Work engagement and work ability in the digital age: the role of job resources and traditional and emerging demands among older workers

Background: The modern workplace is undergoing rapid change, with an aging workforce, technological advancements, and the emergence of new ways of working. These changes are posing a number of challenges for organizations, including how to maintain employees' work ability. Work ability is the ability to perform one's job duties effectively and productively. It is influenced by a number of factors, including characteristics and workers' health. Among indicators of well-being, work engagement is a positive mental state associated with work, characterized by high levels of energy and resilience (vigor), a strong sense of connection to one's work (dedication), and a favourable state of deep immersion and focus on work tasks (absorption). Previous studies have underscored the motivational significance of work engagement across various professions, highlighting its prominent role in enhancing job performance and enriching well-being. However, while the association between work engagement and workers' health is better understood, its relationship with employees' work ability has received less attention. Based on JD-R model assumptions, this study aimed to investigate the relationships between job resources (control and social support), job demands (workload and techno-complexity), work engagement, and work ability among employees aged over 50. Method: A structured interview was conducted with 230 bank and finance workers aged over 50 during their mandatory medical check-ups under the Italian Legislative Decree 81/08. Structural equation modelling was employed to assess the study hypotheses. Results: The study revealed a positive association between work engagement and work ability. Additionally, control and social support were directly linked to work engagement and indirectly connected to work ability. Among job demands, only techno-complexity was negatively associated with work engagement. Interestingly, workload acted as a buffer, diminishing the positive association between control and work engagement. Conclusion: Work engagement plays a fundamental role in maintaining work ability. Technocomplexity emerges as a burgeoning risk factor for work engagement, particularly among older workers in the digital age. Organizations can effectively enhance work engagement and, consequently, work ability by granting employees greater autonomy, fostering a supportive work environment, and minimizing job demands.