Understanding Generation Y Hospital Nurses' Job Satisfaction Factors: A Survey in an Acute Care Hospital in Taiwan

2.50
Hdl Handle:
http://hdl.handle.net/10755/201888
Type:
Presentation
Title:
Understanding Generation Y Hospital Nurses' Job Satisfaction Factors: A Survey in an Acute Care Hospital in Taiwan
Abstract:
(41st Biennial Convention)                                                                                                          Understanding Generation Y hospital nurses’ job satisfaction factors: a survey in an acute care hospital in Taiwan  Abstract BACKGROUND: Nursing workforce is described as multigenerational including Baby Boomers, Generation X and Generation Y. Among these, Generation Y has entered nursing and has gradually formulated one major generation cohort of nursing workforce. To successfully retain these hospital nurses, understanding each generational cohort nurses’ job satisfaction factors is fundamentally important. Especially, Generation Y was said that they might leave if their expectations and needs were not fulfilled.   Nevertheless, research focusing on Generation Y hospital nurses’ work support and job satisfaction factors has been rarely undertaken so far. OBJECTIVES: The aims of this study were to examine the Generation Y inpatient nurses’ job satisfaction factors. METHODS: we conducted a descriptive, cross-sectional survey at an acute care hospital in Taiwan. By using convenience sampling, 247 Generation Y nurses participated in this survey. The Taiwan version of the Individual Workload Perception Scale-revised (IWPS-R) and the Muller and McCloskey Satisfaction Scale (MMSS) were used to measure nurses’ work support and job satisfaction. RESULTS: the Generation Y hospital nurses valued manager support, peer support, workload, and clinical unit as essential components to job satisfaction. In particular, manager support was reported not only as important but also as the most significant predictor of job satisfaction. This means that the Millennium nurses who had supportive manager were more likely to be satisfied with their jobs. Pay, however, was not a salient factor in predicting the Generation Y hospital nurses’ job satisfaction. CONCLUSIONS: Studying the work environmental factors that satisfy inpatient nurses is imperative for nurse administrators to clearly reflect what their nurse staffs like and dislike, in order to establish a positive work environment for Generation Y hospital nurses.  
Keywords:
job satisfaction; Generation Y nurse; support
Repository Posting Date:
11-Jan-2012
Date of Publication:
4-Jan-2012
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleUnderstanding Generation Y Hospital Nurses' Job Satisfaction Factors: A Survey in an Acute Care Hospital in Taiwanen_GB
dc.identifier.urihttp://hdl.handle.net/10755/201888-
dc.description.abstract(41st Biennial Convention)                                                                                                          Understanding Generation Y hospital nurses’ job satisfaction factors: a survey in an acute care hospital in Taiwan  Abstract BACKGROUND: Nursing workforce is described as multigenerational including Baby Boomers, Generation X and Generation Y. Among these, Generation Y has entered nursing and has gradually formulated one major generation cohort of nursing workforce. To successfully retain these hospital nurses, understanding each generational cohort nurses’ job satisfaction factors is fundamentally important. Especially, Generation Y was said that they might leave if their expectations and needs were not fulfilled.   Nevertheless, research focusing on Generation Y hospital nurses’ work support and job satisfaction factors has been rarely undertaken so far. OBJECTIVES: The aims of this study were to examine the Generation Y inpatient nurses’ job satisfaction factors. METHODS: we conducted a descriptive, cross-sectional survey at an acute care hospital in Taiwan. By using convenience sampling, 247 Generation Y nurses participated in this survey. The Taiwan version of the Individual Workload Perception Scale-revised (IWPS-R) and the Muller and McCloskey Satisfaction Scale (MMSS) were used to measure nurses’ work support and job satisfaction. RESULTS: the Generation Y hospital nurses valued manager support, peer support, workload, and clinical unit as essential components to job satisfaction. In particular, manager support was reported not only as important but also as the most significant predictor of job satisfaction. This means that the Millennium nurses who had supportive manager were more likely to be satisfied with their jobs. Pay, however, was not a salient factor in predicting the Generation Y hospital nurses’ job satisfaction. CONCLUSIONS: Studying the work environmental factors that satisfy inpatient nurses is imperative for nurse administrators to clearly reflect what their nurse staffs like and dislike, in order to establish a positive work environment for Generation Y hospital nurses.  en_GB
dc.subjectjob satisfactionen_GB
dc.subjectGeneration Y nurseen_GB
dc.subjectsupporten_GB
dc.date.available2012-01-11T10:58:22Z-
dc.date.issued2012-01-04en_GB
dc.date.accessioned2012-01-11T10:58:22Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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