The intention to continue nursing: Work variables affecting three nurse generations in Australia

Journal of Advanced Nursing

Volumn 68, Issue 1, 2012, Pages 36-46

  Shacklock, Kate ^a   Brunetto, Yvonne ^b  

^a GRIFFITH UNIVERSITY   (Australia)

^b SOUTHERN CROSS UNIVERSITY   (Australia)

Author keywords

Attachment to work; Generations; Intention to stay; Meaning of Working; Nurses; Nursing shortage; Organizational commitment

Indexed keywords

ADULT; AGE; ARTICLE; AUSTRALIA; BEHAVIOR; EMPLOYMENT; FEMALE; HEALTH PERSONNEL ATTITUDE; HUMAN; INFORMATION PROCESSING; JOB SATISFACTION; MALE; MANPOWER; MIDDLE AGED; NURSING; NURSING ADMINISTRATION RESEARCH; NURSING STAFF; ORGANIZATION; ORGANIZATION AND MANAGEMENT; PERSONNEL MANAGEMENT; PROFESSIONAL PRACTICE; PSYCHOLOGICAL ASPECT; PUBLIC RELATIONS; REGRESSION ANALYSIS; SELF REPORT; THEORETICAL MODEL;

ADULT; AGE FACTORS; ATTITUDE OF HEALTH PERSONNEL; AUSTRALIA; DATA COLLECTION; EMPLOYMENT; FEMALE; HUMANS; INTENTION; INTERPROFESSIONAL RELATIONS; JOB SATISFACTION; MALE; MIDDLE AGED; MODELS, THEORETICAL; NURSING; NURSING ADMINISTRATION RESEARCH; NURSING STAFF, HOSPITAL; ORGANIZATIONAL CULTURE; PERSONNEL LOYALTY; PERSONNEL TURNOVER; PRIVATE SECTOR; PROFESSIONAL AUTONOMY; REGRESSION ANALYSIS; SELF REPORT; YOUNG ADULT;

EID: 83855162913     PISSN: 03092402     EISSN: 13652648     Source Type: Journal    
DOI: 10.1111/j.1365-2648.2011.05709.x     Document Type: Article

References (63)

1. ABS (2005) Australia's Social Trends. Paid Work: Nursing Workers. Catalogue 4102.0. Australian Bureau of Statistics, Canberra.
2. ABS (2006) Retirement and Retirement Intentions, Australia, 2004-2005. Australian Bureau of Statistics, Canberra.
3. Allen T., Herst D., Bruck C. & Sutton M. (2000) Consequences associated with work-to-family conflict: a review and agenda for further research. Journal of Occupational Health Psychology 5(2), 278-308.
4. American Nurses Association (2009) Nursing world. Retrieved from on January 2010.
5. Apostolidis B.M. & Polifroni E.C. (2006) Nurse work satisfaction and generational differences. Journal of Nursing Administration 36(11), 506-509.
6. Arsenault P.M. (2004) Validating generational differences: a legitimate diversity and leadership issue. Leadership and Organization Development Journal 25(1/2), 124-141.
7. Barnes H. & Parry H. (2003) Renegotiating Identity and Relationships: Men and Women's Adjustment to Retirement. Policy Studies Institute, London. Research Discussion Paper 14.
8. Barnes H., Parry J. & Taylor R. (2004) Working After State Pension Age: Qualitative Analysis. In Research Report No. 208. Department of Work and Pensions, London.
9. Bell N.S. & Narz M. (2007) Meeting the challenges of age diversity in the workplace. The CPA Journal 77(2), 56-59.
10. Blekesaune M. & Solem P.E. (2005) Working conditions and early retirement: a prospective study of retirement behavior. Research on Aging 27(1), 3-30.
11. Brunetto Y. & Farr-Wharton R. (2004) A case study examining the impact of public-sector nurses' perception of workplace autonomy on their job satisfaction: lessons for management. International Journal of Organisational Behaviour 8(5), 521-539.
12. Canadian Nurses Association (2009) The Nursing Shortage - the Nursing Workforce. Retrieved from on 2 February 2010.
13. Choo T.E. (1999) The ageing workforce: some implications, strategies and policy considerations for human resource managers. Asia Pacific Journal of Human Resources 37(2), 60-75.
14. Duchscher J.E. & Cowin L. (2004) Multigenerational nurses in the workplace. Journal of Nursing Administration 34(11), 493-501.
15. Eby L.T., Lockwood A., Bordeaux C. & Brinley A. (2005) Work and family research in IO/OB: content analysis and review of the literature (1980-2002). Journal of Vocational Behavior 66, 124-197.
16. Ekert D.J. & DeViney S. (1993) Evidence for a preretirement process among older male workers. Journal of Gerontology: Social Sciences 48, S35-S43.
17. Forsyth S. & Polzer-Debruyne A. (2007) The organisational pay-offs for perceived work-life balance support. Asia Pacific Journal of Human Resources 45(1), 113-123.
18. Gallie D. & White M. (1993) Employee Commitment and the Skills Revolution. Policy Studies Institute, London.
19. Gerstner C. & Day D. (1997) Meta-analytic review of leader-member exchange theory: correlates and construct issues. Journal of Applied Psychology 82, 827-844.
20. Ghauri P. & Grønhaug K. (2002) Research Methods in Business Studies: A Practical Guide. Pearson Education, Edinburgh.
21. Glaser S., Zamanou S. & Hacker K. (1987) Measuring and interpreting organisational culture. Management Communication Quarterly 1(2), 173-198.
22. Graen G. & Uhl-Bien M. (1995) Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of theory over 25years: applying a multi-level multi-domain perspective. Leadership Quarterly 6(2), 219-247.
23. Hart S.M. (2006) Generational diversity: impact on recruitment and retention of registered nurses. The Journal of Nursing Administration 36(1), 10-12.
24. Holtom B.C. & O'Neill B.S. (2004) Job Embeddedness: a theoretical foundation for developing a comprehensive nurse retention plan. Journal of Nursing Administration 34(5), 216-227.
25. Howard G., Howard-Donofrio H. & Boles J. (2004) Inter-domain work-family, family-work conflict and police work satisfaction. Policing: An International Journal of Police Strategies and Management 27(3), 380-395.
26. HSM Group (2002) Acute care hospital survey of RN vacancy and turnover rates in 2000. Journal of Nursing Administration 32(9), 437-439.
27. Kahn W.A. (1990) Psychological conditions of personal engagement and disengagement at work. Academy of Management 33(4), 692-724.
28. Krug J. (1998) Understanding Generation X. Journal of Management in Engineering 14(6), 18-19.
29. Kupperschmidt B.R. (2000) Multigeneration employees: strategies for effective management. Health Care Manager 19(1), 65-76.
30. Lockwood N.R. (2003) The aging workforce: the reality of the impact of older workers and eldercare in the workplace. HRMagazine 48(12), A1-A11.
31. McNeese-Smith D. & Crook M. (2003) Nursing values and a changing nurse workforce. Journal of Nursing Administration 33(5), 260-270.
32. Meaning of Working International Research Team (MOWIRT) (1987) The Meaning of Working. Academic Press, London.
33. Mitchell T.R., Holtom B.C., Lee T.W., Sablynski C.J. & Erez M. (2001) Why people stay: using job embeddedness to predict voluntary turnover. Academy of Management Journal 44(6), 1102-1121.
34. Morrell K. (2005) Towards a typology of nursing turnover: the role of shocks in nurses' decisions to leave. Journal of Advanced Nursing 49(3), 315-322.
35. Mueller B. & Lee J. (2002) Leader-member exchange and organizational communication satisfaction in multiple contexts. Journal of Business Communication 39(2), 220-244.
36. Netemeyer R.G., Boles J.S. & McMurrian R. (1996) Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology 81, 400-410.
37. Palese A., Pantali G. & Saiani L. (2006) The management of a multigenerational nursing team with differing qualifications: a qualitative study. The Health Care Manager 25(2), 173-193.
38. Patrickson M. & Ranzijn R. (2004) Bounded choices in work and retirement in Australia. Employee Relations 26(4), 422-432.
39. Phillipson C. (2004) Older workers and retirement: critical perspectives on the research literature and policy implications. Social Policy and Society 3, 189-195.
40. Phillipson C. & Smith A. (2005) Extending Working Life: A Review of the Research Literature (No. 299). Department for Work and Pensions, Norwich, UK.
41. Pisarski A., Lawrence S., Bohle P. & Brook C. (2008) Organizational influences on the work life conflict and health of shifworkers. Applied Ergonomics 39, 580-588.
42. Podsakoff P.M., MacKenzie S.B. & Podsakoff N.P. (2003) Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology 88(5), 879-903.
43. Robinson S., Murrells T. & Clinton M. (2006) Highly qualified and highly ambiguous: implications for workplace retention of realizing the career expectations of graduate nurses in England. Human Resource Management Journal 16(3), 287-312.
44. Rubin R., Palmgreen P. & Sypher H. (1994) Communication Research Measures: A Sourcebook. Guildford Press, New York.
45. Seibert S., Silver S. & Randolph W. (2004) Taking empowerment to the next level: a multiple-level model of empowerment, performance, and satisfaction. Academy of Management Journal 47, 332-349.
46. Shacklock K.H. (2006) Extended working lives? The meaning of working to older university workers in Australia. International Journal of Human Resources Development and Management 6(2/3/4), 161-173.
47. Shacklock K. & Brunetto Y. (2005) Employees' perceptions of the factors affecting their decision to retire. International Journal of Organisational Behaviour 10(5), 740-756.
48. Shacklock K.H. & Brunetto Y. (2011) A model of older workers' intentions to continue working. Personnel Review 40(1), 252-274.
49. Shacklock K.H., Fulop L. & Hort L. (2007) Managing older worker exit and re-entry practices - a 'revolving door'? Asia Pacific Journal of Human Resources 45(2), 151-167.
50. Shacklock K.H., Brunetto Y. & Nelson S. (2009) The different variables that affect older males' and females' intentions to continue working. Asia Pacific Journal of Human Resources 47(1), 79-101.
51. Shader K., Broome M., Broome C.D., West M.E. & Nash M. (2001) Factors influencing satisfaction and anticipated turnover for nurses in an Academic Medical Centre. Journal of Nursing Administration 31, 210-216.
52. Sherman R.O. (2006) Leading a multigenerational nursing workforce: issues, challenges and strategies. The Online Journal of Issues in Nursing 11(2), 1-10.
53. Spreitzer G. (1995) Psychological empowerment in the workplace: dimensions, measurement and validation. Academy of Management Journal 38(5), 1442-1465.
54. Spreitzer G. (1996) Social structural characteristics of psychological empowerment. Academy of Management Journal 39(2), 483-504.
55. Spreitzer G. (2007) Taking stock: a review of more than twenty years of research on empowerment at work. In The Handbook of Organizational Behaviour (Cooper C. & Barling J., eds), Sage Publications, Thousand Oaks, CA, pp. 54-72.
56. Storey C., Cheater F., Ford J. & Leese B. (2009) Retention of nurses in the primary and community care workforce after the age of 50years: database analysis and literature review. Journal of Advanced Nursing 65(8), 1596-1605.
57. Thompson C.A. & Prottas D.J. (2006) Relationships among organisational family support, job autonomy, perceived control, and employee well being. Journal of Occupational Health Psychology 11(1), 100-118.
58. Tourangeau A.E. & Cranley L. (2006) Nursing intention to remain employed: understanding and strengthening determinants. Journal of Advanced Nursing 55(4), 497-509.
59. Tourangeau A.E., Cummings G., Cranley L.A., Ferron E.M. & Harvey S. (2009) Determinants of hospital nurse intention to remain employed: broadening our understanding. Journal of Advanced Nursing 66(1), 22-32.
60. Weston M. (2001) Coaching generation in the workplace. Nursing Administration Quarterly 25(2), 11-21.
61. Westwood R. & Lok P. (2003) The meaning of work in Chinese contexts: a comparative study. International Journal of Cross Cultural Management 3(2), 139-165.
62. Wieck K.L., Dols J. & Northam S. (2009) What nurses want: the Nurse Incentives Project. Nursing Economics 27(3), 169-178.
63. Zemke R., Raines C. & Filipczak B. (2000) Generations at Work: Managing the Clash of Veterans, Boomers, Xers and Nexters in Your Workplace. American Management Association, Washington DC.