Does Generation Z cope with stress differently? Self-efficacy, coping strategies and implications for nursing workforce management: a cross-sectional survey study

Imagine the workplace as a giant, bustling ship sailing through stormy seas. Sometimes the waves are small ripples, but in nursing, the storms can be massive: endless patient needs, ticking clocks, and the heavy emotional weight of caring for people in pain. When the waves get too high, the crew needs a way to stay upright. This is where the science of "stress" comes in. Think of stress not just as feeling tired, but as the moment the ship's demands start to outweigh the crew's supplies. To survive, sailors use different tools: some fix the leak (active coping), some call for help from the other ships (social support), and some might try to ignore the storm until it passes (avoidance). Another crucial tool is "self-efficacy," which is like a sailor's inner compass and confidence meter; it's the belief that "I can handle this wave."

For a long time, people have wondered if the newest crew members—the "Generation Z" sailors, born in the late 90s and later—handle these storms differently than the older, more experienced veterans. Do they have a different map? Do they use different tools? Or is the idea that they are "less tough" just a myth? Understanding this is vital because if a ship loses too many crew members to the stress of the sea, the patients on board suffer. This study dives into the captain's log of a hospital in Kraków, Poland, to see exactly how different generations of nurses are navigating their own storms.

The Great Nurse Stress Survey

Researchers from the Jagiellonian University decided to take a snapshot of the nursing world. They didn't just guess; they asked 760 nurses who were currently working at the University Hospital in Kraków to fill out a survey. They wanted to see how these nurses handled stress, how confident they felt in their abilities, and whether the "Generation Z" nurses (who made up about half of the group) were doing things differently than the older generations (Gen Y, Gen X, and the Baby Boomers).

The study used two main "rulers" to measure things. First, they used a checklist called the Mini-COPE to see what tools the nurses reached for when things got tough. Did they tackle the problem head-on? Did they joke about it? Did they ask a friend for help? Or did they try to pretend the problem didn't exist? Second, they used the General Self-Efficacy Scale (GSES), which is basically a test to see how much a nurse believes in their own power to get things done.

The Findings: A Tale of Two (or Three) Generations

Here is what the data revealed, and it turns out the story is more interesting than the usual "young people are lazy" or "old people are stuck in their ways" stories.

1. The Confidence Meter is the Same for Everyone
First, let's bust a myth. The study found that Generation Z nurses are just as confident in their abilities as the older nurses. When the researchers looked at the "self-efficacy" scores, the average for Gen Z was 29.33 points, while the combined older groups averaged 28.95 points. The difference was so tiny it wasn't statistically significant. In other words, the young nurses didn't feel weaker or less capable than their seniors; they just felt about the same.

2. The Toolkit: Active vs. Avoidant
While their confidence was similar, the tools they used to handle stress were quite different.

• The Gen Z Approach: The younger nurses were more likely to use "active" and "support-based" strategies. They reached for active coping (scoring 2.20 on average, compared to 2.07 for older nurses), humor (1.02 vs 0.81), and asking for emotional support (2.12 vs 1.82) or instrumental support (practical help, 2.07 vs 1.85). They were also more likely to use recreational sports and work-related group messaging apps to stay connected.
• The Older Approach: The older groups were more likely to rely on religion (1.60 vs 1.23 for Gen Z) and, unfortunately, were more likely to use "avoidant" strategies. This means they more frequently used denial (1.12 vs 0.87), substance use (0.40 vs 0.23), and behavioral disengagement (giving up or checking out, 0.98 vs 0.80).

3. The Workload Factor
Why the difference? The study suggests it might not just be about age, but about life stage and workload. The older nurses were working harder in a different way. They were more likely to have additional jobs (55.7% of the older group vs. only 18.4% of Gen Z) and worked more hours per week on average (49.48 hours vs 40.26 hours for Gen Z). Because the older group was juggling more work, they might have had less energy to be "active" and more tendency to just "tune out" or use substances to cope. Meanwhile, Gen Z nurses reported better work-life balance (64.2% vs 54.4%) and were more likely to engage in sports and hobbies outside of work.

What This Means for the Ship's Captain (Management)

The researchers conclude that we shouldn't worry that the new generation of nurses is "broken" or "less resilient." In fact, the data suggests they are quite resilient, often choosing to talk things out, crack a joke, or get active rather than hiding from the problem.

However, the study also warns that these differences might be because Gen Z is earlier in their careers and has a lighter workload, not just because they are "Gen Z." If you give a Gen Z nurse the same crushing 50-hour weeks and extra jobs as the older generation, their coping style might change too.

So, what should hospital managers do?

• Don't stereotype: Don't assume young nurses need to be "toughened up." They are already using healthy tools like humor and support.
• Protect the balance: Since Gen Z values work-life balance and sports, managers should try to protect those boundaries.
• Use the tech: Gen Z loves using group messaging apps for work; managers should use these channels to keep communication open and fast.
• Mentoring: The study suggests a "two-way" mentoring system. Older nurses can teach clinical skills, while younger nurses can help older staff with technology and communication styles.

In short, the ship is safe. Both the new recruits and the veterans have strong compasses. The new recruits just happen to have a slightly different map, one that relies heavily on talking, joking, and staying active, while the veterans sometimes try to ignore the storm or work themselves to the bone. The best way to keep the whole crew sailing smoothly is to make sure everyone gets enough rest, has someone to talk to, and knows that they are all equally capable of weathering the storm.