Value Congruence and Organizational Commitment Among Generations in Nursing

Thursday, 25 July 2013: 8:30 AM

Tova Hendel, RN, PhD
Nursing Department, Tel Aviv University, Tel Aviv, Israel
Ilya Kagan, RN, MA, PhD
Nursing Administration, Rabin Medical Center, Petah Tikwa, Israel

Learning Objective 1: The learner will be able to define the concept of organizational commitment and its related factors among hospital nurses

Learning Objective 2: The learner will be able to discuss the differences in perception of organizational values and organizational commitment among three generations of nurses

Purpose: To examine differences in perception of organizational values and organizational commitment, among three generations of nurses, working in a single acute care hospital.

Methods: This cross-sectional design study, a part of a larger study, was conducted among 140 registered nurses, working in a large medical center. Participants were grouped to three groups: Baby Boomers (born 1946-1964, 28.4% of the sample), Generation X (born 1965-1979, 45.3%) and Generation Y (born 1080-2000, 26.3%). Most (74%) were women, with average age 38.8 years (SD=10.2). Some 78% had an academic degree. A three-part structured questionnaire was used.

Results:  Generation X nurses ascribed significantly higher importance to organizational values than Baby Boomer and Generation Y nurses (t=2.14, p<.05). No significant generational differences were found in commitment scores. However, Generation Y nurses demonstrated lower readiness to put efforts into promoting the organization and ascribed lower importance to its future for them. Multiple regression analysis indicated that the perceived importance of organizational values was a significant predictor of organizational commitment only among Generation Y nurses (t= 2.60, B = .84, Beta = 64, p<.05, R2=.15).


When across the globe many countries suffer nurse shortages, research has been expanding into the influence of different organizational aspects on a healthy work environment for nurses, and on nurse recruitment and retention. One researched aspect is generational differences among nurses in relation to organizational variables. Each generation in the nursing workforce has been shaped by its particular life experiences which, by forging their value sets and world views, have significant organizational implications. The current study addressed the association between organizational values and organizational commitment from the generational perspective. The results provide some evidence of a generational variance in the perception of organizational variables which poses challenges to hospitals' nurse recruitment and retention strategies.