Generational differences in factors influencing job turnover among Japanese nurses: An exploratory comparative design

BackgroundAlthough nurse turnover is a serious problem, the fact that each nurse has different work-related needs/values, and leaves their job for different reasons makes it difficult for organisations to develop effective countermeasures against it. Understanding nurses’ needs and the reasons for job turnover by the generation in which they were born may provide some feasible solutions.ObjectivesThe purpose of the study was to identify specific work-related needs and values of nurses in three generations (born in 1946–1959, 1960–1974, 1975–present). The study also aimed to explore generation-specific reasons that might make nurses consider leaving the jobs.SettingsThe study was conducted in three public hospitals in Japan.ParticipantsA convenience sample of 315 registered nurses participated in the study.MethodsA survey method was used to collect quantitative and qualitative data. Quantitative data were analysed by ANOVA, and qualitative data were analysed by content analysis.ResultsNurses born between 1960 and 1974 embraced high needs and values in professional privileges such as autonomy and recognition, while those born after 1975 expressed low needs and values in the opportunities for clinical challenge. For nurses born between 1960 and 1974, the imbalance between their jobs and personal life made them consider leaving their jobs. For those born after 1975, losing the confidence to care made them consider turning over. Nurses born after 1960 tended to value economic return and job security more highly compared to those born between 1946 and 1959.ConclusionsNurses in different generations have different sets of needs/values and reasons for job turnover. Understanding generation-specific needs and values of nurses may enable organisations and Nurse Managers to develop feasible and effective countermeasures to reduce nurse turnover.