








































Anesthesia eJournal
Volume 2 Issue 1 2014

AEJ

Educated Hand Publishing LLC 
“The Science Behind the Art”  

 Anesthesia eJournal - Online
ISSN 2333-2611

Popular press coverage has noted that generational diversity exists in the workplace, suggesting strategies for generational 
harmony and improving job satisfaction.  However, little empirical evidence has linked job satisfaction to generational 
profiles.  The current nurse anesthesia workforce includes three predominant generations:  Baby Boomers, Generation X, 
and Generation Y.  A quantitative descriptive design was used to compare job satisfaction between generational cohorts 
of CRNAs in Michigan.  Four hundred and seven respondents completed an online survey (The Nursing Work Index 
– Revised) as a measure of job satisfaction.  Results indicated that overall, nurse anesthetists have a relatively high job 
satisfaction across generations.  CRNA job satisfaction scores were impacted by their sense of autonomy, their ability to 
work with clinically competent peers, working for employers who provide opportunity for advancement and education, 
and having leadership representation at high administrative levels.  ANOVA revealed no significant differences in job 
satisfaction scores between the three generations.  Information from this study has implications for surgical teams, 
patients, hospital administrators, nurse anesthesia leaders and individual CRNAs.  Understanding factors that influence 
CRNA job satisfaction can enhance the work environment and prove to be beneficial to all generations of CRNAs. 

Keywords:
Generation, job satisfaction, values, CRNA

Abstract

Job Satisfaction Among Certified Registered Nurse Anesthetists: 
A Multigenerational Analysis
Lisa Mileto CRNA, DNP
Barbara Penprase RN, PhD, CNOR

Author Correspondence:
Lisa Mileto CRNA, DNP Lmileto3@gmail.com
Barbara Penprase RN, PhD CNOR penprase@oakland.edu

A generational transformation is occurring in healthcare across America. For the first time in history, the 
workforce consists of three generations working together.1 Exploring Certified Registered Nurse Anesthetist 
(CRNA) job satisfaction from a generational perspective could encourage leaders to capitalize on unique, generation-
specific opportunities to recruit and retain highly qualified CRNAs, maximize departmental effectiveness and 
communication, and create favorable employment arrangements. Understanding generational differences may diffuse 
intergenerational conflicts that can emerge when values are not aligned. 

 A national dialogue is developing amongst generation experts, researchers, and leaders suggesting that generational 
needs be taken into account to improve job satisfaction, particularly in nursing.2-5  The purpose of this study was 
to determine if there is a difference in job satisfaction among CRNAs from three different generations. The factors 
influencing CRNA job satisfaction that were examined in this study are central concepts in the Nursing Work Index 
- Revised (NWI-R) survey, including autonomy, control over practice setting, nurse-physician relationships, and 
organizational support.6 Table 1 defines these factors. 

mailto:Lmileto3@gmail.com
mailto:penprase@oakland.edu


Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 

BACKGROUND 
Each generation has innate core values influenced by the era 

in which they were born and experiences in their life span.3,7 
Strauss and Howe’s7 Generational Theory was used to guide this 
research. This sociological theory examines the things that drive 
people’s behavior. A generation is a cohort group who share birth 
years and are deeply influenced by and bound together by their 
experiences.3 The events people experience throughout their 
formative years partly determine who they are, how they see the 
world, and what they value. Events that capture the attention and 
emotions of millions of people throughout their youth contribute 
to the development of a generational personality.7 Table 2 is a 
demographic overview of three generations.

The Baby Boomers (born between 1946-1964) grew up in a 
time of economic expansion and prosperity, significant social 
movements, and national optimism.7 Defining events that 
occurred during the Baby Boomers’ formative years included the 
Cold War, Elvis Presley and the Beatles, the Vietnam War, and 
the Civil Rights Movement. They were empowered by protests, 
an emerging drug culture, and sexual and spiritual evaluation. 3,7,8  
Rosa Parks, assassinations of Martin Luther King and John F. 
Kennedy, and Woodstock all left an indelible mark.3,7,8,9  Today, 
Baby Boomers are concerned about their workplace environment 
and they value participation, fairness, and equality.  Boomers 
are team players that believe in inclusion and collaboration.8,9  
Additionally, they are fiercely competitive and go to great lengths 
to get what they want.3  Table 3 lists the core values of Baby 
Boomers.9

During their formative years, Generation X (born between 
1965-1977) witnessed corporate layoffs and corruption, inflation, 
the energy crisis, and nuclear proliferation.8  Rapidly rising 
divorce rates and women entering the workforce changed family 
dynamics.  These defining events contributed to Generation 
X developing a prevailing skepticism.8  Institutions that were 
previously stable began to fail, leading to distrust, disappointment, 
and a survivor mentality.3  Watergate, the fall of the Berlin 
wall, the Challenger disaster, and Operation Desert Storm 
were all sentinel events that influenced Generation X.8  Today, 
Generation X value balance in their lives, particularly between 
their work and personal lives; they do not define themselves by 
their work.9  They are frugal and are not influenced by trendy 
brand names or hype.9  Having little regard for corporate life, 
they often challenge or work around authority and the status 
quo.9  They are independent problem solvers who excel at 
multitasking and using technology.3  Table 3 lists the core values 
of Generation X.9

Defining events in the formative years for Generation Y (born 
between 1978-2000) included threats and acts of terrorism, 
including September 11th, 2001, the turning of a new century, 
the bombings in Oklahoma City, and school shootings.10 This 
cohort was raised in a child-focused environment.10 Parents were 
involved in their children’s lives in a style of parenting coined 
“helicopter parenting”, creating an environment of protection 
and guidance. Generation Y has received extensive accolades for 
their achievements and have been the recipients of a cultural shift 
toward the promotion of positive self-esteem.11  

Generation Y is often referred to as the narcissistic generation.  
A study of 16,475 college students between 1982 and 2006 

revealed that narcissism has steadily increased since 1982.12   The 
Narcissistic Personality Inventory results indicated that by 2006, 
two-thirds of the students had above-average scores on this 
inventory, ranking 30% higher than students in 1982.12  Current 
social media such as Facebook, Twitter, Vine, Instagram, and 
YouTube encourage self-promotion. Generation Y’s sense of 
entitlement is fed by their Baby Boomer parents, who spend 
billions of dollars each year on their children.12 In contrast to 
Baby Boomers, Generation Y values changing employment 
frequently to seek the work environment that meets their personal 
needs and desired lifestyle.8,11 In addition to having a sense of 
civic responsibility and social engagement, they are tech-savvy 
as well as tech-dependent.11 Table 3 lists Generation Y’s  core 
values.9

Generational theory creates a powerful framework for 
examining the practice environment and job satisfaction of nurse 
anesthetists through exploration of core values, expectations, 
attitudes, and behaviors.  Limited current research exists 
specifically related to job satisfaction of CRNAs, particularly 
in the United States.  Work environment characteristics and 
personality dimensions among Dutch nurse anesthetists were 
examined in relation to burnout, job satisfaction, and turnover 
intention.   Results revealed that 42% intend to leave their job 
within 2 years.13  Exploration of job satisfaction, emotional 
wellbeing, and working conditions of Austrian and Swiss 
anesthetists indicated that high levels of job satisfaction exist 
in anesthetists who found their work interesting and had 
opportunities to contribute skills and ideas to the workplace.14  
Jones and Fitzpatrick15 conducted a descriptive study examining 
attitudes toward collaboration, surveying CRNAs and 
anesthesiologists in Texas. CRNAs consistently had higher mean 
scores than anesthesiologists in the four subscales examined: 
shared education and teamwork, caring opposed to curing, 
CRNA autonomy, and physician authority.15    

Research involving factors that influence job satisfaction as it 
relates to generational differences is relatively recent.  Wieck et 
al6 completed a generational assessment of job satisfaction, work 
environment, and favorable manager characteristics.  Nurses’ 
satisfaction was measured using the Nurse Work Index-Revised.16  
Surveying 1,773 staff Registered Nurses (RNs) from 22 hospitals, 
they found that Generation Y nurses were least satisfied 
with organizational support and their control over practice.  
Generation X nurses were least satisfied with control over practice 
and autonomy.  Baby Boomers had the lowest satisfaction scores 
in the areas of control of practice and satisfaction with the work 
environment, but the highest overall satisfaction scores. 

Additional recent studies demonstrate significant diversity in 
job satisfaction and work values among generations, particularly 
in the areas of burnout, empowerment, value congruence, 
workplace cohesion, supervisor support, and organizational 
commitment.17,18,19  A survey of nurses and their experiences of 
distress and collegiality at work was conducted by Leiter et al.20  
The aim of the study was to determine if generational differences 
exist between these experiences.  Generation X nurses reported 
more negative experiences than Baby Boomers on all measures 
including incivility, cynicism, physical symptoms, exhaustion, and 
turnover intent.  

Wilson et al21 conducted a study to explore how overall job 
satisfaction and satisfaction with specific aspects of work are 



Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 

similar and different across generations of nurses (N = 6,541). 
Results indicated that Generation X and Y had a significantly 
lower level of job satisfaction as compared with Baby Boomers.  
Baby Boomers were significantly more satisfied with rewards 
such as pay and benefits.  Baby Boomers also reported higher 
levels of satisfaction with professional opportunities, praise, and 
recognition as compared to Generation X.  Generation X placed 
a higher value on self-directed recognition and professional 
opportunities and relied less on organizations.  There were no 
differences in generational cohorts in satisfaction with nursing 
co-workers or other health care provider interactions.  

METHODOLOGY
For this study, a quantitative descriptive design was used 

to compare job satisfaction between generational cohorts of 
CRNAs. The target population for this study consisted of 
2,163 practicing CRNAs throughout Michigan who were, at 
the time of survey mailing, active members of the Michigan 
Association of Nurse Anesthetists (MANA).  CRNAs born 
between 1946 and 1989 were included in data analysis and 
categorized according to generational cohort. Birth year was used 
to categorize the participants into generational cohorts:  Baby 
Boomers, born between 1946-1964; Generation X, born between 
1965 and 1977; and Generation Y, born between 1978 and 2000.  
For the purpose of data analysis, 1989 served as the cut-off for 
placement in the Generation Y cohort because it is unlikely that 
anyone born after 1989 would have achieved the educational 
preparation to be a CRNA.  Permission to use human subjects 
was obtained from the Oakland University Investigational Review 
Board prior to data collection. MANA distributed the e-mail to 
all CRNA members, which included the informed consent with 
a link to the demographic questionnaire and the Nursing Work 
Index – Revised (NWI-R).  Completion of the survey indicated 
implied consent. 

The NWI-R instrument was used to measure CRNA job 
satisfaction from three different generational cohorts.  The 
NWI-R has been used successfully to assess nursing job 
satisfaction in a number of published studies over several decades, 
has proven sound psychometric properties, and has good to 
excellent reliability.16,22,23,24  Content validity of the instrument 
has been documented in multiple studies that have demonstrated 
the identification of work environment characteristics supportive 
of professional nursing practice.16,22,23,24  The NWI-R was slightly 
modified by minor language changes to fit CRNA practice.  For 
example, the word “nurse” was changed to “CRNA” and the 
items “the use of written nursing care plans”, “working on highly 
specialized units”, “floating to different units”, and “caring for the 
same patient from one day to the next” were eliminated.  This was 
done to allow for optimal answers about the individual’s work 
environment. 

RESULTS
The electronic survey was opened by 450 CRNAs.  In total, 43 

cases were eliminated due to either the participant completing 
only the demographic questions and not the survey or the 
participant was born before 1946.  This left 407 respondents 
(90.4%).  The mean age was 47 (SD = 10) with a minimum age 
of 26 and a maximum of 66. Baby Boomers comprised 53.6% of 

the sample (n=218), Generation X comprised 31.2% (n=127), and 
Generation Y comprised 15.2% (n=62). Additional demographic 
data is presented in Table 4.  The survey used 38 items and a 
4-point Likert scale, asking participants to respond by indicating 
the extent to which they agree that each item is present in their 
current job, with 1 (strongly disagree), 2 (somewhat disagree), 3 
(somewhat agree), and 4 (strongly agree); the higher the score, 
the higher the job satisfaction. The mean job satisfaction score 
was 2.89 (range = 1.50 to 3.92, SE = .04). The distribution had 
mild deviations from normality (skewness = -.13; kurtosis = .34) 
indicating that the largest portion of the data was above the 
mean (median = 2.87) with slight leptokurtosis. Therefore, it was 
determined that parametric statistical analysis using ANOVA was 
appropriate.

The lowest mean score for Baby Boomers (2.24, SD = 0.86) 
was on the item “there is opportunity for advancement”.  The 
lowest mean for Generation X (2.25, SD = 0.93) was on the item 
“department educators provide patient care consultation”, and the 
lowest mean for Generation Y (2.27, SD = 0.99) was on the item 
“a chief nurse executive or anesthesia leader is equal in power and 
authority to other top-level executives”.  The highest mean for the 
Baby Boomers (3.64, SD = 0.55), Generation X (3.65, SD = 0.48) 
and Generation Y (3.72, SD = 0.49) was on the item “working 
with CRNAs who are clinically competent”, thus being the 
highest overall mean for all respondents (3.66, SD = 0.52). Table 
5 lists the overall highest and lowest means of all respondents for 
specific items. 

The mean job satisfaction scores for each generation were:  
Baby Boomers, 2.90 (SD = 0.62); Generation X, 2.82 (SD = 
0.47); and Generation Y, 3.01 (SD = 0.48).  The four subscale 
means for all respondents were: Autonomy 2.80 (SE = 0.04), 
Organizational Support 2.93 (SE = 0.03), Control Over Practice 
3.03 (SE = 0.04), and CRNA/Physician Relationships 3.03 (SE 
= 0.03).  Analysis of variance (ANOVA) was used to compare 
the means of overall job satisfaction scores between generations 
and subcategories of job satisfaction between generations.  
Results indicated no difference in job satisfaction scores between 
generations F(2, 200) =1.524, p = .22.  In addition to testing the 
mean job satisfaction score, the data were analyzed according to 
the NWI-R four subscales: Autonomy, Control Over Practice, 
Organizational Support, and CRNA/Physician Relationships.  
Mean scores were created for subscales in the same manner as 
the overall job satisfaction score.  ANOVAs were run separately 
for each subscale to see if any generational differences might exist 
for any of the subscales. No significant differences were found on 
any of the subscale: Autonomy F(2, 339)=.865, P=.42; Control 
over Practice F(2, 351)=2.044, P=.13; Organizational Support 
F(2, 337)=.968, P=.38; and CRNA/Physician Relationships F(2, 
386)=0.591, P=.55.

DISCUSSION
The findings revealed no significant difference in job 

satisfaction scores between three generations of CRNAs.  There 
were, however, several interesting findings that warrant comment 
and further investigation.  The American Association of Nurse 
Anesthetists (AANA) demographic data align closely with the 
descriptive data in this study (Table 8).  According to a recent 
AANA Member Survey Data Report,25 the average age of 



Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 

CRNAs in the United States is 50; the average age of CRNAs 
in this study was 47.  A surprisingly large percentage of CRNAs 
have been in practice for over 20 years.  Many are eligible for 
retirement in the next 5 years, yet are not planning to retire.25 
Are CRNAs choosing to postpone retirement due to recent 
economics changes, overall job satisfaction, or other factors? Are 
there generational implications of these findings?

This study reports a total job satisfaction mean of 2.89 (on a 
4 point scale), indicating CRNA respondents were somewhat 
satisfied with their job.  Based on generational and subscale mean 
job satisfaction scores, CRNAs are somewhat satisfied with their 
job.  This result aligns with the AANA Member Survey Data 
Report.25  The AANA used a 5-point Likert scale ranging from 
1 (not favorable) to 5 (very favorable).  The survey asked “How 
favorable is your primary work environment to CRNAs?”  The 
mean was 3.9, with 72% responding 4 or 5 (n = 5,704).  The 
AANA survey also asked “How satisfied are you with a career 
as a nurse anesthetist?”  The mean response was 4.4, with 89% 
responding 4 or 5 on a scale of 1, (not satisfied) to 5 (very 
satisfied).

The highest item mean impacting job satisfaction for all 
three generations in this study related to working with highly 
competent CRNAs. The lower mean item scores for job 
satisfaction found in this study included opportunities for 
advancement, educational needs of CRNAs, and CRNAs 
perceptions of the importance of administrative representation. 
This is valuable information for examining CRNA job 
satisfaction. These factors indicate the potential need for 
improved educational offerings for CRNAs at the workplace, 
having CRNA leadership that has influence with administration, 
and providing CRNAs with opportunities for advancement. 

The subgroup of autonomy had the lowest overall mean for 
all respondents.  Items in this subgroup included:  “not being 
placed in a position to do things that are against my judgment”, 
“freedom to make important patient care and work decisions”, “a 
supervisory staff that is supportive of CRNAs”, and “an anesthesia 
manager backs up CRNAs in decision making, even if the 
conflict is with a physician”.  The results of lower job satisfaction 
related to lack of autonomy parallel results reported in earlier 
studies.4, 6,15  Similarly, the AANA survey indicated that 21% of 
CRNAs reported a lack of job autonomy as an issue affecting 
their practice.25  

The demographics of nurse anesthesia are rapidly changing.25  
Nurse anesthesia educational programs have increased in number 
and enrollment over the past 10 years.  According to the AANA 
Practice Profile and Demographic Surveys and Database,26 in 
1999 there were 2,472 students enrolled in nurse anesthesia 
programs, and in 2009 there were 5,490 students enrolled.  This 
is a 122% increase in anesthesia student enrollment. Will the 
demographics abruptly shift in the next 10 years and impact 
CRNA job satisfaction?  Will greater generational diversity in 
nurse anesthesia impact job satisfaction in the future?  Exploring 
these questions empirically will be beneficial for the profession.

This study was limited to CRNAs who were MANA members 
practicing in Michigan, thus the findings cannot be generalized 
beyond this population. A type II error may have occurred in this 
study due to a small sample size or small differences in measured 
effect between groups due to lack of precision in the instrument.  
Power analysis was not performed. Generational theory has 
been criticized for creating generalizations about groups of 
people based on anecdotal evidence, age, and demographic data.  
There may be an imbalance of extrapolated information that has 
grouped people into generations versus empirical evidence of 
generational differences.27  Alternatively, generational difference 
is a relatively new field of study with empirical and theoretical 
growth on the rise, making it an excellent area for study. 

Regarding the NWI-R, the statement that was most frequently 
answered as ‘not applicable’ or left blank was “department 
educators provide patient care consultation” (n = 75 blank), 
followed by “a preceptor program exists for new employees” (n = 
59 blank or “not applicable”), followed by “CRNAs are supported 
in pursuing advanced degrees” (n = 56 blank).  Possible reasons for 
incomplete responses include confusion about the statement, or 
the respondent felt something in the statement was not applicable 
to him or herself or their work environment, or other unknown 
reasons.  Nurse anesthetists are advanced practice nurses that 
form a unique subset of nursing.  This calls into question the 
validity of the NWI-R for use in nurse anesthesia.  Even the 
minor modifications made to this tool could have a negative 
impact on reliability and validity.  Ideally, a reliable and valid 
job satisfaction survey should be created that is specific to nurse 
anesthetists.

Despite the limitations, this research provides important and 
unique insight into the job satisfaction of nurse anesthetists.  
Overall, nurse anesthetists have a relatively high job satisfaction 
across age ranges.  CRNA job satisfaction is impacted by their 
sense of autonomy, opportunity for advancement, educational 
opportunities offered by their employer, and leadership 
representation at high administrative levels.  Although not 
generationally specific, these concepts crossed all generations.  
Nurse anesthesia leaders can improve job satisfaction by 
modifying organizational practices to meet the workplace needs 
and values of CRNAs.

Mainstream publications contain recommendations for 
generational management styles; general discussion about 
generational differences in the work place occurs regularly.  People 
bring their life experience and values to work.  Although this 
research did not find a significant difference between generations 
and job satisfaction among CRNAs, the negligible differences 
this study revealed may have practical interest and value for nurse 
anesthetists, and the data present interesting questions for further 
research.  Nurse anesthetists should continue to explore factors 
that influence CRNA job satisfaction and develop strategies 
aimed at maintenance and improvement of the workplace 
environment. 



Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 

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9. Zemke R, Raines C, Filipczak R. Generations at Work: 
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10.  Huntley R. The World According to Y: Inside the New 
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Miserable Than Ever Before. New York, NY: Free Press; 
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13.  Meeusen VC, Van Dam K, Brown-Mahoney C, 
Van Zundert AA, Knape HT. Understanding nurse 
anesthetists’ intention to leave their job: how burnout 
and job satisfaction mediate the impact of personality 
and workplace characteristics. Health Care Manage Rev. 
2011;36(2):155-163.

14.  Kinzl JF, Knotzer H, Traweger C, et al. Influence of 
working conditions on job satisfaction in anesthetists. 
Br J Anaesth. 2005;94(2):211-215.

 15. Jones TS, Fitzpatrick JJ. CRNA-physician collaboration 
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 16. Aiken L, Patrician P. Measuring organizational traits of 
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17.  Sparks AM. Psychological empowerment and job 
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nurses. J Nurs Manag. 2012;20:451-460.

18.  Leiter M, Jackson N, Shaughnessy K. Contrasting 
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Generation X. J Nurs Manag. 2009;17(1):100-109.

19.  Keepnews D, Brewer C, Kovner C, Shin J. Generational 
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20.  Leiter M, Price S, Spence Laschinger H. Generational 
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A. Job satisfaction among a multigenerational nursing 
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2002;25(3):176-188.

24.  Lake E. The nursing practice environment: measurement 
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25.  American Association of Nurse Anesthetists. Member 
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file:///Users/sheriharvey/Desktop/Customers/Anesthesia%20Journal/Generational%20Study-Mileto%20V.2-I.1/../AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/4AFRK31D/Available at: www.aana.com/myaana/AANAbusiness/aanasurveys/Documents/aana-member-survey-data-nov2011.pdf
file:///Users/sheriharvey/Desktop/Customers/Anesthesia%20Journal/Generational%20Study-Mileto%20V.2-I.1/../AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/4AFRK31D/Available at: www.aana.com/myaana/AANAbusiness/aanasurveys/Documents/aana-member-survey-data-nov2011.pdf
file:///Users/sheriharvey/Desktop/Customers/Anesthesia%20Journal/Generational%20Study-Mileto%20V.2-I.1/../AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/AppData/Local/Microsoft/Windows/Temporary Internet Files/Content.IE5/4AFRK31D/Available at: www.aana.com/myaana/AANAbusiness/aanasurveys/Documents/aana-member-survey-data-nov2011.pdf


Table 1
Factors Influencing CRNA Job Satisfaction

Autonomy: The freedom to make independent decisions in CRNA practice that are in the best interest of the patient. 

Control over the practice setting: Organizational autonomy or the freedom to take the initiative in shaping anesthesia 
departmental and institutional policies for patient care.

Nurse-physician relationships: Involvement and connection between CRNA and physician regarding patient care. 

Organizational support: Administrative and managerial support for CRNAs, including opportunities for continuing education, 
advancement, and adequacy of resources.
CRNA, Certified Registered Nurse Anesthetist.
Source: Nurse Work Index-Revised survey.5

Table 2     Comparison of Three Generations3

Generation Birth Years Current Age Population
Baby Boomer 1946-1964 50-68 80 million
Generation X 1965-1977            37-49 46 million
Generation Y 1978-2000  36 -14 76 million

Table 3       Characteristics of  Generations 
BABY BOOMER
Main Values
• Optimism
• Teamwork
• Personal gratification
• Health/Wellness
• Personal growth
• Work

Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 



Anesthesia eJournal                         www.anesthesiaejournal.com
Volume 2 Issue 1 2014 

Table 4
Comparison of Demographic Data
MANA CRNA Surveya and AANA CRNA Surveyb 

Variable   MANA Survey
(N = 407)

 AANA Survey  
(N = 7,053

Mean Age  47 50
Age Cohort 48 - 66:  54%

36 - 47:  31% 
<35:  15%

Over 49:  55%
35 - 49:  35%
  <34:  10%

Years Experience
         Over 20 
         10 to 20 
         Less than 10 

34%
28%
 38%

35%
23%
42%

Gender
        Female 61% 58%
        Male 39% 42%
Practice Setting
        Hospital 89% 87%
       ASC 10% 11%
       Other  1%  2%
Role
       Staff CRNA 90% 96%
       Administration 6% 2%
       Education 3% 2%
aNWI-R electronic survey of Michigan CRNAs
bAmerican Association of Nurse Anesthetists, Member Survey Data Report

 

Table 5
High and Low Mean Job Satisfaction Scores – NWI-R 

Item                         Mean, SDa  Mean, SDa

High Scores
 Working with Competent Peers         3.66, 0.52

 High Standard of Care Expected         3.60, 0.66
 
Satisfactory Salary            3.33, 0.77 

Low Scores
 Opportunity for Advancement     2.28, 0.85

  Anesthesia Leader Equal In Power to Executives   2.31, 1.02

 Educators Provide Consultation     2.36, 0.93
 
aStandard Deviation


