Date of Award

Fall 9-14-2014

Degree Type

Dissertation

Degree Name

PhD Health Sciences

Department

Health and Medical Sciences

Advisor

Deborah A. DeLuca, JD

Committee Member

Terrence F. Cahill, Ed.D

Committee Member

Raju Parashar, Ed.D

Keywords

Magnet designation, Anticipated Turnover Scale, Nurse Work Index Revised, retention, burnout, turnover, job satisfaction, autonomy, work environment.

Abstract

Background and Purpose of the Study: Experts in the nursing profession predict a catastrophic nursing shortage by 2025. Nursing shortages have devastating effects on hospitals from a quality of care, patient and family satisfaction and financial perspectives. Given these issues, the most logical approach to this shortage is retention of nurses rather than recruitment. The Magnet designation is one mechanism to retain nursing staff.

Another phenomenon exists within the work environment that makes this shortage different from others. Currently, there are four generations of nurses working in the healthcare environment. Each of these generational cohorts has different values and beliefs that have been shaped by significant events in their generational timeframe. These values and beliefs affect their attitude about work and life in general. Although there are a number of research studies regarding influence of the Magnet designation on job satisfaction, there are no studies that evaluate these attributes from the context of the generational cohorts as well.

Purpose: The purpose of this study was to determine if there were differences in job satisfaction as measured by positive work attributes and potential turnover among the four generations of nurses working in Magnet and non-Magnet designated hospitals.

Methods: Registered professional nurses in eight New Jersey hospitals (four Magnet and four non-Magnet designated hospitals) were surveyed using the Nursing Work Index – Revised which measures positive work attributes and the Anticipated Turnover Scale which measures potential turnover

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