Leading and Managing an Intergenerational Workforce

Dols, Jean Dowling; Landrum, Peggy; Wieck, K. Lynn

doi:10.1891/1078-4535.16.2.68

Cited by 34 publications

(75 citation statements)

References 6 publications

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“…Living through particular historical or environmental events contributes to a generation sharing the same beliefs and attitudes (Strauss and Howe, 1991). These common beliefs and values have implications for multigenerational work environments, with research illustrating significant differences in the career aspirations and expectations between different generation cohorts (Zemke et al, 2000;Hu et al, 2004;Dols et al, 2010). Wilson et al (2008) have shown intergenerational disparity in nursing staff retention, with markers of job satisfaction, including pay and benefits, rated higher by Baby Boomers than Generation X or the Millennials.…”

Section: An Inter-generational Workforcementioning

confidence: 99%

Retaining new graduate nurses in practice; under-pinning the theory of reciprocal role modelling with ‘routinisation’ theory and transition shock

Hoare

2015

Soc Theory Health

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This manuscript discusses two extant theories that are pertinent to retaining new graduate nurses in practice and applies the new theory of reciprocal role modelling to them. Transition shock was first postulated by Boychuk Duchscher, who theorised that the real life world of clinical practice was so far removed from a nurse's educational preparation in College or University that it caused the attrition of some nurses from the profession. In addition, Chambliss described the process of routinisation into hospital life and nursing work in his book Beyond caring, which was the result of 15 years of ethnographic observation in a hospital. Some nurses never become routinised to nurses' work. Both of these theories support the grounded theory of reciprocal role modelling, that describes how new graduate nurses are mentored by experienced practice nurses (EPNs) into general practice in New Zealand. Unexpectedly new graduate nurses become role models to the EPNs showing them how to access information and continuing professional development material using modern technology. Acknowledging transition shock and the concept of routinisation and providing an environment in health-care organisations where reciprocal role modelling can occur, may result in the retention of younger nurses in the workforce.

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Section: An Inter-generational Workforcementioning

confidence: 99%

Retaining new graduate nurses in practice; under-pinning the theory of reciprocal role modelling with ‘routinisation’ theory and transition shock

Hoare

2015

Soc Theory Health

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“…This condition helps the groups to face situations which change constantly, assisting in the recognition of those in whom one can trust and on whom one can rely in order to overcome difficulties (10)(11) .…”

Section: Motivation For Taking On the Management Positionmentioning

confidence: 99%

Motivations, contradictions and ambiguities in the leadership of nurses in management positions in a university hospital

Dall'Agnol

Moura

Magalhães

et al. 2013

Rev. Latino-Am. Enfermagem

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Objective: to analyze the contradictions and ambiguities which permeate nurses' motivation for exercising leadership in management positions, in a university hospital. Method: this study has a qualitative approach and is exploratory and descriptive, and used a total of 33 semi-structured interviews which were submitted to thematic analysis. Results: the information converged on five categories: Motivation to take on a management position; The view of nursing managers on the exercising of leadership; The emblematic aspect of working with people; Leadership in nursing -mediatory and conciliatory; Time: a dilemma between managing and caring. Conclusion: leading people can be both a great encouragement, and an impeding aspect, bearing in mind the nuances of teamwork and the complexity of the context in which this process is constructed. In addition to this, conciliatory and mediatory attitudes are shown to be fundamental for a healthy and productive organizational atmosphere; however, the lack of time was indicated as a dilemma between managing and caring. the preservation of anonymity, and the right of free participation was assured, without this being able to lead to embarrassment or any prejudice to the participants. Results and DiscussionThe surveying, exploration and interpretation of the material resulted in five categories, described below.

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“…KH theorized that a nurse without obvious leadership traits in a role where she provided assistance to the general practitioner, who had not undertaken any postgraduate study and who was of the older 'baby boomer generation 16 ' may not have the same attitude to GNs as EPN2. KH theorized that this positive attitude towards best practice and information use was a property of 'embracing graduate nurses'.…”

Section: Kh 'And How Do You Find Them (Gn's) In Terms Of Their Informmentioning

confidence: 99%

Sifting, sorting and saturating data in a grounded theory study of information use by practice nurses: A worked example

Hoare

Mills

Francis

2012

Int J of Nursing Practice

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The terminology used to analyse data in a grounded theory study can be confusing. Different grounded theorists use a variety of terms which all have similar meanings. In the following study, we use terms adopted by Charmaz including: initial, focused and axial coding. Initial codes are used to analyse data with an emphasis on identifying gerunds, a verb acting as a noun. If initial codes are relevant to the developing theory, they are grouped with similar codes into categories. Categories become saturated when there are no new codes identified in the data. Axial codes are used to link categories together into a grounded theory process. Memo writing accompanies this data sifting and sorting. The following article explains how one initial code became a category providing a worked example of the grounded theory method of constant comparative analysis. The interplay between coding and categorization is facilitated by the constant comparative method.

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Leading and Managing an Intergenerational Workforce

Cited by 34 publications

References 6 publications

Retaining new graduate nurses in practice; under-pinning the theory of reciprocal role modelling with ‘routinisation’ theory and transition shock

Retaining new graduate nurses in practice; under-pinning the theory of reciprocal role modelling with ‘routinisation’ theory and transition shock

Motivations, contradictions and ambiguities in the leadership of nurses in management positions in a university hospital

Sifting, sorting and saturating data in a grounded theory study of information use by practice nurses: A worked example

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