A variety of conceptual frameworks have been used to conduct research on the aging nursing workforce. The theoretical model of organizational and personal factors and outcomes, developed by Schaefer and Moos (1991), was one of the contexts used in this literature review. This framework suggests that the personal system as well as job stressors affect the association between the organizational system and morale and job performance (Atencio, Cohen, & Gorenberg, 2003). This model suggests that the individual system as well as job stressors influence the relationship between organizational schema, morale, and job performance. Occupational stressors combined with individual organizational and systemic factors induce coping responses and the retention outcome of the older nurse (Schaefer & Moos, 1991). Another theoretical model used was the conceptual model of intention to stay by Boyle et al. (1999). This model describes four variables that shape a nurse's plan to maintain their job. These variables include leadership characteristics, nurse characteristics, system characteristics, and work characteristics. The primary objective of this model was to investigate the influence of leadership uniqueness on a nurse's intention to remain employed or retire. Results showed that control over nursing practice, situational stress, and manager characteristics had implicit effects on older nurses' intention to stay employed (Cranley & Tourangeau, 2005). Karasek and Theorell's (1990) demand control model was an additional conceptual framework noted in the literature review on the aging nursing workforce. This representation implies that intense job strain and decision-making opportunities contribute to job strain and lead...... middle of paper ...... separation from nursing or retirement from nursing work. Several key elements were established throughout the research that lead these nurses to feel the need to retire, including: burnout, physical demands, mental health, connections to the organization, hours worked , organizational culture, work intensity and financial requirements. Organizations are beginning to establish evidence-based strategies in an effort to retain older registered nurses. Human resources is beginning to formulate policies and procedures to meet the needs of these aging nurses, which focus on their safety, stress levels, preferred work setting, schedule and job satisfaction. The ability to delay the retirement of these nurses or create career pathways that ease the transition to a different work environment could help alleviate the nursing shortage over the next decade..