scholarly journals Ageing in Place: Retirement Intentions of New Zealand Nurses Aged 50+

2013 ◽  
Author(s):  
Leonie Walker ◽  
Jill Clendon
Keyword(s):  
New Zealand ◽  
Good Health ◽  
Nursing Workforce ◽  
International Literature ◽  
Staffing Levels ◽  
Nurse Research ◽  
Time Basis ◽  
Retirement Funds ◽  
And Migration ◽  
Retirement Intentions

Aims: The aim of the Late Career Nurse research project was to determine the characteristics of nurses working in New Zealand who were born before 1960; their experiences in the workplace; their perceptions of their health and their retirement intentions. This paper reports on the retirement intentions of regulated nurses aged over 50 in the New Zealand workforce. Background: The mean ages of registered nurses in New Zealand has been rising steadily, and 40% are now aged fifty or over (Nursing Council New Zealand 2011) While there is a substantial international literature on the phenomenon and consequences of the ageing nursing workforce, it is unknown whether international experience will predict future nurse behaviour in New Zealand, or how this may impact on nursing workforce modelling or planning. Method: An anonymous on-line survey was emailed to eligible NZNO 1 nurse members over 50 years old in February and March 2012. Quantitative and qualitative analyses of the 3273 responses received were undertaken. Results/findings: New Zealand nursing age demographics have been confirmed and reflected in the respondents to the survey. In concordance with the international literature, good health, access to flexible working options, safe staffing levels and choice of shifts were all very important to older nurses. Evidence of ageism and a bullying culture towards older nurses was reported. Better pay levels were particularly important to younger late career nurses (age 50-55). Specific to New Zealand, lack of retirement funds may delay retirement, and migration to Australia may exacerbate shortages and skill/experience deficits. Conclusions: The New Zealand nursing workforce will be vulnerable to skill and experience shortages if as indicated in this study, 57.2% of nurses aged over 50 retire within the next 10 years, and around 30% within the next 2-5 years. Adoption of measures to ensure better choice of shifts, and continued access to flexible or decreased hours is required, along with less physically demanding work options and roles that recognise and utilise the knowledge, skills and experience of older nurses. These measures have the potential to enable older nurses to continue to contribute for longer to the workforce, albeit on a more part time basis. Better pay, better rostering and safer staffing levels have the potential particularly to reduce the attrition seen in the early to late fifties, and these are urgently advocated. Longer term, access to better retirement planning and financial advice would decrease a considerable source of distress and reduce the numbers of older nurses for whom continuing to work despite ill health is not an option.

scholarly journals The Older Nurse in the Workplace Retention or Retirement

2021 ◽  
Author(s):  
◽  
Samantha Powell
Keyword(s):  
New Zealand ◽  
Nurse Managers ◽  
Healthcare Sector ◽  
Nursing Workforce ◽  
Work Place ◽  
International Literature ◽  
District Health ◽  
Retention Strategies ◽  
Charge Nurse ◽  
Workplace Retention

<p>The nursing workforce, as with other health professionals, is aging with 50% aged over 47 years. In combination with predictions of continuing nursing workforce shortages, an aging population and increasingly complex health environment, this presents a unique set of challenges to the healthcare sector as both the population and nursing workforce continue to age. A review of the international literature suggests that the majority of older nurses in the workplace (50 years and over), are highly experienced and have extensive knowledge and practice wisdom from their years of nursing. What is also clear is that the current environment does not always support this cohort of nurses and that they often feel less valued. As a consequence, in a time of unprecedented shortages, we are at risk of losing this valuable experience from the workplace prematurely. Some suggested strategies to support this group of nurses include consideration of health and safety issues, flexibility with rosters and shift pattern, options for part time work, continuing professional development and ensuring their experience and knowledge continues to be valued in the work place. This research was carried out to explore the understanding of the issues facing the older nurse in a New Zealand context. There is a significant gap in literature as to the experience in the workplace of older nurses in New Zealand. In relation to health workforce retention, strategies are described from a general workforce perspective. Specific strategies in relation to the retention of the older nurse are not addressed or described. The international literature describes both the older nurses' experiences and strategies that can be used to retain them in the workforce, which have relevance to the local healthcare environment. Using a descriptive survey design two groups of Clinical/Charge Nurse Managers in two separate District Health Boards were asked about their awareness of the issues facing older nurses and what strategies they were using to address them. It was the assumption that as a group they were very aware of the issues facing older nurses and were often using informal strategies in an attempt to retain this group of nurses. The aim of this research was to raise awareness of the needs of the older nurse in the workplace and to capture and describe the strategies being used. Results indicated that indeed the Clinical/Charge Nurse Managers were very aware of the issues facing older nurses in the workplace and were innovative in their attempts to retain them in the workplace, and these retention strategies were similar to those discussed in the international literature. The need for national direction and organisational policy in place to support the Clinical/Charge Nurse Managers' retention efforts was also raised in the literature and I believe also needs consideration in the New Zealand context.</p>

scholarly journals The Older Nurse in the Workplace Retention or Retirement

2021 ◽  
Author(s):  
◽  
Samantha Powell
Keyword(s):  
New Zealand ◽  
Nurse Managers ◽  
Healthcare Sector ◽  
Nursing Workforce ◽  
Work Place ◽  
International Literature ◽  
District Health ◽  
Retention Strategies ◽  
Charge Nurse ◽  
Workplace Retention

<p>The nursing workforce, as with other health professionals, is aging with 50% aged over 47 years. In combination with predictions of continuing nursing workforce shortages, an aging population and increasingly complex health environment, this presents a unique set of challenges to the healthcare sector as both the population and nursing workforce continue to age. A review of the international literature suggests that the majority of older nurses in the workplace (50 years and over), are highly experienced and have extensive knowledge and practice wisdom from their years of nursing. What is also clear is that the current environment does not always support this cohort of nurses and that they often feel less valued. As a consequence, in a time of unprecedented shortages, we are at risk of losing this valuable experience from the workplace prematurely. Some suggested strategies to support this group of nurses include consideration of health and safety issues, flexibility with rosters and shift pattern, options for part time work, continuing professional development and ensuring their experience and knowledge continues to be valued in the work place. This research was carried out to explore the understanding of the issues facing the older nurse in a New Zealand context. There is a significant gap in literature as to the experience in the workplace of older nurses in New Zealand. In relation to health workforce retention, strategies are described from a general workforce perspective. Specific strategies in relation to the retention of the older nurse are not addressed or described. The international literature describes both the older nurses' experiences and strategies that can be used to retain them in the workforce, which have relevance to the local healthcare environment. Using a descriptive survey design two groups of Clinical/Charge Nurse Managers in two separate District Health Boards were asked about their awareness of the issues facing older nurses and what strategies they were using to address them. It was the assumption that as a group they were very aware of the issues facing older nurses and were often using informal strategies in an attempt to retain this group of nurses. The aim of this research was to raise awareness of the needs of the older nurse in the workplace and to capture and describe the strategies being used. Results indicated that indeed the Clinical/Charge Nurse Managers were very aware of the issues facing older nurses in the workplace and were innovative in their attempts to retain them in the workplace, and these retention strategies were similar to those discussed in the international literature. The need for national direction and organisational policy in place to support the Clinical/Charge Nurse Managers' retention efforts was also raised in the literature and I believe also needs consideration in the New Zealand context.</p>

Understanding the general practice nursing workforce in New Zealand: an overview of characteristics 2015–19

2021 ◽  
Vol 27 (1) ◽  
pp. 22
Author(s):  
Sarah L. Hewitt ◽  
Nicolette F. Sheridan ◽  
Karen Hoare ◽  
Jane E. Mills
Keyword(s):  
Health Care ◽  
General Practice ◽  
Primary Health Care ◽  
New Zealand ◽  
Survey Data ◽  
Nursing Workforce ◽  
Roles And Responsibilities ◽  
Primary Health ◽  
Part Time ◽  
Role Confusion

Limited knowledge about the nursing workforce in New Zealand general practice inhibits the optimal use of nurses in this increasingly complex setting. Using workforce survey data published biennially by the Nursing Council of New Zealand, this study describes the characteristics of nurses in general practice and contrasts them with the greater nursing workforce, including consideration of changes in the profiles between 2015 and 2019. The findings suggest the general practice nursing workforce is older, less diverse, more predominately New Zealand trained and very much more likely to work part-time than other nurses. There is evidence that nurses in general practice are increasingly primary health care focused, as they take on expanded roles and responsibilities. However, ambiguity about terminology and the inability to track individuals in the data are limitations of this study. Therefore, it was not possible to identify and describe cohorts of nurses in general practice by important characteristics, such as prescribing authority, regionality and rurality. A greater national focus on defining and tracking this pivotal workforce is called for to overcome role confusion and better facilitate the use of nursing scopes of practice.

scholarly journals Contesting Representations of Refugee‑Background Women (and Men) as ‘Needy’ and  ‘Problematic’ in Healthcare Literature in Aotearoa New Zealand: Advancing the Case for a  Capability‑Driven Model

2021 ◽  
Author(s):  
◽  
Kristine Mary Ford
Keyword(s):  
New Zealand ◽  
Health Outcomes ◽  
Good Health ◽  
Healthcare Services ◽  
Health Needs ◽  
Biomedical Model ◽  
Maternal Healthcare ◽  
Starting Position ◽  
Aotearoa New Zealand ◽  
Improve Health

<p>This research analyses how power operates discursively within the western biomedical model as it pertains to the representations and treatment of refugee‑background women (and men) in Aotearoa New Zealand. It carefully investigates the tendency of current biomedical discourse to typecast women (and men) with refugee backgrounds as having considerable health needs, which predicates the (over‑) representation of them as exclusively ‘problematic’ and ‘needy’ throughout refugee and healthcare related literature. It also considers other ways in which the western biomedical model may be inappropriate and inadequate for refugee‑background communities. This thesis takes its starting position from some of the concerns regarding health outcomes raised in a meeting with three representatives of various refugee‑background communities in Wellington in 2011, and by the recent ChangeMakers Refugee Forum (CRF) (2011) report, “barriers to achieving good health outcomes in refugee‑background communities”. In light of these concerns (and subsequent recommendations), this research aims to introduce alternative narratives in the effort to improve health outcomes, as well as constitute a more fair and just discourse. The mentation of the thesis is heavily inspired by postdevelopment theory and its potential for more enabling and effective ways of ‘doing’ development. I draw on this theoretical frame to explore how an asset‑based approach to maternal healthcare services in Aotearoa New Zealand for refugee‑background women may be a vehicle to help us negotiate the politics of representation and generate better health outcomes for refugee‑background communitiescomes for refugee‑background communities.</p>

scholarly journals Working conditions, health and retirement intentions: a case study of truck drivers

2018 ◽  
Vol 11 (3) ◽  
pp. 114-129 ◽  
Author(s):  
Inês C. Sousa ◽  
Sara Ramos
Keyword(s):  
Working Conditions ◽  
Prolonged Exposure ◽  
Time Pressure ◽  
Psychosocial Support ◽  
Good Health ◽  
Truck Drivers ◽  
Temporal Perspective ◽  
Content Type ◽  
The Impact ◽  
Retirement Intentions

Purpose Being a professional truck driver implies prolonged exposure to physical and psychosocial risks, which can affect health and work ability in the short and long term. The purpose of this paper is to examine the role of working conditions in truck drivers’ perceived health and retirement intentions in a Portuguese transportation company. Design/methodology/approach Using ergonomic work analysis (EWA), this study incorporates document analysis, observation and 16 interviews. Content analysis is applied to interviews’ transcripts. Findings In line with previous research, drivers acknowledged their activity as physically demanding (e.g. static postures, repetitive movements, heavy lifting) and psychologically demanding (e.g. high time pressure, lack of control, lack of work–family balance). Despite that, drivers report themselves to be in good health, with only some complaints related to back and knee pain. However, hard working conditions associated with ageing can contribute to gradual health deterioration, leading them to desire to retire before the legal retirement age. Practical implications The company can promote drivers’ health by creating a unit to provide psychosocial support and career orientation, improving the mentoring programme, and investing in training on occupational risk prevention. Originality/value This study is the first to use EWA to examine the impact of the complex relationship between truck drivers’ work and health in their retirement intentions, adopting a temporal perspective.

Polynesia, 900–1600

2021 ◽  
Author(s):  
Madi Williams
Keyword(s):  
New Zealand ◽  
Concise Overview ◽  
History Of ◽  
And Migration

This book provides a concise overview of the history of Polynesia, focusing on New Zealand and its outlying islands, during the period 900–1600. It provides a thematic examination of Polynesia to avoid placing the region’s history into an inaccurate, linear Western chronology. The themes of movement and migration, adaptation and change, and development and expansion offer the optimal means of understanding Polynesia during this time. Through this innovative and unique perspective on Polynesian history, which has not been previously undertaken, the reader is encouraged to think about regions outside Europe in relation to the premodern period.

scholarly journals To leave or not to leave: retirement intentions and retirement behaviour

2014 ◽  
Vol 36 (2) ◽  
pp. 259-281 ◽  
Author(s):  
PER ERIK SOLEM ◽  
ASTRI SYSE ◽  
TRUDE FURUNES ◽  
REIDAR J. MYKLETUN ◽  
ANNET DE LANGE ◽  
...  
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Good Health ◽  
Blue Collar Workers ◽  
Labour Market Participation ◽  
Low Education ◽  
White Collar Workers ◽  
Work Continuation ◽  
Work Up ◽  
Retirement Intentions

ABSTRACTResearch on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for retirement improved predictive power whether the target was preferred or decided, and particularly so if the target (i.e. the preferred or decided age of retirement), corresponded with a normative retirement age. Because more workers are able to state a preferred age of retiring than a decision about when to retire, preferences may be better proxies for retirement behaviour than decisions, when the issue is planning for policies. The correspondence between intentions and behaviour varies primarily by health, education and type of work. Older workers with poor health, and workers with low education, often retire earlier than they prefer. Blue-collar workers often retire earlier than they had decided. These findings illustrate the possible effect of labour market resources, not only for senior workers' labour market participation, but also for their opportunities to work up to the age they prefer or had decided. Even for white-collar workers and those in good health, constraints seem to apply when they wish to retire late.

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