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J Nurs Manag. 2008 Nov;16(8):984-91. doi: 10.1111/j.1365-2834.2008.00911.x.

Attaining organizational commitment across different generations of nurses.

Author information

  • 1School of Nursing, University of Nevada, Las Vegas, NV, USA. lcarver@nu.edu

Abstract

AIM:

To inform nurse managers about the generational differences that exist among nurses, how it affects the work environment and how this information can be used to encourage organizational commitment.

BACKGROUND:

Every person is born into a generational cohort of peers who experience similar life experiences that go on to shape distinct generational characteristics. Thanks to delayed retirements, mid-life career changes, job re-entry and a small but significant group of younger graduates, the nursing profession is now experiencing four generations in the workforce: Veterans, Baby Boomers, Generation X and the Millennial Generation. At the same time, the literature on organizational commitment is expanding and can provide a compelling context through which to view generational differences among nurses.

IMPLICATIONS FOR NURSING MANAGEMENT:

As part of an overall strategy to increase organizational commitment, consideration of generational differences in nurses can be helpful in leading to increased job satisfaction, increased productivity and decreased turnover among staff. In the face of the global nursing shortage, managers should increase their knowledge of generational diversity just as they have with ethnic and cultural diversity in the past. Understanding how to relate to the different generations and tap into their individual strengths can lead to improved nursing work environments.

PMID:
19094111
[PubMed - indexed for MEDLINE]
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