Generational preferences in the nursing work environment: A dimensional concept analysis

Campbell, Caitlin Marley; Patrician, Patricia A.

doi:10.1111/jonm.13024

Cited by 17 publications

(23 citation statements)

References 35 publications

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“…Despite the need to better understand and be more responsive to different nurse types (i.e., RNs and LPNs) [ 23 , 24 ], nurses are often treated as an undifferentiated group [ 2 , 18 ]. Studies of workplace factors considered important to different generations of nurses have shown that professional practice environments are highly important for all generational groups [ 26 ]; however, preferences for the level and type of engagement differ. Havens et al [ 25 ] noted that nurses over 67 years were the most engaged in the rural workplace.…”

Section: Introductionmentioning

confidence: 99%

The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

et al. 2021

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Background Although much research has focused on nurses’ retirement intentions, little is known about nurses who formally retire yet continue to practice, particularly in rural and remote settings where mobilization of all nurses is needed to assure essential health services. To optimize practice and sustain the workforce stretched thin by the COVID-19 pandemic, it is necessary to understand what it means for retired registered nurses (RNs) and licensed practical nurses (LPNs) to work after retirement. This study explored what nursing practice means for RNs and LPNs who have formally retired but continue to practice in rural and remote communities. Methods A pan-Canadian cross-sectional survey conducted in 2014–2015 of nurses in rural and remote Canada provided data for analysis. Textual responses from 82 RNs and 19 LPNs who indicated they had retired but were occasionally employed in nursing were interpreted hermeneutically. Results Retired nurses who continued to practice took on new challenges as well as sought opportunities to continue to learn, grow, and give back. Worklife flexibility was important, including having control over working hours. Nurses’ everyday practice was inextricably tied up with their lives in rural and remote communities, with RNs emphasizing serving their communities and LPNs appreciating community recognition and the family-like character of their work settings. Conclusions Retired nurses who continue to work in nursing see retirement as the next phase in their profession and a vital way of engaging with their rural and remote communities. This study counters the conventional view of retaining retired nurses only to combat nursing shortages and alleviate a knowledge drain from the workplace. Rural and remote nurses who retire and continue working contribute to their workplaces and communities in important and innovative ways. They can be characterized as dedicated, independent, and resilient. Transitioning to retirement in rural and remote practice can be re-imagined in ways that involve both the community and the workplace. Supporting work flexibility for retired nurses while facilitating their practice, technological acumen, and professional development, can allow retired nurses to contribute their joy of being a nurse along with their extensive knowledge and in-depth experience of nursing and the community.

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Section: Introductionmentioning

confidence: 99%

The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

et al. 2021

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“…Highest scores were found in the two subareas of Working Welfare and Motivating Factors of Work aggregated by country and by generation. In the U.S., leadership styles, compensation, interpersonal communication and support are associated with a favourable view of the workplace among all generations (Campbell & Patrician, 2020). Job satisfaction among Italian nurses is strongly influenced by leadership styles (Ghislieri et al, 2019; Morsiani et al, 2017), adequate staffing and ability to perform nursing work exclusively (Sasso et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Workplace characteristics can impact job satisfaction and turnover in nurses of all generations (Campbell & Patrician, 2020), and perceptions of nursing work in general may vary between generational cohorts (S. Stevanin et al, 2018). The three primary generations in the nursing workforce were defined for this study as: Baby Boomers (born 1945–1964), Generation X (born 1965–1980) and Generation Y or Millennials (born 1981–2000), to be consistent with our previous work (S. Stevanin et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Job satisfaction and generational nursing characteristics among registered nurses in the United States, Italy and Finland: Results of a survey study

Sanner-Stiehr

Stevanin

Mikkonen

et al. 2021

J Nursing Management

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Aims The aim of this study is to describe job satisfaction and multigenerational nursing characteristics between nurses in the United States, Italy and Finland. Background Job satisfaction and work characteristics may be viewed differently among nurses of different generations and countries. Methods Data were collected on the Kuopio University Hospital Job Satisfaction Scale and Multidimensional Nursing Generations Questionnaire. A total of 1,433 usable surveys were returned and analysed using multivariate analysis of variance. Results Nurses in the United States were most satisfied in all subareas of job satisfaction. Across all generations and countries, Leadership scores were most consistent. Results did not show any generational similarities on job satisfaction or generational work characteristics that held constant across all countries. Scores on dimensions indicating intergenerational conflict were highest in the United States and lowest in Finland. Measures indicating good intergenerational relationships and teamwork were highest in Finland and lowest in the United States. Conclusions Country impacted job satisfaction and multigenerational characteristics more than generational cohort. Implications for Nursing Management Nurse managers and leaders leading multigenerational teams occupy a pivotal role in multigenerational teamwork and attitudes toward change.

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“…Thirty-eight studies and reports were included in the review. 6,9,11,13,14, They were published between 2010 13,33,42,43 and 2020, 26,44,55 and the countries included England, 28,37 New Zealand, 30,38 Finland, 9,50 Australia, 14,36,48 Canada, 27,35,42,43,46,52,53 and the US. 6,11,13,[23][24][25][26]29,[31][32][33][34][39][40][41]44,45,47,49,51,54,55 The studies and reports consisted of 13 quantitative 13,14,29,31,32,…”

Section: Characteristics Of Included Studies/reportsmentioning

confidence: 99%

Retention strategies and barriers for millennial nurses: a scoping review

McClain

Palokas

Christian

et al. 2021

JBI Evidence Synthesis

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The objectives of this scoping review were to explore the existing literature related to millennial nurseretention strategies and barriers, to examine and conceptually map the evidence, to extract any differences between Generation Y and Generation Z nurses, and to identify any gaps in the literature. Introduction:The millennial generation has become the largest group of nurses in the workforce. As nursing leaders grow to understand this generation's tendency to change employers frequently, organizations need to identify and implement strategies and reduce barriers to retain this generation as employees.Inclusion criteria: Studies and reports including registered nurses born between 1980 and 2000 with any level of education preparation and in any setting or geographical location were included. Studies and reports that examined nurse-retention barriers and strategies were considered for inclusion. This review considered experimental and quasi-experimental study designs, analytical observational studies, case-control studies, analytical cross-sectional studies, descriptive observational studies, systematic reviews and meta-analyses, qualitative studies, and text and opinion papers. Methods:The review was conducted in accordance with the JBI methodology for scoping reviews. Studies and reports written in English after 2010 were included. The databases searched included MEDLINE, CINAHL, Embase, Scopus, Ovid HealthStar, and PsycINFO. The search for unpublished studies and reports included MedNar and ProQuest Dissertations and Theses. Eligible studies and reports underwent data extraction by two independent reviewers using a tool created by the authors. Along with a narrative summary, results are presented in a diagrammatic format that aligns with the review objectives and questions.Results: Thirty-eight publications were included in the review. Strategies for millennial nurse retention were provided in 21 publications, barriers were provided in two publications, and 15 publications provided both strategies and barriers. No publications provided information on the differences between Generation Y and Generation Z. The findings from this scoping review were grouped into five concepts, with strategies and barriers for millennial retention identified for each of the concepts. Concepts identified included leadership, work environment, professional growth, professional fatigue, and self-actualization. Conclusions:The current evidence base shows that barriers to and strategies for millennial nurse retention commonly focus on the work environment and the relationships between nursing leadership and the bedside nurse. A preliminary scan of the evidence indicates that creating a healthy work environment that is collaborative, fair, flexible, challenging, and provides opportunities for growth may keep millennial nurses engaged. Having nursing leadership that models these values and leads by example may help millennial nurses to feel safe and supported; however, due to the methodology employed in this review, further rigorous res...

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Generational preferences in the nursing work environment: A dimensional concept analysis

Cited by 17 publications

References 35 publications

The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

Job satisfaction and generational nursing characteristics among registered nurses in the United States, Italy and Finland: Results of a survey study

Retention strategies and barriers for millennial nurses: a scoping review

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