Simone Stevanin1, Alvisa Palese2, Valentina Bressan3, Katri Vehviläinen-Julkunen1,4, Tarja Kvist1. 1. Department of Nursing Science, Faculty of Health Sciences, University of Eastern Finland, Kuopio, Finland. 2. School of Nursing, Department of Medical Sciences, Udine University, Udine, Italy. 3. Udine University Hospital, Udine, Italy. 4. Kuopio University Hospital, Kuopio, Finland.
Abstract
AIMS: The aim of this study was to describe and summarize workplace characteristics of three nursing generations: Baby Boomers, Generations X and Y. BACKGROUND: Generational differences affect occupational well-being, nurses' performance, patient outcomes and safety; therefore, nurse managers, administrators and educators are interested increasingly in making evidence-based decisions about the multigenerational nursing workforce. DESIGN: Mixed-method systematic review. DATA SOURCES: Medline, CINAHL, PsycINFO and Scopus (January 1991-January 2017). REVIEW METHODS: (1) The Joanna Briggs Institute's method for conducting mixed-method systematic reviews; (2) the Preferred Reporting Items for Systematic Reviews and Meta-Analyses and (3) the Enhancing Transparency in Reporting the Synthesis of Qualitative Research guidelines. The studies' methodological quality was assessed with the Mixed-Methods Appraisal Tool. Quantitative and mixed-method studies were transformed into qualitative methods using a convergent qualitative synthesis and qualitative findings were combined with a narrative synthesis. RESULTS: Thirty-three studies were included with three main themes and 11 subthemes: (1) Job attitudes (work engagement; turnover intentions, reasons for leaving; reasons, incentives/disincentives to continue nursing); (2) Emotion-related job aspects (stress/resilience; well-being/job satisfaction; affective commitment; unit climate; work ethic) and (3) Practice and leadership-related aspects (autonomy; perceived competence; leadership relationships and perceptions). Baby Boomers reported lower levels of stress and burnout than did Generations X and Y, different work engagement, factors affecting workplace well-being and retention and greater intention to leave compared with Generation Y, which was less resilient, but more cohesive. CONCLUSION: Although several studies reported methodological limitations and conflicting findings, generational differences in nurses' job attitudes, emotional, practice and leadership factors should be considered to enhance workplace quality.
AIMS: The aim of this study was to describe and summarize workplace characteristics of three nursing generations: Baby Boomers, Generations X and Y. BACKGROUND: Generational differences affect occupational well-being, nurses' performance, patient outcomes and safety; therefore, nurse managers, administrators and educators are interested increasingly in making evidence-based decisions about the multigenerational nursing workforce. DESIGN: Mixed-method systematic review. DATA SOURCES: Medline, CINAHL, PsycINFO and Scopus (January 1991-January 2017). REVIEW METHODS: (1) The Joanna Briggs Institute's method for conducting mixed-method systematic reviews; (2) the Preferred Reporting Items for Systematic Reviews and Meta-Analyses and (3) the Enhancing Transparency in Reporting the Synthesis of Qualitative Research guidelines. The studies' methodological quality was assessed with the Mixed-Methods Appraisal Tool. Quantitative and mixed-method studies were transformed into qualitative methods using a convergent qualitative synthesis and qualitative findings were combined with a narrative synthesis. RESULTS: Thirty-three studies were included with three main themes and 11 subthemes: (1) Job attitudes (work engagement; turnover intentions, reasons for leaving; reasons, incentives/disincentives to continue nursing); (2) Emotion-related job aspects (stress/resilience; well-being/job satisfaction; affective commitment; unit climate; work ethic) and (3) Practice and leadership-related aspects (autonomy; perceived competence; leadership relationships and perceptions). Baby Boomers reported lower levels of stress and burnout than did Generations X and Y, different work engagement, factors affecting workplace well-being and retention and greater intention to leave compared with Generation Y, which was less resilient, but more cohesive. CONCLUSION: Although several studies reported methodological limitations and conflicting findings, generational differences in nurses' job attitudes, emotional, practice and leadership factors should be considered to enhance workplace quality.
Authors: Alyne Leite Gomes Nogueira; Denize Bouttelet Munari; Luana Cássia Miranda Ribeiro; Ana Lúcia Queiroz Bezerra; Lucieli Dias Pedreschi Chaves Journal: Rev Lat Am Enfermagem Date: 2019-10-07
Authors: Peter Van Bogaert; Danny Van Heusden; Stijn Slootmans; Ingrid Roosen; Paul Van Aken; Guy H Hans; Erik Franck Journal: BMC Health Serv Res Date: 2018-10-03 Impact factor: 2.655