Victoria University

The Older Nurse in the Workplace Retention or Retirement

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dc.contributor.advisor Wood, Pamela Powell, Samantha 2010-11-24T20:41:04Z 2010-11-24T20:41:04Z 2010 2010 2010
dc.description.abstract The nursing workforce, as with other health professionals, is aging with 50% aged over 47 years. In combination with predictions of continuing nursing workforce shortages, an aging population and increasingly complex health environment, this presents a unique set of challenges to the healthcare sector as both the population and nursing workforce continue to age. A review of the international literature suggests that the majority of older nurses in the workplace (50 years and over), are highly experienced and have extensive knowledge and practice wisdom from their years of nursing. What is also clear is that the current environment does not always support this cohort of nurses and that they often feel less valued. As a consequence, in a time of unprecedented shortages, we are at risk of losing this valuable experience from the workplace prematurely. Some suggested strategies to support this group of nurses include consideration of health and safety issues, flexibility with rosters and shift pattern, options for part time work, continuing professional development and ensuring their experience and knowledge continues to be valued in the work place. This research was carried out to explore the understanding of the issues facing the older nurse in a New Zealand context. There is a significant gap in literature as to the experience in the workplace of older nurses in New Zealand. In relation to health workforce retention, strategies are described from a general workforce perspective. Specific strategies in relation to the retention of the older nurse are not addressed or described. The international literature describes both the older nurses' experiences and strategies that can be used to retain them in the workforce, which have relevance to the local healthcare environment. Using a descriptive survey design two groups of Clinical/Charge Nurse Managers in two separate District Health Boards were asked about their awareness of the issues facing older nurses and what strategies they were using to address them. It was the assumption that as a group they were very aware of the issues facing older nurses and were often using informal strategies in an attempt to retain this group of nurses. The aim of this research was to raise awareness of the needs of the older nurse in the workplace and to capture and describe the strategies being used. Results indicated that indeed the Clinical/Charge Nurse Managers were very aware of the issues facing older nurses in the workplace and were innovative in their attempts to retain them in the workplace, and these retention strategies were similar to those discussed in the international literature. The need for national direction and organisational policy in place to support the Clinical/Charge Nurse Managers' retention efforts was also raised in the literature and I believe also needs consideration in the New Zealand context. en_NZ
dc.language.iso en_NZ
dc.publisher Victoria University of Wellington en_NZ
dc.subject Retention en_NZ
dc.subject Workforce en_NZ
dc.subject Older nurse en_NZ
dc.title The Older Nurse in the Workplace Retention or Retirement en_NZ
dc.type Text en_NZ
vuwschema.contributor.unit Graduate School of Nursing, Midwifery and Health en_NZ
vuwschema.subject.marsden 321100 Nursing en_NZ
vuwschema.type.vuw Awarded Research Masters Thesis en_NZ Nursing en_NZ Victoria University of Wellington en_NZ Master's en_NZ Master of Arts (Applied) en_NZ
vuwschema.subject.anzsrcfor 111099 Nursing not elsewhere classified en_NZ

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