).Discriminant validity is shown among the index dimensions, and regarding positive and negative affect.This paper enhances the understanding and quantitative assessment of organizational practices for later life work.We further plan to reduce the number of items to increase practicability of the measure.

SELF-EFFICACY AND TEAM LEADER EQUITY MATTER: A STUDY OF ACTIVE AGING AT WORK
Mi Sun Choi, 1 Holly Dabelko-Schoeny, 1 Mo Yee Lee, 1 and Alicia Bunger 1 , 1.The Ohio State University, Columbus, Ohio, United States Many older Americans have decided to remain in the labor market beyond the traditional retirement age, suggesting the need for companies to consider human resource initiatives to retain and support the aging workforce.Applying active aging concepts, which emphasize older adults' active roles through participation in social and economic activities for healthy later life, to the workplace could be helpful for developing programs that enhance the health, well-being, and work outcomes of older workers.Despite the expected benefits of active aging at work for older workers' overall well-being, little research has been conducted on what personal and team factors impact on outcomes of active aging at work; what mechanism exists in the links between factors and outcomes in the contemporary workplace.The current study tested the validity of an active aging framework using the Age and Generations Study data.We analyzed responses of 508 American workers aged 50 and older using structural equation modeling.Results showed that perceived selfefficacy was a strong predictor of engagement, mental health, and performance, whereas perceived leader equity predicted only engagement.Also, work engagement was powerful mechanism for promoting older adults' mental health; engagement mediated the relationship between perceived self-efficacy and the relationship between leader equity and mental health.The findings highlight how important it is for employers to invest in human capital, suggesting human resource programs should focus on strategies that target older adults' engagement through tailored self-efficacy programs and diversity leadership training programs.Such attempts would contribute to the well-being of older workers.Older adults with HIV (OAH) evidence a significant burden of disease, characterized by high frequencies of non-HIV related comorbidities that result in multimorbidity and polypharmacy decades earlier than non-HIV infected older adults.Commonly observed comorbidities among OAH 50 years and older include cardiovascular disease, hypertension, diabetes, osteoporosis, and cancers.Geriatric conditions such as frailty, functional impairment, chronic inflammation, and cognitive dysfunction are also prevalent.Poverty, unemployment, housing, and food insecurity, as well as stigma-driven discrimination, persistent social isolation and high rates of depression, can make health-related challenges associated with aging overwhelming, resulting in a diminished capacity for self-care.Older men and women with HIV; however, are aging differently due to gender-specific differences in comorbidity profiles, polypharmacy burden, social networks, and intersectional stigmas (HIV/AIDS, ageism, racism, sexism, classism, homophobia, and transphobia).This symposium explores the impact of gender on healthy aging among OAH.Dr. Brennan-Ing and colleagues describe specific strategies for achieving healthy aging among female OAH in NYC and Oakland, CA.Dr. Rubtsova and colleagues explore multiple meanings of "successful aging" among older women in Atlanta and Brooklyn, and the role of resilience that empowers them as long-term HIV survivors.Dr. Taylor qualitatively examines the impact of biopsychosocial factors on notions of "Healthy HIV Aging" among older gay, bisexual and heterosexual men with HIV.Dr. Ruth Finkelstein will discuss the public health implications for developing equitable and gender-specific and intersectional HIV prevention and wellness interventions and suggest future areas of inquiry to improve HIV outcomes across the care continuum.

INTERSECTIONAL DIFFERENCES IN HEALTHY AGING WITH HIV
Tonya N. Taylor 1 , 1. SUNY Downstate Medical Center, Brooklyn, New York, United States Intersecting stigmatized social identities (i.e., old, Black, gay, HIV+) and structural forms of privilege and oppression (ageism, racism, homophobia, and HIV stigma) can contribute to poor psychological wellbeing and clinical outcomes among older men with HIV (OMH).Using data from 6 focus groups and 15 interviews with 45 gay, bisexual and heterosexual OMH in Brooklyn, NY and inductive thematic