Generation Gap
Conditions
Keywords
Generation Nurses, Psychological Capital, Intention to leave
Brief summary
Purpose 1. To understand the current status of demographic characteristics, inclination to resign, Psychological Capital, work environment and job satisfaction, and political skills among incumbent clinical nursing staff across different generations. 2. To understand the correlation and interaction between demographic characteristics, inclination to resign, Psychological Capital, work environment and job satisfaction, and political skills among incumbent clinical nursing staff across different generations. Expected outcomes 1. This study will provide objective and empirical data on the psychological capital, turnover intention, work environment and satisfaction, and political skills of clinical nursing personnel from different generations. By examining demographic variables, further exploration of the correlations among different attributes such as units, age, and positions (e.g., clinical nurses, nursing supervisors, specialist nurses) can be conducted. Through the research findings, the current status and needs of clinical nursing can be understood. 2. The results of this study will enable clinical nursing units in the future to implement measures to improve the psychological capital and address turnover intentions of nursing personnel from different generations and positions. Based on this objective and concrete data, relevant courses or training programs can be developed to retain excellent clinical nursing personnel.
Interventions
OTHERNo intervention (Only observation)
No intervention
Sponsors
Mackay Memorial Hospital
Study design
Observational model
CASE_ONLY
Time perspective
CROSS_SECTIONAL
Eligibility
Sex/Gender
ALL
Age
20 Years to 99 Years
Healthy volunteers
No
Inclusion criteria
* Aged 20 years or older. * Currently employed in a hospital and possessing a nursing license. * Willing to participate in this study. * Currently employed as full-time or part-time nursing staff at the hospital.
Exclusion criteria
* Nursing staff who do not possess a nursing license. * Nursing staff who are unwilling to participate in the study. * Nursing staff who have already completed the related research questionnaire in the pilot study.
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Psychological Capital | Baseline | This study utilized the Psychological Capital Questionnaire (PCQ) developed by scholars Luthans. It is used to measure nurses' level of psychological capital. The PCQ consists of 24 items designed to assess the level of psychological capital among nursing staff. The subscales include:Self-Efficacy Scale, Hope Scale, Resilience Scale and Optimism Scale. The PCQ uses a 6-point Likert scale for scoring: 1 = Strongly Disagree,2 = Disagree, 3 = Somewhat Disagree, 4 = Somewhat Agree, 5 = Agree, 6 = Strongly Agree. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Intention to leave | Baseline | The intention to leave scale was used to measure the frequency of nursing staff's thoughts about resigning. This single-item measure assessed oncology nurses' subjective perception of how often they had thoughts of quitting over the past week. The frequency was scored on a 1 to 5 scale: 1 = Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always. |
| Political skill | Baseline | The Political Skill Inventory (PSI) was used to measure the level of social skills among nursing staff. This scale includes four dimensions: Social Astuteness, Networking Ability, Interpersonal Influence, Apparent Sincerity The PSI uses a 5-point Likert scale for scoring: 1 = Strongly Disagree, 2 = Mostly Disagree, 3 = Neutral, 4 = Mostly Agree, 5 = Strongly Agree. |
| self-actualization (Work Environment and Job Satisfaction Scale) | Baseline | The Work Environment and Job Satisfaction Scale, developed by scholars Rossberg et al., was used to measure the sense of self-actualization among nursing staff. This scale consists of 10 items designed to evaluate nursing staff's perceptions of their work environment. The subscales include:Self-actualization, Workload, Conflict, Stress, The scale uses a 5-point Likert scale for scoring: 1 = Not at all, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always |
Countries
Taiwan
Outcome results
None listed