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8/7/2019 AGING NURSES 97-23
http://slidepdf.com/reader/full/aging-nurses-97-23 1/12
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
Pamplona, Las Piňas City
College of Nursing
AGING NURSESSubmitted by:
Gomez, Rhoanne
Gomez, Warren
Gonzales, Ramil
Gonzales, John Rowland
Gonzaga, Daniel
Gonzaga, Jonathan
Gorgonia, Jaypee
Granada, Ma. Kristina
Granado, cherilyn
Grnados, Bernadette
Gratil, Brena Bernadette
Gregore, Anjinka
Submitted to:
Mrs. Peneda R.N MAN
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
8/7/2019 AGING NURSES 97-23
http://slidepdf.com/reader/full/aging-nurses-97-23 3/12
Pamplona, Las Piňas City
College of Nursing
INTRODUCTION
Every high school senior always has a tough job of choosing which college course to
purse. Most people would opt to study anything about technology and computers
because of its obvious high demand.
However, medical courses like nursing and medicine are still popular. People who
choose to pursue a career in nursing have varying reasons why they choose to go that
route some people have a compassionate and caring nature others opine that the
nursing profession is lucrative because of its pay, while there are still others who
recognize the fact that nurses are in high demand.
One of the main reasons of this shortage in the nursing workface is the fact that in
the US alone, there is an aging population. As a result of this, there is a great need for
skilled nurses to take care of elderly.
Aside from hospitals, registered nurses also play key roles in retirement homes.
The fact that only about 60% of the total nursing workface is employed in hospitals
shows that nurses can assume different roles. If we look at the statistics further, the
remaining nearly in 40% work in the other medical institutions. About 14% work in
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community health centers, there 10.5% of the nursing workface working in outpatients
care centers, and still about 5.3% are employed in long term care facilities.
Add to the fact that today’s nursing workface is aging and there are huge numbers of
nurses who are set to retire in 15 years. Studies also shows that the average age for
active nurses right now is 47 compared to just 40 years old back in 1980. Because of an
almost guaranteed employment after college, more and more incoming college students
take up a Bachelor’s degree in Nursing.
In a data released by the bureau of Labor statistics or BLS, in the year 2018.
There will be a need of 580, 000 new or replacement nurses to be able to fulfill the
demand. The increased demand for nurses in just eight years is due to the increasing
roles that are given to registered nurses as well as the aging nurse workface.
The BLS also products that by the year 2018, the nursing field will be the fastest
growing sectors that would definitely result in thousand of new nursing jobs because of
the aging nurses that are planning to retire after 8 to 10 years of work experience.
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
8/7/2019 AGING NURSES 97-23
http://slidepdf.com/reader/full/aging-nurses-97-23 5/12
Pamplona, Las Piňas City
College of Nursing
Related Literature
In the face of an anticipated nursing shortage, healthcare organizations must
evaluate their culture, operations, and compensation system to ensure that these
elements align with organizational efforts to retain nurses who are approaching
retirement age. Management should focus on enhancing elements of job satisfaction
and job embeddedness that will motivate nurses to remain both in the workforce and
with their employer. Although much of this responsibility falls on the nurse manager,
nurse managers are often not provided the necessary support by top management and
are neither recognized nor held accountable for nurse turnover. Other retention
initiatives can include altering working conditions to reduce both physical and mental
stress and addressing issues of employee health and safety. As for compensation,
organizations may be well-served by offering senior nursing staff flexible working hours,
salary structures that reward experience, and benefit programs that hold value for an
aging workforce.
An essential element of an effective nursing retention strategy is a culture that
appreciates the knowledge, experience, and perspective that older nurses can provide
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to an organization. Creating this culture may necessitate combating preconceived
notions about older workers so as to both receive the greatest return from its
experienced employees and ensure a work environment that is conducive to effective
patient care and high patient satisfaction.
Concerns that older nurses are, in general, less productive than other nurses are
unfounded. Sterns and Sterns (1995) determined that chronological age is a weak
predictor of capacity for productive performance. Because senior workers have the
physical and mental capabilities to perform all but the most physically demanding tasks
as well as the ability to learn new skills (Bass and Caro 1996), organizations whose
culture, working conditions, and reward systems attract and retain experienced nurses
can expect to be better suited to withstand anticipated nursing shortages.
JOB SATISFACTION AND JOB EMBEDDEDNESS
According to (Jaros 1997) one method for determining the cultural,
environmental, and reward and recognition programs that are most valued by older
nurses is to assess employee job satisfaction. Lambert, Hogan, and Barton (2001)
concluded that positive job satisfaction is twice as predictive of employee turnover as
employment tenure and is four times as predictive as the perception of alternative
employment opportunities, age, gender, and educational level.
Evidence implies that current job satisfaction for nurses has significant room for
improvement, Jaros (1997) discovered that 50 percent of employed nurses have
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considered leaving nursing as a profession in the last two years, primarily because of
low satisfaction with their job. Whereas older nurses are more likely to leave the hospital
workforce for other positions, older nurses who do not leave are more satisfied with and
committed to their employer than are younger nurses (McNeese-Smith 2000). Yet, job
satisfaction is not necessarily the most accurate predictor of employee turnover. Other
common predictor variables include organizational commitment, perceived job
alternatives, job-search behavior, and job embeddedness (Holtom and O'Neill 2004). In
comparing these variables, Holtom and O'Neill found job embeddedness to be a more
effective predictor than a combination of perceived desirability of movement measures
(job satisfaction and organizational commitment) and perceived ease of movement
measures (job alternatives and job search). As a result, healthcare organizations would
be best served by focusing their retention strategies on the elements of job
embeddedness.
According to Holtom and O’Neil, they identified the critical aspects of job
embeddedness such as:
1. Fit: the extent to which an employee's job and community are similar to or fit with the
other aspects of the employee's life. Fit is indicative of an employee's perceived comfort
with an organization and his or her work environment.
2. Links: the extent to which employees have links to other people or activities. Links
are formal or informal connections between the employee, institutions, and other …
Stressor, Conflicts, Problems
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Research regarding older nurses has focused on their health, safety, stress level,
preferred setting, schedule, intention to leave, and job satisfaction. One study done in
the southeastern states found that over one third of 308 hospital-employed old RNs
reported job related health problems (Letvak, 2005). Common injuries were needle stick
and back strain. A qualitative study of 11 older nurses found them confident in their
abilities and capable of meeting the demands of hospital nursing (Letvak, 2002). This
small sample reported stressor including inter generational conflict with younger nurses,
less respect from patients and families, and inequity in pay. Santos et al. (2003) found
significantly worse scores for stress and strain due to role overload, role insufficiency,
role ambiguity, role boundary, and interpersonal strain in nurses born between 1946
and 1964 (Baby Boomers).
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
8/7/2019 AGING NURSES 97-23
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Pamplona, Las Piňas City
College of Nursing
SOLUTION AND RECOMMENDATION
In every situation and problem, there will always a solution on it.
For this issue of aging nurses that are set to retire in 15 years and will
affect the nursing workforce, the following are the strategies and solutions in
addressing this problem.
1. Delaying retirements by provision of options for reduce working hour, these
include scheduling flexibility both in terms of hours per week and hour per shift,
including shifts as short as 4-6 hours.
2. Focus on healthier working environment for them, since that aging nurses are
most concerned about their physical health, particularly their back, it would be
helpful to install mechanical lifts to help this nurses to lift and move patients.
3. Promote specific incentives programs in which work intensity can be alleviated
such as reducing patient load, with corresponding reduction pay.
In addition to this, we recommend that aging nurses must have a big role in
educating the young nurses since that they are rich respirator of wisdom and knowledge
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that they can pass on to young nurses. There should be a pairing of older and younger
nurses in each area that would create a better functioning multigene`1``rational staff.
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
8/7/2019 AGING NURSES 97-23
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Pamplona, Las Piňas City
College of Nursing
Conclusion
The ability to delay retirement of a significant number of nurses or creating career
paths that help facilitate a transition to a different work setting could ease the shortage
in the next decade. For example, an analysis on the loss rate of Australian nurses due
to retirement at age 58 versus 65 concluded that later retirement could provide
significant human resources not only in sheer numbers, but also in experience and
expertise (O’Brien-Pallas, Duffield, & Alkanis, 2004). The attitude that older nurse are
expandable and that an ample supply of new graduates will be available to replace
retiring nurses in the next decade has been refuted by a growing chorus of concerned
researchers around the world (Blakeley & Ribeiro, 2008; Camerino et al., 2006).
UNIVERSITY OF PERPETUAL HELP SYSTEM-DALTA
8/7/2019 AGING NURSES 97-23
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Pamplona, Las Piňas City
College of Nursing
REFERRENCE
• http://www.nursingadvocancy.org/news/2007/aug/15 boston herald.html
• http://www.medscape.com
• http://www.highbeam.com/doc
• http://findarticles.com
•
http://www.icn.ch/matters_aging.htm