Nursing Outlook
Volume 60, Issue 1 , Pages 7-15 , January 2012

Communication, training, well-being, and commitment across nurse generations

  • Yvonne Brunetto, PhD

      Affiliations

    • Southern Cross University, Tweed Heads, Queensland, Australia
    • ,
  • Rod Farr-Wharton, PhD

      Affiliations

    • University of the Sunshine Coast, Maroochydore, Queensland, Australia
    • ,
  • Kate Shacklock, PhD

      Affiliations

    • Griffith University, Gold Coast Campus, Queensland, Australia
    • Corresponding Author InformationCorresponding author: Dr. Kate Shacklock, Griffith University, Gold Coast Campus, Gold Coast, Queensland, Australia 4222.

Received 21 June 2010 ,Revised 7 March 2011 ,Accepted 12 April 2011.

References 

  1. Hayes L, O’Brien-Pallas L, Duffield C, et al. Nurse turnover: a literature review. Int J Nurs Stud. 2006;43:237–263
  2. Yun H, Jie S, Anli J. Nursing shortage in China: state, causes, and strategy. Nurs Outlook. 2010;58:122–128
  3. Gerstner C, Day D. Meta-analytic review of leader-member exchange theory: correlates and construct issues. J Appl Psych. 1997;82:827–844
  4. Rodwell J, Noblet A, Demir D, et al. Supervisors are central to work characteristics affecting nurse outcomes. J Nurs Sch. 2009;41:310–320
  5. Stinglhambe F, Vandenberghe C. Organizations and supervisors as sources of support and targets of commitment: a longitudinal study. J Org Behav. 2003;24:251–270
  6. Meyer J, Smith C. HRM practices and organisational commitment: test of a mediation model. Canad J Adm Sci. 2000;17:319–332
  7. Palese A, Pantali G, Saiani L. The management of a multigenerational nursing team with differing qualifications: a qualitative study. Heallth Care Manage. 2006;25:173–193
  8. Stuenkel D, Cohen J, de la Cuesta K. The multigenerational nursing work force: essential differences in perception of work environment. J Nurs Adm. 2005;35:283–285
  9. Schofield D. Replacing the projected retiring baby boomer nursing cohort 2001-2026. BMC Health Serv Res. 2007;7:1–6
  10. Kupperschmidt B. Multigeneration employees: strategies for effective management. Health Care Manage. 2000;19:65–76
  11. Glass A. Understanding generational differences for competitive success. Industr Comm Trg. 2007;39:98–103
  12. Eisner S. Managing Generation Y. SAM Adv Manage J. 2005;70:4–15
  13. Hart SM. Generational diversity: Impact on recruitment and retention of registered nurses. J Nurs Adm. 2006;36:10–12
  14. Arsenault P. Validating generational differences: a legitimate diversity and leadership issue. Lead Org Dev J. 2004;25:124–141
  15. Davis J, Pawlowski S, Houston A. Work commitments of baby boomers and gen-Xers in the IT profession: generational differences or myth?. J Comp Info Sys. 2006;46:43–49
  16. Keepnews D, Brewer C, Kovner C, et al. Generational differences among newly licensed registered nurses. Nurs Outlook. 2010;58:155–163
  17. Ferres N, Travaglione A, Firns I. Attitudinal differences between generation-x and older employees. Int J Org Behav. 2003;6:320–333
  18. Johlke M, Duhan D. Supervisor communication practices and service employee job outcomes. J Serv Res. 2000;3:154–165
  19. Kacmar K, Witt L, Zivnuska S, et al. The interactive effect of leader-member exchange and communication frequency on performance ratings. J Appl Psych. 2003;88:764–772
  20. Fisher R, Maltz E, Jaworski B. Enhancing communication between marketing and engineering: the moderating role of relative functional identification. J Market. 1997;61:54–70
  21. Gray J, Laidlaw H. Part-time employment and communication satisfaction in an Australian retail organisation. Employee Rels. 2002;24:211–218
  22. Noe R. Employee training and development. 3rd ed.. Boston: McGraw-Hill/Irvin; 2005;
  23. McGunnigle P, Jameson S. HRM in UK hotels: a focus on commitment. Employee Rels. 2000;22:403–422
  24. McBride A. Breakthroughs in nursing education: looking back, looking forward. Nurs Outlook. 1999;47:114–119
  25. Bartlett K. The relationship between training and organizational commitment: a study in the health care field. HRD Q. 2001;12:335–352
  26. Tracey J, Timothy R, Mathieu J. The influence of individual characteristics and the work environment on varying levels of training outcomes. HRD Q. 2001;12:5–23
  27. Grant A, Christianson M, Price R. Happiness, health, or relationships? Managerial practices and employee well-being tradeoffs. Acad Manage Persp. 2007;21:51–63
  28. Daniels K. Guppy A Stressors, locus of control, and social support as consequences of affective psychological well being. J Occup Health Psych. 1997;2:156–174
  29. Van der Doef M, Maes S. The job demand-control-support model and psychological well-being: a review of 20 years of empirical research. Work Stress. 1999;13:87–114
  30. Blythe J, Baumann A, Zeytinoglu I, et al. Nursing generations in the contemporary workplace. Pub Pers Manage. 2008;37:137–160
  31. Wieck K, Dols J, Landrum P. Retention priorities for the intergenerational nurse workforce. Nurs Forum. 2010;45:7–17
  32. Wilson B, Squires M, Widger K, et al. Job satisfaction among a multigenerational nursing workforce. J Nurs Manage. 2008;16:716–723
  33. Allen N, Meyer J. The measurement and antecedents of affective, continuance, and normative commitment to the organisation. J Occup Psych. 1990;61:1–18
  34. Hartmann L, Bambacas M. Organizational commitment: a multi method scale analysis and test of effects. Int J Org Anal. 2000;8:89–108
  35. Meyer J, Allen N. Commitment in the workplace: theory, research and application. Thousand Oaks, CA: Sage Publications; 1997;
  36. Brunetto Y, Farr-Wharton R. The importance of effective organisational relationships for nurses: a social capital perspective. Int J HRD. 2006;6:232–247
  37. Buchanan J, Considine G. “Stop telling us to cope”: NSW nurses explain why they are leaving the profession. Report for the NSW Nurses Association Sydney: Univ of Sydney; 2002.
  38. Newman K, Maylor U, Chansarkar B. The nurse satisfaction. Service quality and nurse retention chain: implications for management of recruitment and retention. J Manage Med. 2002;16:271–292
  39. Gee C. The contribution of the Australian private sector hospitals sector. Asian Pac J Health Manage. 2007;2:41–46
  40. Brown L, Barnett J. Is the corporate transformation of hospitals creating a new hybrid healthcare space?. Social Sci Med. 2004;58:427–444
  41. Ghauri P, Grønhaug K. Research methods in business studies: a practical guide. 2nd ed.. Harlow, UK: Financial Times Prentice Hall; 2002;
  42. Brunetto Y, Farr-Wharton R, Shacklock K. Using the Harvard HRM model to conceptualise the impact of changes to supervision upon HRM outcomes for different types of public sector employees. Int J HRM. 2011;22:553–573
  43. Ahn J. Beyond single equation regression analysis: path analysis and multi-stage regression analysis. Am J Pharm Educ. 2002;66:37–42
  44. Grapentine T. Path analysis vs. structural equation modeling. Market Res. 2000;12:13–20
  45. OECD. Maintaining a prosperous society: ageing research report. Paris: Organisation for Economic Co-operation and Development; 2003;
  46. OECD. Ageing and employment policies–Australia. Paris: Organisation for Economic Cooperation and Development; 2005;
  47. Secombe I, Smith G. Taking part: registered nurses and the labour market in 1997. Grantham, UK: Grantham Book Services; 1997;
  48. Spector P. Using self-reported questionnaires in OB research: a comment on the use of a controversial method. J Org Behav. 1994;15:385–392

PII: S0029-6554(11)00127-8

doi: 10.1016/j.outlook.2011.04.004

Nursing Outlook
Volume 60, Issue 1 , Pages 7-15 , January 2012

Article Tools

* Image Usage & Resolution