Generational effect on nurses’ work values, engagement, and satisfaction in an acute hospital

Abstract

Background The present nursing workforce comprises four generational of nurses working side–by–side. While such a generation blend adds invaluable diversity to the workforce, it also brings added complexity. The study aimed to describe and summarise work values and attitudes of four nursing generations, namely Baby boomers, Generation X, Y and Z. Method A cross-sectional questionnaire study was adopted. A total of 778 nurses from an acute hospital in Singapore completed the online questionnaire. The Work Value and Attitude scale measuring seven constructs (Work Centrality, Non-compliance, Technology Challenge, Work life balance, leadership, Power, and Recognition) was employed for data collection. Results The Cronbach’s alpha was 0.714 for the overall instrument. Statistically significant differences amongst the four generations of nurses emerged in the Work Value and Attitude scale in the construct of non-compliance (p = 0.007), technology challenge (p = 0.027), work-life balance (p < 0.001), and recognition (p < 0.001). No statistically significant differences were noted for the rest of the constructs. Discussion and conclusion The findings of this study highlight that differences in work values and attitudes exist among nurses of different generations. Generation X are less likely to challenge the conventional norm and supervisors. Generation Y and Z are the most tech-savvy generations and can adapt quickly to new technology. There is also a greater emphasis on work-life balance as the generation gets younger. Generation Y and Z nurses perceived that younger nurses do not get due respect and recognition from their colleagues. Acknowledging the generational differences in work values and attitudes can facilitate nursing management to tailor strategies to improve individual and organisation performance while creating a work environment that enhances intergeneration harmony and teamwork.

The significance and challenges of turnover and retention of millennial professionals

“…Recent studies further exemplify this inconsistency. For example, in the realm of work values research, Kalleberg and Marsden (2019) offer contrasting findings compared to Rani and Samuel (2016) and Tan and Chin (2023), who observed generational differences. Similarly, Tan and Chin (2023) identified generational distinctions when examining workplace attitudes, whereas Cucina et al (2018) reported conflicting results.…”

“…In contrast, Kowske et al (2010) challenged this notion, arguing that the perceived generational differences do not justify the substantial costs of tailoring interventions for each generation. To date, this research continues to be a topic of interest, exemplified by the recent study conducted by Tan and Chin (2023).…”

Confronting punishment of errors with a “Just Culture” environment

“…For the first time in recent history, most of the nursing workforce at the bedside are newly graduated nurses. 13 Although the Just Culture model is an accepted model of responding to errors in many healthcare organizations, it is not yet accepted in nursing education. Most nursing education programs have policies and guidelines that align more with a punitive culture, 8 not one of Just Culture despite the position statements from the ANA and the National League for Nursing calling for the application of Just Culture in academic settings.…”

Effects of a Serious Smartphone Game on Nursing Students' Theoretical Knowledge and Practical Skills in Adult Basic Life Support: Randomized Wait List–Controlled Trial

“…A noticeable generational shift is evident in health care systems, both in Europe and abroad, characterized by the increasingly common employment of younger individuals. These younger future health care employees bring a higher proficiency in technology and information literacy [10,11], attributes cultivated from growing up in an era dominated by modern technology [12]. Technology-enhanced learning (TEL) approaches, developed to improve adult BLS knowledge and skill retention, ultimately aim to increase out-of-hospital cardiac arrest (OHCA) survival [8].…”