Workplace‐related generational characteristics of nurses: A mixed‐method systematic review

Abstract

Although several studies reported methodological limitations and conflicting findings, generational differences in nurses' job attitudes, emotional, practice and leadership factors should be considered to enhance workplace quality.

Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses

“…This study tests a theoretical model of the relationship between organizational job stressors and negative emotions and professional commitment among novice nurses. Different models such as the original Job Demands‐Resources Model (JD‐R model; Demerouti, Bakker, Nachreiner, & Schaufeli, ) focus on the impact of job stressors and resources on burnout and also several studies have linked job stressors to turnover intentions and burnout (see for a recent review Stevanin, Palese, Bressan, Vehviläinen‐Julkunen, & Kvist, ) and discussed potential turnover factors (Currie & Carr Hill ). Little is known, however, about the type of stressors that especially elicit negative emotions and about the mechanisms behind their effect.…”

Psychometric validation of the Multidimensional Nursing Generations Questionnaire (MNGQ)

“…Based on this premise, studies on nursing generations’ work life are grounded on the presupposition that registered nurses (RNs) of different generations are present in the workplace simultaneously and have distinctive traits that largely are stable over time depending on the generation to which they belong. The three generations that predominate in today's nursing workforce are ‘Baby Boomers’ (1945–1964, BB), ‘Generation X’ (1965–1980, Gen X) and ‘Generation Y’ (1981–2000, Gen Y, also known as ‘Millennials’ or ‘Nexters’) (Stevanin, Palese, Bressan, Vehvilainen‐Julkunen, & Kvist, ).…”

“…Numerous studies have been conducted on nursing generations in the past two decades, some of which have reported contrasting findings (Stevanin et al, ), such as no statistically significant differences across BB, Gen X and Y with respect to intention to stay (Keepnews, Brewer, Kovner, & Shin, ), BB with a higher and Gen Y a lower intention to leave (Brunetto et al, ) or Gen X more prone to change their job frequently than BB (Leiter, Jackson, & Shaughnessy, ). This has led to criticism of the Generational Theory over the years and some researchers consider it a concept too broad to use to predict and explain workplace behaviours and expectations, whereas several authors consider it a useful theoretical basis to explain and predict a given age group's workplace behaviour (Brunetto et al, ).…”

“…Furthermore, quantitative studies on nursing generations have used several instruments, but only some were published, validated, or tested in advance (Stevanin et al, ). Moreover, very few were designed to investigate nursing workforces (Stevanin et al, ) and none was designed specifically to investigate generational differences in nursing (Stevanin et al, ).…”

“…Furthermore, quantitative studies on nursing generations have used several instruments, but only some were published, validated, or tested in advance (Stevanin et al, ). Moreover, very few were designed to investigate nursing workforces (Stevanin et al, ) and none was designed specifically to investigate generational differences in nursing (Stevanin et al, ). Thus, the literature continues to lack information about the way nursing generations relate to each other, their approach to patient safety, certain aspects related directly to nursing care and change and any possible differences related to different cultures and countries (Stevanin et al, ).…”