Good day, panelists.
We are Group 3, and today we will be presenting our study titled
“Generational Differences in Job Satisfaction and Workplace Engagement Among Staff
Nurses.” This research was conducted as part of our requirements in Nursing Research.
Together with my group members and our adviser, Dr. Odilon Maglasang, we explored how
different generations of nurses experience satisfaction and engagement in the workplace.
CHAPTER 1:
Introduction
Nurses are the backbone of patient care, yet around the world, and especially during the
COVID-19 pandemic, they have faced overwhelming workloads, emotional exhaustion, and rising
dissatisfaction. These challenges have intensified long-standing concerns about burnout, turnover,
and declining engagement.
The nursing workforce today is also multigenerational, Baby Boomers, Gen X, Millennials,
and Gen Z, each with different values, expectations, and motivations. Baby Boomers tend to value
loyalty and stability; Gen X prefers autonomy; Millennials and Gen Z prioritize work-life balance,
flexibility, and career growth. These differences affect how nurses engage with their work and how
satisfied they feel in their jobs.
Workplace engagement is known to influence the quality of care, teamwork, and
organizational performance. Highly engaged nurses deliver better patient outcomes, while
disengaged and dissatisfied staff contribute to increased burnout and turnover. Despite its
importance, generational differences in nursing engagement remain understudied, especially in
the Philippine setting.
This study aims to fill that gap. By examining how each generation of nurses experiences
job satisfaction and workplace engagement, our research provides insights that can help leaders
create healthier, more supportive, and more inclusive nursing environments. Ultimately, our goal is
to offer evidence-based strategies that can improve retention, strengthen teamwork, and enhance
the overall quality of patient care.
Review of Related Literature
The literature shows that each generation brings unique characteristics. Baby Boomers are
often described as loyal and hardworking. Gen X values independence and autonomy. Millennials
seek purpose, work-life balance, and growth. Gen Z prefers modern, tech-driven learning and
values mental health. Research also shows that job satisfaction and engagement are shaped by
leadership style, compensation, workload, and the availability of professional development.
Theoretical Background
We anchored our study on three theories. First, the Generational Cohort Theory states that
people born in the same era share similar values because of shared experiences. Second, the
Self-Determination Theory highlights the importance of autonomy, competence, and relatedness in
motivating individuals. Finally, the Job Demands-Resources Model explains that engagement
increases when job resources match or exceed job demands. These theories help explain why
different generations vary in satisfaction and engagement.
Conceptual Framework
Our conceptual framework positions job satisfaction as the independent variable, and
workplace engagement, specifically vigor, dedication, and absorption, as the dependent variables.
Generations served as our grouping variable to compare differences among Baby Boomers, Gen
X, Millennials, and Gen Z. This framework guided our analysis of how satisfaction and
engagement interact across these generations.
Statement of the problem
Our study aimed to answer six major questions.
- First, what is the demographic profile of the nurses?
- Second, what is their level of job satisfaction?
- Third, what is their level of work engagement?
- Fourth, is there a significant relationship between job satisfaction and work engagement?
- Fifth, are there generational differences in engagement?
- And finally, based on our findings, what strategies can we recommend to improve
satisfaction and engagement?”
Statement of the Null Hypothesis
The study tests two null hypotheses. The first states that there is no significant relationship
between the level of satisfaction of staff nurses and their level of work engagement. The second
states that there is no significant difference in workplace engagement among staff nurses when
grouped according to generation. These hypotheses aim to explore whether satisfaction influences
engagement and whether engagement varies across generational groups.
Significance of the Study
This study is significant to multiple stakeholders. Registered nurses gain insights into what
drives satisfaction and engagement across generations. Healthcare leaders and administrators
can develop strategies for retention and workforce motivation. Supervisors and managers can use
the findings for effective workforce planning, while hospitals can foster a positive organizational
culture. Nursing students and educators can better understand workplace diversity and prepare for
generational differences in engagement and satisfaction.
CHAPTER 2:
Research Design
This study utilized a descriptive-correlational and descriptive-comparative quantitative
design. The purpose was threefold: to describe the demographic profile of nurses, to compare
their job satisfaction and workplace engagement across generational cohorts, and to determine
the relationship between these variables. This design allowed the researchers to both observe
patterns and identify correlations among variables without manipulating them.
Research Environment
The research was conducted in selected public hospitals in Cebu, chosen for their diverse
nursing workforce and varied institutional settings. These environments provided a rich context for
examining generational differences in job satisfaction and workplace engagement.
Research Respondents
The respondents were full-time staff nurses representing four generational cohorts: Baby
Boomers, Generation X, Millennials, and Generation Z. They were selected through stratified
random sampling, and each respondent was required to have at least one year of nursing
experience. This approach ensured balanced representation across cohorts and increased the
reliability of the data collected.
Research Instruments
Data collection was carried out using a three-part questionnaire. The first part captured
demographic information, while the second part utilized the Minnesota Satisfaction Questionnaire
(MSQ) to measure job satisfaction. The third part employed the Utrecht Work Engagement Scale
(UWES-9) to assess vigor, dedication, and absorption. Both the MSQ and UWES-9 are
internationally validated tools, ensuring the reliability and accuracy of the measurements.
Research Procedures
The research followed a systematic set of procedures. Initially, the researchers secured
approvals and ethical clearance from relevant authorities. Validated questionnaires were then
distributed to eligible nurses, collected after completion, and carefully organized for analysis. The
collected data were processed to interpret generational trends and the relationships between job
satisfaction and workplace engagement.
Ethical Considerations
The study strictly adhered to ethical safeguards. Participation was voluntary, with
respondents signing informed consent forms. Confidentiality was maintained in accordance with
the Data Privacy Act (RA 10173) through anonymous coding and secure data handling. There was
no coercion, and respondents were debriefed following data collection to ensure transparency and
respect for participants’ rights.
Data Analysis
Data were analyzed using descriptive statistics to summarize respondent profiles and overall
trends. ANOVA and Tukey’s HSD tests were employed to compare job satisfaction and
engagement across generations. Finally, Pearson’s r was used to determine the relationship
between job satisfaction and workplace engagement. All statistical tests were set at a 0.05
significance level, ensuring rigorous evaluation of the results.
CHAPTER 3:
Table 4:
Table 4 shows that most respondents were female staff nurses with 1–10 years of
experience, making up the largest portion of the sample, while all respondents were college
undergraduates and evenly divided across four generational groups, ensuring balanced
representation for comparison.
Table 5:
Table 5 indicates that staff nurses across generations have low overall job satisfaction,
particularly with pay and workload, which received the lowest rating, while working conditions were
rated moderately; these findings align with Santos & Villanueva (2023), who reported that
compensation, workload, and lack of recognition significantly influence job satisfaction, especially
among younger nurses who value work–life balance.
Table 6:
Table 6 reveals that nurses demonstrate moderate levels of vigor and dedication—showing
average energy, enthusiasm, and pride—but exhibit low absorption, meaning they are not fully
immersed in their tasks and are easily distracted, reflecting the impact of workload demands on
focus.
Table 7:
Table 7 shows that all dependent variables, including work centrality, vigor, dedication, and
absorption, are normally distributed as indicated by p-values greater than 0.05, allowing the use of
parametric statistical tests such as Pearson’s correlation for data analysis.
Table 8:
Table 8 demonstrates a strong negative significant relationship between job satisfaction and
vigor, a weak and non-significant relationship with dedication, and a moderate positive significant
relationship with absorption, supported by Cruz & Martinez (2022), who found that leadership
support, recognition, and clear communication enhance engagement across nursing generations.
Table 9:
Table 9 shows significant differences in workplace engagement across generations, with
Baby Boomers consistently showing the highest levels of vigor, dedication, and absorption, while
Gen Z scored highest in work centrality but lower in engagement, indicating that generational
values strongly influence workplace attitudes and confirming significant variation across all
engagement components.
Proposed Action Plan:
The proposed action plan focuses on improving workforce integration by recognizing
generational diversity, enhancing job satisfaction drivers, strengthening communication across age
groups, promoting inclusive teamwork, and understanding differences in work priorities and
engagement among generations to foster a more collaborative and effective nursing environment.
CHAPTER 4:
Summary of Findings
The study found that most respondents were female staff nurses with 1–10 years of
experience and evenly distributed across four generations. Overall job satisfaction was low,
especially regarding pay and workload, while working conditions were moderately rated.
Workplace engagement showed moderate vigor and dedication but low absorption, indicating that
nurses are committed yet struggle to stay deeply focused. Data were normally distributed, allowing
Pearson’s r and ANOVA tests. Results revealed a strong negative relationship between job
satisfaction and vigor, a weak and insignificant relationship with dedication, and a moderate
positive relationship with absorption. Significant generational differences were also observed, with
Baby Boomers showing the highest levels of vigor, dedication, and absorption, while younger
generations exhibited lower engagement scores.
Conclusions:
The study concludes that nurses in public hospitals experience low job satisfaction mainly
due to issues with compensation and workload, which affects engagement differently across its
dimensions. While nurses maintain moderate enthusiasm and energy, their deep involvement in
tasks remains low due to workplace demands. Generational differences significantly shape
engagement patterns, with Baby Boomers demonstrating consistently higher involvement
compared to Millennials and Gen Z. These results highlight the need for organizational strategies
that address workload concerns and tailor engagement programs to each generational group.
Recommendations
Based on the findings, it is recommended that hospitals enhance compensation systems,
improve staffing and workload distribution, and implement generation-specific strategies that
support the needs and values of each age group. Strengthening mental health services,
recognition programs, intergenerational teamwork, and supportive leadership practices is essential
to improving job satisfaction and engagement. Further research should explore deeper qualitative
insights and extend analysis to different healthcare settings to better understand factors
influencing nurse satisfaction and engagement.