Evaluating the late career nurse initiative: a cross-sectional survey of senior nurses in Ontario

Authors

  • Diane Doran RN, PhD, FCAHS,

    Professor Emerita, Corresponding author
    1. Lawrence S. Bloomberg Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada
    • Correspondence

      Diane Doran

      Lawrence S. Bloomberg Faculty of Nursing

      University of Toronto

      155 College Street

      Toronto

      Ontario M8X 1A1

      Canada

      E-mail: diane.doran@utoronto.ca

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  • Lianne Jeffs RN, PhD,

    Director, Scientist, Assistant Professor
    1. Nursing/Clinical Research, Nursing Administration, St Michael's Hospital, Toronto, Ontario, Canada
    2. Keenan Research Centre, Li Ka Shing Knowledge Institute, St Michael's Hospital, Toronto, Ontario, Canada
    3. Nursing Health Services Research Unit, University of Toronto, Toronto, Ontario, Canada
    4. Lawrence S. Bloomberg Faculty of Nursing, Institute of Health Policy, Management and Evaluation, University of Toronto, Toronto, Ontario, Canada
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  • Paul Rizk MSc,

    Research Officer
    1. Nursing Health Services Research Unit, Toronto, ON, Canada
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  • Daniel R. Laporte MSc,

    Research Manager
    1. Nursing Health Services Research Unit, Toronto, ON, Canada
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  • Autumn Marie Chilcote MEd,

    Research Officer
    1. Nursing Health Services Research Unit, Toronto, ON, Canada
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  • Yu Qing Bai MSc

    Data Analyst
    1. Nursing Health Services Research Unit, Toronto, ON, Canada
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Abstract

Aim

This study evaluated the impact of the late career nurse initiative on nurse perceptions of their work environment, workplace burnout, job satisfaction, organisational commitment and intention to remain.

Background

The Ontario Ministry of Health and Long-Term Care introduced the late career nurse initiative with the goal of improving the retention of front-line nurses aged 55 and over by implementing a 0.20 full-time equivalent reduction of physically or psychologically demanding duties, enabling nurses to engage in special projects for the improvement of their organisations and patient care.

Methods

A sample of 902 nurses aged 55 and over from acute and long-term care facilities were surveyed using valid and reliable questionnaires.

Results

Nurses who had participated in the initiative did not differ significantly from those who had not in terms of workplace burnout, job satisfaction, length of service or intention to remain within their current organisation. The late career nurse initiative participants reported significantly higher perceptions of managers' ability, leadership and support and their level of participation in hospital affairs.

Conclusion

The late career nurse initiative was associated with perceived differences in nurses' work environment but not outcomes.

Implications for nursing management

Leaders need to pay attention to how late career nurses are selected and matched to organisational projects.

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