RELATIONSHIP OF JOB SATISFACTION TO STRESS INDICATORS AND BURNOUT AMONG CERTIFIED REGISTERED NURSE ANESTHETISTS (NURSE ANESTHETISTS).
Contributors: Oklahoma State University.
Published: 1992
Number of pages: 112
Subjects: Education, Adult and Continuing.; Health Sciences, Nursing.; Psychology, Industrial.
Description: Scope and method of study. The problem was an increasing shortage of Certified Registered Nurse Anesthetists (CRNAs) and the discovery of factors which may be causing this shortage. One thousand CRNAs were randomly selected nationwide from a population of approximately 21,000. The data were collected using three instruments: the copyrighted Stress Index scale (SI), the Job Dimension Survey (JDS) and a demographic questionnaire. Packets consisting of the JDS, SIS, and demographic questionnaire, a cover letter, and a postage paid return envelope were mailed to each subject on November 8, 1991. Sampling error was estimated to be =/$-$3.4 percent at the.95 confidence level. The data were analyzed by Canonical Correlation Analysis (CCA), stepwise Multiple Regression (MR), and Discriminant Analysis (DA).

Findings and conclusions. CCA identified three groups of CRNAs. Group 1 were lower income, metropolitan CRNAs who want to leave but cannot afford to who have high "people" stress, tend to suffer from "subjective" stress such as self depreciation and pessimism, and are dissatisfied with pay, people on the job, and the work itself. The second group were very similar except they were rural, had more years of experience, higher stress from responsibility seeking, and were dissatisfied by hours of work and supervision. The third group was rural, had more call hours, and were planning to leave the profession. Their decision to leave was most strongly associated with hours of work, supervision, and pay. They had very little stress. Stepwise MR indicated that CRNAs who want to leave but who cannot afford to have "subjective" stress in the form of self depreciation and loss of control, and are dissatisfied by the work itself. CRNAs who intend to leave the profession were dissatisfied by people, working conditions, and supervision. CRNAs who are actually training for another profession have lower people stress, transferring this stress to generalized dissatisfaction with people on the job. One must conclude that most CRNAs learn to manage their stress, that working in a job specialty has little influence on job stress, and working conditions and demographics influence turnover intent, stress and job dissatisfaction.
Notes: Source: Dissertation Abstracts International, Volume: 54-06, Section: A, page: 2027.

Thesis (ED.D.)--OKLAHOMA STATE UNIVERSITY, 1992.

School code: 0664.