• Journal of dental hygiene science
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• v.15 no.5
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• pp.650-658
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• 2015

The purpose of this study was to determine the effects of dental hygienists' leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (${\beta}=0.325$, p<0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (${\beta}=0.264$, p<0.001) and competence (${\beta}=0.164$, p<0.01) and LMX (${\beta}=0.321$, p<0.001) had the greatest impact on organizational commitment, followed by job satisfaction (${\beta}=0.275$, p<0.001) and significance (${\beta}=0.210$, p<0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.

• Journal of dental hygiene science
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• v.16 no.2
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• pp.142-149
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• 2016

The number of male dental hygienists has been continuously increasing in dental services. The purpose of this study aimed to identify the relationship between job stress, job satisfaction, and turnover intention in male dental hygienists and to provide basic data to improve their job satisfaction. The study population was 110 Korean male dental hygienists working for dental clinics or hospitals. The data were collected from November 10 to December 7, 2015. After an explanation about the objective of the study, 110 questionnaires were distributed via email, and 97 responses were analyzed using SPSS. Overall averages of job stress, job satisfaction and turnover intention in male dental hygienists were 3.05, 2.92, and 3.47 out of 5, respectively. Some sub-factors of job stress, including interpersonal relationships at the workplace and future prospects of dental clinics, were proven to have statistically significant negative influence on job satisfaction (p<0.001). Regression analysis was performed with job stress and job satisfaction as independent variables and turnover intention as a dependent variable. Results showed that job stress had a positive effect on turnover intention (p<0.01) while job satisfaction had a negative effect on turnover intention (p<0.001). Job satisfaction was revealed to have statistically significant negative influence on turnover intention (p<0.001). Some of sub-factors of job stress, including work environment and future prospects of dental clinics and professional position, had a positive effect on turnover intention (p<0.05). The study showed that higher job stress led to higher turnover intention, and higher job satisfaction led to lower turnover intention. Accordingly, job stress and job satisfaction are critical factors for turnover intention in male dental hygienists.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.1
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• pp.713-718
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• 2021

This study was conducted to clarify the role and importance of dental hygienists in improving patient satisfaction in dental medical institutions, and to improve the social position, working conditions, and environment of dental hygienists. This study evaluated the impact of dental hygienists on dental satisfaction, revisits, and doctor recommendations for patients who had received prosthodontic treatment at dentistry in the last 10 years. This study analyzed the data from 166 survey questionnaires from June 1, to July 2, 2020. For data analysis, the SPSS Ver 23.0 program was used to calculate frequency and percentage, mean and standard deviation of the variables, Pearson correlation analysis, and multiple regression analysis. As a result, the average quality of medical services provided by dental hygienists among prosthetics was 4.05, the average dental satisfaction was 4.27, the average revisit was 3.97, and the average recommendation was 4.01. As a result of Pearson's correlation analysis, there was a significant positive correlation between each variable (P<0.01). As a result of multiple regression analysis, the level of knowledge appeared as a factor affecting dental satisfaction (P<0.05). The factors influencing both the revisits and the intention to recommend were the level of knowledge and the level of education (P<0.05).

• Journal of Korean society of Dental Hygiene
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• v.9 no.1
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• pp.73-84
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• 2009

The purpose of this study was to examine the professional self-concept of dental hygiene students, their satisfaction level with clinical practice and the correlation of the two factors. The subjects in this study were 129 dental hygiene seniors at a college located in the city of J. The selected students had been engaged in a 16-week clinical practice. The findings of the study were as follows: 1. The dental hygiene students investigated got a mean of 3.34 out of possible five points on professional self-concept. As for the subfactors of professional self-concept, they got 3.75, 3.38 and 2.87 respectively on communication, professional work handling and satisfaction level. 2. They got a mean of 3.29 out of possible five points on satisfaction level with clinical practice. As to the subfactors of the satisfaction level, they gave 3.60, 3.50, 3.46, 3.04 and 2.83 to environments for practice, the content of practice, supervision, the length of practice and evaluation respectively. 3. In regard to the relationship of general characteristics to professional self-concept, satisfaction level with the major and social perception of dental hygienist made significant differences to professional self-concept. 4. As for connections between the general characteristics and satisfaction level with clinical practice, satisfaction with clinical practice was significantly different according to satisfaction with the major, satisfaction with the amount of practice and satisfaction with social perception of dental hygienist. 5. There was a significantly positive correlation between professional self-concept and satisfaction level with clinical practice(r=.383, p=.001). In conclusion, how much dental hygienists who are trained to be a dental hygienist are gratified with clinical practice is one of integral factors to affect their development of professional self-concept. Therefore prolonged research efforts should be directed into determining in which way clinical practice should be implemented to develop the professional self-concept of would-be dental hygienists and how to raise their satisfaction with clinical practice.

• Journal of Korean society of Dental Hygiene
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• v.23 no.1
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• pp.63-72
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• 2023

Objectives: This study aimed to identify the level of occupational and organizational retention intention and related factors among new dental hygienists. Methods: The participants were 195 dental hygienists employed for less than 24 months. A t-test and one-way analysis of variance were conducted to determine the level of intention to stay according to an individual's major-related characteristics and work environment awareness level. Pearson's correlation analysis was performed for each item, and stepwise multiple regression was performed for factors related to retention intention. Results: In the work environment, the organizational support network had the highest occupational retention intention (β=0.513). Organizational retention intention (β=0.351), working infrastructure (β=0.293), cooperation relationship (β=0.165), and management justice (β=0.151) were factors related to organizational retention intention (p<0.001). Employment at the practice hospital was related to occupational (β=0.167) and organizational retention intention (β=0.138), and satisfaction with clinical practice was related to occupational retention intention (β=0.327). Conclusions: New dental hygienists are expected to be actively utilized for long-term tenure in both occupations and organizations by actively reflecting on the results obtained through this study in the curriculum and working environment of dental hygienists.

• Journal of Korean society of Dental Hygiene
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• v.11 no.1
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• pp.69-79
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• 2011

Objectives : The purpose of this study was to examine the curriculum, educational facilities and employment guidance of the departments dental hygiene in junior colleges in different regions and the satisfaction level of students with their major in an effort to provide some information on the improvement of educational environments and satisfaction level with the major. Methods : The subjects in this study were 315 dental hygiene students in several junior colleges located in Seoul, Gangwon Province and South Jeolla Province. A survey was conducted during a 15-day period from April 15 to March 1, 2010. Results : As for educational environments and satisfaction level with the major, they gave 3.18, 2.95 and 3.11 respectively to satisfaction level with curriculum, facilities/employment guidance and the major. In terms of satisfaction with educational environments by academic year, the juniors and seniors expressed much satisfaction with the qualifications of professors, the preparation of labs and practice devices, the utilization of labs and practice devices and a supply of employment information. By region, the students from the metropolitan area were satisfied a lot with curriculum, the qualifications of professors, practice-centered curriculum, the preparation of labs and practice devices, the utilization of labs and practice devices, the system of employment guidance and a supply of employment information. By credit, the students tho got A expressed lots of satisfaction with the quality of instruction. Concerning satisfaction level with their major by academic year, the juniors and seniors were highly satisfied with relationship with dental hygiene professors and social status of dental hygienists. By school location, the students from the metropolitan area expressed a lot of satisfaction with the content of major courses and social status of dental hygienists. Conclusions : In order to boost the satisfaction level of students in non-metropolitan areas, colleges should try to improve educational environments, and full-fledged assistance should be provided to them.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.600-606
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• 2012

The purpose of this study is to investigate work environment and job satisfaction of dental hygienists. The survey had collected 373 dental hygienists in Daegu and Gyeongsangbuk-do areas. The results were as follow; 1. The overall average of job satisfaction was 3.30. 2. Differences in the general characteristics and job satisfaction were significantly high with high age, high educational level and high work experience for married people. It was also significantly high when people worked in Gyeongsangbuk-do rather than in Daegu. 3. Differences in work environment and job satisfaction were significantly high in large size of the hospital, patient management and consultation services rather than assistance, monthly salary rather than annular salary, the presence of training opportunity and benefit for long-term worker, and more other vacations and annual vacations. 4. The influence factors of general characteristics on job satisfaction were education, work area and marriage in order ($R^2$=0.092). 5. The influence factors of work environment on job satisfaction were training opportunities, benefit for long-term worker, size of hospital, area of work and incentives in order($R^2$=0.092). From the above results, in order to improve job satisfaction of dental hygienists require a reasonable working environment considering the realistic situation improved.

• Journal of Korean society of Dental Hygiene
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• v.19 no.6
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• pp.975-982
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• 2019

Objectives: This study aims to serve as basic data for improving human resource management and the quality of work at dental hospitals and clinics by examining the relationship among clinical dental hygienists' emotional labor, job stress, and turnover intention. Methods: A self-reported questionnaire was completed by 220 dental hygienists in hospitals and clinics from March 11 to April 26, 2019. Data were analyzed using SPSS 20.0. For participants' burnout, job stress, emotional labor, and turnover intention based on general and occupational characteristics were analyzed using a t-test and one-way ANOVA. After performing a one-way ANOVA, a Duncan test was performed for mean comparison. Pearson's correlation analysis was conducted to determine correlations between variables, and stepwise multiple regression was performed to examine the factors that affect burnout. Results: Clinical dental hygienists' mean burnout was 3.05 points, and the factors that affect such burnout were turnover intention, job stress, and emotional labor. Burnout was higher when job satisfaction was low, turnover intention was low, and emotional labor was high, with a 29.3% explanatory power. Conclusions: For effective human resource management of dental hygienists, it is necessary to develop and implement programs that can reduce emotional labor and burnout.

• Journal of dental hygiene science
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• v.24 no.2
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• pp.71-83
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• 2024

Background: Dental hygienists, who play a vital role in promoting oral health, experience burnout due to various factors. This study aimed to identify these factors through a scoping review of the literature on burnout among dental hygienists in Korea to develop prevention and intervention strategies for burnout. Methods: The literature review was conducted following a scoping review protocol, which included five stages: identifying the literature question, identifying relevant studies, study selection, charting the data, summarizing, and reporting the results. Of the 352 documents initially reviewed, 35 were ultimately selected as final studies. These documents were analyzed to identify general characteristics and key variables related to burnout and to review the recommendations made by the studies. Results: Analysis of the final documents revealed that most studies published between 2013 and 2018 involved sample sizes ranging from 201 to 300 participants. Burnout-related characteristics include age, salary, work experience, and marital status. Emotional labor was the key variable most frequently identified, followed by intention to leave, job stress, job satisfaction, job involvement, and self-efficacy. Conclusion: This study suggests that strategies for preventing and intervening in burnout should be developed through both personal efforts and institutional measures. This approach will improve the work environment for dental hygienists and, consequently, enhance the quality of dental healthcare services.

• Journal of dental hygiene science
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• v.12 no.1
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• pp.15-22
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• 2012

The purpose of this study was to examine the impact of internal marketing on the job satisfaction and turnover intention of dental hygienists. A self-administered survey was conducted on the selected dental hygienists, and the statistical package SPSS 12.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The performance of internal marketing took place more often among the dental hygienists who belonged to the other workplaces. Those who had three to less than five years of experience at their current workplaces were more aware of the importance of education and training. 2. The dental hygienists who were aged between 26 and 35 and who belonged to the other workplaces and who had five to less than 10 years of experience in total expressed the best job satisfaction. And the strongest turnover intention was found among those who had one to less than three years of experience in total or at the current workplaces. 3. As a result of analyzing the correlation of those variables, better performance of internal marketing led to better job satisfaction, and better performance of internal marketing and higher job satisfaction led to less turnover intention. 4. The factors of internal marketing performance that exerted an influence on job satisfaction were communication and welfare benefits, and the variables that affected turnover intention were education/training and the reward system that belonged to the performance of internal marketing.