Several conceptual frameworks have been used to research the aging of the nursing workforce. The theoretical model of personal and organizational factors and outcomes, developed by Schaefer and Moos (1991), was one of the frameworks used during this literature review. This framework suggests that personal system and job stressors influence the association between organizational system, morale, and job performance (Atencio, Cohen, & Gorenberg, 2003). This model suggests that individual system and job stressors influence the relationship between organizational schema, morale, and job performance. Occupational stressors combined with individual organizational and system factors induce coping responses and result in retention 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 stay in the workforce. These variables consist of leadership characteristics, nurse characteristics, system characteristics, and job characteristics. The main objective of this model was to research the influence that leadership uniqueness has on a nurse's intention to remain employed rather than retire. Results showed that control over nursing practice, situational stress, and manager characteristics had implicit effects on older nurses' intention to remain employed ( Cranley & Tourangeau, 2005 ). Karasek and Theorell's (1990) Demand-Control model was an additional conceptual framework noted. in reviewing the literature on the aging nursing workforce. This portrayal implies that intense job strain and the opportunity to make decisions contribute to job strain and lead… halfway through the job… to leaving the nursing profession or retiring from the job. Throughout the research, several key elements have been established that lead these nurses to feel the need to retire and include: burnout, physical demands, mental health, connection to the organization, hours worked, organizational culture, work intensity and requirements tax. Organizations are beginning to establish evidence-based strategies in an effort to retain older nurses. Human resources is beginning to formulate policies and procedures to meet the needs of these older nurses, which focus on their safety, stress levels, preferred work environment, schedule, and job satisfaction. The ability to delay the retirement of these nurses or create career paths that help ease the transition to a different work setting could help alleviate the nursing shortage over the next decade.