Martin Erik R, Kallmeyer Robert
Author Affiliations: Executive Clinical Director (Dr Martin), Heart and Vascular, The Christ Hospital Health Network; and Associate Professor (Dr Kallmeyer), The Christ College of Nursing and Health Sciences, Cincinnati, Ohio.
J Nurs Adm. 2018 Jul/Aug;48(7-8):368-374. doi: 10.1097/NNA.0000000000000631.
The purpose of this study was to explore how generational differences contribute to challenges in recruiting the next generation of talent into nursing administration roles.
The current workforce is aging. Nursing administrative roles, which for the purpose of this study are defined as nurse managers, are increasingly difficult to fill with leaders from upcoming Generations X and Y.
A descriptive, nonexperimental study was undertaken using a convenience sample. An electronic survey was distributed to explore the impact a set of interventions would have on recruiting into nursing administration roles. Then differences between generations were analyzed.
Respondents indicated 45% of the interventions have a moderate to high impact on their consideration for a position in administration. Statistical significance between generations was identified on 4 interventions related to work-life harmony.
Fiscally conservative interventions exist to assist hospital administrators with succession planning among nurse managers. When recruiting Generations X and Y candidates, interventions supporting work-life harmony should be emphasized.
本研究旨在探讨代际差异如何导致在招募下一代人才担任护理管理职位方面面临挑战。
当前劳动力队伍正在老龄化。本研究中，护理管理职位（定义为护士长）越来越难由即将到来的X世代和Y世代的领导者来填补。
采用便利抽样进行描述性非实验研究。发放电子调查问卷，以探讨一系列干预措施对招募护理管理职位人员的影响。然后分析代际之间的差异。
受访者表示，45%的干预措施对他们考虑担任管理职位有中度到高度影响。在与工作生活平衡相关的4项干预措施上发现了代际之间的统计学差异。
存在财政保守型干预措施，以协助医院管理人员进行护士长的继任规划。在招募X世代和Y世代候选人时，应强调支持工作生活平衡的干预措施。
