The Multidimensional Nursing Generations Questionnaire: development, reliability, and validity assessments

Abstract

The Multidimensional Nursing Generations Questionnaire is a useful tool to measure the characteristics of different generations of nurses and to develop management strategies tailored to those generations.

Psychometric validation of the Multidimensional Nursing Generations Questionnaire (MNGQ)

“…A sixth factor in the current model (CFA 6), Work propensity and availability , was constructed from certain items in the 3 PCA components that were removed, Presenteeism and work propensity , Intention to leave and Flexibility and availability . Two items in CFA factor 6 were reverse‐scored in the final CFA solution because they were part of a PCA component worded negatively initially (component 7) (Stevanin et al, ) and subsequently, were part of a group of items in CFA 6 worded positively (Table S1). Therefore, the final six CFA factors were: (a) Conflicts between generations (10 items); (b) Patient safety view (10 items); (c) Relationships between generations (8 items), which was renamed Relationships issues between generations to improve the description of the construct it measures; (d) Working as a multigenerational team (6 items); (e) Orientation to change (7 items); and (f) Work propensity and availability (7 items).…”

“…This follow‐up study was conducted using a different sample of nurses than that in the preliminary validation (Stevanin et al, ) with the goals to validate the MNGQ’s factorial structure and investigate the relations among its CFA factors and background variables through SEM analysis.…”

“…The MNGQ, developed according to the Generational Theory and the preliminary findings of a mixed‐method systematic review (Stevanin et al, ), is an instrument that consists of 54 items identified through principal component analysis (PCA) and explores eight different domains: (a) Conflicts between generations ; (b) Patient safety view ; (c) Relationships between generations ; (d) Working as a multigenerational team ; (e) Orientation to change ; (f) Presenteeism and job propensity ; (g) Intention to leave ; and (h) Flexibility and availability (Stevanin et al, ). Its first section is structured to help respondents define their generation through descriptions of generational cohorts, whereas the last collects demographic information.…”

“…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, ).…”

“…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, ). Such aspects as views on leadership and patient safety, different ways to approach technology and changes in the work environment also remain to be addressed thoroughly (Stevanin et al, ).…”