Examining the Potential to Generalize An Age Management Model to Aging RN's Physically Demanding Careers

The research area of interest addressed the issues related to the effective retention of older Registered Nurses (RNs) in the healthcare industry. The problem this study addressed is whether Znidarsic and Dimovski's theoretical age management model is generalizable to older nurses in their physically demanding profession. Znidarsic and Dimovski stated their model was effective in practice with empirical research conducted in corporate settings to retain older skilled workers; however, the model was not applied to physically demanding workforce sectors. A theoretical problem existed because it was unknown if this model would support retention of older skilled nurses in their strenuous profession. The purpose of this study was to evaluate the perceived feasibility and desirability of the six fields of action comprising the theoretical comprehensive age management model intended to retain older workers, when the model was applied to the physically demanding nursing profession. This was accomplished by evaluating the impact of RNs' perceptions of feasibility and desirability on potential change in retirement age. The research study used a correlational design and a quantitative methodology. The study had 123 survey participants. The sample came from a pool of five hospitals from one healthcare system in New York State, United States. A random stratified sampling method was used with RNs age 45 years to 65 years old. The findings revealed four variables that had significant relationships with change in retirement age: increasing knowledge sharing practices (B= -.154, t= -3.216, p=.002) and creating a culture that embraces older workers and honors experience (B= -.185, t= -2.413, p=.018) had significant negative relationships, while eliminating manual patient handling for RNs (B=.110, t=2.897, p=.005) and health promotion and work-related disease prevention programs (B=.182, t=2.654, p=.009) had significant positive relationships. The change in retirement age beyond anticipated retirement was 5-9 years. The test statistics for desirability alone were not significant enough to state that they predicted change in retirement age (F=1.626, p>.05). However, the combination of test statistics for desirability and practicality were significant to predict change in retirement (F=2.129, p=.005). This research made a significant contribution to the literature as the first comprehensive theoretical age management model for aging RNs that demonstrates a significant positive change in retirement age. It would be recommended that future study be broadened to a national level incorporating numerous healthcare systems.