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Addressing the turnover issue among new nurses from a generational viewpoint
Author(s) -
LAVOIETREMBLAY MÉLANIE,
O'BRIENPALLAS LINDA,
GÉLINAS CÉLINE,
DESFORGES NICOLE,
MARCHIONNI CAROLINE
Publication year - 2008
Publication title -
journal of nursing management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.925
H-Index - 76
eISSN - 1365-2834
pISSN - 0966-0429
DOI - 10.1111/j.1365-2934.2007.00828.x
Subject(s) - workforce , psychosocial , work (physics) , perception , nursing , nursing management , social support , psychology , work environment , turnover , psychosocial support , job satisfaction , medicine , social psychology , mechanical engineering , management , neuroscience , psychiatry , engineering , economics , economic growth
Aim To investigate the relationship between dimensions of the psychosocial work environment and the intent to quit among a new generation of nurses. Background As a new generation of nurses enters the workforce, we know little about their perception of their current work environment and its impact on their intent to stay. Method A self‐administered questionnaire was distributed to 1002 nurses. Results The nurses who intended to quit their positions perceived a significant effort/reward imbalance as well as a lack of social support. The nurses who intended to quit the profession perceived a significant effort/reward imbalance, high psychological demands and elevated job strain. Conclusion The balance between the level of effort expended and reward received plays an important role in young nurses’ intent to leave. Implications for nursing managers Nurse Managers must offer Nexters, from the beginning of their career, a meaningful work and supportive environment. Without the efforts of the organization to improve the work environment and support nurses, this generation may not feel valued and move to another organization that will support them or another career that will offer fulfilment.