Nurses' generational stereotypes and self-stereotypes: a cognitive study

Abstract

PurposeThe present research offers insights into the generational stereotypical beliefs that different generations of nurses hold about the own and the other generations and the implications on the work floor.Design/methodology/approachThis cross-sectional, exploratory study employs a cognitive mapping approach known as the repertory grid. The sample consisted of 15 Generation Y, 15 Generation X and 15 Baby Boomer nurses.FindingsBeliefs of nurses about their own and the other generations direct social categorization and generational stereotypes of the in-group and out groups. These stereotypes mold nurses' beliefs and attitudes towards their coworkers and are enacted leading to self-fulfilling prophecies. Especially Generation Y and Baby Boomer nurses are negatively stereotyped and have their ways to deal with these negative stereotypes.Practical implicationsNurses and their managers who hold generational stereotypes may unknowingly create cliques within an organization and adopt behaviors and expectations based on generational (self-) stereotypes. The author offers noteworthy insights for fostering intergenerational synergies amongst nurses, which are important since the level of interdependent relations amongst nurses required to provide care.Originality/valueThe present study moves away from the research about the typical characteristics of nurses across the generational workforce. Instead, mental models about how different generations of nurses construe their coworkers belonging to different generations including their own generation are drawn. Employing the repertory grid technique (RGT), an established method for uncovering people's personal and collective belief systems, the present study shows how generational stereotyping and self-stereotyping among nurses belonging to varying generational cohorts occurs and debates its implications.

Organizational climate and interpersonal interactions among registered nurses in a neonatal intensive care unit: A qualitative study

“…Some participants in our study commented that turnover decreased their motivation to train and get to know new arrivals, who might soon leave anyway. Not knowing one's colleagues of different degrees of seniority well can perpetuate stereotypical views of one's own as well as other generations and polarization within the group (Van Rossem, 2021 ).…”