Retaining an aging nurse workforce: perceptions of human resource practices

Area of Science:

• Nursing Workforce Research
• Gerontology in Healthcare
• Rural Health Policy

Background:

• The registered nurse (RN) workforce faces a critical shortage due to the retirement of a large cohort.
• A majority of the current nursing workforce is over 45, highlighting the need for retention strategies for older nurses.
• Rural areas face unique challenges in recruiting and retaining nurses.

Purpose of the Study:

• To explore rural RNs' perceptions of their intent to stay in their positions, organizations, and the nursing profession.
• To investigate organizational and unit-level culture concerning older nurses.
• To identify the importance and current implementation of human resource (HR) practices for nurse retention.

Main Methods:

• A mailed survey was distributed to a convenience sample of nurses across 12 institutions in a rural state.
• The study included hospitals, home health agencies, and a nursing home.
• Data were collected on perceptions of retention, workplace culture, and HR practices.

Main Results:

• While similarities exist across age groups, significant differences in perceptions were identified.
• Older nurses' retention is influenced by specific organizational factors and HR practices.
• The study highlights areas where policies can be adapted for different age cohorts.

Conclusions:

• Career-span sensitive policies and practices are essential for retaining older nurses.
• Differentiated HR strategies for younger and older nurses can improve overall recruitment and retention.
• This research provides insights into the progress of addressing older nurse recruitment and retention in rural settings.