The Age Limit

Parsons, Sara E.

doi:10.2307/3404659

Cited by 1 publication

(3 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This narrative1 belies the worry that too much exposure to the burdens of bedside care at too young an age, with insufficient support, is bad for the fledgling nurse and bad for the field. Parsons listed 3 essentials: having an appropriate number of instructors on-site; limiting shifts to 8 hours; and physical help with patients including security.…”

Section: Introduction: Young Nurses Have Long Been Vulnerablementioning

confidence: 89%

“…Later in the essay, Parsons noted that when these conditions had been met, she had observed young nurses succeed. “Their youthful buoyancy often acted as a tonic, and their ability to react after the more depressing experiences was a real asset in their favor....”1 (p22)…”

Section: Introduction: Young Nurses Have Long Been Vulnerablementioning

confidence: 99%

“…approximate eight hour day, a thorough preliminary course, with a sufficient staff of instructors and supervisors, with orderlies to assist in the care of male patients, I do not hesitate to affirm that age need hardly be considered.... (Sara E. Parsons, RN, 1913) This narrative 1 belies the worry that too much exposure to the burdens of bedside care at too young an age, with insufficient support, is bad for the fledgling nurse and bad for the field. Parsons listed 3 essentials: having an appropriate number of instructors on-site; limiting shifts to 8 hours; and physical help with patients including security.…”

mentioning

confidence: 99%

See 2 more Smart Citations

The Seniority Swoop

Shapiro

Duquette

Zangerle

et al. 2022

Nursing Administration Quarterly

View full text Add to dashboard Cite

We sought to understand whether nurses aged 20 to 29 years burnout and intend to turnover in higher proportions than more senior nurses, and if so, why. Guided by Maslow's hierarchy, we used brief inventories to assess hospital-based bedside nurses at 11 hospitals in Pennsylvania and Rhode Island (n = 3549/9520) prior to the pandemic. In a second study, we compared scheduling policies, bargaining, and Magnet status to see whether these variables predicted worsened burnout rates in young nurses. In a pattern that appears like a swooping line when graphed, nurses aged 20 to 29 years reported higher burnout and intention to leave than more senior nurses. They also reported being punched, bitten, spit on, kicked, or otherwise physically struck more often, worked more long shifts, worked more nights, and reported more dehydration and poorer sleep. Notably, age alone was not a strong predictor of turnover until burnout was added to the model, indicating that there is no inherent millennial trait resulting in higher turnover. Instead, preventing and addressing burnout is key to retention. When comparing hospital characteristics, only scheduling perks for senior nurses predicted the seniority swoop pattern. We offer 9 recommendations to reduce burnout and turnover in young nurses.

show abstract

Section: Introduction: Young Nurses Have Long Been Vulnerablementioning

confidence: 89%

Section: Introduction: Young Nurses Have Long Been Vulnerablementioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation