The ability of an organization to attract nurses within a shrinking multigenerational workforce represents a primary organizational objective. To attract high-performing employees, organizations must create a strategic integrated recruitment strategy that speaks to all generations. In order to create a competitive advantage through attraction, it is necessary to strengthen similarities between the person and the organizational fit. Targeting one or more different cohorts by matching similarities in work values may influence attraction leading to the recruitment of a larger share of job seekers. In this study the organizational attraction preferences related to the work values of a nurse population consisting of four generational cohorts was examined. Differentiation and the degree of differentiation, and the motivation to pursue an organization with shared similarities in work values were reported. The decision to pursue is treated as a proxy related to individual organizational attraction.
|Subjects||Management; Nursing; Health care management|
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