• Journal of Korean society of Dental Hygiene
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• v.23 no.4
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• pp.251-260
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• 2023

Objectives: This study aimed to provide basic data for the development of clinical practice-related education program by analyzing the effects of grit, job satisfaction, and retention intention on transition shock of new dental hygienists. Methods: From April 19 to July 4, 2022, the data was collected from 200 new dental hygienists working for dental hospitals/clinics. Using the SPSS Statistics ver. 22.0, this study was conducted the t-test, one-way ANOVA, Pearson's correlation analysis, and multiple regression analysis. Results: There were positive correlations between grit, job satisfaction, and retention intention, a negative correlation between grit and transition shock, a positive correlation between job satisfaction and retention intention, a negative correlation between job satisfaction and transition shock. and a negative correlation between retention intention and transition shock. As the factors affecting transition shock, lower pay and main performance of medical cooperation work increased transition shock. When job satisfaction and retention intention were higher, transition shock decreased. Conclusions: In order to reduce transition shock of new dental hygienists, it would be necessary to operate clinical practice-related training program, and also to establish a training environment similar to the clinical site/context/situation similar to clinical context/situation.

• Journal of dental hygiene science
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• v.15 no.5
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• pp.560-568
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• 2015

The aim of this study was to provide basic data that could give a positive effect for both new dental hygienists and dental institutions by identifying the impact of one the job training on the organizational socialization, targeting 162 new dental hygienists who currently worked in dental clinic. The data were analyzed using the chi-squire, independent-samples t-test, hierarchical regression analysis. It was shown that the characteristics and contents of a duration of inservice training for new dental hygienists, difficulty, satisfaction, and details of on-the-job training affected organizational socialization by 26.1%. The factor that had the greatest impact on the organizational socialization was dental hygiene service training, followed by guidance of hospital service regulations. This study was significant in that it applied the concept of organizational socialization to the dental hygienists. The future study on the more effective and systematic training program will be needed to help new dental hygienists be socialized more effectively in the new organization.

• Journal of Korean society of Dental Hygiene
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• v.16 no.6
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• pp.1047-1055
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• 2016

Objectives: The purpose of the study was to investigate the factors influencing turnover intention in new dental hygienists. Methods: A self-reported questionnaire was filled out by 202 new dental hygienists in Gyeonggido, Chungcheongdo, Jeollado, and Gyeongsangdo from March 1 to April 24, 2016. Data were analyzed using SPSS WIN 19.0 program. The questionnaire consisted of general characteristics of the subjects (7 items), job-related characteristics (6 items), turnover intention (7 items), burnout (6 items), job satisfaction (13 items), job stress (10 items), organizational commitment (6 items), and critical thinking disposition (8 itmes). Results: Turnover intention was 2.92 points and burnout was 3.26 points. Each of job satisfaction, organizational commitment, and critical thinking disposition was 3.27, 2.95, and 3.32, respectively. Conclusions: The factors influencing turnover intention included age, job stress, job satisfaction, job burnout, and organizational commitment. Among them, job burnout had the highest impact on turnover intention.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.803-811
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• 2019

Objectives: This study investigated the factors influencing organizational socialization of new dental hygienists and provides basic data for successful organizational socialization. Methods: Data were collected using self-report questionnaires from 199 new dental hygienists of dental clinic and hospital between June and September 2018. Data analysis using SPSS 22.0 included Independent t-test, one way ANOVA, Scheffe post-hoc test, Pearson correlation coefficients, and multiple regression analysis. Results: The new dental hygienists' professional self-concept, interpersonal ability, and organizational socialization value were $3.27{\pm}0.50$, $3.55{\pm}0.45$, and $3.03{\pm}0.37$, respectively. There were significant positive correlations between professional self-concepts, interpersonal relations, and organizational socialization. A positive correlation was found between professional self-concept and interpersonal relations. Factors affecting organizational socialization of new dental hygienists included the strength of work, interpersonal relations, and professional self-concept. Professional self-concept was the most influential factor leading to 54.7% of the variance in organizational socialization. Conclusions: Therefore, to improve the organizational socialization of new dental hygienists and reduce the turnover rate, it is necessary to develop and implement programs promoting professional self-concept and interpersonal relations.