Transition to retirement in the healthcare sector

Mäcken, Jana; Merkel, Sebastian; Heß, Moritz; Hilbert, Josef; Naegele, Gerhard

doi:10.1007/s00391-018-1452-2

Cited by 5 publications

(5 citation statements)

References 13 publications

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“…To extend their working lives, some participants suggested workplaces could develop more sedentary roles. Flexible rostering could also be an approach for those older nurses and midwives requiring transition to retirement (Macken et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…(2022). Flexible rostering could also be an approach for those older nurses and midwives requiring transition to retirement (Macken et al., 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Researchers have found older nurses and midwives who were approaching retirement were willing to remain if workplace managers were supportive (Armstrong-Stassen et al, 2015). Workplace support through reducing their workhours, relocation to less demanding roles or helping them to transition to retirement were recommended (Macken et al, 2019).…”

Section: Supportmentioning

confidence: 99%

“…Researchers have found older nurses and midwives who were approaching retirement were willing to remain if workplace managers were supportive (Armstrong‐Stassen et al., 2015). Workplace support through reducing their workhours, relocation to less demanding roles or helping them to transition to retirement were recommended (Macken et al., 2019). Many industries realizing the advantages of supporting older workers in terms of economic growth and knowledge retention have implemented age‐friendly workplaces (Appannah & Biggs, 2015).…”

Section: Introductionmentioning

confidence: 99%

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Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Denton,

Evans,

Qunyan

et al. 2023

Journal of Advanced Nursing

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AimTo explore support strategies for older nurses and midwives in Australian healthcare workplaces.DesignA qualitative descriptive study.MethodParticipants were 50 older nurses and midwives and 20 healthcare managers recruited from a broad range of Australian healthcare settings. Data were collected using semi‐structured interviews from November 2018 to April 2021. The interviews were recorded, transcribed and thematically analysed.ResultsThe limited number of identified sedentary roles and inequitable distribution of workload responsibilities were identified as constraints that impact the provision of workplace support for older nurses and midwives in healthcare settings. Three major themes were identified: Workplace support, Personal support and Doing more. A small number of participants reported support was available at work, but most said there was not. Of the reported strategies some were offered exclusively to a cohort that met an age criterion, while others were open to all staff regardless of age. Personal support strategies were employed outside of the workplace while others used strategies during working hours. Doing more related to suggestions about how organizations could do more to support older nurses and midwives at work.ConclusionSupport mechanisms like adjustments in workload, employment fraction, practice location, upskilling and wellness programs in workplaces are limited. To facilitate retention and support older nurses and midwives in the workforce, health workplaces should consider implementing support mechanisms that can be tailored to the individual needs of the nurse or midwife over the life course of their career.ImpactThe findings of this study highlight the lack of support for many older nurses and midwives in Australian healthcare workplaces, emphasizing the need for further research into innovative practices on how to better support healthcare staff as they age.Reporting MethodThis study adhered to the COREQ reporting method.Patient or Public ContributionNo patient or public contribution.

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Section: Discussionmentioning

confidence: 99%

“…(2022). Flexible rostering could also be an approach for those older nurses and midwives requiring transition to retirement (Macken et al., 2019).…”

Section: Discussionmentioning

confidence: 99%

Section: Supportmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Denton,

Evans,

Qunyan

et al. 2023

Journal of Advanced Nursing

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“…Over one third of employees in the HCS are at least 50 years old and will leave the labour market within the next 15 years [32]. However, a recent study shows that professional care workers would like to retire earlier compared to other sectors, but do not think that they will be able to do so without avoiding pension cuts ([29] Mäcken et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Challenges and practices in promoting (ageing) employees working career in the health care sector – case studies from Germany, Finland and the UK

Merkel

Ruokolainen

Holman

2019

BMC Health Serv Res

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BackgroundThe health and social care sector (HCS) is currently facing multiple challenges across Europe: against the background of ageing societies, more people are in need of care. Simultaneously, several countries report a lack of skilled personnel. Due to its structural characteristics, including a high share of part-time workers, an ageing workforce, and challenging working conditions, the HCS requires measures and strategies to deal with these challenges.MethodsThis qualitative study analyses if and how organisations in three countries (Germany, Finland, and the UK) report similar challenges and how they support longer working careers in the HCS. Therefore, we conducted multiple case studies in care organisations. Altogether 54 semi-structured interviews with employees and representatives of management were carried out and analysed thematically.ResultsAnalysis of the interviews revealed that there are similar challenges reported across the countries. Multiple organisational measures and strategies to improve the work ability and working life participation of (ageing) workers were identified. We identified similar challenges across our cases but different strategies in responding to them. With respect to the organisational measures, our results showed that the studied organisations did not implement any age-specific management strategies but realised different reactive and proactive human relation measures aiming at maintaining and improving employees’ work ability (i.e., health, competence and motivation) and longer working careers.ConclusionsOrganisations within the HCS tend to focus on the recruitment of younger workers and/or migrant workers to address the current lack of skilled personnel. The idea of explicitly focusing on ageing workers and the concept of age management as a possible solution seems to lack awareness and/or popularity among organisations in the sector. The concept of age management offers a broad range of measures, which could be beneficial for both, employees and employers/organisations. Employees could benefit from a better occupational well-being and more meaningful careers, while employers could benefit from more committed employees with enhanced productivity, work ability and possibly a longer career.

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Individual, family, job, and organizational factors associated with retirement intentions among older long-term care workers: A systematic review

Nordlinder,

Bergström,

Tham

et al. 2024

Geriatric Nursing

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Transition to retirement in the healthcare sector

Cited by 5 publications

References 13 publications

Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Challenges and practices in promoting (ageing) employees working career in the health care sector – case studies from Germany, Finland and the UK

Individual, family, job, and organizational factors associated with retirement intentions among older long-term care workers: A systematic review

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