Retaining Nurses and Other Hospital Workers: An Intergenerational Perspective of the Work Climate

Abstract

New nurses will benefit from strategies aimed at supporting their career advancement in the workplace.

Generation-Common and-Specific Factors in Intention to Leave Among Female Hospital Nurses: A Cross-Sectional Study Using a Large Japanese Sample

“…Previous studies in Western countries have suggested that generational work values and attitudes differ and change as people grow older [27]. Such generational differences in work attitude (e.g., intent to continue working, job satisfaction, intention to quit) were also observed on not only in Western countries' hospital workers and nurses [19,28,29] but also in our participants, Japanese female hospital nurses. The age composition of staff nurses varies with each hospital; thus, our findings on the generation-common risk factors (i.e., effort and over-commitment) and the factors reducing intentions to leave (i.e., money reward, the presence of a role model, and social support) among female hospital nurses will provide fruitful suggestions for managers and employers in hospital workplaces with different age compositions when considering countermeasures to avert nurse turnover.…”

“…The number of employed nursing professionals increased by 0.3 million from continue working, job satisfaction, intention to quit) are also observed among hospital workers and nurses [19,28,29].…”

“…Researchers in Western countries have noted the characteristics of different generations [19,27,29]: baby boomers (strong values, loyalty, work ethic, recognition from authority, etc. ), generation X (arguably the best-educated generation, with most achieving higher educational attainment than their parents; loyal to their jobs without compromising work-life balance; etc.…”

“…This finding may derive from the characteristics and work values of the generation (having strong values, loyalty, a strong work ethic, seeking recognition from authority, etc. ), which are shared by both Western countries and Japan [19,25,31]. A study of generational differences that compared 27-40-year-olds in 1974 to 27-40-year-olds in 1999, and compared 41-65-year-olds in the same time frame, found that employees had become less convinced that work should be an important part of life; this change in values was reflected even within cohort groups as they aged [27].…”

“…A study of generational differences that compared 27-40-year-olds in 1974 to 27-40-year-olds in 1999, and compared 41-65-year-olds in the same time frame, found that employees had become less convinced that work should be an important part of life; this change in values was reflected even within cohort groups as they aged [27]. Additionally, nursing studies in Western countries noted generational differences in attitudes and characteristics [19,28,29]; for example, generation Y obtained significantly lower scores on the 'Challenge' scale than baby boomers [19]. The Japanese government also reported similar conditions [24].…”