Schmidt C E, Möller J, Schmidt K, Gerbershagen M U, Wappler F, Limmroth V, Padosch S A, Bauer M
Kliniken der Stadt Köln gGmbH, Akademische Lehrkrankenhäuser der Universität zu Köln, Universität Witten-Herdecke, Neufelder Str. 34, 51067, Köln, Deutschland.
Anaesthesist. 2012 Jul;61(7):630-4, 636-9. doi: 10.1007/s00101-012-2055-8.
Demographic changes in Germany are leading towards a decrease of the population from the current 82 million to 74 million in the year 2050. As a consequence the shortage of qualified staff will be aggravated and intensifying recruiting efforts will increase competition among employers. An alternative is to utilize the potential of jobholders older than 55 years, the so-called generation 55 +. However, little is known about the hospital workforce generation 55 +.
An internet search was conducted using google.de, yahoo.de and altavista.de for "generation 55 + and medicine" and "demographics, personnel and hospital" In Medline/pubmed a search was conducted for the key words "aging workforce" (949 sources) and in combination with AND "doctors" (134 sources), "demographic changes", "staff" (794 sources) as well as for "generation 55 + AND doctors" (312 sources). Finally, sources from reputable public institutions and academic medical societies were analyzed. The data were sorted by main categories and relevance for hospitals. Statistical analysis was done mainly using descriptive measures.
From initially more than 530,000 sources, a total of 289 studies and reports on the topic were plotted. There was no evidence for a negative correlation between age and work ability or fitness. Jobholders senior to 55 years can be divided into the "economic miracle generation" and into the so-called baby-boomers. Both groups have differences in values, communication needs and leadership requirements. They jointly prefer direct communication and seek appreciation for their experience on the job.
Generation 55 + is not asking for an upscaled position in hospitals. They expect respect and appreciation for their sound experience of work and life. Generation 55 + wants to be integrated and sought after. Keeping these employees fit, motivated and qualified is a sound approach to fight the foreseeable shortage of qualified staff in hospitals.
德国的人口结构变化正导致其人口数量从目前的8200万减少至2050年的7400万。因此，合格员工的短缺将加剧，招聘力度的加大也会增加雇主之间的竞争。一种替代方法是挖掘55岁以上在职人员的潜力，即所谓的“55+一代”。然而，人们对医院中的“55+一代”劳动力知之甚少。
使用google.de、yahoo.de和altavista.de在互联网上搜索“55+一代与医学”以及“人口统计学、人员与医院”。在Medline/pubmed中，搜索关键词“老龄化劳动力”（949条来源），并与“医生”（134条来源）、“人口结构变化”、“员工”（794条来源）以及“55+一代与医生”（312条来源）组合搜索。最后，对来自知名公共机构和学术医学协会的资料进行分析。数据按主要类别和与医院的相关性进行分类。统计分析主要采用描述性方法。
从最初的530,000多条来源中，共筛选出289项关于该主题的研究和报告。没有证据表明年龄与工作能力或健康状况之间存在负相关。55岁以上的在职人员可分为“经济奇迹一代”和所谓的婴儿潮一代。这两组在价值观、沟通需求和领导要求方面存在差异。他们共同倾向于直接沟通，并希望因其工作经验而得到认可。
“55+一代”并不要求在医院中获得更高的职位。他们期望因其丰富的工作和生活经验而得到尊重和认可。“55+一代”希望被接纳并受到重视。让这些员工保持健康、积极性和资质是应对医院中可预见的合格员工短缺的合理方法。
