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

Abstract

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.

The Relationship of Nursing Teamwork and Job Satisfaction in Hospitals

“…Job satisfaction among nurses in Iceland has been measured high ( Gunnarsdóttir et al, 2009 ), and in a recent study including data from seven countries around the world, Icelandic nurses were the most satisfied with their current position as well as with their role ( Burmeister et al, 2019 ). A recent study including nurses from the US, Italy, and Finland, with the aim of identifying the difference in job satisfaction and multigenerational nursing characteristics between countries and generations, indicated a significant difference between nurse job satisfaction between countries and multigenerational characteristics, but not between generations ( Sanner-Stiehr et al, 2021 ). These findings are a manifesto about how complex the phenomenon of job satisfaction is as it does not only depend on the nature of the job, but also on the expectations people have about their job ( Lu et al, 2012 ) which again may depend on a number of different factors.…”

“…Job satisfaction seems to differ significantly between countries ( Burmeister et al, 2019 ; Sanner-Stiehr et al, 2021 ). In Iceland, nurses’ job satisfaction is known to be high ( Burmeister et al, 2019 ; Gunnarsdóttir et al, 2009 ), and indications are that number of variables contribute to nurses’ job satisfaction, not least job stress and support from nurse unit managers (NUMs) ( Flygenring & Sveinsdóttir, 2014 ), but the extent to which teamwork contributes to job satisfaction of nursing staff in Iceland has not been studied previously.…”

Extending ageing nurses' working lives: A mixed‐methods systematic review

“…Continuing to work voluntarily after retirement age can have several benefits for nurses, including enhanced self‐worth, intellectual stimulation, the experience of significant work and social interaction (Kaewpan & Peltzer, 2019). Although it is well known that baby boomer nurses are more engaged in working life than their younger counterparts (Hisel, 2020) and report good levels of well‐being at work, efforts are still needed to ensure healthy working environments for younger nurses (Sanner‐Stiehr et al, 2021). Nursing is associated with a high risk of accidents and somatic and mental disorders (Geiger‐Brown & Lipscomb, 2010), which became particularly important during the COVID‐19 pandemic (Llop‐Gironés et al, 2021).…”

Work values and communication styles among Generation X, Y, and Z nurses: A cross‐sectional study

“…The notion that differences exist between the generations and the commonalities within the same generation originated from the German sociologist Karl Mannheim in 1928 (Mannheim, 2005). Generational differences that appear when multiple generations are mixed in organizations can be a fundamental cause of conflict (Aurilio, 2017; Sanner‐Stiehr et al., 2021). However, there are also generational commonalities because previous generations pass on their culture and knowledge to the next generation.…”

“…Therefore, Korean nurses can be considered suitable participants to examine intergenerational differences and commonalities in work values and communication styles without the influence of cultural factors relatively. Moreover, the nursing workforce is composed of 57%−75% BB and Generation X in the United States (Sanner‐Stiehr et al., 2021), whereas Generation Y and Z are the majority in Korea (Korean Nursing Association, 2019). The retirement age for workers, including nurses in hospitals in Korea, is 60, and BB nurses (born 1954−1963 in Korea) are not the majority because they have been retiring.…”