AIM(S): This paper examines the contrasting role of work values for nurses from two generations: Baby Boomers and Generation X. BACKGROUND: Differences among nurses regarding core values pertaining to their work has a potential to influence the quality of their work life. These differences may have implications for their vulnerability to job burnout. EVALUATION: The analysis is based upon questionnaire surveys of nurses representing Generation X (n = 255) and Baby Boomers (n = 193) that contrasted their responses on job burnout, areas of work life, knowledge transfer and intention to quit. KEY ISSUE(S): The analysis identified a greater person/organization value mismatch for Generation X nurses than for Baby Boomer nurses. Their greater value mismatch was associated with a greater susceptibility to burnout and a stronger intention to quit for Generation X nurses. CONCLUSION(S): The article notes the influence of Baby Boomer nurses in the structure of work and the application of new knowledge in health care work settings. Implications for recruitment and retention are discussed with a focus on knowledge transfer activities associated with distinct learning styles. IMPLICATIONS FOR NURSING MANAGEMENT: Understanding value differences between generations will help nursing managers to develop more responsive work settings for nurses of all ages.
AIM(S): This paper examines the contrasting role of work values for nurses from two generations: Baby Boomers and Generation X. BACKGROUND: Differences among nurses regarding core values pertaining to their work has a potential to influence the quality of their work life. These differences may have implications for their vulnerability to job burnout. EVALUATION: The analysis is based upon questionnaire surveys of nurses representing Generation X (n = 255) and Baby Boomers (n = 193) that contrasted their responses on job burnout, areas of work life, knowledge transfer and intention to quit. KEY ISSUE(S): The analysis identified a greater person/organization value mismatch for Generation X nurses than for Baby Boomer nurses. Their greater value mismatch was associated with a greater susceptibility to burnout and a stronger intention to quit for Generation X nurses. CONCLUSION(S): The article notes the influence of Baby Boomer nurses in the structure of work and the application of new knowledge in health care work settings. Implications for recruitment and retention are discussed with a focus on knowledge transfer activities associated with distinct learning styles. IMPLICATIONS FOR NURSING MANAGEMENT: Understanding value differences between generations will help nursing managers to develop more responsive work settings for nurses of all ages.