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Retaining the older nurse.

Susan Letvak1

  • 1The University of North Carolina, Adult Health School of Nursing, Greensboro 2702-6170, USA. susan_Letvak@uncg.edu

The Journal of Nursing Administration
|August 15, 2002
PubMed
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The aging nursing workforce requires retention strategies. Most healthcare facilities acknowledge the issue but lack policies to support older registered nurses (RNs), exacerbating shortages.

Area of Science:

  • Healthcare Management
  • Nursing Workforce Studies
  • Gerontology in Healthcare

Background:

  • The nursing profession faces a rapidly aging workforce, with fewer young individuals entering the field.
  • Retaining experienced older nurses is crucial to mitigate critical nursing shortages and leverage their expertise.

Purpose of the Study:

  • To assess North Carolina hospitals' and nursing homes' awareness and preparedness for the aging registered nurse (RN) workforce.
  • To identify existing knowledge and plans for retaining older RNs within healthcare facilities.

Main Methods:

  • A descriptive survey design was employed to gather data from healthcare facilities.
  • The study focused on understanding the demographic composition and administrative perspectives regarding older RNs.

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Main Results:

  • Nurses aged 55 and above constituted 14.1% of the surveyed RN staff.
  • While most administrators recognized the aging workforce and desired retention, 94% lacked policies for older nurses, and 87% had no immediate plans.

Conclusions:

  • Healthcare facilities are aware of the aging nursing workforce but are inadequately prepared with retention strategies.
  • Urgent development and implementation of policies are needed to support older RNs and address the nursing shortage.