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The purpose of this study was to identify components of job satisfaction of Army CRNAs and their relationship to turnover. There is a shortage of Certified Registered Nurse Anesthetists (CRNAs) in the Army. Presently, only 80% of the allocated CRNA slots are filled. If the annual attrition rate continues to average 25-30 CRNAs, and the Army continues to produce 30-35 CRNAs per year, there will only be an average of 5-10 new CRNAs annually. The ability to perform the peacetime and wartime mission must not be compromised by a shortage of CRNAs. The descriptive/exploratory design utilized demographics and a 57-item questionnaire utilized by Cowan (1995) and Stamps (1997). Both instruments were sent to active duty Army CRNAs in clinical positions, n = 213, with a response rate of 60% (n = 123). Civilian job offers (r = .333); age (r = .248); rank (-. 373); position within department (- .321); and job satisfaction (r = .328) correlated with the respondents decision to choose the Army as a career at p=< .01. Job satisfaction (r = .485, p=< .01), a sense of belonging to the department (r = .200, p=< .01), liking the department very much (r = .243, p=< .01), and being satisfied with present job (r = .238, p=< .01) correlated with respondents who initially were not career Army. Job satisfaction was influenced by interpersonal relations (r = .439, p=< .01) and organizational work satisfaction (r = .317, p=< .01). Organizational work satisfaction was influenced by interpersonal relations (r = .540, p=< .01). Thirty-eight percent of respondents who chose to resign their commission prior to retiring (Leavers) felt they did not contribute much to the decision making in their department, compared to 17.6% of those who chose the Army as a career (Stayers). Forty-three percent of Leavers, compared to 22% of the Stayers, reported bickering and back biting within their departme |
