Gerontology & Geriatric Research

Geriatric Nursing Pioneers: A Legacy that will Last

Vincenza Frisardi^* Department of Geriatrics, University of Bari, Bari BA, Italy
^*Correspondence: Vincenza Frisardi, Department of Geriatrics, University of Bari, Bari BA, Italy, Email:

Received: 02-Sep-2022, Manuscript No. jggr-23-19510; Editor assigned: 05-Sep-2022, Pre QC No. P-19510; Reviewed: 17-Sep-2022, QC No. Q-19510; Revised: 22-Sep-2022, Manuscript No. R-19510; Published: 29-Sep-2022, DOI: 10.35248/2167-7182.2022.11.632

INTRODUCTION

Many medical attendants have given unselfishly to propelling information to illuminate proof based gerontological nursing care, creating training projects to set up the gerontological nursing labor force, and executing inventive practice models to serve the exceptional requirements of more seasoned grown-ups. This article aims to honor these nurse leaders and pioneers and the contributions they made to the growth and expansion of gerontological nursing as a specialty. We provide a brief summary of their accomplishments and acknowledge that not everyone who has contributed to the specialty's expansion can be identified.

Description

The establishment/building blocks for gerontological nursing started over quite a while back and we celebrate as opposed to memorialize those people as we proceed with their vision. Irene Burnside PhD, RN (1910-2003) was a motivation to numerous ages of attendants in her spearheading work on helpful gathering work with older people utilizing life survey and memory. Many graduate students in the late used her book Nursing the Aged as their primary textbook. Doris Schwartz remembered for conducting some of the earliest research in gerontological nursing. She was the Coordinator of Nursing Education at the Ethel Percy Andrus Gerontology Center at the University of California, Los Angeles from she established Cornell's first program for gerontological nurse practitioners (GNPs). She was honoured as a Living legend by the American Academy of Nursing (AAN) in 1977 and was named a Living legend by the AAN in 1997. The Doris Swartz Award is presented annually by the Gerontological Society of America Many of the people discussed in this article [1].

Our research demonstrated that the relationship between work ability and self-rated job performance can be partially mediated by work-health balance. One of our hypotheses, however, was not supported, and work-health balance could not be regarded as a mediating factor between work capability and job performance as assessed by supervisors. By concentrating on the dynamics surrounding the balance between health and work demands for older manual workers, this study adds to the body of literature on extending working lives. We discovered that work ability influences how well employees think their jobs are going [2].

Only employees over the age of 50 were included in the study's sample, which only represented one sector of the economy. Also unknown is whether the sample was representative of the national or regional steel industry. Due to the difficulty of handing out paper-based surveys, the response rate was quite low we can infer that a bias in selection occurred and that only employees who were eager to support organisational initiatives gave an answer. Additionally, Italy's manufacturing industry is heavily politicised, and the project had the backing of the union. The notion that an employer might inquire about a worker's health is seen as highly sensitive and an invasion of their right to privacy [3].

The majority of the participants were men, so the gender imbalance is this study emphasises that for older manual workers, workhealth balance acts as a mediating factor between work ability and self-reported job performance. Contrarily, work-health balance does not mediate the impact of work ability on job performance as determined by supervisors. Additionally, there is a positive correlation between work ability and work-health balance and both measures of job performance; however, work ability is more highly correlated with supervisor-rated job performance than workhealth is with self-assessed job performance. These findings imply that there are various ways to improve job performance, depending on whether it is self- or supervisor-assessed. The work ability index and work-health balance questionnaire are helpful tools to use in organisational health promotion, according to the study's first practical implication [4,5].

Conclusion

Researchers and occupational health professionals have focused on the health status of older workers as a key factor in extending working lives. Health is more than just physical or mental problems or the evaluation of one's ability to work. The ability of employees to manage the demands on their health at work and maintain an active, sustainable, and responsible balance between various spheres, including work and health, is another aspect of employee well-being. This study demonstrates that management attention to employee well-being and widespread organisational support for health management are important factors in enhancing older workers' performance. The literature on healthy ageing at work and the viability of long working lives can both benefit from this study. It provides fresh insight.

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