Chung Stephanie M
Alumna of Kean University, where she is now a professor, and Virginia Fitzsimons is Professor and Executive Director, School of Nursing, Kean University, New Jersey, USA.
Br J Nurs. 2013;22(20):1173-9. doi: 10.12968/bjon.2013.22.20.1173.
Generation Y is commonly defined as those people born between 1980 and 2000, now aged in their 20s and 30s. Their grandparents experienced post-World War II reconstruction, their parents the economic boom of the 1980s. There are currently 81 million individuals in the Generation Y cohort in the USA, making it the second-largest, and possibly most influential, cohort since World War II (Manion, 2009). Members of Generation Y are diverse, technologically advanced and vocal about their opinions. They tend to resist traditional hierarchy, want recognition/reward for achievements and distrust institutions. Knowing these characteristics is useful for nurse managers, preceptors and team members working with members of Generation Y. Studies have proven that Generation Y is challenging the nursing workforce through rapid turnover (Cogin, 2012). This article explores a theoretical model that predicts retention and/or turnover of nurses in light of Generation Y behaviours and motivators-for example, moving from agency to agency rather than devoting many years to a single practice. Further research is needed to find out whether these behaviours and motivators are unique to Generation Y alone.
Y 一代通常被定义为出生于 1980 年至 2000 年之间的人群，如今年龄在二三十岁。他们的祖父母经历了二战后的重建，他们的父母经历了 20 世纪 80 年代的经济繁荣。美国目前 Y 一代人群有 8100 万，使其成为二战以来第二大且可能最具影响力的人群（马尼恩，2009 年）。Y 一代成员具有多样性、技术先进且敢于表达自己的观点。他们往往抵制传统等级制度，希望因成就获得认可/奖励，并且不信任机构。了解这些特征对于与 Y 一代成员共事的护士管理者、带教老师和团队成员很有用。研究证明，Y 一代通过快速更替给护理劳动力带来了挑战（科金，2012 年）。本文探讨了一个理论模型，该模型根据 Y 一代的行为和动机（例如，频繁更换工作机构而非在单一机构长期工作）来预测护士的留用和/或离职情况。还需要进一步研究以确定这些行为和动机是否仅为 Y 一代所独有。
