Job satisfaction among a multigenerational nursing workforce
Article first published online: 24 JUL 2008
© 2008 The Authors. Journal compilation © 2008 Blackwell Publishing Ltd
Journal of Nursing Management
Volume 16, Issue 6, pages 716–723, September 2008
How to Cite
WILSON, B., SQUIRES, M., WIDGER, K., CRANLEY, L. and TOURANGEAU, A. (2008), Job satisfaction among a multigenerational nursing workforce. Journal of Nursing Management, 16: 716–723. doi: 10.1111/j.1365-2834.2008.00874.x
- Issue published online: 4 SEP 2008
- Article first published online: 24 JUL 2008
- Accepted for publication: 15 February 2008
- job satisfaction;
- nursing management;
- work environment
Aim To explore generational differences in job satisfaction.
Background Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches.
Method The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components.
Results In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y.
Conclusion It is imperative to improve job satisfaction for younger generations of nurses.
Implications for Nursing Management Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.