Date of Conferral



Doctor of Business Administration (D.B.A.)




Warren Lesser


Perfusion managers who lack strategies to mitigate perfusionist attrition place a strain on their remaining employees and incur replacement costs for their organization. Grounded in Vroom’s expectancy model, the purpose of this multiple case study was to explore strategies perfusion managers use to mitigate perfusionists attrition within open-heart centers in a northeast U.S. city. Data were collected through digital semistructured interviews with 5 licensed perfusionists who demonstrated successful staff retention. Perfusionist job listings were used as a secondary data source. Data were analyzed using Yin’s 5 step process. Four significant themes emerged: job satisfaction, work-life balance, surveys, and compensation. Perfusion managers may consider flexible scheduling to bolster job satisfaction and work-life balance. Perfusion managers should also survey employees to garner individual sentiments towards desired managerial strategies for job satisfaction, work-life balance, and compensation. The implications for positive social change from this study include the potential to enhance employee retention, resulting in improved quality of life for employees and safer, more consistent patient care.