Literature Review

Is Gen Z changing the culture of medicine? Medscape; by Kelly K. James; 7/9/25 ... In the workplace, Boomers are often assumed to have strong work ethics, while Millennials tend to value their free time more than preceding generations. While generational generalizations have shortcomings (as do all generalizations), the incoming crop of Gen Z doctors will likely affect the culture of medicine in significant ways. ...

Over half of older employees plan to work 'indefinitely' and never retire Money Magazine; by Amd Hardy; 8/11/25 Many retirement-age Americans are planning to continue working — forever. Some 51% of employed Americans 65 or older say they expect to work “indefinitely,” according to a recent report from Asset Preservation, a financial advisory firm. Meanwhile, about 6 in 10 respondents say they plan to work “at least five more years” before retiring, putting the earliest age they would consider retiring at 70. ... Why older Americans are working so late in life seems to be a fairly even split between necessity and choice. About one half works to cover basic living expenses, like food, health care and housing, while the other half chooses to work to stay mentally and physically active. Guest Editor’s Note, Mark Cohen: As many hospices are still trying to rebuild the ranks of their volunteers to pre-pandemic levels, this report indicates the challenges may continue to grow. It’s worth noting that half of the Boomers who say they will continue working past normal retirement age would do so out of choice and not economic necessity. That opens the door to demonstrating the value and rewards of volunteer service. And for those volunteer managers younger than Boomers, it’s important to keep in mind that, more than any other generation, Boomers define themselves and measure their success in life in large part by their work.

Demographic variations and temporal trends in hospice and palliative care fellowship matches in the United States Scientific Reports; by Aman Goyal, Samuel L. Flesner, Urooj Shamim, Sonia Hurjkaliani, Priya Goyal, Mohamed Daoud & Amir Humza Sohail; 8/8/25 ... In summary, the number of Hospice and Palliative Care fellowship training programs, positions, and applicants increased. Female applicants, compared to males, and White applicants, relative to their representation in all fellowships, accounted for a larger proportion of applications and had higher match rates. ... Future research should focus on initiatives to address challenges such as the underrepresentation of certain demographics in palliative care and the growing demand for trained professionals as the population ages. 

The path to the future may be the un-obvious: Top news stories, July 2025 Teleios Collaborative Network (TCN); podcast by Chris Comeaux with Cordt Kassner; 8/6/25 The future of hospice care hangs in the balance as providers navigate a perfect storm of challenges and opportunities. From financial pressures closing hospice houses to unprecedented Medicare fraud schemes, from technological disruption to changing consumer expectations – the hospice field stands at a critical inflection point that demands both reflection and action. Join hosts Chris Comeaux and Cordt Kassner as they delve into the latest trends and challenges in Hospice and Palliative Care, discussing key trends, challenges, and innovations shaping the field. This episode covers a wide range of topics, including the impact of healthcare layoffs, disruptive innovations, and the importance of disaster preparedness. 

Insurance companies’ Medicare pullback is here: Insurers are planning to scale back benefits, trim plans and exit from markets. Investors are cheering The Wall Street Journal; by David Wainer; 8/5/25 Many seniors enjoy the perks that come with Medicare Advantage. But those extras—like dental coverage and free gym memberships—are being scaled back. Insurers are cutting benefits and exiting from unprofitable markets, and Wall Street is cheering them on. Once rewarded by investors for rapid expansion in the lucrative privatized Medicare program, companies are now being applauded for showing restraint amid rising medical costs and lower government payments.

Burnout eases for doctors at every career stage as support rises American Medical Association (AMA); by Sara Berg; 7/22/25 Physician burnout is showing promising signs of decline, according to exclusive survey data from the AMA. The analysis reveals that burnout rates have fallen among physicians at every career stage after residency or fellowship training. At the same time, measures of job satisfaction and feeling valued in the workplace are on the rise—an encouraging shift that suggests meaningful progress in efforts to support physician well-being.  ... Nearly 18,000 responses from physicians across 43 states were received from more than 100 health systems and organizations that participated in the AMA Organizational Biopsy® last year. The AMA national physician comparison report—which is exclusive data to the AMA that is not published anywhere else—reflects 2024 trends on six key performance indicators—job satisfaction, job stress, burnout, intent to leave an organization, feeling valued by an organization and total hours spent per week on work-related activities ... 

Hospice East Bay workers to strike Tuesday KRON-4, Bay Area, CA; by Bay City News; 7/29/25 Hospice East Bay workers say they will strike Tuesday to protest spiking caseloads. Nearly 80 nurses, social workers, chaplains and bereavement counselors at Hospice East Bay joined the National Union of Healthcare Workers in 2023. The group said they’re still seeking their first contract after about 18 months of negotiations. The group said Friday in a statement they “are fed up with a severe understaffing of nurses and frustrated that management is bargaining in bad faith and refusing to enshrine existing patient care protocols into a contract before the hospice turns over control to an out-of-state chain.” 

Your secret weapon: How simple recognition fuels success HR Daily Advisor; by HR Daily Advisor Staff; 7/23/25 In today’s fast-moving work world, the key to winning isn’t just about cool tech or smart processes. It’s about truly putting people first. Dr. Meisha-Ann Martin, VP of People Research at Workhuman and speaker at SHRM 25, recently showed us just how powerful this can be. She highlighted that when done right, recognition isn’t just a nice gesture – it’s a game-changer for your entire company.

Post-acute care faces labor shortage amid immigration scrutiny Modern Healthcare, Post-Acute Care; by Diane Eastabrook; 7/23/25 Nursing homes and home care operators are scrambling to find replacements for foreign-born workers no longer eligible to work in the U.S. due to changes in immigration policy. Providers in Boston, Atlanta and other cities with large populations of immigrants, and Haitians in particular, say the loss of foreign-born workers in an already tight job market is making it increasingly difficult to meet the growing demand for care — and will likely drive up care costs. Last month the Homeland Security Department began notifying more than 500,000 Cubans, Haitians, Nicaraguans and Venezuelans that it terminated a Biden-era program that allowed them to live and work in the U.S. It said those who have not attained legal status to remain in the U.S. outside of the program must leave immediately. Despite court challenges, the federal government also aims to end another program in early September that grants temporary protected status to Haitians and Venezuelans who have lived in the U.S. for more than a decade. [Full access might require subscription.]

Systems lean into nurse educator initiatives Becker's Clinical Leadership; by Mariah Taylor; 7/18/25 There is a key driver behind the nationwide shortage of nurses: a severe nurse faculty shortage. To solve both shortages, more systems and nursing programs are creating formal venues to enlarge the nurse educator pipeline. Like the nurse shortage, universities and nursing programs are facing a nurse faculty shortage that has reduced their capacity to accept and train students. Too few nurses are pursuing advanced degrees and becoming educators in the field, according to the American Association of Colleges of Nursing. So systems are developing programs that boost interest and remove barriers for nurses who want to teach. These programs — many of which launched in the last year — range in commitment and scale. Here are a few examples: ...

[Norway] iLIVE volunteer study: Volunteer and healthcare professional perceptions of newly developed hospital end-of-life-care volunteer services, in five countriesPalliative Medicine; Tamsin McGlinchey, Stephen Mason, Grethe Skorpen Iversen, Dagny Faksvåg Haugen, Inmaculada Ruiz Torreras, Pilar Barnestein Fonseca, Miša Bakan, Berivan Yildiz, Ruthmarijke Smeding, Anne Goossensen, Agnes van der Heide, John Ellershaw; 5/25Volunteer services that provide direct support to patients receiving palliative and end-of-life care in hospitals are new and developing, but little is known about the use and experience of such services from key stakeholders. 20 Volunteers and 20 healthcare professionals were recruited. Three overall themes were generated: (1) Volunteers provided 'unique, distinct, 'community' support' bringing familiarity to an unfamiliar, medically focussed environment. (2) Volunteers were able to 'establish a connection centred on 'being there' within the acute hospital environment' despite the fast paced and highly changeable environment. (3) Through 'relational interactions adapted to the individual person' volunteers attended to patients' existential and emotional needs. These services confer benefits that are transferrable across cultures and countries, 'fusing' formal care with the informal visiting of family or friends, attending to patients' existential needs.

Health equity starts at home: Renewing the heart of nursing  Minority Nurse; by Michelle Cortez Adams; 7/10/25 ... I started my nursing career in the ICU, told (as many of us are) that hospital experience was a must. And while the work was meaningful, it wasn’t fulfilling. My patients were often unconscious. My goal was to stabilize and transfer them. I never got to know their stories, their families, or whether they ever found healing beyond discharge. That changed when I moved into home hospice and then home health care. This shift taught me that home nursing is not only a career path—it’s a calling. I saw the impact of my work every day. I helped clients reach personal goals, not just clinical benchmarks. I was welcomed into their lives by name. I wasn’t just preserving life—I was restoring it. Home health care reminded me why I became a nurse in the first place: to form real connections, to bring comfort and dignity, and to care for the whole person—body, mind, and spirit.