To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55-65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses.

To address the challenges of demographic aging, governments and organizations encourage extended working lives. This study investigates how individual health- and age-related workplace factors contribute to preferred, expected and actual retirement timing, as well as to the congruency between preferences vs. expectations, and preferences vs. actual retirement. We used data from a representative Swedish longitudinal sample comprising 4058 workers aged 50-64, with follow-up data regarding actual retirement timing available for 1164 respondents. Multinomial logistic regression analyses suggest that later preferred, expected, and actual retirement timing were, to different extent, influenced by better health, an age-friendly workplace and feeling positive regarding the future at work. Emotional exhaustion, age-related inequalities at work and experiencing aging as an obstacle increased the likelihood of preferring to retire earlier than one expected to, over retiring at the time one expected to. Those with better health and positive work prospects were less likely to prefer retiring earlier than they expected to, and more likely to being \"pulled toward working until 65 and beyond\", compared to being \"pulled toward early retirement\". Experiencing aging as an obstacle decreased the chances of being \"pulled toward working until 65 and beyond\". The results provide insights on how to facilitate extended working lives.

BACKGROUND: In times of extending working lives, it is relevant to understand why, today, most workers leave employment long before regular retirement age. Financial factors have been central for explaining retirement timing, yet their impact seems rather complicated. This study explores the motivation to keep working, in relation to the economic household conditions among older workers and it investigates the impact of socio-demographic, individual and work factors on the motivation to keep working (MTW), again differentiated by economic household condition.
METHODS: Based on data from wave three (2018) of the lidA Cohort Study, a representative interview study of socially insured employees born in 1959 or 1965 in Germany, descriptives and linear regression analyses were performed among 2835 employed participants. For all analyses, the sample was divided into five household equivalized net income groups.
RESULTS: The groups with low and second lowest income were most motivated to work longer, followed by those with the highest income. The lowest income group exhibited most adverse scores for work indicators and health. Furthermore, in this group, MTW was unrelated to physical and mental health indicating that the comparably high motivation may be driven by financial imperatives.
CONCLUSIONS: The findings indicate that many workers with low income may find themselves forced to extend their working life, irrespective of their health. This requires increased attention by research as well as policy. Policy might have to acknowledge group specific negative side effects of regulations effectively extending working lives.

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 global imperative to respond to the challenge of a growing \'old-age dependency ratio\' by ensuring the workforce is healthy enough to remain in work for longer. Currently more than half of older workers leave before the default retirement age, and in some countries (e.g. the UK), the time spent in retirement is increasing. At the same time across Europe, there is a gender employment gap, with 14.5% fewer female workers between 55-64 years old, and a large variation in the participation of older women in the workforce (ranging from 30-75%). As older women are under-represented in the workforce, increasing employment in this group has the propensity to go some way towards reducing the old-age dependency ratio to ensure continued economic growth.
OBJECTIVE: This review explores the barriers and facilitators to extended working lives in Europe, particularly those that impact on women.
METHODS: A systematic mapping review process was undertaken using four electronic databases, MEDLINE, PsychoINFO, PsychEXTRA via Ovid and AgeLine via EBSCO, using the terms, \'work\', \'ageing\', \'retirement\', \'pension\', \'old\', \'barrier\', \'extended working life\', \'gender\' and \'health and well-being\'. Hand searching was also carried out in the International Journal of Aging and Human Development and the International Journal of Aging and Society.
RESULTS: The search resulted in 15 English language studies published from 1st January 2005 to the current date that met the inclusion criteria.
RESULTS: The key factors that influenced decisions to retire or extend working lives in Europe were health, social factors, workplace factors, and financial security and pension arrangements.
UNASSIGNED: Health was found to be the most commonly cited barrier to extended working lives in Europe, and a number of social inequalities to work exist by gender. Structural factors exist, such as the gender pay gap, which disadvantages women, while the nature of work itself differs by gender and can have a negative impact on health. Currently, women tend to exit the labour market earlier than men; however, changes in the state pension age are resulting in women being required to work for as long as men, in most countries. For women to remain healthy at work, workplaces need to consider a range of interventions, including flexible arrangements to both work and retirement to enable women to balance the demands of work with domestic and caring responsibilities that particularly impact on them.