Why older nurses leave the workforce and the implications of them staying

Abstract

Increasing retirement age may retain older nurses in the workforce, however, the impact on the health of older nurses is not known, nor is the impact for employers of older nurses continuing to work known. Employers must facilitate workplace changes to accommodate older nurses.

Urinary incontinence, work, and intention to leave current job: A cross sectional survey of the Australian nursing and midwifery workforce

“…The survey included demographic questions (age, gender, and ethnicity) and general health questions: current BMI, health diagnoses: “Have you ever been diagnosed with: diabetes, etc.” and symptoms: “In the past 12 months have you had any of the following health problems: anxiety, depression, back pain, urine infections, etc.” Work related characteristics were sought including work role, location, setting, contract, and shift work. Nurses and midwives were asked about job satisfaction and their “intention to leave” with the question: “Do you have plans to leave your current job?” in the next 6 or 12 months . Most survey questions in this study were derived from extant validated scales, with demonstrated rigour.…”

“…Although for the majority symptoms have been classified as “slight” or “minimal,” a recent study of “busy, active” women aged 45‐60 years, found 11% experienced “moderate” and 2% “severe” symptoms, with increasing symptom severity directly related to poorer health‐related quality of life . Poor health status and reduced quality of life may influence work related decisions such as work role and participation in the workforce . While studies have investigated the impact of UI symptoms in the general workforce, few have examined this in identified workforce groups …”

Ageing in the nursing workforce – a global challenge in an Irish context

“…Indeed, financial factors are often the key determinant of older nurses’ decision to leave the workplace (Duffield et al. ) and pay and pension reform which reward older nurses identified as significant incentives to remain at work (Andrews et al. ).…”

“…Such efforts can focus on recognizing the achievements and expertise of older nurses (Cohen ; Letvak ), providing greater autonomy (through more empowered, expanded or flexible roles), limiting the negative impact of shift work and providing more ergonomically amenable workplaces (Duffield et al. ; Kirgan & Golembeski ; Storey et al. ).…”

Building expert agreement on the importance and feasibility of workplace health promotion interventions for nurses and midwives: A modified Delphi consultation

“…The Australian nursing workforce is ageing more rapidly than the general population it serves (AIHW ) and the conditions where nurses work has a negative impact on nurses’ health and well‐being (Chiou, Chiang, Huang, Wu, & Chien, ; Reknes et al., ). Demand for nursing services is increasing with the ageing of many national populations; increasing chronic disease burden and longer life expectancy (Duffield et al., ), while worldwide, there is an increasing shortage of nurses (Campbell et al., ). Forty per cent of nurses working in high‐income countries are expected to leave their employment in the next decade (Campbell et al., ), many with ill health or injury, which are often reported in nurses at rates higher than other industries (Ngan et al., ).…”