Organizational Hindrances to the Retention of Older Healthcare Workers

Abstract

The Swedish healthcare sector is currently experiencing recruitment difficulties combined with increasing demand for healthcare services. This study accordingly seeks knowledge of the obstacles to and opportunities for retaining older employees in the Swedish healthcare sector. Results of interviews with line managers and human resource (HR) partners indicate that the informants have positive attitudes toward older healthcare workers in general, particularly acknowledging their contributions based on long experience and skill. However, line managers' high workload, the absence of age-management strategies, and universal HR policies not conducive to older workers' individual needs are considered obstacles to retention on an organizational level. To retain older healthcare workers and maintain their ability and motivation, the healthcare sector and especially HR strategies need to be more proactive in addressing these issues, and formalized policies are required in order to benefit from the potential labor reserve that older employees constitute. KEYWORDS Age management / Line managers / HRM / Swedish healthcare / Active aging policy / Aging workforce / Retirement

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