Main Article Content
Issues of hospital nurse intention to remain employed has been increasing, especially among nurses of generation Y. The purposes of this research were to study the retention among generation Y professional nurses and to examine its influencing factors including relationship between colleagues, kinship responsibility, and participation in the organizational decision making, routinization, compensation, career advancement opportunity, and organizational climate. A random sampling of 104 professional nurses who were born between 1982 and 2000 and having work experience of more than one year was recruited from a hospital. Data were collected using self-report questionnaires of personal data, relationship between colleagues, kinship responsibility, and participation in the organizational decision making, routinization, compensation, career advancement, organizational climate and retention. Data were analyzed by descriptive statistics, Pearson’s correlation coefficient, and multiple regression.
The results of the study demonstrated that retention of professional nurses in Generation Y in this hospital was 10.07 years. Duration of working time in the study hospital was 4.64 years, and they planned to continue working for 5.42 years. Only career advancement opportunity was found to be statistically significant factor, with low positive relationship with retention (r = .264). In addition, career advancement opportunity was the only significant predictor of retention (B = .264) which explained 7 % of variance in nurse retention (R2 = .07).
The findings suggested that administrators should concern and promote career advancement opportunity of professional nurses. This would increase retention among generation Y professional nurses.