Aging Nurse workforce Essay -- Employment, Nursing Worforce, Retiremen

A variety of conceptual frameworks were used to seek the senescence breast feeding workforce. The theoretical mannequin of Organizational and Personal Factors and Outcomes, actual by Schaefer and Moos (1991), was one context used during this review of literature. This framework suggests that the private system as well as work stressors affect the connexion between the organizational system and work morale and performance (Atencio, Cohen, & Gorenberg, 2003). This model suggests that the individual system as well as work stressors operate the relationship involving the organizational scheme and work morale and performance. Occupation stressors unite with organizational and individual system factors induce coping responses and the result of retaining the erstwhile(a) nurse (Schaefer & Moos, 1991).Another theoretical model used was the Conceptual dumbfound of Intent to Stay by Boyle et al. (1999). This model describes four variables that shape a nurses plan to stay in emp loyment. These variables consist of lead characteristics, nurse characteristics, system characteristics, and work characteristics. The primary concentration for this model was to look for the influence that leadership uniqueness has on a nurses intention to stay employed versus retiring. The outcomes showed that control over nursing practice, situational stress, and the jitney characteristics had implicit effects on quondam(a) nurse intention to cover employed (Cranley & Tourangeau, 2005).Karasek and Theorells Demand-Control Model (1990) was an additional conceptual framework observe in the review of literature on the ageing nursing workforce. This type implies that intense job strain and decision-making opportunity contributes to work tension and lead... ...parture from the nursing profession or retractment from the line of work. Several key elements beget been established throughout the research that lead to theses nurses feeling the need to retire and include burnout , physical demands, mental health, linkage to the organization, hours worked, organizational culture, work intensity, and fiscal requirements. Organizations are beginning to establish evidence-based strategies in an effort to retain older registered nurses. Human resources are beginning to formulate policies and procedures to meet the needs of these aging nurses, which focus on their safety, stress levels, preferred work setting, schedule, and job satisfaction. The dexterity to delay retirement of these nurses or creating career paths that help facilitate a transition to a different work setting could help readiness the shortage of nurses in the next decade.