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Related Experiment Videos

Generational differences in acute care nurses.

Kimberley Widger1, Christine Pye, Lisa Cranley

  • 1Faculty of Nursing, University of Toronto, Toronto, ON. kim.widger@utoronto.ca

Nursing Leadership (Toronto, Ont.)
|May 3, 2007
PubMed
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Generational differences impact nurse recruitment and retention. Baby Boomers reported higher job satisfaction and lower burnout, while Generation Y experienced higher burnout, highlighting needs for tailored management strategies.

Area of Science:

  • Nursing Workforce Studies
  • Organizational Psychology
  • Human Resources Management

Background:

  • Generational differences in values and expectations may influence nursing recruitment and retention.
  • Understanding these differences is crucial for addressing challenges in the nursing profession.

Purpose of the Study:

  • To explore generational differences among nurses in Ontario, Canada.
  • To identify variations in characteristics, employment circumstances, and work environment perceptions across different generations of nurses.

Main Methods:

  • A descriptive study design was employed.
  • Data from 8207 registered nurses and registered practical nurses from the 2003 Ontario Nurse Survey were analyzed.
  • Respondents were categorized into Baby Boomers, Generation X, and Generation Y based on birth year.

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Main Results:

  • Significant generational differences were observed in work patterns, hospital types, job satisfaction, and burnout levels.
  • Baby Boomers primarily worked full-time day shifts and reported higher job satisfaction with lower burnout.
  • Generation Y nurses were more prevalent in teaching hospitals and exhibited higher burnout, particularly emotional exhaustion and depersonalization.

Conclusions:

  • Nurse managers can leverage generational differences to develop targeted interventions for improved recruitment and retention.
  • Tailoring strategies to meet the distinct needs and values of each generation is essential for workforce management.