Abstract
GENERATIONAL VALUES IN THE HEALTHCARE WORKPLACE
Work values among generations are very diverse. The need to fully understand work values is critical for a successful organization. A deficiency in understanding the different generational work values could hinder production, cause workplace conflict, and lead to turnover. Maintaining low turnover of valued employees is imperative for an organization to be successful, particularly in the healthcare field. Conflict and turnover originating from generational values in a medical facility could lead to lawsuits, serious injuries, or death. The current study used quantitative methods to compare the work values of three generations: Baby Boomer, Generation X, and Generation Y/Millennial. A correlational design determined if a relationship exists between work values and anticipated turnover moderated by generational cohort in the healthcare industry. The sample consisted of 123 healthcare professionals from each generational cohort employed by small healthcare facilities in the metropolitan Kansas City, Missouri and Kansas area. The employees surveyed were healthcare employees (physicians, medical assistants, and nurses). Anticipated turnover was measured using Hinshaw and Atwood’s (1985) Anticipated Turnover Scale and the Work Value Questionnaire (Furnham, Petrides, Tsaousis, Pappas, and Garrod, 2005) was used to measure work values. The data analysis concluded with the research showing no statistical significance of a relationship exists between work values and anticipated turnover moderated by generational cohort. The findings of the current study provided researchers additional information to facilitate ongoing research and further an understanding of generational work values.
