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Montayre J, Harris C, Li W, Tang LM, West S, Antoniou M. Older nurses and work-related factors that impact their mental health and wellbeing: a qualitative systematic review. Contemp Nurse 2024; 60:537-554. [PMID: 38919042 DOI: 10.1080/10376178.2024.2368625] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2024] [Accepted: 06/07/2024] [Indexed: 06/27/2024]
Abstract
BACKGROUND The COVID-19 pandemic has placed a significant pressure on the nursing workforce, leading to an increased risk of infection and work-related issues impacting nurses' mental health. This review aims to explore the workplace challenges faced by older nurses and their impact on mental health. METHOD This qualitative systematic review followed the Joanna Briggs Institute methodology. RESULTS The review included 32 studies and identified three interconnected themes: heavy workload and nature of nursing, lack of recognition and feeling undervalued, and challenges in balancing personal life and work. These themes illustrated the complexity of the workplace challenges faced by older nurses. DISCUSSION AND CONCLUSION Workplace demands and shift work were common negative contributors to mental health and wellbeing. The physical and cognitive capacity of older nurses may diminish due to age-related changes, making the workload more challenging. Recognition and support from the organisation, especially from management and leadership, played a crucial role in nurses' resilience.
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Affiliation(s)
- Jed Montayre
- School of Nursing, The Hong Kong Polytechnic University, Kowloon, Hong Kong SAR
- School of Nursing and Midwifery, Western Sydney University, Penrith, NSW 2751, Australia
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Celia Harris
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Weicong Li
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Liyaning Maggie Tang
- School of Architecture and Built Environment, The University of Newcastle, Newcastle, NSW 2308, Australia
| | - Sancia West
- Centre for Work Health and Safety, Gosford, NSW, Australia
| | - Mark Antoniou
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
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Soheili M, Jokar F, Eghbali-Babadi M, Taleghani F. Development and psychometric evaluation of a tool to assess oncology nurses' occupational health needs. JOURNAL OF EDUCATION AND HEALTH PROMOTION 2024; 13:146. [PMID: 38784271 PMCID: PMC11114573 DOI: 10.4103/jehp.jehp_471_23] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Accepted: 05/25/2023] [Indexed: 05/25/2024]
Abstract
BACKGROUND Oncology nurses are confronted with various occupational hazards; consequently, it is of great importance to identify and measure their occupational health needs. Due to the fact that standard tools are not available to assess these needs, this study was conducted to develop a tool for assessing oncology nurses' occupational health needs. MATERIALS AND METHODS This study consisted of two phases from 2020 to 2021. The first phase was item generation and tool design. The initial development of the item pool was based on the result of the qualitative study and literature search. The second phase was item reduction and psychometric evaluation of the formulated tool including, face, content, and construct validity and reliability. Construct validity was assessed using exploratory factor analysis and convergent validity with the participation of 300 oncology nurses. The reliability of the tool was assessed using internal consistency (Cronbach's alpha) and test-retest (intra-cluster correlation coefficient). RESULTS The mean content validity index (CVI) of the tool was 0.95. The results of exploratory factor analysis showed that this tool consisted of 69 items and four factors, explaining 65.88% of the variance. The results of the convergent validity assessment showed a significant positive correlation between the mean scores of occupational health needs and occupational stress (P < 0.0001 and r = 0.40). Cronbach's alpha coefficient (0.98) and tool stability (0.98) confirmed the appropriate reliability of the tool. CONCLUSION The developed tool is recommended as a valid and reliable tool for assessing oncology nurses' occupational health needs that can be used both in practice and in future studies.
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Affiliation(s)
- Mozhgan Soheili
- Department of Nursing, Faculty of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Fariba Jokar
- Department of Medical Education, Medical Education Research Center, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Maryam Eghbali-Babadi
- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Fariba Taleghani
- Nursing and Midwifery Care Research Center, Faculty of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
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Montayre J, Knaggs G, Harris C, Li W, Tang L(M, de Almeida Neto A, Antoniou M. What interventions and programmes are available to support older nurses in the workplace? A literature review of available evidence. Int J Nurs Stud 2023; 139:104446. [PMID: 36746012 PMCID: PMC9862664 DOI: 10.1016/j.ijnurstu.2023.104446] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2022] [Revised: 01/13/2023] [Accepted: 01/17/2023] [Indexed: 01/22/2023]
Abstract
BACKGROUND High exit rates, stalling entry rates, population ageing, and, most recently, the COVID-19 pandemic have placed significant strain on the world's nursing workforce. Both developed and developing countries face similar predicaments. Evidence-based programmes to support older nurses in the workplace are urgently needed to ensure the sustainability of a career in nursing for this group of healthcare professionals. OBJECTIVES To scope and synthesise available evidence on evaluated programmes and interventions implemented to support the ageing nursing workforce's health, wellbeing, and retention. DESIGN A literature review of available evidence using a systematic approach. METHOD Medline, Scopus, PsycINFO and CINAHL were searched for relevant peer-reviewed evidence. Data from the peer-reviewed literature were extracted separately into purpose designed-extraction spreadsheets. Information relevant to study design, intervention design, outcome constructs, intervention outcomes, and barriers and enablers to intervention success were collected. The protocol for this review was registered in PROSPERO [CRD42021274491]. RESULTS Eighteen published studies were included in this review. We identified a range of interventions and programmes that have been implemented to support older nurses, which included flexible and reduced work arrangements, mentoring programmes, exercise and lifestyle interventions, continued professional development and purpose-designed remote retreats. We found limited evidence of evaluated outcomes from workplace support interventions that addresses the actual challenges faced by ageing nurses as reported in previous literature reviews. Interventions that were designed to promote a sense of purpose at work resulted in positive outcomes and appeared to more directly address the stated needs of older nurses. Holistic programmes and interventions that could potentially promote both physical well-being and psychological well-being required a broader, whole-of-organisation approach rather than more piecemeal interventions addressing individual physical and mental health concerns. Interventions which acknowledged older nurses' clinical expertise and experience (e.g., mentoring programmes) were linked to positive outcomes. CONCLUSION Future intervention efforts should acknowledge and balance intervention participation opportunities against existing everyday workload constraints faced by older nurses. Our review suggests the need for further intervention studies assessing specific outcomes such as psychological and emotional health, as well as interventions that more directly address the most pressing concerns that ageing nurses report at personal and organisational levels. A paradigm shift in productivity measurement in clinical nursing work is required in order to increase the value placed on the unique contribution of older nurses working clinically, particularly in sharing their acquired knowledge, skill, and expertise.
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Affiliation(s)
- Jed Montayre
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia; School of Nursing and Midwifery, Western Sydney University, Penrith, NSW 2751, Australia.
| | - Gilbert Knaggs
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Celia Harris
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Weicong Li
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
| | - Liyaning (Maggie) Tang
- School of Architecture and Built Environment, The University of Newcastle, Newcastle, NSW 2308, Australia
| | | | - Mark Antoniou
- The MARCS Institute for Brain, Behaviour and Development, Western Sydney University, Penrith, NSW 2751, Australia
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Lützerath J, Bleier H, Stassen G, Schaller A. Influencing factors on the health of nurses-a regression analysis considering individual and organizational determinants in Germany. BMC Health Serv Res 2023; 23:100. [PMID: 36717808 PMCID: PMC9887838 DOI: 10.1186/s12913-023-09106-2] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2022] [Accepted: 01/25/2023] [Indexed: 02/01/2023] Open
Abstract
BACKGROUND The care sector is characterized by high absenteeism of nursing care employees due to illness. Organizational determinants that can affect the mental health of nurses are known. Although nurses are confronted with different framework conditions in different care settings, there is a lack of comparative data in Germany. METHODS The purpose of this study was to examined the relationship between work demands and employee health in different care settings. This cross-sectional survey was conducted between June and October 2021 in four acute care hospitals, seven inpatient care facilities, and five outpatient care services in Germany. 528 nursing care employees (acute care hospitals n = 234; inpatient care facilities n = 152; outpatient care services n = 142) participated in the survey (participation rate: 22.6%-27.9%). For each care setting, data was collected via questionnaire on individual determinants (gender, age, profession, working time), organizational work demands (quantitative workload, qualitative workload, organization of work, social work climate, after work situation, verbal violence, threats, physical violence) and employee health (subjective health status and work ability). Descriptive statistics and binary logistic regressions were performed. RESULTS Increasing age (OR = 0.650, 95% CI = 0.424-0.996) as an individual determinant and organization of work (OR = 0.595, CI = 0.362-0.978) as an organizational determinant were negatively associated with subjective health. Furthermore, age (OR = 0.555, 95% CI = 0.353-0.875), a demanding organization of work (OR = 0.520, CI = 0.315-0.858), increasing quantitative workloads (OR = 0.565, CI = 0.343-0.930) and a poorer perceived social work climate (OR = 0.610, CI = 0.376-0.991) were associated with lower work ability. CONCLUSIONS Based on the study results, health programs should target both individual and organizational factors. The findings seem to support the importance to include nursing care employees in the planning process, as it can have an impact on their health. TRIAL REGISTRATION The project was registered in the German Clinical Trial Register (DRKS00024961, 09/04/2021).
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Affiliation(s)
- Jasmin Lützerath
- grid.27593.3a0000 0001 2244 5164Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-Oriented Prevention and Rehabilitation, German Sport University Cologne, Am Sportpark Müngersdorf 6, 50933 Cologne, Germany ,Institute for Workplace Health Promotion, Cologne, Germany
| | - Hannah Bleier
- grid.27593.3a0000 0001 2244 5164Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-Oriented Prevention and Rehabilitation, German Sport University Cologne, Am Sportpark Müngersdorf 6, 50933 Cologne, Germany
| | - Gerrit Stassen
- grid.27593.3a0000 0001 2244 5164Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-Oriented Prevention and Rehabilitation, German Sport University Cologne, Am Sportpark Müngersdorf 6, 50933 Cologne, Germany
| | - Andrea Schaller
- grid.27593.3a0000 0001 2244 5164Working Group Physical Activity-Related Prevention Research, Institute of Movement Therapy and Movement-Oriented Prevention and Rehabilitation, German Sport University Cologne, Am Sportpark Müngersdorf 6, 50933 Cologne, Germany
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Impact of sense of coherence on work ability: A cross-sectional study among Croatian nurses. Zdr Varst 2022; 61:163-170. [PMID: 35855376 PMCID: PMC9245499 DOI: 10.2478/sjph-2022-0022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Accepted: 05/24/2022] [Indexed: 11/22/2022] Open
Abstract
Introduction Aimed at preparing the basis for planning evidence-based public health measures for preservation/ improvement of nurses’ work ability (WA), the objective was to assess the relationship between WA and sense of coherence (SOC). Methods A cross-sectional study was conducted in 2018 among 713 nurses in Croatia. The association between poor WA index (PWAI) and SOC score (SOCS), adjusted for possible confounders, was determined by binary logistic regression analysis. Results The results of univariate logistic regression analysis showed a statistically significant negative association between SOCS and PWAI (OR=0.977, 95% CI 0.968 – 0.986, p<0.001). The results of multivariate logistic analysis showed an even stronger statistically significant negative association between SOCS and PWAI (OR=0.966, 95% CI 0.954 – 0.977, p<0.001) when adjusted for confounders. Conclusions The present study suggested SOC as an important health promoting resource of nurses which might offer protection regarding work-related stress. Weak SOC could be an important explanatory factor of poor WA. Accordingly, improving SOC by implementing health promotion measures in nurses’ workplace could be an important way to increase the WA among nurses.
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Haines S, Evans K, Timmons S, Cutler E. A service improvement project of a legacy nurse programme to improve the retention of late career nurses. J Res Nurs 2021; 26:648-681. [PMID: 35669147 PMCID: PMC9163764 DOI: 10.1177/17449871211036172] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/18/2024] Open
Abstract
Background A Nottingham Legacy Nurse Programme was developed in response to the reducing supply of new nursing registrants and an ageing workforce. The programme comprised components of focussed mentorship, knowledge transition, support and development of new learners in practice. Aims The work-based development programme aimed to improve the retention and experience of late career registered nurses. Methods The programme was informed by the evidence base and co-produced with late career registered nurses (aged 55 years or over, approaching retirement). A small pilot programme (n = 6) was evaluated through a mixed-methods approach. Refinements and recommendations were proposed in response to findings of a scoping search of the literature, feedback from participants and stakeholder groups across the NHS Midlands and East regions (n = 238). Results A Legacy Nurse programme has potential to address nurses' individual career development needs, valuing and retaining them in the workforce, enabling them to share professional knowledge and skills within clinical teams and offers a cost-effective solution to improving retention of late career nurses. Conclusions Addressing the needs of late career registered nurses is required to improve retention, job satisfaction, quality-of-care provision and facilitate knowledge transfer. The programme requires evaluation in other care settings and should be considered as part of an integrated approach to nurse retention, inclusive talent management and workforce planning, alongside financial and careers advice.
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Affiliation(s)
- Sue Haines
- Assistant Director of Nursing, Institute of Care Excellence, Nottingham University Hospitals, NHS Trust, Nottingham, UK
| | - Kerry Evans
- HEE / NIHR Midwife Clinical Lecturer, Institute of Care Excellence, Nottingham University Hospitals, NHS Trust, Nottingham, UK
| | - Stephen Timmons
- Professor of Health Services Management, Nottingham University Business School, Centre for Health Innovation, Leadership and Learning, Nottingham, UK
| | - Ellen Cutler
- Senior Nurse for Speciality Education and Accreditation, Nottingham University Hospitals, NHS Trust, Nottingham, UK
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Denton J, Evans D, Xu Q. Being an older nurse or midwife in the healthcare workplace- A qualitative descriptive study. J Adv Nurs 2021; 77:4500-4510. [PMID: 34254337 DOI: 10.1111/jan.14964] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2021] [Revised: 06/04/2021] [Accepted: 06/21/2021] [Indexed: 11/27/2022]
Abstract
AIM To explore the experiences of being an older nurse or midwife employed in the healthcare workplace. DESIGN A qualitative descriptive study. METHOD Semi-structured interviews were conducted with nurses and midwives who self-identified as older workers. All Australian states were represented and given recruitment was undertaken nationally, most interviews were conducted via telephone. Data were collected between November 2018 and October 2019. Audio recordings were transcribed verbatim and then thematically analysed. RESULTS A total of 50 nurses and midwives were recruited, aged between 46 and 74 years. Three themes were identified. Ageing body: Being an older worker meant increased fatigue and physical changes affecting their ability to function at full capacity. Youth focus: For many, being an older worker was about being viewed as a poor-quality worker, with limited access to education and promotional opportunities because of their age. Wise worker: For a small number of older nurses and midwives, it was about being valued and respected for their knowledge, experience and skills. CONCLUSION Participants self-identifying as older nurses or midwives represented a wide age range. Spanning across the age spectrum, many experienced fatigue, physical changes or loss of value to the workplace which often impacted on their working lives. The findings contributed to an understanding about what it is to be an older nurse or midwife in terms of how their contribution is regarded and valued by others in the workplace. IMPACT This study highlighted there is a need for support of older nurses and midwives in managing age-related fatigue and physical changes. It also suggests consideration of a wise-worker model as a means to recognize the important contribution that older workers can offer.
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Affiliation(s)
- Julie Denton
- University of South Australia, Adelaide, South Australia, Australia
| | - David Evans
- University of South Australia, Adelaide, South Australia, Australia
| | - Qunyan Xu
- University of South Australia, Adelaide, South Australia, Australia
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Soheili M, Taleghani F, Jokar F, Eghbali-Babadi M, Sharifi M. Oncology Nurses' Needs Respecting Healthy Work Environment in Iran: A Descriptive Exploratory Study. Asia Pac J Oncol Nurs 2021; 8:188-196. [PMID: 33688568 PMCID: PMC7934596 DOI: 10.4103/apjon.apjon_64_20] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/01/2020] [Accepted: 10/26/2020] [Indexed: 11/26/2022] Open
Abstract
Objective: The work environment of oncology nurses is often unpleasant due to the complexities of cancer treatment and care. Yet, there is limited information about their perspectives on healthy work environment (HWE) and their HWE-related needs. This study aimed to explore oncology nurses' HWE-related needs. Methods: This descriptive exploratory qualitative study was conducted in 2018–2019. Participants were 52 nurses and 11 oncology specialists, nursing instructors and managers, and occupational and environmental health experts, who had the experience of promoting nurses' work conditions. They were recruited from eight teaching specialty cancer treatment centers in different cities of Iran (Tehran, Isfahan, Mashhad, Shiraz, and Babolsar). Data were collected via semi-structured interviews. Data were analyzed via conventional content analysis. Results: Oncology nurses' HWE-related needs were grouped into the four main categories of physical–structural improvement, mental health improvement in work environment, organizational improvement, and sociocultural improvement. Conclusions: A wide range of physical–structural, mental health, organizational, and sociocultural improvements should be made to oncology nurses' work environment in order to fulfill their HWE-related needs. Health-care managers can use the findings of the present study to create HWE for oncology nurses.
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Affiliation(s)
- Mozhgan Soheili
- Department of Nursing, Faculty of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Fariba Taleghani
- Department of Nursing, Faculty of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Fariba Jokar
- Department of Medical Education, Medical Education Research Center, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Maryam Eghbali-Babadi
- Department of Nursing, Faculty of Nursing and Midwifery, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Mehran Sharifi
- Department of Internal Medicine, School of Medicine, Cancer Prevention Research Center, Seyyed Al-Shohada Hospital, Isfahan University of Medical Sciences, Isfahan, Iran
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Pieretti LF, Sylvester RA, Siegfried KV. Medical Cost of Workers' Compensation Claims Related to Patient Handling and Mobility Tasks Within Skilled Nursing Facilities, Continuing Care Retirement Communities and Assisted Living Facilities: An Exploratory Analysis. J Occup Environ Med 2020; 62:e738-e747. [PMID: 33065727 PMCID: PMC7720879 DOI: 10.1097/jom.0000000000002048] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE Evaluate the medical costs related to patient handling & mobility (PH&M) claims. METHODS Closed medical only and indemnity workers' compensation claims were utilized for this exploratory study. In addition to the PH&M tasks, the claimants' gender, age, tenure, and the claim lag time were also analyzed. RESULTS Generalized linear models indicated that variables related to tasks, claims' number of open days and age of the claimants had meaningful effects on the adjusted medical costs for medical only claims. For indemnity claims, the number of open days of claims, age and tenure had meaningful effects. Gender had meaningful effects only for indemnity claims when classifying the claims by patient handling tasks versus non-patient handling tasks. CONCLUSIONS Results showed that factors, other than the type of injury; meaningfully influenced the adjusted medical costs of indemnity claims.
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Kaewpan W, Peltzer K. Nurses' intention to work after retirement, work ability and perceptions after retirement: a scoping review. Pan Afr Med J 2019; 33:217. [PMID: 31692790 PMCID: PMC6814333 DOI: 10.11604/pamj.2019.33.217.17568] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2018] [Accepted: 06/23/2019] [Indexed: 12/02/2022] Open
Abstract
Nurses have been identified as active workforce post-retirement. Little is known about nurses' intention to work post-retirement and their work ability and perceptions post-retirement. The aim of this scoping review is to identify studies that have investigated nurses' intention and recruitment strategies to work post-retirement and their work ability and perceptions post-retirement. PubMed, CINAHL, Web of Science, Nursing and Health Database and in addition Google scholar were searched using different keywords (retired nurses, retired RNs, work intention, work ability, work perceptions, and older nurses) and an independent reviewer cross-validated all the identified articles. Of the thirty-seven studies identified from the search, 26 papers were excluded based on exclusion criteria, with a total of 11 studies finally included in the study sample. The review found in two studies low and high intentions to work as nurses after retirement. Factors influencing both intentions and recruitment strategies to work as a nurse post-retirement focused on lighter and flexible work conditions, supportive environment, financial incentives and formal rehiring policies. Nurses working post-retirement reported benefits (intrinsic factors such as self-worth, overcoming social isolation) and barriers (such as job demands and reduced physical work ability). The review found low and high intentions to work as nurses after retirement and identified factors influencing both intentions and recruitment strategies to work as a nurse post-retirement and benefits and barriers of working as nurses post-retirement that can inform strategies to retain nurses post-retirement.
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Affiliation(s)
- Wonpen Kaewpan
- Department of Public Health Nursing, Faculty of Public Health, Mahidol University, Salaya, Phutthamonthon, NakhonPathom 73170, Thailand
| | - Karl Peltzer
- Department of Research and Innovation, University of Limpopo, Turfloop 0527, South Africa
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Banks S. Menopause and the NHS: caring for and retaining the older workforce. BRITISH JOURNAL OF NURSING (MARK ALLEN PUBLISHING) 2019; 28:1086-1090. [PMID: 31518539 DOI: 10.12968/bjon.2019.28.16.1086] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/10/2023]
Abstract
Menopause is a natural transition affecting most women between the ages of 45 and 55. Three-quarters of women will experience mild to moderate menopausal symptoms and a further quarter will report them as severe. Symptoms can include night sweats, hot flushes, poor concentration, tiredness, poor memory and lowered confidence. The workplace can exacerbate these symptoms and for some women can influence their decision to stop working earlier than previously intended. The need for support and understanding from managers is crucial and can make a major difference to how a woman deals with her menopause. Many women enter the menopause at the peak of their productive lives. These women have valuable skills, knowledge and experience that employers need to retain, so they should be developing resources to help navigate this normal and natural stage of the ageing process.
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Affiliation(s)
- Suzanne Banks
- Chief Nurse, Sherwood Forest Hospitals NHS Foundation Trust, Sutton in Ashfield, and Visiting Fellow, Staffordshire University, Stafford Campus
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Sirisub P, Suwannapong N, Tipayamongkholgul M, Howteerakul N, Noree T. Intention to Extend Working Life among Thai Registered Nurses in Ministry of Public Health: A National Survey. Nurs Res Pract 2019; 2019:7919404. [PMID: 31316829 PMCID: PMC6601473 DOI: 10.1155/2019/7919404] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/18/2019] [Accepted: 05/28/2019] [Indexed: 11/17/2022] Open
Abstract
The serious shortage of registered nurses (RNs) in Thailand has made the Thai government tentatively propose a policy to extend the working life of Ministry of Public Health nurses. This study aimed to estimate the proportion of those RNs who intend to extend their working life and analyzed the associations between general characteristics, quality of work life, and job characteristics of the RNs and their intention to work past retirement age. This cross-sectional study was conducted from October 2016 to April 2017. Self-administered questionnaires were distributed nationally to 3,629 RNs in the age group 55-59 years and working for the Ministry of Public Health (MoPH), Thailand. The response rate was 85.0% (3,092 RNs). Due to the small number of male participants (n=74), males were excluded from the study. The analysis was limited to the 3,018 participants who returned the questionnaire and met the inclusion criteria. Descriptive statistics and multiple logistic regression were used for data analysis. Of the 3,018 participants, the proportion of RNs intending to extend their working life from 60 to 65 years was 30.5%. In the Service Department, the factors significantly associated with intention to extend working life were perceived good or very good health status, no shift work, monthly income more than 50,000 THB (1,595 USD), and having moderate or good working resources (p<0.01). In the four Academic Departments, perceived good or very good health status, monthly income more than 50,000 THB, family members not against the working life extension, and moderate or good working resources were the factors affecting intention to extend working life (p<0.01). This study indicated that understanding the various factors related to the intention to extend working life among RNs could lead to the design of appropriate programs to encourage them to continue working after the current retirement age.
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Affiliation(s)
- Pooncharat Sirisub
- Department of Public Health Administration, Faculty of Public Health, Mahidol University, Bangkok, Thailand
| | - Nawarat Suwannapong
- Department of Public Health Administration, Faculty of Public Health, Mahidol University, Bangkok, Thailand
| | | | - Nopporn Howteerakul
- Department of Epidemiology, Faculty of Public Health, Mahidol University, Bangkok, Thailand
| | - Thinakorn Noree
- International Health Policy Program, Bureau of Policy and Strategy, Ministry of Public Health, Bangkok, Thailand
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Kagan SH. Are you ready to manage age-friendly care? J Nurs Manag 2019; 27:459-460. [PMID: 30636019 DOI: 10.1111/jonm.12749] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/06/2019] [Accepted: 01/06/2019] [Indexed: 11/30/2022]
Affiliation(s)
- Sarah H Kagan
- School of Nursing, University of Pennsylvania, Philadelphia, Pennsylvania
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Abstract
Preceptors guide the transition of new graduate nurses into practice. Having access to evidence-based tools for evaluation of new graduate nurses promotes preceptor confidence and consistent measures of performance. The Norwegian Nurse Competence Scale was implemented across three acute care organizations for evaluation of new graduate nurse performance. After implementing a standardized process to evaluate new graduate nurses, individual summary scores ranged from 17-25 (preintervention) to 20-25 (postintervention), indicating mid to high levels of preceptor confidence.
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Kim JS, Jeong BY. Human errors and occupational injuries of older female workers in residential healthcare facilities for the elderly. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2018; 26:497-506. [PMID: 29722612 DOI: 10.1080/10803548.2018.1471862] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Abstract
This study aimed to describe the characteristics of occupational injuries of female workers in residential healthcare facilities for the elderly, and to analyze human errors as causes of accidents. From the national industrial accident compensation data, 506 female injuries were analyzed by age and occupation. The results showed that medical service worker was the most prevalent (54.1%), followed by social welfare worker (20.4%). Among injuries, 55.7% had <1 year of work experience and 37.9% were aged ≥60 years. Slips/falls were the most common type of accident (42.7%), and the proportion injured by slips/falls increases with age. Among human errors, action errors were the primary reasons, followed by perception errors and cognition errors. In addition, the ratios of injuries by perception errors and action errors increase with age. The findings of this study suggest that there is a need to design workplaces that accommodate the characteristics of older female workers.
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Affiliation(s)
- Jun Sik Kim
- Department of Industrial and Management Engineering, Hansung University, Republic of Korea
| | - Byung Yong Jeong
- Department of Industrial and Management Engineering, Hansung University, Republic of Korea
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An Inductive Discussion of the Interrelationships between Nursing Shortage, Horizontal Violence, Generational Diversity, and Healthy Work Environments. ADMINISTRATIVE SCIENCES 2017. [DOI: 10.3390/admsci7040034] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
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Liu PC, Zhang HH, Zhang ML, Ying J, Shi Y, Wang SQ, Sun J. Retirement planning and work-related variables in Chinese older nurses: A cross-sectional study. J Nurs Manag 2017; 26:180-191. [PMID: 28851048 DOI: 10.1111/jonm.12532] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/18/2017] [Indexed: 11/28/2022]
Abstract
AIM To explore the situation of older nurses approaching retirement with regard to their retirement planning, and the relationship of their retirement planning behaviour with the job environment and job satisfaction under their current employment arrangements and other work-related variables. BACKGROUND Nurse shortage has become a global phenomenon that can be alleviated by retaining older nurses in service. The Chinese government proposed the "Incremental Delay Retirement Age Policy." However, older nurses face delayed retirement but lack retirement plans. METHOD A cross-sectional questionnaire survey was conducted among a convenience sample of older retiring nurses (n = 152; 84.92% response rate) recruited from every department of four large general hospitals in Changchun, Jilin Province from June to August 2016. RESULT The majority of the respondents presented poor retirement planning (n = 122, 80.3%). The independent variables of information exchange with patients, teamwork and personal growth and development explained approximately 16.6% of the variance in retirement planning. Nurse-patient communication and personal growth and development can promote retirement planning, but teamwork is negatively related to retirement planning. CONCLUSION Retirement planning by Chinese older nurses is related to certain work-related variables. However, many other work-related variables were not associated with retirement planning and require further research. Overall, Chinese older retiring nurses must improve their retirement planning practices.
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Affiliation(s)
- Peng-Cheng Liu
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Huan-Huan Zhang
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Mei-Ling Zhang
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Jie Ying
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Ying Shi
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Shou-Qi Wang
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
| | - Jiao Sun
- Basic Nursing Department, Nursing School of Jilin University, Changchun, China
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Ryan C, Bergin M, Wells J. Valuable yet Vulnerable—A review of the challenges encountered by older nurses in the workplace. Int J Nurs Stud 2017; 72:42-52. [DOI: 10.1016/j.ijnurstu.2017.04.006] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/09/2017] [Revised: 04/11/2017] [Accepted: 04/12/2017] [Indexed: 10/19/2022]
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Ang S, Ayoob S, Hussain N, Uthaman T, Adenan H, Chiang P, Ong L, Fong M, Ostbye T. Challenges faced by older nurses in Singapore: a mixed methods study. Int Nurs Rev 2017; 64:502-510. [DOI: 10.1111/inr.12348] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- S.Y. Ang
- Nursing Division; Singapore General Hospital; Singapore Singapore
| | - S.B.M. Ayoob
- Nursing Division; Singapore General Hospital; Singapore Singapore
| | - N.B.S. Hussain
- Nursing Division; Singapore General Hospital; Singapore Singapore
| | - T. Uthaman
- Nursing Division; Singapore General Hospital; Singapore Singapore
| | - H. Adenan
- Nursing; Bright Vision Hospital; Singapore Singapore
| | - P. Chiang
- Nursing; National Heart Centre Singapore; Singapore Singapore
| | - L.T. Ong
- Nursing; KK Women's and Children's Hospital; Singapore Singapore
| | - M.K. Fong
- Nursing; SingHealth Polyclinics; Singapore Singapore
| | - T. Ostbye
- Community and Family Medicine; Nursing and Global Health; School of Medicine; Duke Global Health Institute; Singapore Singapore
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Perry L, Gallagher R, Duffield C, Sibbritt D, Bichel‐Findlay J, Nicholls R. Does nurses’ health affect their intention to remain in their current position? J Nurs Manag 2016; 24:1088-1097. [DOI: 10.1111/jonm.12412] [Citation(s) in RCA: 36] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/23/2016] [Indexed: 01/12/2023]
Affiliation(s)
- Lin Perry
- Faculty of Health University of Technology Sydney Sydney NSW Australia
| | - Robyn Gallagher
- Charles Perkins Centre Sydney Nursing School University of Sydney Sydney NSW Australia
| | - Christine Duffield
- University of Technology Sydney Sydney NSW Australia
- Edith Cowan University Perth WA Australia
| | - David Sibbritt
- Faculty of Health University of Technology Sydney Sydney NSW Australia
| | - Jen Bichel‐Findlay
- Health Services Management Faculty of Health University of Technology Sydney Sydney NSW Australia
| | - Rachel Nicholls
- Faculty of Health University of Technology Sydney Sydney NSW Australia
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Clendon J, Walker L. The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career. J Adv Nurs 2016; 72:1065-74. [PMID: 26776947 DOI: 10.1111/jan.12896] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/24/2015] [Indexed: 11/30/2022]
Abstract
AIMS To identify why some nurses cope well with continuing to work as they age and others struggle. BACKGROUND There is a need to understand better the challenges older nurses face and how they manage them. DESIGN Secondary analysis of existing data. METHODS Data collected in two separate studies were analysed. The first study (2012) was an online, anonymous survey that collected free text (qualitative) and categorical data (n = 3273, 57·6% response rate). The second (2014) was an explorative, descriptive study that collected data through focus groups and interviews (n = 46). Qualitative data from both studies were analysed using David Thomas' () general inductive approach. Research Ethics Committee approval was gained for the 2012 and 2014 studies. RESULTS Data were categorised in two themes: the challenges of ageing and nursing; and factors that enable nurses to continue to practice. Physical challenges, fatigue, guilt, ageism and demands to complete continuing education were considered challenges. Maintaining personal fitness, self care, flexible working and a strong belief in their ability to contribute to the profession were present in older nurses who continued to practice. CONCLUSION While older nurses face growing physical and cognitive challenges as they age, they demonstrate strong resilience in the face of these challenges. It is recommended nurses seek support from their workplaces early to address challenges. Organisations must address ageism in the workplace and provide practical interventions such as supporting changes to work hours, shifting nurses to less physical roles and providing career planning to support resilience in older workers.
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Affiliation(s)
- Jill Clendon
- New Zealand Nurses Organisation, Wellington, New Zealand.,Graduate School of Nursing and Midwifery, Victoria University of Wellington, New Zealand
| | - Léonie Walker
- New Zealand Nurses Organisation, Wellington, New Zealand.,Graduate School of Nursing and Midwifery, Victoria University of Wellington, New Zealand
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Uthaman T, Chua TL, Ang SY. Older nurses: A literature review on challenges, factors in early retirement and workforce retention. PROCEEDINGS OF SINGAPORE HEALTHCARE 2015. [DOI: 10.1177/2010105815610138] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Introduction: The widespread shortage of nurses has been exacerbated by an ageing workforce. Though skilled and productive, older nurses are more vulnerable to the physical and mental demands of nursing. Hence, this review was performed to determine the existing evidence on challenges faced by older nurses, factors which promote or deter retirement and strategies that could help in their retention. The results of this review would help with the implementation of age-friendly initiatives to enable older nurses to work longer, while simultaneously allowing institutions to maintain high-quality nursing care. Methods: A search was done using three databases, namely MEDLINE, the Nursing and Allied Health Literature (CINAHL) and PsycINFO. Primary studies and reviews published between 2004 and 2015 were retrieved. Keywords used were ‘older nurses’, ‘retirement’, ‘re-employment’ and ‘retention’. Results: Articles retrieved were mainly qualitative studies. A few quantitative surveys and reviews were reported. The definition of older nurses was inconsistent across the literature. Personal health concerns and limitations, computerisation and shift work were common challenges faced by older nurses, while monetary factors, health and workload were consistent themes on early retirement. Financial reasons were also identified as factors associated with retention, along with flexible schedules. Almost all strategies suggested in the literature for retaining older nurses lacked empirical testing. Conclusion: The ageing process may render certain tasks less desirable and more challenging for the older nurses. Employers could pay attention to the needs of an older workforce through improved workplace practices and being familiar with factors associated with early retirement and retention.
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Affiliation(s)
| | - Tse Lert Chua
- Division of Nursing, Singapore General Hospital, Singapore
| | - Shin Yuh Ang
- Division of Nursing, Singapore General Hospital, Singapore
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Duffield C, Graham E, Donoghue J, Griffiths R, Bichel-Findlay J, Dimitrelis S. Why older nurses leave the workforce and the implications of them staying. J Clin Nurs 2014; 24:824-31. [DOI: 10.1111/jocn.12747] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/19/2014] [Indexed: 11/27/2022]
Affiliation(s)
- Christine Duffield
- Centre for Health Services Management; University of Technology; Sydney NSW Australia
- Clinical Nursing and Midwifery Research Centre; School of Nursing and Midwifery; Edith Cowan University; Perth WA Australia
| | - Elizabeth Graham
- Centre for Health Services Management; University of Technology; Sydney NSW Australia
| | - Judith Donoghue
- Centre for Health Services Management; University of Technology; Sydney NSW Australia
| | - Rhonda Griffiths
- School of Nursing, Family and Community Health; University of Western; Sydney NSW Australia
| | - Jen Bichel-Findlay
- Centre for Health Services Management; University of Technology; Sydney NSW Australia
| | - Sofia Dimitrelis
- Centre for Health Services Management; University of Technology; Sydney NSW Australia
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