• Journal of the Korea Society of Computer and Information
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• v.26 no.5
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• pp.69-76
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• 2021

This study was conducted to confirm the relevance of job stress, job satisfaction, organizational communication and turnover intention and to identify the factors that influence turnover intention of dental hygienists. Data were collected from May 2nd to May 17th, 2020, and were conducted for 159 dental hygienists working in dental clinics and clinics. Data were analyzed using IBM SPSS 20.0. As a result of the analysis, there was a positive correlation between turnover intention and job stress, and negative correlation between turnover intention, job satisfaction and organizational communication. After correcting the demographic variables of the subjects, it was found that job stress, job satisfaction, and organizational communication accounted for 35.4% of turnover intention and job stress was found to significantly affect turnover intention. Therefore, it is required to develop and implement a program that helps to reduce job stress that affects job turnover intention.

• Journal of dental hygiene science
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• v.15 no.1
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• pp.38-45
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• 2015

This research was attempted in order to investigate the correlation of the conflict level and job satisfaction of the dental hygienists in the dental clinic agency. The subjects were 249 dental hygienists working with more than five dental hygienists at dental clinics in Daegu, eight dental clinics were randomly chosen, the researcher visited them personally and the data was obtained by self-administrated questionnaires from March 2 to March 31, 2011. In conclusion, the higher ages, monthly income and total career were, the higher levels of conflict were, and job satisfaction was significantly high when monthly income and total career were higher. Correlation between level of conflict and job satisfaction showed as level of conflict are lower, job satisfaction was significantly high. Regression analysis of the factors affecting job satisfaction, it was significantly high as monthly income was higher, friction of view and ignorance was lower. Therefore, the conflict level is reduced, the job satisfaction degree of the dental hygienist is enhanced, the dental hygienist duty efficiency is enhanced and dental service of the good quality is provided.

• Journal of Korean society of Dental Hygiene
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• v.9 no.4
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• pp.606-619
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• 2009

Objectives : This study was to examine the state of customized visiting oral health programs in a bid to help facilitate the unified operation of the programs and the development of required guidelines. Methods : The subjects in this study were 49 dental hygienists who were professionals responsible for customized visiting health care programs across the nation. Results : 1. Regarding the form of employment of the dental hygienists were investigated many contract and daily workers. 2. As to the possession of equipment necessary for visiting oral health programs, denture cleaners(12.2%) were most widely possessed in some regions, followed by mobile scalers(10.2%) and mobile suctions(8.2%). In terms of expendable devices and materials, dental mirrors, pincettes and explorers were the most widely possessed dental checkup devices, and the most widely possessed oral hygiene supplies were toothbrushes, interdental brushes and denture cleaners. Those devices and materials were in more possession than the other types of devices and materials. The most widely possessed equipment for educational purpose was laptop computers, followed by beam projectors and screens. The most widely possessed teaching materials were dentiform, followed by CD-ROMs. 3. Those whom they visited the most for oral health care service were elderly people, followed by the disabled and patients with chronic diseases. The dental hygienists who went out to visit those people outnumbered the others who stayed at public health centers. Concerning the types of visiting oral health care service, the most prevalent service provided to the elderly included denture cleaning/management, oral massage and preventive treatment against dental caries. The most dominant service provided to the disabled involved education of the oral health care act, preventive treatment against dental caries and toothbrushing by professionals. The most common service offered to patients with chronic diseases was education of the oral health care act and oral health education. The dental hygienists paid a visit to a mean of 5.8 households a day. The average weekly number of households cared by the dental hygienists was 27.3. It took a mean of 37.1 minutes for them to take care of each household. 4. As for satisfaction level with the implementation of the visiting oral health programs, they expressed the greatest satisfaction at teamwork with professionals($3.56{\pm}0.94$), followed by the professionalism of their work($3.21{\pm}0.94$) and workload($3.08{\pm}0.94$). Their satisfaction level with the work conditions required for creative job performance($2.75{\pm}0.98$) and partnership with other institutions($2.64{\pm}1.03$) was below 3.0. In regard to the impact of their characteristics, marital status made a statistically significant difference to satisfaction level with workload. The unmarried dental hygienists were more pleased with their workload than the married ones(p<0.05). 5. As to needs for education for professionalism improvement, they asked for education about visiting oral health care skills the most, followed by education about oral health care for patients with chronic diseases, education of planning/evaluation and education of oral health care for the disabled. Conclusions : The top priority for the vitalization of the programs was the procurement of budget, followed by the procurement of equipment and educational media and the procurement of human resources.

• The Korean Journal of Health Service Management
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• v.4 no.2
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• pp.1-10
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• 2010

The purpose of this study is to examine impacts of psychological empowerment of dental hygienists who were employed to dental hospital or clinic on organizational commitment, job satisfaction and turnover intention as strong predictors of turnover rate. Major findings in this study include that the more psychological empowerment increase, the more job satisfaction and organizational commitment will increase, which can decrease turnover intention after all. This result indicates that the managers of dental hospital and clinic should perceive that the consistent management effort to improve psychological empowerment can increase job satisfaction, and finally will increase the organizational commitment that means the loyalty to organization.

• Journal of Korean society of Dental Hygiene
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• v.16 no.4
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• pp.499-506
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• 2016

Objectives: The purpose of the study is to investigate the participation motivation and satisfaction of continuing education in the dental hygienists. Methods: A self-reported questionnaire was completed by 900 dental hygienists in Seoul and Gyeonggido in continuing education 2015. The questionnaire consisted of general characteristics of the subjects (7 items), continuing education requirements (6 items), and continuing education evaluation (9 items). Cronbach's alpha was 0.859 in participation motivation and 0.901 in satisfaction. Likert five point scale was used. Data were analyzed by SPSS 22.0 program. Results: The priorities of the contents were as follows; patient care and counseling(49.0%), the latest information and technology(43.9%), middle management roles(23.3%), health care management(17.6%), and lecture studies(4.4%) in order by multiple responses survey. The favorite instructors were specialized dental hygienist(52.3%). The ideal pay for education fee was 50 percent supported by the institution. The best official announcement of education was e-mail. The participation motivation of education was 4.45 points and was focused on the education completion issue. The lowest score was 2.77 of development of human relationships between participants. The choice for instructor was 3.43 and the lowest score was 2.49 of education fee. Overall satisfaction score was 3.04. Conclusions: Diversification of the continuing education is very important. It is necessary to develop and implement the education methods and to train the dental hygiene specialists for the education.

• Journal of dental hygiene science
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• v.21 no.1
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• pp.28-37
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• 2021

Background: Career success is the psychological achievement associated with an individual's work. Protean career management behavior is the behavior of managing individual careers in order to achieve individual career goals. The purpose of this study was to clarify the career success of dental hygienists as perceived by clinical dental hygienists and to compare the relationship between career success and protean career management behavior. Methods: Nationwide convenience samples of clinical dental hygienists were obtained; 354 people were surveyed online, and the data of 350 people were finally analyzed. The perception of career success of dental hygienists was assessed using a multiple response method. T-test, ANOVA, and χ2 tests were performed to investigate the differences and relationships between protean career management behavior and career success according to the general characteristics. Results: Career success was recognized by clinical dental hygienists as "income", "work proficiency", "patient consultation", "self-satisfaction", and "recognition by superiors" in order. There were significant differences in protean career management behavior according to general characteristics (p<0.05). Higher career management behavior was common in those higher in age, in married participants, in those with higher educational background, and in those with a higher career, better position, and more job change experience (p<0.05). Among the variables of career success perceived by clinical dental hygienists, "work proficiency" had a significant effect on "career management behavior" (p<0.05). "Work proficiency" and "recognition by superiors" were significant in "protean technological development behavior," and they also influenced actual behavior (p<0.05). Conclusion: The relationship between dental hygienists' career success and protean career management behavior was clarified. Dental hygienists performed career management behaviors to develop work ability and skills. In addition, the relationship between career management behavior and long-term employment was confirmed.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.155-162
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• 2020

Background: Despite the demand for greater competence of dental hygienists in recent times, and the consequent standardization of systems in the organizations, there is a lack of a proper system for hierarchal positions of dental hygienists. The aim of this study was to identify the tasks performed by Korean dental hygienists in various work settings and hierarchal positions to suggest a standardized system for task-related hierarchal positions. Methods: A survey was conducted by sending questionnaires to 966 dental hygienists, and responses from 757 participants were included in the final analysis. The survey comprised questions regarding participants' general characteristics, tasks, current positions, and the internal policies or standards of the respective organizations to define these positions. The participants' positions were analyzed as frequency and cross-sectional analysis with respect to their general characteristics, their place in the organizational charts, the size of their workplaces, and differences in the tasks performed. Results: Data showed that 82.6% of the hospitals and clinics in Korea have organizational systems to determine the positions, and there was a significant difference in the systems according to the size of the health facility (p<0.05). The standards or policies used to define positions within general or university hospitals were determined by internal regulations or bylaws, whereas work experience was the major determinant of positions in smaller dental hospitals or clinics. The main tasks performed by dental hygienists in Korea were dental assistance (81.2%), routine dental hygiene tasks (53.4%), and administrative tasks, such as reception and billing (46.1%). Conclusion: Most dental hygienists in Korea are actively involved in dental assistance. Therefore, their specific tasks and responsibilities should be standardized more effectively. The data obtained from this study can be used to establish a standardized position system.

• Journal of the Korea Convergence Society
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• v.8 no.3
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• pp.133-140
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• 2017

The purpose of this study was to determine the effects of coaching leadership on organizational effectiveness of dental hygienists. A survey was conducted on dental hygienists in Busan and Kyungnam from December 7, 2016 to January 15, 2017. A total of 215 questionnaires were included in analysis. The influence factors of coaching leadership on the rapport-building between the leaders and the members included the leader's direction (p<0.001) and relationship (p<0.001). The influence factors of coaching leadership on organizational commitment included the leader's relationship (p<0.001), direction (p<0.05), development (p<0.05), and accountability (p<0.05). The influence factors of coaching leadership on job satisfaction included the leader's relationship (p<0.001) and development (p<0.01). The coaching leadership of dental hygienists has been found to make a positive influence on the organizational effectiveness. It is believed that systematic and comprehensive coaching leadership training for dental hygienists must be conducted to build up trust between the leaders and the members, facilitate communication, and enhance job commitment and performance. Furthermore.

• The Journal of the Korean dental association
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• v.48 no.10
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• pp.738-753
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• 2010

Objectives: To deter job migration and to facilitate a more efficient personnel management system, a personality type analysis tool, such as MBTI and Enneagram, may be considered. These tools can facilitate better recognition of talent among prospective employees, as well as more efficient allocation of tasks for greater job satisfaction. Methods: This study conducted direct interviews with dental hygienists currently employed at two major dental organizations, which operate the largest networks of clinics across the greater metropolitan area. Results : First, in terms of number of turnover experiences, the Head Type showed lower task satisfaction, whereas the Body Type exhibited greater task satisfaction. Second, the Head Type showed greater job satisfaction compared to the other types. Third, the SJ Type, often considered the traditionalist in terms of long-term employments, exhibited greater tendencies toward long-term commitment with one employer. Fourth, dental hygienists, in terms of long-term employment, are negatively affected by task satisfaction, and positively affected by job satisfaction. Conclusions: It is thought to be considerable to use personality type analysis tools in clinical human resource management.

• Journal of Convergence for Information Technology
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• v.11 no.1
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• pp.208-215
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• 2021

This study obtained significant results by analyzing 202 dental hygienists in Daegu and Gyeongbuk region with analyzed with descriptive statistics, t-test, ANOVA analysis using the SPSS WIN 18.0 in order to investigate the fusion relationship between anger expression, stress elasticity, job satisfaction, and quality of life of dental hygienists. Anger expressions averaged 1.50, and was high hospital-level, job-motivated, non-self-esteemed, high income, alcohol consumption. Stress resilience was averaged 3.09, and was high when abstinence. Job satisfaction average 3.24, and was high when was pride, abstinence. Quality of life, stress resilience and job satisfaction were positively correlated. Stress resilience and job satisfaction are positively correlated. Overall, information provision and environmental support should be provided to increase job satisfaction and stress resilience in order to improve the quality of life of dental hygienists and reduce the expression of anger.