Extending ageing nurses' working lives: A mixed‐methods systematic review

Nurmeksela, Anu; Välimäki, Tarja; Kvist, Tarja; Savolainen, Helmiina; Tahiraj, Vanesa; Hult, Marja

doi:10.1111/jan.15569

Cited by 6 publications

(6 citation statements)

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“…(2020) 10‐point plan or Nurmeksela et al. (2023). As suggested, older nurses and midwives should be offered flexible working opportunities tailored to their specific needs.…”

Section: Discussionmentioning

confidence: 99%

“…Australia has introduced career transition and employment programmes for mature age workers as part of its programmes to support older workers (Australian Government, 2022). Support for older nurses and midwives could be provided through recognition and respect for experience leading to mentoring opportunities according to Chen and Gardiner (2019) and Nurmeksela et al (2023) suggest individual and flexible rostering arrangements.…”

Section: Supportmentioning

confidence: 99%

“…Support for older nurses and midwives could be provided through recognition and respect for experience leading to mentoring opportunities according to Chen and Gardiner (2019) and Nurmeksela et al. (2023) suggest individual and flexible rostering arrangements.…”

Section: Introductionmentioning

confidence: 99%

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Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Denton,

Evans,

Qunyan

et al. 2023

Journal of Advanced Nursing

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AimTo explore support strategies for older nurses and midwives in Australian healthcare workplaces.DesignA qualitative descriptive study.MethodParticipants were 50 older nurses and midwives and 20 healthcare managers recruited from a broad range of Australian healthcare settings. Data were collected using semi‐structured interviews from November 2018 to April 2021. The interviews were recorded, transcribed and thematically analysed.ResultsThe limited number of identified sedentary roles and inequitable distribution of workload responsibilities were identified as constraints that impact the provision of workplace support for older nurses and midwives in healthcare settings. Three major themes were identified: Workplace support, Personal support and Doing more. A small number of participants reported support was available at work, but most said there was not. Of the reported strategies some were offered exclusively to a cohort that met an age criterion, while others were open to all staff regardless of age. Personal support strategies were employed outside of the workplace while others used strategies during working hours. Doing more related to suggestions about how organizations could do more to support older nurses and midwives at work.ConclusionSupport mechanisms like adjustments in workload, employment fraction, practice location, upskilling and wellness programs in workplaces are limited. To facilitate retention and support older nurses and midwives in the workforce, health workplaces should consider implementing support mechanisms that can be tailored to the individual needs of the nurse or midwife over the life course of their career.ImpactThe findings of this study highlight the lack of support for many older nurses and midwives in Australian healthcare workplaces, emphasizing the need for further research into innovative practices on how to better support healthcare staff as they age.Reporting MethodThis study adhered to the COREQ reporting method.Patient or Public ContributionNo patient or public contribution.

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“…(2020) 10‐point plan or Nurmeksela et al. (2023). As suggested, older nurses and midwives should be offered flexible working opportunities tailored to their specific needs.…”

Section: Discussionmentioning

confidence: 99%

Section: Supportmentioning

confidence: 99%

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Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Denton,

Evans,

Qunyan

et al. 2023

Journal of Advanced Nursing

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“…For instance, a study by Uthaman et al (2016) found that nurses in their 40s experienced physical limitations such as musculoskeletal disorders and chronic pain that made moving and handling and shift work challenging. Although early retirement is common in the nursing profession, many older nurses choose to work beyond retirement or pensionable age due to financial instability (Nurmeksela et al, 2022). Therefore, addressing challenges related to older nurses' continuation of practice is crucial for retaining their valuable expertise and supporting those who cannot afford to retire due to financial constraints.…”

Section: What Does This Paper Contribute To the Wider Global Community?mentioning

confidence: 99%

“…older nurses may practice in environments where relationships with younger colleagues are challenging, with unsupportive management, and inequitable access to resources. Additionally, these factors were important indicators impacting nurses' work motives, the length of their work lives and perceived organisational support as evidenced in the wider literature(Armstrong-Stassen & Ursel, 2009;Baljoon et al, 2018;Nurmeksela et al, 2022). The lack of organisational support has been found to correlate with low career satisfaction and turnover among older workers(Armstrong-Stassen & Ursel, 2009).…”

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confidence: 99%

Ageism directed at older nurses in their workplace: A systematic review

Chen,

Shannon,

Napier

et al. 2024

Journal of Clinical Nursing

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AimsTo identify and synthesise evidence related to ageism in older regulated nurses' practice settings.DesignA systematic review following Joanna Briggs Institute methodology.MethodsThe review included empirical studies that involved older nurses as the primary study population and studies that focused on ageism in older nurses' work environments, including strategies or interventions to address ageism within the workplace. Following the initial screening, all relevant studies were critically appraised by two reviewers to ensure they were appropriate to include in the review. A synthesis without meta‐analysis reporting (SWiM) guideline was employed in the review.Data SourcesMedical Literature Analysis and Retrieval Systems Online, Scopus, Psychological Information Database and Cumulative Index to Nursing and Allied Health Literature and Google Scholar were searched to identify empirical studies and a range of academic institutional websites were accessed for master's and doctoral dissertations and theses. The search covered the period from January 2022 to May 2022, and only publications in English from 2000 onwards were considered.ResultsNineteen studies were included, ten qualitative studies, seven quantitative studies and two mixed methods secondary analyses. Our results revealed that negative perceptions and beliefs about older nurses' competencies and skills prevail in their practice settings, which influences older nurses' health and well‐being as well as their continuation of practice. Further, older nurses' continuation of practice can be facilitated by having a positive personal outlook on ageing, meaningful relationships in their practice settings and working in an environment that is age‐inclusive.ConclusionTo combat ageism in older nurses' practice settings and support their continuation of practice, effective interventions should be organisational‐led. The interventions should focus on fostering meaningful relationships between older nurses and their colleagues and managers. Further, healthcare institutions should implement initiatives to promote an age‐inclusive work environment that supports an age‐diverse nursing workforce.Implications for the profession and/or patient careThe review findings offer insights for healthcare managers, policymakers and researchers, emphasising the need for anti‐ageism policies in healthcare organisations. According to WHO (2021), educational activities such as role‐playing and simulation during in‐service training may also be effective interventions. Additionally, incorporating anti‐ageism initiatives into staff meetings and mandating anti‐ageism training could support the continuation of practice for older nurses while fostering a more age‐diverse nursing workforce.ImpactWe found evidence on the presence of ageism in older nurses' workplace and the detrimental effects of ageism on older nurses' well‐being and continuation of practice. Importantly, we identified a lack of organisational initiatives to address ageism and support older nurses. These findings should encourage healthcare organisations to address ageism in older nurses' practice settings and prompt policymakers to develop age‐inclusive policies that support older nurses' continuation of practice.Reporting methodThe Preferred Reporting Items for Systematic Reviews and Meta‐Analyses and Synthesis Without Meta‐analysis checklists were used to report the screening process.Trial and Protocol RegistrationThe PROSPERO registration number for the review was CRD42022320214 (https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022320214).No Patient or Public Contribution.

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Continued Relevance, Importance and Valorization of Retired Researchers and Educators in the Education Knowledge Stream

Teixeira da Silva

2024

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Extending ageing nurses' working lives: A mixed‐methods systematic review

Abstract: Aim(s):To identify, describe and assess research evidence on factors that promote working until and beyond the official retirement age among nurses.Design: A mixed-methods systematic review.

Cited by 6 publications

References 64 publications

Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Supporting older nurses and midwives in the Australian healthcare workplace—A qualitative descriptive study

Ageism directed at older nurses in their workplace: A systematic review

Continued Relevance, Importance and Valorization of Retired Researchers and Educators in the Education Knowledge Stream

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