Retaining the Millennial Generation: Intergenerational Teams in the Healthcare Setting

2.50
Hdl Handle:
http://hdl.handle.net/10755/155245
Type:
Presentation
Title:
Retaining the Millennial Generation: Intergenerational Teams in the Healthcare Setting
Abstract:
Retaining the Millennial Generation: Intergenerational Teams in the Healthcare Setting
Conference Sponsor:Sigma Theta Tau International
Conference Year:2007
Author:Landrum, Peggy, PhD, RN, CS
P.I. Institution Name:Texas Woman's University
Title:Associate Clinical Professor
Co-Authors:K. Lynn Wieck, PhD, FAAN and Jean Dols, PhD, RN, CNAA-BC, CHE
[Research Presentation] The purpose of this project was a generational assessment of job satisfaction, work environment, and desired characteristics of managers in an effort to improve nurse retention. Using a non-experimental triangulation design, data were collected through an online survey (n=1773) and two focus groups. Quantitative data included measures of job satisfaction and perceptions of safety; the Nurse Manager Desired Traits survey; and the Nursing Work Index - Revised. áQualitative data came from a focus group with nurses from larger, metropolitan hospitals and one with nurses from smaller, more rural hospitals. The satisfaction with work environment scores for the whole group (n=1773) were high. Subscale scores showed highest satisfaction with nurse/physician relationships, and lowest satisfaction with nurse control of practice.á A specific satisfaction question showed that younger nurses were less satisfied with their work environments than those over age 40.á Safety concerns were expressed by forty percent (40%) who believe that they or their nurse colleagues are put in the position of being at risk for injury every day. One-third of Millennial nurses plan to leave their job within 2 years.áOver two-thirds intend to be gone within five years. The Gen X nurses also plan to leave in large numbers, with a quarter of them planning to leave within 2 years and over 40% planning to be gone within 5 years. In general, 61% plan to leave their current jobs within 10 years.áFive general areas of concern emerged from two focus groups: transitioning from student to nurse; managing difficult staffing conditions; maintaining morale; dealing with safety matters; and, building relationships that enhance teamwork. Open-ended survey questions revealed concern with pay, bonuses and incentives, and staffing. Major recommendations are: 1) create model managers; 2) empower staff nurse councils; 3) stabilize staffing; 4) revamp incentives; and, 5) focus on safety.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleRetaining the Millennial Generation: Intergenerational Teams in the Healthcare Settingen_GB
dc.identifier.urihttp://hdl.handle.net/10755/155245-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Retaining the Millennial Generation: Intergenerational Teams in the Healthcare Setting</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2007</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Landrum, Peggy, PhD, RN, CS</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Texas Woman's University</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Associate Clinical Professor</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">plandrum@mail.twu.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">K. Lynn Wieck, PhD, FAAN and Jean Dols, PhD, RN, CNAA-BC, CHE</td></tr><tr><td colspan="2" class="item-abstract">[Research Presentation] The purpose of this project was a generational assessment of job satisfaction, work environment, and desired characteristics of managers in an effort to improve nurse retention. Using a non-experimental triangulation design, data were collected through an online survey (n=1773) and two focus groups. Quantitative data included measures of job satisfaction and perceptions of safety; the Nurse Manager Desired Traits survey; and the Nursing Work Index - Revised. &aacute;Qualitative data came from a focus group with nurses from larger, metropolitan hospitals and one with nurses from smaller, more rural hospitals. The satisfaction with work environment scores for the whole group (n=1773) were high. Subscale scores showed highest satisfaction with nurse/physician relationships, and lowest satisfaction with nurse control of practice.&aacute; A specific satisfaction question showed that younger nurses were less satisfied with their work environments than those over age 40.&aacute; Safety concerns were expressed by forty percent (40%) who believe that they or their nurse colleagues are put in the position of being at risk for injury every day. One-third of Millennial nurses plan to leave their job within 2 years.&aacute;Over two-thirds intend to be gone within five years. The Gen X nurses also plan to leave in large numbers, with a quarter of them planning to leave within 2 years and over 40% planning to be gone within 5 years. In general, 61% plan to leave their current jobs within 10 years.&aacute;Five general areas of concern emerged from two focus groups: transitioning from student to nurse; managing difficult staffing conditions; maintaining morale; dealing with safety matters; and, building relationships that enhance teamwork. Open-ended survey questions revealed concern with pay, bonuses and incentives, and staffing. Major recommendations are: 1) create model managers; 2) empower staff nurse councils; 3) stabilize staffing; 4) revamp incentives; and, 5) focus on safety.</td></tr></table>en_GB
dc.date.available2011-10-26T13:40:06Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T13:40:06Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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