Date of Conferral

2021

Degree

Ph.D.

School

Nursing

Advisor

Janice J. Long

Abstract

AbstractThe healthcare sector in the United States faces challenges in recruiting and retaining nurses, resulting in a shortage of professional nurses to provide care. Workplace job dissatisfaction among generations has been recognized as a contributor to the ongoing nursing shortage problem. The purpose of this quantitative comparative study, guided by Maslow’s and Herzberg’s theories, was to compare registered nurse (RN) job satisfaction by gender, generation, union and Magnet affiliations, and nurse turnover using secondary data obtained from the Robert Woods Johnson Foundation Newly Licensed Registered Nurses (NLRN) Work Study Project. The random sample of 220 cases was drawn from the NLRNs original study of 1,706 RNs from 14 states within the U.S. Study results were analyzed using ANOVA and showed no statistically significant differences in RN gender and generational group in job satisfaction. No statistically significant differences were noted in RN generation and Magnet or union affiliation on job satisfaction. There were no statistically significant differences or interactions noted between generation and job satisfaction on NLRN turnover. Future recommendations for research include replicating the study with the Generation Z nurses and examining additional characteristics that may impact job satisfaction. The research findings may contribute to positive social change by raising awareness about the differences in the Generation X and millennial RN population and potential retention and recruitment strategies that address job satisfaction.

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