{"id":{"repo_id":"utc","oai_identifier":"oai:scholar.utc.edu:theses-2103"},"canonical_url":"https://search.dev.ndltd.org/etd/utc/oai:scholar.utc.edu:theses-2103","repository":{"repo_id":"utc","name":"University of Tennessee - Chattanooga","base_url":"https://scholar.utc.edu/do/oai/"},"display":{"title":"Job satisfaction of certified registered nurse anesthetists in Tennessee","abstract":"Job satisfaction had been linked with improved job performance, increased productivity, decreased absenteeism, decreased job turnover rates and increased quality of care. For these reasons, employers have sought to determine what constitutes job satisfaction and what factors affect it. A wealth of information is available regarding job satisfaction in general and job satisfaction of nurses, yet little research has been done related to the job satisfaction of CRNAs. The purpose of this study was to evaluate overall job satisfaction of CRNAs; to evaluate CRNAs' level of intrinsic and extrinsic satisfaction as components of overall satisfaction; and to explore the effects of selected demographic variables on overall job satisfaction, intrinsic satisfaction, and extrinsic satisfaction. The Minnesota Satisfaction Questionnaire was used to measure overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. The researcher found CRNA overall job satisfaction score was 64.1 on the Minnesota Satisfaction Questionnaire-Long Form. This was lower than the normreferenced groups. In addition, CRNAs had higher intrinsic than extrinsic job satisfaction. This study found CRNAs working in a rural setting had higher intrinsic and overall job satisfaction than did CRNAs working in an urban setting. Also, CRNAs working in hospitals of less than 200 beds had a statistically significant higher extrinsic job satisfaction than CRNAs working in larger hospitals. This study also found that CRNAs making an annual salary between $126,000 and $150,000 had a statistically significant higher extrinsic job CRNAs making $125,000 or less. CRNAs with an annual salary between $101,000 and $125,000 had a statistically significant higher intrinsic satisfaction than did CRNAs making between $51,000 and $75,000.","abstract_html":"Job satisfaction had been linked with improved job performance, increased productivity, decreased absenteeism, decreased job turnover rates and increased quality of care. For these reasons, employers have sought to determine what constitutes job satisfaction and what factors affect it. A wealth of information is available regarding job satisfaction in general and job satisfaction of nurses, yet little research has been done related to the job satisfaction of CRNAs. The purpose of this study was to evaluate overall job satisfaction of CRNAs; to evaluate CRNAs' level of intrinsic and extrinsic satisfaction as components of overall satisfaction; and to explore the effects of selected demographic variables on overall job satisfaction, intrinsic satisfaction, and extrinsic satisfaction. The Minnesota Satisfaction Questionnaire was used to measure overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. The researcher found CRNA overall job satisfaction score was 64.1 on the Minnesota Satisfaction Questionnaire-Long Form. This was lower than the normreferenced groups. In addition, CRNAs had higher intrinsic than extrinsic job satisfaction. This study found CRNAs working in a rural setting had higher intrinsic and overall job satisfaction than did CRNAs working in an urban setting. Also, CRNAs working in hospitals of less than 200 beds had a statistically significant higher extrinsic job satisfaction than CRNAs working in larger hospitals. This study also found that CRNAs making an annual salary between $126,000 and $150,000 had a statistically significant higher extrinsic job CRNAs making $125,000 or less. CRNAs with an annual salary between $101,000 and $125,000 had a statistically significant higher intrinsic satisfaction than did CRNAs making between $51,000 and $75,000.","abstract_has_math":true,"creators":["Nelson, Kelly M."],"institution":"University of Tennessee at Chattanooga","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Smith, Maria","Davis, Lloyd; Holder, Pam","College of Health, Education, and Professional Studies"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":null,"date_issued":"","date_published":null,"updated_at":"2026-07-24T05:47:21Z","subjects":["Nurse anesthetists--Tennessee","Nurses--Job satisfaction--United States--Tennessee"],"languages":["English","eng"],"rights":[],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["LB2369.2 .N447 1999"],"render_values":[{"text":"LB2369.2 .N447 1999","href":null,"code":true}]}]},"links":{"outbound_url":"https://scholar.utc.edu/theses/924","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Smith, Maria","Davis, Lloyd; Holder, Pam","College of Health, Education, and Professional Studies"]},{"key":"dc:creator","label":"Author","values":["Nelson, Kelly M."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["1999-08-01T07:00:00Z"]},{"key":"dc:publisher","label":"Institution","values":["University of Tennessee at Chattanooga","Chattanooga (Tenn.)"]},{"key":"dc:relation","label":"Dc Relation","values":["Masters Theses and Doctoral Dissertations"]},{"key":"dc:type","label":"Dc Type","values":["Masters theses","Text"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Nurse anesthetists--Tennessee","Nurses--Job satisfaction--United States--Tennessee"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English","eng"]},{"key":"dc:rights","label":"Dc Rights","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["LB2369.2 .N447 1999","https://scholar.utc.edu/theses/924"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Dept. of Nursing","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."]},{"key":"dc:description.abstract","label":"Abstract","values":["Job satisfaction had been linked with improved job performance, increased productivity, decreased absenteeism, decreased job turnover rates and increased quality of care. For these reasons, employers have sought to determine what constitutes job satisfaction and what factors affect it. A wealth of information is available regarding job satisfaction in general and job satisfaction of nurses, yet little research has been done related to the job satisfaction of CRNAs. The purpose of this study was to evaluate overall job satisfaction of CRNAs; to evaluate CRNAs' level of intrinsic and extrinsic satisfaction as components of overall satisfaction; and to explore the effects of selected demographic variables on overall job satisfaction, intrinsic satisfaction, and extrinsic satisfaction. The Minnesota Satisfaction Questionnaire was used to measure overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. The researcher found CRNA overall job satisfaction score was 64.1 on the Minnesota Satisfaction Questionnaire-Long Form. This was lower than the normreferenced groups. In addition, CRNAs had higher intrinsic than extrinsic job satisfaction. This study found CRNAs working in a rural setting had higher intrinsic and overall job satisfaction than did CRNAs working in an urban setting. Also, CRNAs working in hospitals of less than 200 beds had a statistically significant higher extrinsic job satisfaction than CRNAs working in larger hospitals. This study also found that CRNAs making an annual salary between $126,000 and $150,000 had a statistically significant higher extrinsic job CRNAs making $125,000 or less. CRNAs with an annual salary between $101,000 and $125,000 had a statistically significant higher intrinsic satisfaction than did CRNAs making between $51,000 and $75,000."]},{"key":"dc:title","label":"Title","values":["Job satisfaction of certified registered nurse anesthetists in Tennessee"]}]}],"canonical_facts":{"dc:contributor":["Smith, Maria","Davis, Lloyd; Holder, Pam","College of Health, Education, and Professional Studies"],"dc:creator":["Nelson, Kelly M."],"dc:date":["1999-08-01T07:00:00Z"],"dc:description":["Dept. of Nursing","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."],"dc:description.abstract":["Job satisfaction had been linked with improved job performance, increased productivity, decreased absenteeism, decreased job turnover rates and increased quality of care. For these reasons, employers have sought to determine what constitutes job satisfaction and what factors affect it. A wealth of information is available regarding job satisfaction in general and job satisfaction of nurses, yet little research has been done related to the job satisfaction of CRNAs. The purpose of this study was to evaluate overall job satisfaction of CRNAs; to evaluate CRNAs' level of intrinsic and extrinsic satisfaction as components of overall satisfaction; and to explore the effects of selected demographic variables on overall job satisfaction, intrinsic satisfaction, and extrinsic satisfaction. The Minnesota Satisfaction Questionnaire was used to measure overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. The researcher found CRNA overall job satisfaction score was 64.1 on the Minnesota Satisfaction Questionnaire-Long Form. This was lower than the normreferenced groups. In addition, CRNAs had higher intrinsic than extrinsic job satisfaction. This study found CRNAs working in a rural setting had higher intrinsic and overall job satisfaction than did CRNAs working in an urban setting. Also, CRNAs working in hospitals of less than 200 beds had a statistically significant higher extrinsic job satisfaction than CRNAs working in larger hospitals. This study also found that CRNAs making an annual salary between $126,000 and $150,000 had a statistically significant higher extrinsic job CRNAs making $125,000 or less. CRNAs with an annual salary between $101,000 and $125,000 had a statistically significant higher intrinsic satisfaction than did CRNAs making between $51,000 and $75,000."],"dc:identifier":["LB2369.2 .N447 1999","https://scholar.utc.edu/theses/924"],"dc:language":["English","eng"],"dc:publisher":["University of Tennessee at Chattanooga","Chattanooga (Tenn.)"],"dc:relation":["Masters Theses and Doctoral Dissertations"],"dc:rights":["http://rightsstatements.org/vocab/InC/1.0/"],"dc:subject":["Nurse anesthetists--Tennessee","Nurses--Job satisfaction--United States--Tennessee"],"dc:title":["Job satisfaction of certified registered nurse anesthetists in Tennessee"],"dc:type":["Masters theses","Text"]},"updated_at":"2026-07-24T05:47:21Z"}