Older nurses in Singapore: Factors associated with attitudes towards extending working life. (December 2016)

• Record Type: Journal Article
• Authors: Ang, Shin Yuh; Ayoob, Salimah Binte Mohd; Hussain, Nurshifa Binte Shaik; Uthaman, Thendral; Adenan, Hezlin; Chiang, Patsy; Ong, Lay Teng; Fong, Mew Keng; Ostbye, Truls
• Is Part Of: Proceedings of Singapore healthcare. Volume 25:Number 4(2016)
• Page Start: 222
• Page End: 229
• Publication Date: 2016-12
• Subjects: Motivators -- older nurses -- re-employment -- retirement; Medical care -- Singapore -- Periodicals; Medical care; Singapore; Periodicals; 362.1095957
• DOI: 10.1177/2010105816655553
• Languages: English
• ISSNs: 2010-1058

Abstract

Aims: We aim to determine associations between demographic variables, motivation to work, economic factors, work demands and organisational attitudes towards older workers and whether nurses want to extend working life. Background: Singapore's ageing workforce, coupled with the government's enactment of re-employment legislation, calls for attention on older nurses' concerns and views about working longer. Methods: A cross-sectional survey with nurses aged 50 and above was conducted. Results: Data from 355 respondents was analysed. Malay nurses were significantly less likely (OR 0.3, 95%CI 0.1–0.6) than Chinese nurses to want to work longer. Financing one's retirement, societal trends in postponing retirement and physical capability to continue working were factors significantly associated with older nurses' decisions to extend working life. Conclusion: Approximately 40% of older nurses in Singapore want to work up to and above age 65. Race, societal attitudes and economic factors contribute in older nurses' decisions on retirement. Implications for nursing management: Given an ageing workforce and manpower shortage, it is important for nurse managers and higher authorities to devise strategies to keep nurses in the workforce as long as possible. This study highlights concerns and attitudes of older nurses towards extending working life, and could inform future planning of strategies to retain older nurses.