School Life Experience of Male Nursing Students Reinstated at School after Military Service

Nam, Kyoung A; Kang, Kyeong Hwa; Moon, Seongmi

doi:10.5977/jkasne.2018.24.4.315

Cited by 2 publications

(1 citation statement)

References 19 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Male nurses were excluded because most were required to complete two years of military service during their college years in South Korea. Due to this military service, male nurses exhibit different patterns in interpersonal relationships, organizational adaption, and school-life adjustment compared to other students [ 41 , 42 ]. The analyses included 280 new nurses, 151 from Generation Y, and 129 from Generation Z (Figs.…”

Section: Methodsmentioning

confidence: 99%

How are new nurses satisfied with their jobs? From the work value perspective of Generations Y and Z nurses

Kim,

Lee

2024

BMC Nurs

View full text Add to dashboard Cite

Background Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective. Methods A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups. Results Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses’ job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations. Conclusions Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.

show abstract

Section: Methodsmentioning

confidence: 99%