A Study of Employee Engagement, Job Satisfaction and Employee Retention of Michigan CRNAs

employee engagement;employee satisfaction;job satisfaction;certified registered nurse anesthetists;CRNA;Anesthesia Program

Carnahan, DonnaFlint ;

University of Michigan

关键词: employee engagement;    employee satisfaction;    job satisfaction;    certified registered nurse anesthetists;    CRNA;    Anesthesia Program;   

Others  :  https://deepblue.lib.umich.edu/bitstream/handle/2027.42/143415/Carnahan.pdf?sequence=1&isAllowed=y

瑞士|英语

来源: The Illinois Digital Environment for Access to Learning and Scholarship

【 摘 要 】

Introduction: The business management concept of employee engagement has been around since the early 1990;;s. Employee engagement is defined as an employee;;s emotional connection to their organization that motivates the employee to become fully involved and enthusiastic about their work. Gallup reports that with in the U.S. work force there is more than $300 billion per year lost in productivity related to engagement. The benefits that employers receive from having engaged employees are numerous. Such benefits include; stronger customer relationships, longer employee tenure, increased productivity, higher job satisfaction, and increased organizational commitment. With in the last 15 years, hospitals have started to measure employee engagement through the use of surveys. Just like in other industries, health care workers, nurses and Certified Registered Nurse Anesthetists (CRNA) are more likely to provide excellent care when they are engaged with their work. Studies have proven that institutions that employ engaged health care workers have improved patient safety and satisfaction scores, reduction in medical errors, and lower malpractice claims. To date there have been no published engagement studies involving CRNAs. Methods: Data was collected between December 2012 and January 2013 via Qualtrics© survey. The response rate was 16.5% (280/1700). The Index of Work Satisfaction (IWS), the Utrecht Work Engagement Scale (UWES) and the Anticipated Turnover Scale (ATS) were tools used to measure work satisfaction, engagement and turnover. Qualitative data was also collected to give insight in to the respondent;;s answers. Results: The resulting statistics show that CRNAs are engaged in their workplace. Engagement was measured on a continuum (0-6) showing high levels of Vigor (4.87) and Dedication (5.48) and an average score on Absorption (4.37). The paired t-test for all three means were significant with p<.001. The IWS for CRNAs was measured at 16.42 (0.9 -37.1), showing CRNAs are not satisfied in the workplace. Drivers of satisfaction were measured on a continuum (1-7). The following drivers promoted satisfaction; Professional Status (6.69) and Autonomy (6.04). Organizational Policies (4.27), Pay (4.42) and Task Requirements (4.57) were factors leading to job dissatisfaction of CRNAs. Turnover (1-7) was measured with a mean sum score of 2.94. Analysis of the qualitative data revealed that many CRNAs find their job rewarding, but increased workload, lack of support by management and limited room for advancement has promoted job dissatisfaction of CRNAs. Conclusion: The UWES survey measured CRNAs as having average to high levels of workplace engagement. However, the IWS survey results showed that Michigan CRNA;;s experience job dissatisfaction. The IWS survey driver components contributing to CRNA job satisfaction were; Professional Status, Autonomy and Interactions. The IWS driver components that contributed to CRNA job dissatisfaction were; Task Requirements, Pay and Organizational Policy. Despite Michigan CRNA;;s experiencing job dissatisfaction, it was surprising that the ATS survey results indicated that Michigan CRNAs do not plan to leave their current place of employment.