It is estimated that by 2018, workers age 55 or older will compose nearly a quarter of the labor force (Tossi, 2009). The aging workforce is dramatically affecting the nursing workforce. Indeed, the nursing workforce is expected to face staffing shortages of epidemic proportions because of the impending retirement of nurses who are Baby Boomers (Buerhaus, et al., 2006). Moreover, the nursing shortage is exacerbated by younger nurses’ greater willingness to turn over (Aiken et al., 2001). Consequently, investigating how the workplace context affects retention of nurses is important.
The present study sought to address the nursing shortage concern through examining how the workplace climate associated with age-related worker treatment and individual characteristics affect nurse retention. In this study, I developed and validated new ageism climate measures, which include younger worker, older worker, and general ageism climates. I examined how ageism climates affect people’s job withdrawal intentions, organizational commitment, and work engagement. Additionally, I investigated whether Core Self-Evaluation (CSE; Judge, Locke, Durham, 1998) moderates the ageism climates relationships with the outcome variables.
|Advisor:||Truxillo, Donald M.|
|Commitee:||Bauer, Talya, Erdogan, Berrin, Hammer, Leslie, Mohr, Cynthia, White, Diana|
|School:||Portland State University|
|School Location:||United States -- Oregon|
|Source:||DAI-B 72/03, Dissertation Abstracts International|
|Subjects:||Psychology, Organizational behavior|
|Keywords:||Ageism, Climates, Core self-evaluations, Nurses, Organizational commitment, Turnover intentions, Work engagement|
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