The Evaluation of Organizational Climate Within an Anesthesia Practice and Its Implications for Certified Registered Nurse Anesthetist Recruitment and Retention
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The process of recruiting and retaining Certified Registered Nurse Anesthetists (CRNAs) can be difficult for various anesthesia practices in the United States. Ensuring positive practice environments for CRNAs may be one solution to this problem. The purpose of this study was to evaluate CRNA perception of organizational climate in their current place of employment and to determine if this influences willingness to remain employed at that practice. Vroom’s theory of work and motivation was selected as the theoretical framework. CRNAs currently practicing in the state of New York were invited to participate in a quantitative, cross-sectional, online survey. Members of the New York State Association of Nurse Anesthetists (NYSANA) were asked to take part in the study. Demographic data were collected and CRNA perceptions of organizational climate, job satisfaction, and intent to leave current place of employment were measured by the CRNA Organizational Climate Questionnaire (CRNA-OCQ), the Misener NP Job Satisfaction Scale (MNPJSS), and the Anticipated Turnover Scale (ATS). Descriptive statistics were utilized to analyze demographic data, while Pearson’s r Correlation was used to determine the relationship between organizational climate, job satisfaction, and turnover intent. Differences in perceptions of organizational climate based on type of employment and anesthesia care model were also investigated using a one-way ANOVA. There was a positive correlation between CRNA-OCQ and MNPJSS scores. In addition, there was a negative correlation between these two measures and ATS scores. CRNAs with a positive perception of their work environment were less likely to want to leave their jobs. Anesthesia practices should explore methods to improve the workplace for CRNAs to improve retention.