Human Resource Management Strategies and the Retention of Older RNs

Armstrong‐Stassen, Marjorie

doi:10.12927/cjnl.2005.17036

Cited by 30 publications

(70 citation statements)

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“…Further, both the literature review and the focus groups confirmed the finding that mid-to late-career nurses are willing to stay in the workplace longer and forego retirement, provided there is recognition and respect for their collective years of experience by employers [20]; [21] (pp. 50-64); [22] (pp.…”

Section: Discussionmentioning

confidence: 69%

“…493-501), suggesting a cumulative loss for organizations that have invested resources in recruitment and training. As such, for organizations seeking to retain staffing resources, understanding the expectations, experiences options), opportunities for professional development and retirement planning have been cited as aspects of their jobs that could be improved to enhance satisfaction [21] (pp. 50-64); [22] (pp.…”

Section: Introductionmentioning

confidence: 99%

“…As such, training and education are also regarded as important components of any retention strategy. Armstrong-Stassen et al [21] identified educational support as a highly important retention strategy for nurses over age 50. Educational support can include release time with pay for continuing education, educational leaves and tuition reimbursement.…”

Section: Introductionmentioning

confidence: 99%

“…Educational support can include release time with pay for continuing education, educational leaves and tuition reimbursement. Even with education ranked as being highly important by late-career nurses, there was a lack of perceived effort by the hospitals to engage in and support educational opportunities with only 12% of registered nurses (RNs) reporting that their hospitals were engaged in and supportive of educational opportunities [21] (pp. 50-64).…”

Section: Introductionmentioning

confidence: 99%

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The Importance of Continuing Professional Development to Career Satisfaction and Patient Care: Meeting the Needs of Novice to Mid- to Late-Career Nurses throughout Their Career Span

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This paper provides insights into the role of ongoing training and education on nurses' career satisfaction across different career stages and their ability to provide quality patient care. Eighteen focus groups were conducted over the course of five months in 2015 (January to May) in eight Canadian provinces. There were a total of 185 focus group participants. Each focus group lasted approximately 1.5 h and included 8-15 participants who self-selected in one of three distinct career stages (students, early-career, mid-to late-career). A thematic analysis of the data revealed that ongoing professional development is an expressed need and expectation for nurses across the various career stages. Student and early-career nurses expected sufficient training and education to facilitate workplace transitions, as well as continuing education opportunities throughout their careers for career laddering. For mid-to late-career nurses, the importance of lifelong learning was understood within the context of maintaining competency, providing quality patient care and enhancing future career opportunities. Training and education were directly linked to nurses' career satisfaction. Healthy work environments were identified by nurses as those that invested in continuing professional development opportunities to ensure continuous growth in their practice and provide optimal quality patient care. Training and education emerged as a cross-cutting theme across all career stages and held implications for patient care, as well as retention and recruitment.

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Section: Discussionmentioning

confidence: 69%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The Importance of Continuing Professional Development to Career Satisfaction and Patient Care: Meeting the Needs of Novice to Mid- to Late-Career Nurses throughout Their Career Span

Price

Reichert

2017

Administrative Sciences

172

140

View full text Add to dashboard Cite

show abstract

“…However, there is a lack of empirical evidence that these HR practices do indeed influence the retention of older nurses (Armstrong-Stassen, 2005;Hatcher et al, 2006) and even less attention has been paid to the potential mechanisms through which these HR practices may operate. Given that HR practices may have relatively distal rather than immediate influences on the decision of individuals to remain with their organisation (Allen et al, 2003), the purpose of the present study was to develop and test a model of the mechanisms through which HR practices are linked to older nurses' intention to remain with their hospital.…”

Section: Introductionmentioning

confidence: 99%