Purpose
This study aimed to identify structural factors associated with intergenerational conflict among nurses and to explore how these conflicts manifest in clinical settings. Methods: An explanatory sequential mixed-methods design was used. Quantitative data were collected from 270 nurses using structured questionnaires that measured organizational culture, work environment, communication skills, and intergenerational conflict. Key influencing factors were identified using multiple regression analysis. Qualitative data were collected through in-depth interviews with 10 nurses and analyzed using Colaizzi’s phenomenological method. Results: Hierarchy-oriented culture, task-oriented culture, work systems, and organizational-environment flexibility significantly influenced intergenerational conflict (F=6.25, p<.001). The adjusted explanatory power of the regression model was 24.9% (adjusted R²=.249). Among these variables, work systems emerged as the strongest predictor of intergenerational conflict. The qualitative findings indicated that anonymous suggestion systems, differences in work approaches, and differences in emotional interpretation intensified conflict. Conclusion: Intergenerational conflict among nurses appears to stem from procedural ambiguity, emotional misunderstandings, and value incongruence. Organizations should redesign suggestion systems to ensure procedural fairness, strengthen evidence-based practice education, implement communication training focused on emotional awareness, and develop institutional strategies that support generational integration.

Purpose
This study aimed to investigate the factors influencing job embeddedness among advanced beginner nurses, with particular emphasis on the roles of positive psychological capital and the nursing work environment. Methods: This cross-sectional study included 216 advanced beginner nurses from two university-affiliated hospitals. Data were obtained using standardized questionnaires and analyzed with descriptive statistics, the independent t-test, one-way analysis of variance, Pearson correlation coefficients, and multiple regression analysis. Results: The average score for job embeddedness was 3.34±0.54, for positive psychological capital was 4.00±0.67, and for the nursing work environment was 2.67±0.39. Multiple regression analysis showed that positive psychological capital and the nursing work environment significantly predicted job embeddedness, accounting for 59.3% of its variance. Conclusion: The findings suggest that enhancing positive psychological capital and improving the nursing work environment are essential for promoting job embeddedness among advanced beginner nurses. These results provide empirical support for the development of targeted interventions that facilitate their transition toward becoming competent nurses.