Generation Z – hvilke faktorer er på spil i fastholdelse af unge nyuddannede sygeplejersker?

Malene Fogh Nielsen

Student thesis: Master executive thesis

Abstract

There is a massive global shortage of nurses, despite 28 million educated nurses worldwide. In Denmark, it is estimated by the Danish Nurses’ Organization, that in the year 2025, the shortage of nurses will be approximately 6.600 nurses.
The shortage will only increase in the years to come, so we need to take action towards ending this shortage, so we can fulfill the patients needs.
The importance of recruitment, and on the other hand the motivation of nurses to stay in their positions, becomes essential.
As a charge nurse, I have noticed that especially the young and newly educated nurses tend to leave their job, after a very short period of employment.
In this thesis I examined which motivating factors experienced nurses and young nurses, value as important factors, for young newly educated nurses from generation Z, to stay in their position.
I interviewed 3 experienced nurses and 3 young nurses.
I discovered that a factor such as introduction, was valued by both experienced and young nurses, as an important factor for newly educated nurses from generation Z, to stay in their position. But the young nurses, tend to find it a bit more important, than the experienced nurses.
Factors such as community and recognition from colleagues, was also valued as important, for newly educated nurses from generation Z, to stay in their position. None of the nurses indicated, that a higher salary could be a motivating factor, but instead education was valued as a highly important factor, in the newly educated nurses intent to stay in their position.
A very important factor was recognition from the charge nurse. The nurses from generation Z need constant recognition and feedback from the charge nurse.
Half of the respondents mentioned the consideration for work-life balance, and the respect for special wishes as only working dayshifts, as an important factor for the intent for newly educated nurses to stay in their positions, but on the other hand they showed an understanding of the job requirements, in terms of working evening- and nightshifts.
It was a general perception amongst the respondents, that the newly educated nurses from generation Z, were difficult to keep in their position due to their limited loyalty and their inner motivation, that is a characteristic in young people from generation Z.

EducationsMaster of Public Governance, (Executive Master Programme) Final Thesis
LanguageDanish
Publication date2021
Number of pages47
SupervisorsCamilla Sløk