AIM: To explore generational differences in job satisfaction. BACKGROUND: Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. METHOD: The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. RESULTS: In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. CONCLUSION: It is imperative to improve job satisfaction for younger generations of nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.
AIM: To explore generational differences in job satisfaction. BACKGROUND: Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. METHOD: The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. RESULTS: In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. CONCLUSION: It is imperative to improve job satisfaction for younger generations of nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.
Authors: Behdin Nowrouzi; Emilia Giddens; Basem Gohar; Sandrine Schoenenberger; Mary Christine Bautista; Jennifer Casole Journal: Int J Occup Environ Health Date: 2016-10-13
Authors: Catherine M Ludwig; Amaris N Geisler; Jennifer M Fernandez; Grace Battaglia; Cathy Andorfer; Molly A Hinshaw Journal: Int J Womens Dermatol Date: 2020-06-25