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.
"With a strained economic climate, more elderly nurses are staying in the job (aging in place) making it necessary to identify work environment enhancements that will prevent employee injury and ensure their retention in the workforce (Spiva, Hart, & McVay, 2011). While a number of studies address how to retain older hospital nurses in the workforce (Blakeley & Ribeiro, 2008; Cyr, 2005), there is a paucity of research addressing environmental designs that can aid older nurses in their care of patients. More research is needed to address these concerns. "
"The healthcare systems of several developed countries confront major challenges because of nursing shortages (Blakeley & Ribeiro 2008). This is also true for developing countries; in fact, they are faced with a double challenge as their nurses are recruits for the developed countries. "
[Show abstract][Hide abstract] 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 · 0.95 Impact Factor
"These studies show, in contrast to the literature on nurse career change, that personal characteristics play a heightened role in retirement decisions. Two studies reported that job characteristics such as workload, physical demands, and job satisfaction are eclipsed by personal characteristics such as health, income, marital status, gender, and the draw of having time to spend with family (Blakeley & Ribeiro, 2008; Friis et al., 2007). Early retirement is more likely when health is poor or a nurse is disabled, female, married, or has lower income. "
[Show abstract][Hide abstract] 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 · 2.89 Impact Factor
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