ArticleGenerational Differences of the Frontline Nursing Workforce in Relation to Job Satisfaction What Does the Literature Reveal?Saber, Deborah A. PhD, RN, CCRNAuthor Information Author Affiliation: School of Nursing and Health Studies, University of Miami, Florida. The author has no conflicts of interest. Correspondence: Deborah A. Saber, PhD, RN, CCRN, College of Nursing and Health Studies, University of Miami, Coral Gables, FL 33146 ([email protected]). The Health Care Manager: October/December 2013 - Volume 32 - Issue 4 - p 329-335 doi: 10.1097/HCM.0b013e3182a9d7ad Buy Metrics Abstract The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce. Copyright © 2013 Wolters Kluwer Health, Inc. All rights reserved.