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The proportion of Generation Y nurses who intend to quit is almost three times higher than that of other hospital workers from Generation Y. The main reason given by workers from Generations Y and X who intend to Resminostat quit the organization is their own career advancement. The main reason given by Baby Boomers who intend to quit is retirement. Conclusions: Retention strategies that focus on improving the work climate are beneficial to all generations of hospital workers and nurses. If generation-specific retention strategies are developed, these should focus on the three areas identified to have intergenerational differences: challenges, absence of conflict, and warmth. Clinical Relevance: New nurses will benefit from strategies aimed at supporting their career advancement in the workplace. ""Purpose: The aim of this study was to examine how nursing unit turnover affects key workgroup processes and how these processes mediate the impact of nursing Staurosporine manufacturer turnover on patient outcomes. Methods: A secondary data analysis was used to test the hypothesized model. This study used registered nurse and patient data from 268 nursing units at 141 hospitals collected as part of the Outcomes Research in Nursing Administration (ORNA II) project. Nursing units provided monthly nursing unit turnover rates for 6 consecutive months, and registered nurses completed questionnaires measuring workgroup processes (group cohesion, relational coordination, and workgroup learning). Patient outcome measures included unit-level AMPK inhibitor average length of patient stay, patient falls, medication errors, and patient satisfaction scores. Results: Nursing units with moderate levels of turnover were likely to have lower levels of workgroup learning compared to those with no turnover (p