Early retirement among Registered Nurses: contributing factors
ABSTRACT This study explored the factors that influence nurses to retire early and the incentives that might encourage them to stay longer in employment.
The increasing number of nurses taking early retirement reduces an already depleted nursing workforce.
A mail-out questionnaire was sent to 200 randomly selected nurses aged 45 and older, living in the Canadian province of Newfoundland and Labrador. SPSS descriptors were used to outline the data. Multiple t-tests, with a Bonferroni correction, were conducted to test for significant differences between selected responses by staff nurses and a group of nurse managers, educators and researchers.
Of 124 respondents, 71% planned to retire by age 60. Staff nurses and a group of nurse managers/educators/researchers differed significantly in two reasons for leaving. The two groups also differed significantly in five of the incentives to stay.
Findings from this study could prove useful for healthcare and government organizations developing retention strategies to forestall the predicted shortage of nurses.
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ABSTRACT: To examine (1) the level of intent to stay at work among Jordanian nurses; (2) the levels of at-work and non-work social support; and (3) the extent of variance in the level of intent to stay at work because of the demographic and social support variables. A survey design was used to investigate the predictors of intent to stay at work among the population of Jordanian nurses in three public hospitals. Two hundred and seventy five participants submitted complete and usable questionnaires. The response rates were 50%, 55% and 70%, respectively. Data were collected using a questionnaire that included a scale for measuring social support, the McCain's Intent to Stay Scale and the demographic form. The results showed that support from supervisors, marital status, number of friends at work, number of children at home, gender, time commitment, support from co-workers and support from family accounted for 60% of the variation in the level of intent to stay. The results indicated that nurses who were females, had children at home, worked full time and perceived having more support from co-workers and supervisors tended to stay at work more than others. On the other hand, the results showed that marital status, number of friends at work and family support were associated negatively with intent to stay at work. The findings of the study suggest the important role of workplace social support in enhancing the level of intent to stay at work.International Nursing Review 06/2010; 57(2):195-201. DOI:10.1111/j.1466-7657.2009.00768.x · 0.74 Impact Factor
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ABSTRACT: Efforts to retain nurses within the profession are critical for resolving the global nursing shortage, but very little research explores the phenomenon of nursing workforce attrition in the U.S. This study is the first to simultaneously investigate the timing of attrition through survival analysis, the exit path taken (career change vs. labor force separation), and the major socioeconomic, family structure, and demographic variables predicting attrition in this country. Using nationally representative U.S. data from the 2004 National Sample Survey of Registered Nurses (N=29,472), we find that the rate of labor force separation is highest after the age of 60, a typical pattern for retirement. However, a non-trivial proportion of career change also occurs at older ages (50+ years old), and the rate of labor force separation begins to climb at relatively young ages (30-40 years old). Particularly strong predictors of early labor force separation include being married and providing care to dependents in the home (young children or elderly parents). Career change is predicted strongly by higher levels of education, male gender, and current enrollment in a non-nursing degree program. Having an Advanced Practice credential reduced the hazards of attrition for both exit paths. The results suggest a fruitful path for future research and a number of policy approaches to curbing nurse workforce attrition.Social Science [?] Medicine 03/2010; 70(12):1874-81. DOI:10.1016/j.socscimed.2010.02.037 · 2.56 Impact Factor
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ABSTRACT: To investigate the relationships between social support, job satisfaction and intent to stay among Jordanian hospital nurses, and to compare the findings between private and public hospitals. A correlational descriptive survey was used to investigate these relationships among convenience samples of Jordanian nurses in public (n = 288) and private hospitals (n = 195). Data were collected using a set of questionnaires that included the McCloskey/Mueller Satisfaction Scale, the Social Support Scale, the McCain's Intent to Stay Scale and a demographic form. The results indicated that when the levels of social support and job satisfaction increased, intent to stay at work increased as well. Nurses with high levels of social support indicated high levels of job satisfaction. Nurses in private hospitals reported higher levels of satisfaction and intent to stay than nurses in public hospitals. Nurse administrators and managers need to (1) investigate on a regular basis the contributors to satisfaction, and (2) incorporate support systems in their organizations to promote satisfaction and retention.International Nursing Review 10/2009; 56(3):326-32. · 0.74 Impact Factor