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: AimTo describe temporary and permanent separation patterns and changes in nursing practice over 5 years, for the 2006 cohort of nurses aged ≥50 years in New Zealand.Background As ageing populations increase demand on nursing services, workforce projections need better information on work and retirement decision-making of large ‘baby-boomer’ cohorts.DesignRetrospective cohort analysis using the Nursing Council of New Zealand administrative dataset.MethodsA cohort of all nurses aged ≥50 years on the register and practising in 2006 (n = 12,606) was tracked until 2011.ResultsAfter 5 years, a quarter (n = 3161) of the cohort (equivalent to 8·4% of all 2006 practising nurses) was no longer practising. There were no significant differences in permanent separation rates between the ages of 50–58; between 18–54% of annual separations re-entered the workforce. On re-entry, 56% returned to the same clinical area. Annual separations from the workforce declined sharply during the global financial crisis and more of those leaving re-entered the workforce. In 2006, half the cohort worked in hospitals. After 5 years, the number of cohort nurses working in hospitals fell by 45%, while those in community settings increased by 12%. Over 5 years, weekly nursing practice hours declined significantly for every age-band.Conclusions To retain the experience of older nurses for longer, workforce strategies need to take account of patterns of leaving and re-entering the workforce, preferences for work hours and the differences between the sub-groups across employment settings and practice areas.Journal of Advanced Nursing 04/2014; · 1.53 Impact Factor
- Nursing management 05/2014; 45(5):12-6.
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ABSTRACT: The elderly health promotion is an important issue as the elderly population ratio is increasing continuously, community registered nurse (RNs) as a health professional play an important role in health promotion, and they may experienced occupational related health problems in their elderly period after retirement. This study aimed to explore the prevalence of health preparation for retirement among the community hospital registered nurses (RNs) including identifying the factors related to health preparation thereof. A cross sectional descriptive study was conducted in September, 2010. Total of 327 samples were included in the study using a systematic sampling from hospital nurse name lists. A self-administered questionnaire were developed from literature review and validated by 3 experts. Descriptive statistics, i.e. frequency, mean, median and inferential statistics, i.e. bivariate, multiple logistic regression data were used in the analysis. The response rate to questionnaire was 100%. The prevalence of health preparation for retirement was 45.3% (95%CI 39.80, 50.83). Most samples indicated good spiritual health while social health was at the lowest. The factors related to health preparation for retirement hereby were identified as 1) age, 2) self-rated health, 3) good attitude of value of health preparation to retirement and 4) that attitude of readiness. Less than half of samples demonstrated health preparation for retirement in all 4 dimensions. However, more than half of them required health preparation for retirement promotion and also required encouragement to improve related factors to increase the prevalence. INTRODUCTION The situation of global aging population trend continues to increase. In 2000, 600 million people were at or above 60 years old, by 2025 this will be 1.2 billion and close to 2 billion by 2050. This aging population will double from 11% (in 2006) to 22% (by 2050) . In addition, the number of elderly in developing country has been rapidly increasing. Meanwhile the potential support ratio has been continually declining. That means the number of working-age people per older person is expected to drop. By 2050 it is projected to be 4.1 globally (2.2 in more developed regions and 4.6 in the less developed regions) from 11.6 in 1950 and 9.1 in 2000 . There will be fewer minders to look after the seniors. Moreover, advancement in medical treatment and technology, eradication of many infectious diseases and improved nutrition, hygiene and sanitation will increase life expectancy. However, the normal biological process of aging leads to functional decline and increased susceptibility to disease. Common chronic diseases lead to morbidity, hospitalization and disability among most of elderly in the world . It is necessary for the country to set up appropriate strategies to promote health preparation for12/2011;