Demographic diversity, value congruence, and workplace outcomes in acute care†
Article first published online: 29 FEB 2012
Copyright © 2012 Wiley Periodicals, Inc.
Research in Nursing & Health
Volume 35, Issue 3, pages 265–276, June 2012
How to Cite
Gates, M. G. and Mark, B. A. (2012), Demographic diversity, value congruence, and workplace outcomes in acute care. Res. Nurs. Health, 35: 265–276. doi: 10.1002/nur.21467
The authors wish to thank the anonymous reviewers, Associate Editor, and Editor for their thoughtful reviews of and suggestions for this manuscript. This research was supported in part by grants from the National Institute of Nursing Research (T32 NR088856 and 2R01NR03149).
- Issue published online: 6 MAY 2012
- Article first published online: 29 FEB 2012
- Manuscript Accepted: 10 FEB 2012
- job satisfaction;
- intent to stay
Nursing scholars and healthcare administrators often assume that a more diverse nursing workforce will lead to better patient and nurse outcomes, but this assumption has not been subject to rigorous empirical testing. In a study of nursing units in acute care hospitals, the influence of age, gender, education, race/ethnicity, and perceived value diversity on nurse job satisfaction, nurse intent to stay, and patient satisfaction were examined. Support was found for a negative relationship between perceived value diversity and all outcomes and for a negative relationship between education diversity and intent to stay. Additionally, positive relationships were found between race/ethnicity diversity and nurse job satisfaction as well as between age diversity and intent to stay. From a practice perspective, the findings suggest that implementing retention, recruitment, and management practices that foster a strong shared value system among nurses may lead to better workplace outcomes. © 2012 Wiley Periodicals, Inc. Res Nurs Health 35:265–276, 2012