Population aging, labour shortages and economic conditions are increasing concerns worldwide regarding retirement decisions of nurses. Although previous studies have examined factors influencing nurses’ retirement, limited research has explored how late-career female nurses perceive and experience the transition to retirement, particularly from a qualitative perspective, and how these perceptions reflect the current situation in healthcare settings. Hence, this study aims to fill this gap by exploring the perceptions of late-career female nurses about retirement and the interplay of personal, professional, social, and economic factors influencing their decisions. A phenomenological design was employed in the study. Data were collected through semi-structured interviews with 31 female nurses aged 45 or older who were actively working in clinical or managerial roles. Participants were selected using criterion and snowball sampling techniques. The interviews were analysed using thematic analysis with the support of MAXQDA software, following a structured process of data familiarization, initial coding, theme development, and reviewing and naming themes to systematically capture participants’ experiences. Reporting was conducted in accordance with the COREQ checklist to ensure methodological rigor (Appendix A). The analysis resulted in four main themes and eleven subthemes, revealing that retirement for late-career female nurses is a complex and multifaceted process. It is experienced both as a positive life transition, offering rest, financial security, and personal time, and as a challenging period marked by potential loss of identity, productivity, and social roles, highlighting the interplay of personal, professional, social, and economic drivers in shaping retirement decisions within healthcare settings. The study found that retirement decisions among late-career female nurses are influenced by workload, emotional and physical strain, financial and family considerations, and organizational support. Addressing these factors through age-sensitive policies, flexible work arrangements, and retirement preparation programs may facilitate smoother transitions and support workforce retention. Not applicable.
Aslan et al. (Wed,) studied this question.