Differences among Dental Hygienists in Job Retainment Possibility and Job Maintenance Possibility according to MBTI Personality Type

치과위생사의 장기근무 가능성과 근무지속 가능성의 MBTI유형별 차이

Objective Human-resources management is very crucial in fast-changing business environments, and there aren't yet any evident solutions for the turnover of dental hygienists. The purpose of this study was to develop indicators for the possibility of job retainment and job maintenance among dental hygienists in consideration of a personality type variable. Method One was for job retainment possibility ($Y_1={\frac{the\;longest\;years\;of\;service\;{\times}\;age\;idicator}{total\;years\;of\;service\;{\times}\;the\;vmber\;of\;companies\;for\;which\;one\;have\;ever\;worked}}$), and the other was for job maintenance possibility ($Y_2={\frac{occupational\;satis\;faction\;{\times}\;age\;idicator\;{\times}\;job\;satis\;faction}{the\;{\nu}mber\;of\;companies\;for\;which\;one\;have\;ever\;worked}}$). The subjects in this study were the dental hygienists who worked in dental clinics in the metropolitan area. Their MBTI personality type was analyzed, and their working state was also analyzed to generate two different functions. One was for job retainment possibility the longest years of service, age indicator, total years of service, the number of companies for which one have ever worked), and the other was for job maintenance possibility(occupational satisfaction, job satisfaction, age indicator, the number of companies for which one have ever worked). In addition, the two kinds of possibility were calculated according to the functions. Results The dental hygienists of SJ type who were known as traditionalists were found to be different from the other groups in job retainment disposition, and their Y₁ value was higher than that of the other groups. Conclusion First, there was a regular form of distribution in each of the two functions generated in this study. Second, there were significant differences in Y₁ function according to MBTI personality types. Third, there weren't large disparities in Y₂ function according to MBTI personality types. It signifies that in order to ensure the job retainment of employees, continuing education and training should be considered important.

연구목적 : 급변하는 경영환경에서 인력관리는 매우 중요한 문제이다. 치과위생사의 이직문제는 아직 명확한 해결책이 없는 상태이다. 이 연구는 치과위생사들의 장기근속과 근무지속 가능성에 대한 지수 개발과 관련한 연구로 성격유형변수를 도입 적용한 것이다. 연구방법 : 수도권지역 치과네트워크에 근무 중인 치과위생사를 대상으로 MBTI성격유형분석을 시행하였고, 그들의 근무 상태를 분석하여 장기근속 가능성함수 (Y₁ = 총 근무년수 × 경험 직장수/가장 긴 근속년수 × 연령지수)와 근무지속 가능성함수 (Y₂ = 직업만족도 × 직무만족도 × 연령지수/경험 직장수)를 정의하고 그 결과값을 분석하였다. 연구결과 : 전통주의자로 알려진 SJ유형의 장기근속 성향이 다른 그룹들에 비해 차이가 있는 것이 확인되었고, Y₁ 값이 더 높은 것으로 나타났다. 결 론 : 첫째, 연구자가 설정한 두 함수는 일정한 분포를 나타냈다. 둘째, Y₁ 함수의 경우 MBTI 성격 유형에 따라 유의한 분포로 차이가 발견되었다. 셋째, Y₂ 함수의 경우 성격유형별 차이는 크지 않은 것으로 나타났으며, 이는 채용 이후의 교육훈련 과정이 직원의 장기근속을 유도하기 위해 중요하게 다루어져야 함을 의미한다.