Kim Eunkyung, Kim Heejung, Lee Taewha
College of Nursing, Eulji University, 712 Dongil-Ro, Uijeongbu-Si, Gyeonggi-Do, 11759, South Korea.
Mo-Im Kim Nursing Research Institute, College of Nursing, Yonsei University, 50-1 Yonsei-Ro, Seodaemun-Gu, Seoul, 03722, South Korea.
BMC Nurs. 2024 Apr 20;23(1):252. doi: 10.1186/s12912-024-01928-7.
Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective.
A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups.
Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses' job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations.
Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.
工作满意度在塑造人力资源战略中起着至关重要的作用，因此在多个学科领域都引起了广泛关注。在护理领域，提高工作满意度有助于防止劳动力短缺。工作价值观和与工作相关的特征是工作满意度的重要预测因素。然而，随着年轻一代加入护理队伍，这些因素的影响可能会发生变化。尽管关于不同代际在工作价值观方面的共性和差异的研究越来越多，但关于工作价值观与工作满意度之间相互作用的代际差异的信息却不足。本研究从工作价值观的角度调查了各代际群体中新护士工作满意度的相关因素。
从毕业生职业流动调查中选取了280名新护士（151名千禧一代和129名Z世代）。进行多元线性回归分析以确定两组中与工作满意度相关的因素。
大多数参与者毕业时获得的是文凭（61.1%），收入低于每组的平均工资（60.4%），并且进行轮班工作（72.9%）和加班（64.3%）。两组之间的工作价值观和工作满意度水平没有显著差异。多元线性回归分析表明，职业发展和任务工作价值观与Z世代的工作满意度相关，而任务、声誉和环境工作价值观与千禧一代的工作满意度相关。在与工作相关的特征方面，护士的工作年限与两组的工作满意度都相关；两代人之间，工资和加班与工作满意度的关系各不相同。
了解代际差异对于改善对新一代护士的有效管理至关重要。我们的研究结果支持不同的工作价值观维度和与工作相关的特征与各代人的工作满意度相关。因此，制定不同的举措，如一个结构完善的项目，以支持新一代Z世代护士的持续职业发展，从而提高他们的工作满意度，这一点至关重要。此外，应考虑提供一个有利于新一代护士克服挑战并保障个人生活的工作环境。
