scholarly journals An ageing nursing workforce

2010 ◽  
Vol 34 (1) ◽  
pp. 44 ◽  
Author(s):  
Elizabeth M. Graham ◽  
Christine Duffield
Keyword(s):  
Government Policy ◽  
Baby Boomer ◽  
Working Life ◽  
Current Status ◽  
Nursing Workforce ◽  
Retirement Age ◽  
Retention Strategies ◽  
Older Employees ◽  
Functional Capabilities ◽  
The Impact

There are well documented workforce shortages in nursing. Many strategies have been suggested to resolve the issue, including increasing migration or training places, changing skill mix or nurses’ roles, redesigning nursing work, and greater use of unregulated or unlicensed workers. One of the contributing and growing factors is the ageing of the workforce, but methods of retaining older employees have been given very little attention. This paper examines the impact of ageing on individuals, the ageing nursing workforce and the implications for government policy given its current status. What is known about the topic?A generation of ‘baby boomer’ nurses are reaching retirement age. The nursing workforce is in crisis due to there being less entrants to the workforce as a result of lower birth rates, wider choices of career, and nurses leaving the profession for less stressful, more satisfying jobs. What does this paper add?This paper outlines the necessity for the employment of retention strategies for older nurses in the workforce. It dispels myths about the functional capabilities of ageing nurses. What are the implications for practitioners?Health managers should canvass ageing nurses to discover strategies that would encourage them to extend their working life. Only then could it become feasible to plan practical solutions to ease the global nursing shortage.

scholarly journals Choosing a nursing career: Building an indigenous nursing workforce

2017 ◽  
Vol 6 (5) ◽  
pp. 27 ◽  
Author(s):  
Linda Deravin ◽  
Karen Francis ◽  
Judith Anderson
Keyword(s):  
Health Outcomes ◽  
Government Policy ◽  
Health Workforce ◽  
Indigenous Health ◽  
Nursing Workforce ◽  
South Wales ◽  
Closing The Gap ◽  
Nursing Career ◽  
National Partnership ◽  
The Impact

Introduction: This paper provides an overview of the impact of government policy in supporting the growth of an Indigenous nursing workforce in New South Wales and Australia.Methods: Publically available nursing workforce performance reports along with current literature were reviewed to provide a perspective on the current situation.Results and discussion: The National partnership agreement on closing the gap in Indigenous health outcomes indicated that to improve Indigenous health outcomes, significant investment is required with particular reference to increasing an Indigenous workforce. As nurses comprise the majority of the health workforce a number of strategies and initiatives have been put in place to support this agreement. Even though there has been commitment through government policy and funding initiatives it is questionable if this is having any real impact on growing an Indigenous nursing workforce.Conclusions: Recruitment strategies that will increase the number of Indigenous nurses within the health workforce requires a multilevel approach. Despite efforts to increase Indigenous nursing workforce numbers, there has been limited impact to any real successful gains since 2008. Building and growing an Indigenous nursing workforce that will support the “Closing the Gap” initiative will require significant continuing effort.

scholarly journals Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

2016 ◽  
Vol 6 (2) ◽  
pp. 61 ◽  
Author(s):  
Carin Ulander-Wänman
Keyword(s):  
Older Workers ◽  
Total Population ◽  
Working Hours ◽  
Working Life ◽  
Legal Regulation ◽  
Retirement Age ◽  
Elderly Persons ◽  
Older Employees ◽  
Collective Agreements ◽  
The Eu

Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

scholarly journals High physical work demands and working life expectancy in Denmark

2020 ◽  
Vol 77 (8) ◽  
pp. 576-582 ◽  
Author(s):  
Jacob Pedersen ◽  
Bastian Bygvraa Schultz ◽  
Ida E H Madsen ◽  
Svetlana Solovieva ◽  
Lars L Andersen
Keyword(s):  
Life Expectancy ◽  
Sickness Absence ◽  
Proportional Hazards ◽  
Proportional Hazards Model ◽  
Working Life ◽  
Physical Work ◽  
Retirement Age ◽  
Work Demands ◽  
Physical Work Demands ◽  
The Impact

ObjectiveIn most European countries, political reforms gradually increase the statutory retirement age to counter the economic costs of a growing elderly population. However, working to a high age may be difficult for people with hard physical labour. We aim to study the impact of high physical work demands on working life expectancy (WLE).MethodsWe combined physical work demands assessed by job exposure matrix (JEM) and longitudinal high-quality national registers (outcome) in 1.6 million Danish workers to estimate WLE and years of sickness absence, unemployment and disability pension. The JEM value for physical work demand is a summarised score of eight ergonomic exposures for 317 occupations groups, sex and age. The WLE was estimated using a multistate proportional hazards model in a 4-year follow-up period.ResultsIndividuals with high physical work demands had a significantly lower WLE, than those with low physical work demands, with largest differences seen among women. At age 30 years, women with high physical work demands can expect 3.1 years less working, 11 months more of sickness absence and 16 months more of unemployment than low-exposed women. For 30-year-old men, the corresponding results were 2.0 years, 12 months and 8 months, respectively.ConclusionOur findings show that high physical work demands are a marked risk factor for a shortened working life and increased years of sickness absence and unemployment. The results are important when selecting high-risk occupations, and expand the knowledge base for informed political decision making concerning statutory retirement age.

scholarly journals THE RETURN ON SOCIAL SECURITY WITH INCREASING LONGEVITY

2016 ◽  
Vol 21 (2) ◽  
pp. 462-487 ◽  
Author(s):  
Markus Knell
Keyword(s):  
Working Life ◽  
Social Optimum ◽  
Retirement Age ◽  
Internal Rate Of Return ◽  
Policy Regimes ◽  
Pension Systems ◽  
The Social ◽  
Retirement Decisions ◽  
Pension Benefits ◽  
The Impact

In this paper I study the impact of increasing longevity on pay-as-you-go pension systems. First, I show that increasing longevity increases the internal rate of return. The size of the effect differs for different policy regimes. It is higher for the case where the retirement age is increased to keep the system in balance than for the case where the necessary adjustment is achieved by reducing pension benefits. Second, I study optimally chosen retirement decisions and I show that the socially optimal policy involves a shorter working life than the private optimum. The social optimum can be implemented by the use of a PAYG system that combines an actuarial and a flat pension.

scholarly journals Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

2016 ◽  
Vol 6 (2) ◽  
pp. 61
Author(s):  
Carin Ulander-Wänman
Keyword(s):  
Older Workers ◽  
Total Population ◽  
Working Hours ◽  
Working Life ◽  
Legal Regulation ◽  
Retirement Age ◽  
Elderly Persons ◽  
Older Employees ◽  
Collective Agreements ◽  
The Eu

Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

scholarly journals The Impact of Socioeconomic Characteristics on Older Employees’ Willingness to Continue Working in Retirement Age

2011 ◽  
Vol 35 (4) ◽  
Author(s):  
Frank Micheel ◽  
Juliane Roloff ◽  
Ines Wickenheiser
Keyword(s):  
Socioeconomic Status ◽  
Household Income ◽  
Significant Contribution ◽  
Individual Characteristics ◽  
Professional Status ◽  
Retirement Age ◽  
Socioeconomic Characteristics ◽  
Older Employees ◽  
Logistic Regressions ◽  
The Impact

This article explores whether and to what degree information on the socioeconomic status – measured by professional status and disposable household income – allows making reliable statements on the willingness to remain in work in retirement age. These observations are controlled for professional and individual characteristics. The data basis is constituted by the study entitled “Continuing in employment in pensionable age” with N = 1,500 dependent employees aged from 55 to under 65. Logistic regressions show that the socioeconomic status makes a statistically-significant contribution towards explaining the willingness to continue in employment: In comparison to employees with a lower or medium professional status, those individuals who have a high professional status tended to be significantly more willing to remain in working life for longer. There is a negative connection between the disposable household income and the willingness to remain in employment in retirement age. The significant effects that were found are however restricted to the women in the study.

Prolonged or preserved working life? Intra-organisational institutions embedded in human resource routines

2020 ◽  
pp. 1-19
Author(s):  
Roy Liff ◽  
Ewa Wikström
Keyword(s):  
Qualitative Study ◽  
Human Resource ◽  
Public Service ◽  
Middle Management ◽  
Working Life ◽  
Retirement Age ◽  
Further Training ◽  
Older Employees ◽  
Service Organisation

Abstract The purpose of this paper is to provide an understanding of why people are still retiring earlier than would have been expected, despite policies that increase the retirement age. This is a qualitative study in a large public-service organisation in Sweden focusing particularly on how human resource routines aimed at middle management tend to inhibit the promotion of a prolonged working life, despite government efforts aimed at changing these actions. The results highlight three key routines (development talks, salary talks and internal recruitment) that inhibit prolonged working life. These routines seem rational and appropriate to the organisation's managers, because the demands of the job must have priority over employees’ capabilities in recruitment routines. Furthermore, it could be considered economically rational to prioritise salary demands of younger employees over those of older employees, and it may appear economically rational to stop further training efforts for older employees. In general, then, it seems reasonable to managers to make decisions based on objective criteria like age. Nevertheless, our results suggest that these routines may need to be redesigned in order to support a prolonged working life and to avoid a discrepancy between accepted prolonged working-life policies and the actions of organisational actors. The study further reveals how intra-organisational institutions (e.g. taken-for-granted mind-sets and norms) embedded in human resource routines may promote or inhibit prolonged working life, suggesting a need for change in those institutions.

Implications of higher retirement age for the labor market

2017 ◽  
pp. 22-39 ◽  
Author(s):  
M. Ivanova ◽  
A. Balaev ◽  
E. Gurvich
Keyword(s):  
Economic Growth ◽  
Labor Market ◽  
Labor Supply ◽  
Labor Force ◽  
Labor Demand ◽  
Retirement Age ◽  
Demographic Trends ◽  
Men And Women ◽  
Demographic Projections ◽  
The Impact

The paper considers the impact of the increase in retirement age on labor supply and economic growth. Combining own estimates of labor participation and demographic projections by the Rosstat, the authors predict marked fall in the labor force (by 5.6 million persons over 2016-2030). Labor demand is also going down but to a lesser degree. If vigorous measures are not implemented, the labor force shortage will reach 6% of the labor force by the period end, thus restraining economic growth. Even rapid and ambitious increase in the retirement age (by 1 year each year to 65 years for both men and women) can only partially mitigate the adverse consequences of demographic trends.

The ‘Modernisation’ of Scotland and its Impact on Glasgow, 1955–1979: ‘Unwanted Side Effects’ and Vulnerabilities

2016 ◽  
Vol 25 (3) ◽  
pp. 294-316 ◽  
Author(s):  
Chik Collins ◽  
Ian Levitt
Keyword(s):  
Side Effects ◽  
Government Policy ◽  
Regional Policy ◽  
Excess Mortality ◽  
Policy Agenda ◽  
Policy Makers ◽  
Uk Government ◽  
1960S And 1970S ◽  
The 1960S ◽  
The Impact

This article reports findings of research into the far-reaching plan to ‘modernise’ the Scottish economy, which emerged from the mid-late 1950s and was formally adopted by government in the early 1960s. It shows the growing awareness amongst policy-makers from the mid-1960s as to the profoundly deleterious effects the implementation of the plan was having on Glasgow. By 1971 these effects were understood to be substantial with likely severe consequences for the future. Nonetheless, there was no proportionate adjustment to the regional policy which was creating these understood ‘unwanted’ outcomes, even when such was proposed by the Secretary of State for Scotland. After presenting these findings, the paper offers some consideration as to their relevance to the task of accounting for Glasgow's ‘excess mortality’. It is suggested that regional policy can be seen to have contributed to the accumulation of ‘vulnerabilities’, particularly in Glasgow but also more widely in Scotland, during the 1960s and 1970s, and that the impact of the post-1979 UK government policy agenda on these vulnerabilities is likely to have been salient in the increase in ‘excess mortality’ evident in subsequent years.

STUDY OF THE IMPACT OF RAISING THE RETIREMENT AGE ON ECONOMIC GROWTH IN THE DIGITAL ECONOMY IN RUSSIA AND EUROPE

2020 ◽  
Author(s):  
Svetlana Apenko ◽  
◽  
Olga Kiriliuk ◽  
Elena Legchilina ◽  
Tatiana Tsalko ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Economic Growth ◽  
Economic Policy ◽  
Labor Relations ◽  
Pension Reform ◽  
Digital Economy ◽  
Institutional Changes ◽  
Retirement Age ◽  
The Impact

The article presents the results of a study of the impact of pension reform in Russia on economic growth and quality of life in a digital economy, taking into account the experience of raising the retirement age in Europe. The aim of the study was to identify and analyze the impact of raising the retirement age on economic growth in the context of the development of digitalization in Russia and a comparative analysis with European countries. Results: the studies conducted allowed us to develop a system of indicators characterizing the impact of raising the retirement age on economic growth and the quality of life of the population in the context of digitalization. The authors found that raising the retirement age leads to a change in labor relations in Russia and Europe. The application of the proposed indicators can be used in the formation of a balanced state socio-economic policy in the field of institutional changes in the field of labor relations and raising the retirement age. The study was carried out under a grant from the RFBR № 19-010-00362 А.

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