Turnover, Burnout, and Job Satisfaction of Certified Registered Nurse Anesthetists in the United States: Role of Job Characteristics and Personality

The bottom line

For CRNA retention, job design appears to matter alongside personality: how work is structured relates to satisfaction, and satisfaction relates to whether CRNAs stay and perform safely. Leaders should look at controllable job characteristics — not just hiring 'resilient' people — when addressing turnover. Uncertain publication details mean this source is best used alongside the stronger CRNA retention studies in this library.

What the source found

National survey of AANA members modeled turnover, burnout, and job satisfaction as functions of job characteristics and personality factors; links job satisfaction to retention, turnover, performance, and patient safety outcomes.

Limitations and applicability

ResearchGate record only; exact journal and DOI uncertain without direct access; publication year inferred.

Population and setting

U.S. CRNAs (AANA members)

Used in FairShare guides

• Autonomy, Not Just Hours: What a National CRNA Survey Found
• Building Healthy Workplace Expectations Before You Graduate
• Workforce Capacity Hiding in Plain Sight
• Retention and the Anesthesia Workforce

About this evidence

Research question / practical issue

How does this source inform Understanding Anesthesia Burnout and Retention and the Anesthesia Workforce for the population it studied?

Study design, evidence tier, and source class

Peer Reviewed Survey Study · primary source · evidence tier 2

Source type: Peer Reviewed Survey Study · primary · Evidence tier 2

Topics: Understanding Anesthesia Burnout, Retention and the Anesthesia Workforce

Audience: CRNAs, Department Leaders