To retain nurses and prevent worsening the nursing shortage, a key opportunity is to better understand the drivers of complete and partial retirement of older nurses. This study investigates the characteristics that distinguish older nurses\' partial and complete actual retirement behavior, from those continuing to work, over a three-year period. A quantitative longitudinal design comprising 217 female Australian nurses aged 50 years or over, from two samples working at Time 1 (2012 and 2016), responding three years later (Time 2). Multinomial regression found two different patterns of drivers for each of completely retiring and partly retiring respectively. Age was the only variable distinguishing both partly and completely retired nurses from nurses who were not retired. The further variables distinguishing completely retired nurses were not being prosperous, having impaired work ability, being partnered, not stressed at work and working part-time. The only variable beyond age distinguishing partly retired nurses was having a casual contract. Offering flexible work options in terms of working hours and contracts that suit the nurse\'s lifestyle and supporting nurses with health impairments to continue working are options that may lessen the number of nurses completely retiring and instead either remaining at work or partly retiring.

UNASSIGNED: The nursing workforce shortage has long been a global concern, and with the aging of nurses, this problem has become more prominent. Nursing is recognized as a high-stress occupation, and nurses experience high levels of job burnout, which reduces their professional identity. Older nurses are an indispensable talent force for nursing teams and are extremely important for the stability of nursing teams and improvement in nursing quality. Exploring the mental health and influencing factors of older nurses is very beneficial for the stability and development of nurse teams and patients\' clinical outcomes.
UNASSIGNED: This study aimed to investigate the level of job burnout and its influencing factors among older nurses in Guizhou Province, China and confirm the correlations among job burnout, professional identity and stress level.
UNASSIGNED: From July to August 2019, 520 registered nurses aged over 40 years in Guizhou Province, China were surveyed through the Questionnaire Star platform. The questionnaire contained the following four parts: a general information questionnaire, the Maslach Burnout Inventory (MBI), a professional identity scale, and a job stressors scale.
UNASSIGNED: The results showed that the job burnout score of the 520 older nurses was 55.44 ± 18.62, which was moderate. The level of job burnout was positively correlated with the level of nurse stress and negatively correlated with the level of professional identity, which was influenced by various personal and social factors.
UNASSIGNED: This study not only revealed that job burnout was still at a moderate level, but also revealed its current status and influencing factors among older nurses in China.

COVID-19 profoundly affected Irish citizens. The effects have been especially pronounced for nurses in front-line, clinical and management roles. This article discusses the national and employer policy context relevant to nurses in Ireland. There have been staff and bed shortages in public hospitals since austerity policies were introduced following the global financial crisis. Government measures responding to the pandemic include initial \'cocooning\' of older citizens, travel restrictions, changed working conditions and restricted availability of childcare. This article draws on interviews with 25 older nurses in 2021, sixteen women and nine men, aged 49 or over in Ireland. It explores older nurses\' experiences of COVID-19 and asks what are the implications for their working conditions and retirement timing intentions. A gendered political economy of ageing approach and thematic analysis reveals that while some nurses responded positively to the pandemic, some experienced adverse health impacts, stress and exhaustion; some reported a fear of contracting COVID-19 and of infecting their families; several women nurses decided to retire earlier due to COVID-19. The implications of the findings for employer and government policy and for research are discussed.

OBJECTIVE: To summarize the international empirical literature to provide a comprehensive understanding of older nurses\' decision-making surrounding the timing of their retirement.
BACKGROUND: The global nursing shortage is increasing. Among some countries it has become an economic imperative to consider raising the state pension age and to extend working lives.
METHODS: An integrative literature review using an integrated design.
METHODS: MEDLINE, CINAHL and Business Source Premier databases were searched for studies between January 2007 - October 2019.
METHODS: Quality appraisal of the studies was conducted. Findings were summarized, grouped into categories and themes extracted. Two models were developed for data representation.
RESULTS: A total of 132 studies were identified by the search strategy. Of these, 27 articles were included for appraisal and synthesis. Sixteen papers were quantitative, seven qualitative, and four mixed methods. The research took place in 13 different geographical locations. Most studies were of a questionnaire design, followed by interviews and focus groups. The total participant sample was 35,460. Through a synthesis of the studies, four themes were identified: Health, Well-being, and Family factors; Employer factors; Professional factors; and Financial factors.
CONCLUSIONS: This review not only revealed the heterogeneity of studies on this subject and confirmed previous findings but also established a ranking of criteria that influences nurses\' decision-making: age, followed by personal and organizational factors. Four extracted themes of push and pull factors map onto these factors. No \'one-size-fits-all\' strategy exists to ensure the extension of older nurses\' working lives. Organizations need to foster an environment where older nurses feel respected and heard and where personal and professional needs are addressed.
CONCLUSIONS: Organizations need to implement HR policies addressing nurses\' personal well-being and retirement preparation. Older nurses are more likely to extend their working lives if they feel committed to their organization and when professional standards are maintained.
目的: 旨在对国际实证文献进行总结,以全面了解高龄护士围绕退休时间作出的决策。 背景: 全球护理人员短缺的情况日益加剧。在一些国家,从经济角度看,考虑提高国家退休年龄和延长工作年限已成为当务之急。 设计: 采用综合设计的文献综述。 数据来源: 针对2007年1月至2019年10月之间的研究,进行了医学文献联机数据库、护理学数据库和商业资源集成全文数据库检索。 评估方法: 对各项研究进行了质量评估。对研究结果进行了总结,将其归类并提取主题。建立了两种数据表示模式。 结果: 通过检索策略共发现132篇研究。其中,27篇文章被纳入评估和综合研究。其中16篇为定量研究,7篇为定性研究,4篇为混合方法研究。研究发生在13个不同的地理位置。大多数研究都是采用问卷设计,然后是访谈和焦点小组。参与者样本总数为35460例。通过综合研究,确定了四个主题:健康、幸福和家庭因素;雇主因素;专业因素;以及财务因素。 结论: 该评估不仅揭示了该课题研究的异质性,证实了以往的研究结果,还建立了影响护士决策的标准排序:年龄,其次是个人因素和组织因素。 四个提取的推拉因素主题映射到这些因素上。没有“一刀切”的策略可以确保延长高龄护士的工作年限。 组织需要营造一种环境,让高龄护士感到自己受到尊重和被倾听,个人需求和专业需求得到满足。 影响: 组织需要实施人力资源政策,以解决护士个人幸福和退休准备问题。如果高龄护士对自己的组织有责任感且在保持专业标准的情况下,他们就更有可能延长工作年限。.

BACKGROUND: There is a shortage of nurses worldwide, and a large number of older nurses will be entering retirement in the near future. Older nurses have rich nursing experience, and their retirement is a major loss of resources for the nursing profession. Returning to work after retirement is becoming increasingly popular among retirees today, but there is limited knowledge of the perceptions of older nurses regarding continuing to work in a nursing career after retirement.
OBJECTIVE: To explore older nurses\' perceptions of continuing to work in a nursing career after retirement.
METHODS: We conducted a descriptive, qualitative study of older nurses from two public hospitals of different levels in China in 2018.
METHODS: A total of 27 older nurses aged 50-60 years were recruited, 15 from a tertiary hospital and 12 from a secondary hospital.
METHODS: Individual semi-structured interviews were conducted with older nurses. An interview guide was developed to explore nurses\' perceptions of continuing to work in a nursing career after retirement. Thematic analysis was used for the data analysis. We developed an interview guide and analysed the data based on the three essential conditions of the framework for understanding behaviour.
RESULTS: Based on the definition of the three essential conditions of the framework for understanding behaviour, 14 subthemes emerged from the data were categorised under this framework. The three main themes were as follows: the nurses\' perceptions of their capability, motivation, and opportunity related to engaging in a nursing career after retirement. A number of older nurses with rich clinical experience have the ability and motivation to engage in nursing a career after retirement. However, discrimination against nurses, burnout, and the effects on young people\'s employment are barriers to older nurses considering working in a nursing career after retirement. Regarding re-employment after retirement, older nurses also expressed concerns about their physical health, family responsibilities, and salary as well as lack of managerial and policy support.
CONCLUSIONS: These themes confirmed previous findings and offered new perspectives on older Chinese nurses\' perceptions of working in a nursing career after retirement. These findings will influence future policy development and research directions. Policies for facilitating a prolonged working life should be developed. Future research should focus on how to address the challenges confronted by older nurses.

Nurses have been identified as active workforce post-retirement. Little is known about nurses\' intention to work post-retirement and their work ability and perceptions post-retirement. The aim of this scoping review is to identify studies that have investigated nurses\' intention and recruitment strategies to work post-retirement and their work ability and perceptions post-retirement. PubMed, CINAHL, Web of Science, Nursing and Health Database and in addition Google scholar were searched using different keywords (retired nurses, retired RNs, work intention, work ability, work perceptions, and older nurses) and an independent reviewer cross-validated all the identified articles. Of the thirty-seven studies identified from the search, 26 papers were excluded based on exclusion criteria, with a total of 11 studies finally included in the study sample. The review found in two studies low and high intentions to work as nurses after retirement. Factors influencing both intentions and recruitment strategies to work as a nurse post-retirement focused on lighter and flexible work conditions, supportive environment, financial incentives and formal rehiring policies. Nurses working post-retirement reported benefits (intrinsic factors such as self-worth, overcoming social isolation) and barriers (such as job demands and reduced physical work ability). The review found low and high intentions to work as nurses after retirement and identified factors influencing both intentions and recruitment strategies to work as a nurse post-retirement and benefits and barriers of working as nurses post-retirement that can inform strategies to retain nurses post-retirement.

OBJECTIVE: As the global nursing workforce ages, developing a comprehensive understanding of the experiences, needs and values specific to older nurses is increasingly significant. This paper reviews the evidence with regard to the specific challenges encountered by older nurses in the workplace.
METHODS: A scoping review of the published literature was conducted using the electronic databases Medline, CINAHL, PsycINFO, Science Direct and Google Scholar. A total of 20 papers were included in this review, most of which were qualitative (n=14). Three quantitative studies were identified (including one study which combined a physical exam with survey methods) as well as three mixed method studies.
RESULTS: The challenges faced by older nurses in their practice are synthesised across three primary domains: Nursing and the ageing body; Recognition and support of the older nurse and Demands associated with middle-age.
CONCLUSIONS: As older nurses form a substantial proportion of the healthcare workforce in many countries, the development and implementation of strategies to address these challenges is of utmost importance.

BACKGROUND: In Singapore, employees aged 62-65 can continue to be employed if they meet the re-employment eligibility criteria. This policy, coupled with an ageing workforce, calls for age-friendly initiatives, specific to work-related challenges faced by older nurses.
OBJECTIVE: To determine work-related challenges faced by older nurses.
METHODS: A mixed method sequential explanatory study was conducted with nurses, aged 50 and above, working in a healthcare cluster in Singapore. In the quantitative phase, a questionnaire was administered to 534 nurses to elicit work-related challenges, then in-depth interviews with 30 nurses were carried out to help explain why certain tasks and work circumstances became harder.
RESULTS: Results of the survey indicated that the top three challenges were coping with changes, working with computers and reading labels. Place of work, salary range, gender and race were significantly associated with different work-related challenges. Five themes emerged from the qualitative data: physical demands of work and workload, new technology, need for further education, working with younger nurses and in intercultural teams, and changing public expectations and professional image.
CONCLUSIONS: The study supports the current literature on the challenges older nurses face with technological advancement. However, older nurses in our study reported less aches and pain as compared to that reported elsewhere. There is a need for specific strategies that will address changes in work processes and environment in order to retain older nurses.
UNASSIGNED: When devising age-friendly work improvement initiatives, it is important for nurse leaders to factor in the needs of nurses working in different care environments, who are of different ranks, or are from different ethnic backgrounds.

OBJECTIVE: To explore the existing theoretical contexts of the job and environmental demands of the nursing profession in the National Health Service (NHS) and to investigate how these job and environmental demands impact on the personal constructs of older nurses within the NHS.
BACKGROUND: Nursing is the single most widely practiced profession in the healthcare sector in the United Kingdom. However, nurses contend with challenging job and environmental demands on a daily basis, which deplete them of personal constructs (or resources) required to stay in the profession.
METHODS: A multilevel exploratory qualitative research design was employed. Ten managers were interviewed for the preliminary study, based on which the three characteristics of an age-friendly NHS workplace were established: health, retirement, and flexibility. Then an in-depth literature review revealed that the most adversely affected job within the NHS was the nursing profession. Finally, a focus group study was undertaken with six older nurses working in the NHS.
RESULTS: The most compelling finding of this study is that older nurses would generally not want to stay on the job if they had to work in the ward area. The physical, cognitive, and sensory constructs of older nurses are negatively affected by the job and environmental demands of the ward areas.
CONCLUSIONS: Understanding how these job and environmental demands of the workplace affect an older nurse\'s personal constructs may help support a better design of nurse work and the wards and help extend the working lives of older nurses in the NHS.

OBJECTIVE: To explore the experiences and needs of older nurses in relation to flexible working and the barriers and facilitators to implementation within workplaces.
BACKGROUND: An ageing nursing workforce and anticipated nursing workforce shortages require effective approaches to workforce retention.
METHODS: A mixed method approach (focus group and individual interviews) with nurses aged over 50 (n = 46) combined with analysis of district health board (DHB) flexible working policies.
RESULTS: Participants had a good understanding of flexible working and recognised the importance of balancing their own needs with those of their organisation. Participants had legitimate reasons for making requests and became frustrated when turned down. They recommended job sharing, shorter shifts, no night shift and greater recognition of their work to improve retention. There was discrepancy between organisational policy (where this existed) and implementation.
CONCLUSIONS: Organisations should review flexible working policies, ensuring these are understood and implemented at the unit level. Training of nurse managers is recommended.
CONCLUSIONS: Nurse managers must recognise the individual needs of nurses, be cognisant of workplace policies regarding flexible working, ensure these are implemented consistently and make the effort to recognise the work of older nurses.