Who Will Be There to Nurse? Retention of Nurses Nearing Retirement

Aims: To determine the impact on nursing workforce supply of delaying retirement. Background Data: The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages. Methods: An analys...

Full description

Saved in:
Bibliographic Details
Published in:The Journal of nursing administration 2004-06, Vol.34 (6), p.298-302
Main Authors: O'Brien-Pallas, Linda, Duffield, Christine, Alksnis, Chris
Format: Article
Language:English
Subjects:
Adult
Age Factors
Aged
Female
Humans
Middle Aged
Models, Statistical
New South Wales
Nurses - statistics & numerical data
Nurses - supply & distribution
Nursing
Nursing, Practical - manpower
Personnel Loyalty
Personnel Turnover - statistics & numerical data
Personnel Turnover - trends
Retention
Retirement
Retirement - statistics & numerical data
Retirement - trends
Shortages
Workload
Citations: Items that this one cites
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
cited_by
cites cdi_FETCH-LOGICAL-c3589-16e63fa4bb4641a2932f5cea62381d319ae4a677c995d80060368a830dc50303
container_end_page 302
container_issue 6
container_start_page 298
container_title The Journal of nursing administration
container_volume 34
creator O'Brien-Pallas, Linda
Duffield, Christine
Alksnis, Chris
description Aims: To determine the impact on nursing workforce supply of delaying retirement. Background Data: The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages. Methods: An analysis of loss rates of nurses in New South Wales (Australia) is provided using 2 different retirement ages—58 and 65 years. Supply numbers were used and then "aged" to determine the impact of retirement on workforce numbers. The impact of potential retention strategies on the numbers who could be retained were determined if 100% of 50- to 55-year-old nurses was retained, 75% of those 56 to 60 years, and 50% of those 61 to 65 years. Results: By the year 2004, approximately 4139 nurses (registered and enrolled) will be lost through retirement at age 65 years. However, retirement at age 58 years sees 7328 lost by 2004. Potentially 2139 nurses in this age spectrum could be retained if strategies are focused on delaying retirement. Conclusions: Delaying the retirement of nurses could provide a significant human resource, not only in terms of absolute numbers but more importantly, in terms of experience and expertise. However, retention of this portion of the workforce may require different strategies than for younger members of the workforce. The needs of this segment of the nursing workforce may require nurse administrators to consider different approaches to nursing work and work allocation.
doi_str_mv 10.1097/00005110-200406000-00009
format article
fullrecord <record><control><sourceid>jstor_proqu</sourceid><recordid>TN_cdi_proquest_miscellaneous_72009065</recordid><sourceformat>XML</sourceformat><sourcesystem>PC</sourcesystem><jstor_id>26818136</jstor_id><sourcerecordid>26818136</sourcerecordid><originalsourceid>FETCH-LOGICAL-c3589-16e63fa4bb4641a2932f5cea62381d319ae4a677c995d80060368a830dc50303</originalsourceid><addsrcrecordid>eNp1kVtLJDEQhYOs6Hj5CxIW1rfWyrWTp2VHvIEoLAM-hkxP9U7P9nTcpBvx35vZHndFMC-hTn2nqJwQQhmcMbDlOeSjGIOCA0jQuSo2kt0hE6aELaDk7AuZZIkXIKXYJwcprXIpuTV7ZJ8pZoFzNSHTx2Wgj03b0inS2RIj0j7Q-yEm_E5_Yo9d34SOhnrUEr1HH5vu16bXRFzn_hHZrX2b8Hh7H5LZ1eXs4qa4e7i-vfhxV1RCGVswjVrUXs7nUkvmuRW8VhV6zYVhC8GsR-l1WVbWqoWB_CqhjTcCFpUCAeKQnI5jn2L4M2Dq3bpJFbat7zAMyZU5CwtaZfDrB3AVhtjl1RyHkhkN5QYyI1TFkFLE2j3FZu3ji2PgNhm7t4zdv4z_SjZbT7bzh_kaF_-N21AzIEfgObQ9xvS7HZ4xuiX6tl-6z_4u276NtlXqQ3y_DxdQOq4NM0xo8QqSnI5T</addsrcrecordid><sourcetype>Aggregation Database</sourcetype><iscdi>true</iscdi><recordtype>article</recordtype><pqid>207186075</pqid></control><display><type>article</type><title>Who Will Be There to Nurse? Retention of Nurses Nearing Retirement</title><source>JSTOR Journals and Primary Sources</source><creator>O'Brien-Pallas, Linda ; Duffield, Christine ; Alksnis, Chris</creator><creatorcontrib>O'Brien-Pallas, Linda ; Duffield, Christine ; Alksnis, Chris</creatorcontrib><description>Aims: To determine the impact on nursing workforce supply of delaying retirement. Background Data: The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages. Methods: An analysis of loss rates of nurses in New South Wales (Australia) is provided using 2 different retirement ages—58 and 65 years. Supply numbers were used and then "aged" to determine the impact of retirement on workforce numbers. The impact of potential retention strategies on the numbers who could be retained were determined if 100% of 50- to 55-year-old nurses was retained, 75% of those 56 to 60 years, and 50% of those 61 to 65 years. Results: By the year 2004, approximately 4139 nurses (registered and enrolled) will be lost through retirement at age 65 years. However, retirement at age 58 years sees 7328 lost by 2004. Potentially 2139 nurses in this age spectrum could be retained if strategies are focused on delaying retirement. Conclusions: Delaying the retirement of nurses could provide a significant human resource, not only in terms of absolute numbers but more importantly, in terms of experience and expertise. However, retention of this portion of the workforce may require different strategies than for younger members of the workforce. The needs of this segment of the nursing workforce may require nurse administrators to consider different approaches to nursing work and work allocation.</description><identifier>ISSN: 0002-0443</identifier><identifier>EISSN: 1539-0721</identifier><identifier>DOI: 10.1097/00005110-200406000-00009</identifier><identifier>PMID: 15190225</identifier><identifier>CODEN: JNUAAK</identifier><language>eng</language><publisher>United States: Lippincott Williams &amp; Wilkins, Inc</publisher><subject>Adult ; Age Factors ; Aged ; Female ; Humans ; Middle Aged ; Models, Statistical ; New South Wales ; Nurses - statistics &amp; numerical data ; Nurses - supply &amp; distribution ; Nursing ; Nursing, Practical - manpower ; Personnel Loyalty ; Personnel Turnover - statistics &amp; numerical data ; Personnel Turnover - trends ; Retention ; Retirement ; Retirement - statistics &amp; numerical data ; Retirement - trends ; Shortages ; Workload</subject><ispartof>The Journal of nursing administration, 2004-06, Vol.34 (6), p.298-302</ispartof><rights>Copyright © 2004 Lippincott Williams &amp; Wilkins, Inc.</rights><rights>2004 Lippincott Williams &amp; Wilkins, Inc.</rights><rights>Copyright Lippincott Williams &amp; Wilkins Jun 2004</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><cites>FETCH-LOGICAL-c3589-16e63fa4bb4641a2932f5cea62381d319ae4a677c995d80060368a830dc50303</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://www.jstor.org/stable/pdf/26818136$$EPDF$$P50$$Gjstor$$H</linktopdf><linktohtml>$$Uhttps://www.jstor.org/stable/26818136$$EHTML$$P50$$Gjstor$$H</linktohtml><link.rule.ids>314,776,780,27901,27902,58213,58446</link.rule.ids><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/15190225$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><creatorcontrib>O'Brien-Pallas, Linda</creatorcontrib><creatorcontrib>Duffield, Christine</creatorcontrib><creatorcontrib>Alksnis, Chris</creatorcontrib><title>Who Will Be There to Nurse? Retention of Nurses Nearing Retirement</title><title>The Journal of nursing administration</title><addtitle>J Nurs Adm</addtitle><description>Aims: To determine the impact on nursing workforce supply of delaying retirement. Background Data: The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages. Methods: An analysis of loss rates of nurses in New South Wales (Australia) is provided using 2 different retirement ages—58 and 65 years. Supply numbers were used and then "aged" to determine the impact of retirement on workforce numbers. The impact of potential retention strategies on the numbers who could be retained were determined if 100% of 50- to 55-year-old nurses was retained, 75% of those 56 to 60 years, and 50% of those 61 to 65 years. Results: By the year 2004, approximately 4139 nurses (registered and enrolled) will be lost through retirement at age 65 years. However, retirement at age 58 years sees 7328 lost by 2004. Potentially 2139 nurses in this age spectrum could be retained if strategies are focused on delaying retirement. Conclusions: Delaying the retirement of nurses could provide a significant human resource, not only in terms of absolute numbers but more importantly, in terms of experience and expertise. However, retention of this portion of the workforce may require different strategies than for younger members of the workforce. The needs of this segment of the nursing workforce may require nurse administrators to consider different approaches to nursing work and work allocation.</description><subject>Adult</subject><subject>Age Factors</subject><subject>Aged</subject><subject>Female</subject><subject>Humans</subject><subject>Middle Aged</subject><subject>Models, Statistical</subject><subject>New South Wales</subject><subject>Nurses - statistics &amp; numerical data</subject><subject>Nurses - supply &amp; distribution</subject><subject>Nursing</subject><subject>Nursing, Practical - manpower</subject><subject>Personnel Loyalty</subject><subject>Personnel Turnover - statistics &amp; numerical data</subject><subject>Personnel Turnover - trends</subject><subject>Retention</subject><subject>Retirement</subject><subject>Retirement - statistics &amp; numerical data</subject><subject>Retirement - trends</subject><subject>Shortages</subject><subject>Workload</subject><issn>0002-0443</issn><issn>1539-0721</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2004</creationdate><recordtype>article</recordtype><recordid>eNp1kVtLJDEQhYOs6Hj5CxIW1rfWyrWTp2VHvIEoLAM-hkxP9U7P9nTcpBvx35vZHndFMC-hTn2nqJwQQhmcMbDlOeSjGIOCA0jQuSo2kt0hE6aELaDk7AuZZIkXIKXYJwcprXIpuTV7ZJ8pZoFzNSHTx2Wgj03b0inS2RIj0j7Q-yEm_E5_Yo9d34SOhnrUEr1HH5vu16bXRFzn_hHZrX2b8Hh7H5LZ1eXs4qa4e7i-vfhxV1RCGVswjVrUXs7nUkvmuRW8VhV6zYVhC8GsR-l1WVbWqoWB_CqhjTcCFpUCAeKQnI5jn2L4M2Dq3bpJFbat7zAMyZU5CwtaZfDrB3AVhtjl1RyHkhkN5QYyI1TFkFLE2j3FZu3ji2PgNhm7t4zdv4z_SjZbT7bzh_kaF_-N21AzIEfgObQ9xvS7HZ4xuiX6tl-6z_4u276NtlXqQ3y_DxdQOq4NM0xo8QqSnI5T</recordid><startdate>200406</startdate><enddate>200406</enddate><creator>O'Brien-Pallas, Linda</creator><creator>Duffield, Christine</creator><creator>Alksnis, Chris</creator><general>Lippincott Williams &amp; Wilkins, Inc</general><general>Lippincott Williams &amp; Wilkins Ovid Technologies</general><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>ASE</scope><scope>FPQ</scope><scope>K6X</scope><scope>K9.</scope><scope>NAPCQ</scope><scope>7X8</scope></search><sort><creationdate>200406</creationdate><title>Who Will Be There to Nurse? Retention of Nurses Nearing Retirement</title><author>O'Brien-Pallas, Linda ; Duffield, Christine ; Alksnis, Chris</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c3589-16e63fa4bb4641a2932f5cea62381d319ae4a677c995d80060368a830dc50303</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2004</creationdate><topic>Adult</topic><topic>Age Factors</topic><topic>Aged</topic><topic>Female</topic><topic>Humans</topic><topic>Middle Aged</topic><topic>Models, Statistical</topic><topic>New South Wales</topic><topic>Nurses - statistics &amp; numerical data</topic><topic>Nurses - supply &amp; distribution</topic><topic>Nursing</topic><topic>Nursing, Practical - manpower</topic><topic>Personnel Loyalty</topic><topic>Personnel Turnover - statistics &amp; numerical data</topic><topic>Personnel Turnover - trends</topic><topic>Retention</topic><topic>Retirement</topic><topic>Retirement - statistics &amp; numerical data</topic><topic>Retirement - trends</topic><topic>Shortages</topic><topic>Workload</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>O'Brien-Pallas, Linda</creatorcontrib><creatorcontrib>Duffield, Christine</creatorcontrib><creatorcontrib>Alksnis, Chris</creatorcontrib><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>British Nursing Index</collection><collection>British Nursing Index (BNI) (1985 to Present)</collection><collection>British Nursing Index</collection><collection>ProQuest Health &amp; Medical Complete (Alumni)</collection><collection>Nursing &amp; Allied Health Premium</collection><collection>MEDLINE - Academic</collection><jtitle>The Journal of nursing administration</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>O'Brien-Pallas, Linda</au><au>Duffield, Christine</au><au>Alksnis, Chris</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Who Will Be There to Nurse? Retention of Nurses Nearing Retirement</atitle><jtitle>The Journal of nursing administration</jtitle><addtitle>J Nurs Adm</addtitle><date>2004-06</date><risdate>2004</risdate><volume>34</volume><issue>6</issue><spage>298</spage><epage>302</epage><pages>298-302</pages><issn>0002-0443</issn><eissn>1539-0721</eissn><coden>JNUAAK</coden><abstract>Aims: To determine the impact on nursing workforce supply of delaying retirement. Background Data: The nursing workforce is aging, and the Baby Boomer generation is nearing retirement age. This potential loss of experienced nurses is likely to exacerbate current nursing shortages. Methods: An analysis of loss rates of nurses in New South Wales (Australia) is provided using 2 different retirement ages—58 and 65 years. Supply numbers were used and then "aged" to determine the impact of retirement on workforce numbers. The impact of potential retention strategies on the numbers who could be retained were determined if 100% of 50- to 55-year-old nurses was retained, 75% of those 56 to 60 years, and 50% of those 61 to 65 years. Results: By the year 2004, approximately 4139 nurses (registered and enrolled) will be lost through retirement at age 65 years. However, retirement at age 58 years sees 7328 lost by 2004. Potentially 2139 nurses in this age spectrum could be retained if strategies are focused on delaying retirement. Conclusions: Delaying the retirement of nurses could provide a significant human resource, not only in terms of absolute numbers but more importantly, in terms of experience and expertise. However, retention of this portion of the workforce may require different strategies than for younger members of the workforce. The needs of this segment of the nursing workforce may require nurse administrators to consider different approaches to nursing work and work allocation.</abstract><cop>United States</cop><pub>Lippincott Williams &amp; Wilkins, Inc</pub><pmid>15190225</pmid><doi>10.1097/00005110-200406000-00009</doi><tpages>5</tpages></addata></record>
fulltext fulltext
identifier ISSN: 0002-0443
ispartof The Journal of nursing administration, 2004-06, Vol.34 (6), p.298-302
issn 0002-0443
1539-0721
language eng
recordid cdi_proquest_miscellaneous_72009065
source JSTOR Journals and Primary Sources
subjects Adult
Age Factors
Aged
Female
Humans
Middle Aged
Models, Statistical
New South Wales
Nurses - statistics & numerical data
Nurses - supply & distribution
Nursing
Nursing, Practical - manpower
Personnel Loyalty
Personnel Turnover - statistics & numerical data
Personnel Turnover - trends
Retention
Retirement
Retirement - statistics & numerical data
Retirement - trends
Shortages
Workload
title Who Will Be There to Nurse? Retention of Nurses Nearing Retirement
url http://sfxeu10.hosted.exlibrisgroup.com/loughborough?ctx_ver=Z39.88-2004&ctx_enc=info:ofi/enc:UTF-8&ctx_tim=2025-02-02T17%3A14%3A36IST&url_ver=Z39.88-2004&url_ctx_fmt=infofi/fmt:kev:mtx:ctx&rfr_id=info:sid/primo.exlibrisgroup.com:primo3-Article-jstor_proqu&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=Who%20Will%20Be%20There%20to%20Nurse?%20Retention%20of%20Nurses%20Nearing%20Retirement&rft.jtitle=The%20Journal%20of%20nursing%20administration&rft.au=O'Brien-Pallas,%20Linda&rft.date=2004-06&rft.volume=34&rft.issue=6&rft.spage=298&rft.epage=302&rft.pages=298-302&rft.issn=0002-0443&rft.eissn=1539-0721&rft.coden=JNUAAK&rft_id=info:doi/10.1097/00005110-200406000-00009&rft_dat=%3Cjstor_proqu%3E26818136%3C/jstor_proqu%3E%3Cgrp_id%3Ecdi_FETCH-LOGICAL-c3589-16e63fa4bb4641a2932f5cea62381d319ae4a677c995d80060368a830dc50303%3C/grp_id%3E%3Coa%3E%3C/oa%3E%3Curl%3E%3C/url%3E&rft_id=info:oai/&rft_pqid=207186075&rft_id=info:pmid/15190225&rft_jstor_id=26818136&rfr_iscdi=true