Nurses play a pivotal role in patient satisfaction and health outcomes in healthcare facilities and constitute over 20% of the entire healthcare workforce in South Korea [1, 2, 3]. This underscores the importance of nurses in hospital human-resource management and highlights the need for highly skilled and proactive nurses to deliver high-quality healthcare services. These characteristics can be encapsulated by the concept of work engagement [4].

Currently, the nursing workforce in South Korea primarily comprises four generational cohorts: a) Baby Boomers (born 1946~1964), b) Generation X (born 1965~1979), c) Millennials (born 1980~2000), and d) Generation Z (born post-2001), and the clinical nursing environment is characterized by diverse ages and generational values [5]. As Baby Boomers retire, Millennials and Generation Z, collectively referred to as Generation MZ in South Korea, are becoming the central demographic of the nursing workforce [6]. Therefore, it is essential to understand and evaluate new perspectives on work engagement among Generation MZ nurses.

Among nurses, work engagement is considered a positive job attitude and motivational factor crucial for enhancing nursing standards and hospital efficiency [7]. This refers to a positive and fulfilling state of mind regarding work [4], allowing individuals to enjoy the work itself, be immersed in it, and ultimately accomplish positive outcomes [4, 8]. Individuals with high work engagement tend to maintain a positive attitude toward their organization and exhibit a lower propensity to change jobs [9]. High work engagement also helps nurses focus on patient care amidst heavy workloads, facilitating efficient job performance [10]. Thus, work engagement is deemed a critical determinant of organizational efficiency and the quality of nursing care. Recent studies have indicated that factors influencing work engagement vary across generations in clinical nurses [11]. Specifically, job conflict has a greater impact on work engagement among Generation MZ nurses than that of Generation X nurses [11]. This suggests that generational differences contribute to differences in work engagement. Therefore, it is crucial to explore the predictors of work engagement among Generation MZ nurses from various perspectives.

Grit, defined as perseverance and passion for long-term goals at both the individual and group level, has been identified as a potential contributor to increased work engagement by enhancing organizational commitment, reducing turnover intention, and increasing retention intention [12, 13]. Additionally, grit is associated with lower burnout rates and reduced stress, anxiety, and depression [14]. Nurses with high grit are more likely to demonstrate resilience and perseverance when faced with unpredictable clinical challenges, thereby maintaining a positive psychological state [14]. Those with high grit often possess altruistic goals that contribute to others' happiness through their work [15], enabling them to foster positive relationships with colleagues and promote cooperation and participation, which, in turn, positively affects work engagement [16].

Unlike typical corporate teams, nursing units operate through shifts to maintain continuity of care and are interdependent in nature, with routine handoffs and task delegation [17]. Work friendships among colleagues provide a sense of psychological safety, which positively influences organizational commitment and job performance [16]. Generation MZ nurses view their profession as a means of personal growth and development, emphasizing the social value of their work [18]. In addition, this generation tends to prefer a vibrant work environment and seeks to maintain amicable relationships with colleagues [18], is significantly influenced by interpersonal relationships, and strives for positive and close connections while maintaining independence [18, 19]. Furthermore, Generation MZ nurses value individual capabilities and rational achievements [20], suggesting that strong work friendships may channel high energy and enthusiasm toward their work, thereby enhancing work engagement [17, 18, 19]. Hence, work friendships are considered an essential factor in nursing organizations that can contribute to improving the quality of nursing care [21].

In this context, this study aimed to evaluate the levels of grit, work friendships, and work engagement among Generation MZ nurses working in clinical settings in order to provide foundational data for developing strategies to enhance work engagement. Specifically, we sought to determine whether work friendships mediate the relationship between grit and work engagement.

This study aimed to evaluate the levels of grit, work engagement, and work friendships among Generation MZ nurses and to explore the mediating effect of work friendships on the relationship between grit and work engagement.

The mean work engagement score for Generation MZ nurses in this study was 2.82 out of 6, indicating a below-average level. Work engagement is crucial for enhancing work efficiency, productivity [28], and work performance. High work engagement among nurses enables them to prioritize patient care despite heavy workloads [10], ultimately contributing to the quality of nursing care provided [29]. Recent studies have demonstrated generational differences in work engagement, with Generation MZ nurses displaying lower levels than that of Generation X nurses [5, 11, 30]. A study that measured work engagement among nurses in tertiary hospitals using the same instrument also found that nurses aged ≥40 years had higher work engagement than that of those <40 years [30]. This difference may be attributed to factors such as career advancement and increased clinical experience with age. However, work engagement may not necessarily increase with age alone, as various other factors may play a role. It is essential to understand and support Generation MZ nurses in adapting to the clinical environment and developing them into expert nurses. Given that Generation MZ nurses comprise a majority of the current hospital workforce [6], enhancing their work engagement is a critical task. To this end, it is imperative to identify and facilitate factors that can elevate work engagement among Generation MZ nurses.

The mean work–friendship score among Generation MZ nurses in this study was 3.65 out of 5, consistent with previous studies on Korean nurses [13, 21]. Work friendships refer to the formation of authentic relationships and mutual trust among colleagues, which fosters a psychologically safe environment for open communication and problem solving [27]. Once these friendships are formed, members experience psychological comfort, which plays a vital role in interpersonal interactions [31]. A stronger emotional bond leads to increased organizational commitment and positive organizational engagement [32]. Work friendships among nurses can affect organizational well-being and retention intentions, thereby critically affecting the overall quality of nursing services [13, 21].

In South Korea, Generation MZ is often portrayed negatively, dubbed as “self-centered,” “prioritizing personal lives over organizational harmony,” and “unhesitant in expressing opinions on perceived injustices,” and is believed to lack responsibility and loyalty to their organizations [33]. However, Generation MZ individuals argue that they value their work and are loyal to their organizations, despite acknowledging these stereotypes to some degree [33]. There are generational differences in the perception of organizational culture [5]. These differing perceptions and the negative societal image of Generation MZ may lead to biases among the older generations, potentially resulting in generational conflict. Such conflicts can precipitate frequent turnover among nurses, lead to a shortage of skilled nurses, and induce mental and physical stress, ultimately reducing work efficiency and deteriorating patient care [11, 34]. The Korea Institute of Public Administration's Social Integration Survey [35] indicates that there are no significant differences between Generation MZ and older generations in most parameters, including valuing work and inclusivity toward other groups. However, society perceives generational gaps, indicating a need for efforts to build and expand work friendships between Generation MZ and older generations within organizations.

Generation MZ individuals tend to prefer digital communication, which can lead to differences in communication styles within organizations. In particular, a phenomenon called “call phobia,” a sense of anxiety and fear during phone calls, tends to be more prevalent among this generation [36]. Consequently, Generation MZ nurses may feel tenser in clinical settings that require communication across various professions [36]. In contrast, older generations generally experience less anxiety in communication situations and express themselves more confidently [37]. Thus, if Generation X nurses understand the characteristics of Generation MZ and facilitate smooth communication, Generation MZ nurses may positively experience the organizational culture, which would increase their job satisfaction, leading to high-quality healthcare facilitated by personal growth [38]. Therefore, Generation X nurses should avoid perceiving Generation MZ as a disloyal, individualistic group, and instead strive to acknowledge and bridge generational gaps. Such efforts are crucial in fostering work friendships characterized by open dialogue and close relationships that help solve problems collaboratively [27].

Work friendships partially mediated the relationship between grit and work engagement. This finding suggests that for Generation MZ nurses, who are passionate about their work and persistently strive toward their goals, being recognized and feeling a sense of belonging within their organization would enhance their work engagement. Generation MZ nurses develop a stronger sense of belonging when praised for their work and feel more valued when they receive recognition, which, in turn, will likely motivate them to engage more actively in their work [39]. In clinical settings, the feeling of being accepted as a member of an organization instills a sense of responsibility in Generation MZ nurses and provides the strength to overcome challenges alongside colleagues [38]. Therefore, to enhance work friendships among Generation MZ nurses, it is essential for senior nurses and leaders to understand them as individuals rather than as a monolithic group. Establishing a horizontal organizational culture characterized by smooth communication and mutual respect is crucial. Within this culture, MZ nurses are likely to feel a sense of belonging and stability, which can lead to increased work engagement and, ultimately, an improvement in the quality of patient care. Accordingly, nursing organizations must make continuous organizational efforts to enhance work friendships. Above all, implementing mentorship programs and collaborative projects can be effective in strengthening the professional support relationships that MZ generation nurses need [38]. These programs can foster trust and cooperation among colleagues and contribute to sustaining nurses' enthusiasm for their work. Additionally, nursing organizations should support activities that promote teamwork to encourage cooperative behavior and cultivate a culture of altruism. In addition, conflict management programs should be introduced to reduce negative interactions between nurses and an environment should be created in which team members can communicate freely [30]. These organizational efforts play a critical role in providing psychological safety, helping nurses feel a sense of belonging, and strengthening collaboration within the team.

The mean grit score among Generation MZ nurses in this study was 3.12 out of 5, which is similar to the score (3.03) reported in a previous study that used the same instrument [13]. Grit in nurses signifies a commitment to continuous professional development and the pursuit of long-term goals [40], which positively impacts nursing competence and work engagement [16, 41]. Therefore, it is crucial to enhance nurses' grit. Duckworth et al. [12] suggested that fostering grit requires clarifying personal interests and developing them in the long term. Generation Z, in particular, focuses on enjoying jobs and achieving self-realization, which positively influences work engagement [5]. Thus, hospitals should implement educational programs to set and support the achievement of their long-term goals. While work engagement may vary by generation [30], grit does not differ significantly [16, 41]. This indicates that while Generation MZ nurses share similar levels of personal perseverance and interest with Generation X nurses, they differ in work engagement. In other words, there is a need to enhance work friendships to boost work engagement among Generation MZ nurses. Furthermore, it is essential to identify factors other than work friendships that increase work engagement.

This study is significant because it identified the predictors of job engagement among Generation MZ nurses with a focus on work friendships. However, the limitations of this study included the use of a convenience sample of nurses from only a few hospitals in South Korea, which may limit the generalizability of the findings. Additionally, direct comparisons between Generation MZ and other generations may be limited because of a lack of research on differences in work friendships and grit across generations.

This study attempted to confirm the mediating effect of work friendship in the relationship between grit and work engagement and to provide basic data for identifying predictors of workplace engagement for MZ generation nurses. Our findings suggested that enhancing grit and increasing work friendships in MZ generation nurses positively influences work engagement. Therefore, there is a need to develop programs to improve grit to increase the work engagement of MZ generation nurses, and actively support the establishment and implementation of programs to improve workplace camaraderie along with education for individual nurses.

Our findings have led us to propose certain recommendations. First, future studies should replicate this study with a broader sample from various regions and hospitals, as this study was conducted on a subset of nurses in secondary hospitals in Daejeon and Seoul. Second, generationspecific education programs should be developed and implemented in clinical practice to boost work engagement. Finally, although work friendships were identified as a key predictor of work engagement, further research should be conducted on work friendships among nurses to supplement the inadequate body of evidence in this area.