A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

Gan, Ivan

doi:10.1111/jonm.13132

Cited by 11 publications

(16 citation statements)

References 49 publications

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“…LPNs commented on the importance of feeling part of a family in both the community and the workplace. As well, their comments about the importance of collegiality and the pleasures of being acknowledged by the community are consistent with Gan’s [ 18 ] findings about the importance of social connections to older nurses’ continuing to work. Although RNs also commented on social connections, their consistent emphasis about serving their patients and their communities stands apart from current research on retention of older nurses.…”

Section: Discussionsupporting

confidence: 79%

“…Newer nurses are impacted directly, with fewer nurses available to provide care, and indirectly, by the absence of crucial knowledge that older nurses pass on to those entering practice. Even though mentorship roles have been identified as a retention tool for older nurses [ 2 , 18 , 21 ]. it is not enough to focus only on how older nurses can be used.…”

Section: Discussionmentioning

confidence: 99%

“…Three rural studies identified adequate compensation [ 19 ], increased financial remuneration [ 20 ], and financial incentives [ 21 ] as facilitators of continued employment. Workplace supports for older nurses may include ergonomic assessments or adjustments, redesigning work to lessen physical and emotional stress, control over work, and ongoing recognition for expertise [ 17 , 18 ]. Supports specifically noted for older rural and remote nurses include considerations from management [ 21 ], appropriate workload, open communication, and access to professional development [ 20 ].…”

Section: Introductionmentioning

confidence: 99%

“…Supports specifically noted for older rural and remote nurses include considerations from management [ 21 ], appropriate workload, open communication, and access to professional development [ 20 ]. Opportunities for social interaction in the workplace has been mentioned as an important retention factor [ 18 ], but factors of positive social processes in the community and ensuring family and community support are only referenced in rurally-focused studies [ 7 , 10 , 22 ].…”

Section: Introductionmentioning

confidence: 99%

“…Despite the need to better understand and be more responsive to different nurse types (i.e., RNs and LPNs) [ 23 , 24 ], nurses are often treated as an undifferentiated group [ 2 , 18 ]. Studies of workplace factors considered important to different generations of nurses have shown that professional practice environments are highly important for all generational groups [ 26 ]; however, preferences for the level and type of engagement differ.…”

Section: Introductionmentioning

confidence: 99%

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The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

et al. 2021

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Background Although much research has focused on nurses’ retirement intentions, little is known about nurses who formally retire yet continue to practice, particularly in rural and remote settings where mobilization of all nurses is needed to assure essential health services. To optimize practice and sustain the workforce stretched thin by the COVID-19 pandemic, it is necessary to understand what it means for retired registered nurses (RNs) and licensed practical nurses (LPNs) to work after retirement. This study explored what nursing practice means for RNs and LPNs who have formally retired but continue to practice in rural and remote communities. Methods A pan-Canadian cross-sectional survey conducted in 2014–2015 of nurses in rural and remote Canada provided data for analysis. Textual responses from 82 RNs and 19 LPNs who indicated they had retired but were occasionally employed in nursing were interpreted hermeneutically. Results Retired nurses who continued to practice took on new challenges as well as sought opportunities to continue to learn, grow, and give back. Worklife flexibility was important, including having control over working hours. Nurses’ everyday practice was inextricably tied up with their lives in rural and remote communities, with RNs emphasizing serving their communities and LPNs appreciating community recognition and the family-like character of their work settings. Conclusions Retired nurses who continue to work in nursing see retirement as the next phase in their profession and a vital way of engaging with their rural and remote communities. This study counters the conventional view of retaining retired nurses only to combat nursing shortages and alleviate a knowledge drain from the workplace. Rural and remote nurses who retire and continue working contribute to their workplaces and communities in important and innovative ways. They can be characterized as dedicated, independent, and resilient. Transitioning to retirement in rural and remote practice can be re-imagined in ways that involve both the community and the workplace. Supporting work flexibility for retired nurses while facilitating their practice, technological acumen, and professional development, can allow retired nurses to contribute their joy of being a nurse along with their extensive knowledge and in-depth experience of nursing and the community.

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Section: Discussionsupporting

confidence: 79%

Section: Discussionmentioning

confidence: 99%