• Journal of Korean society of Dental Hygiene
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• v.17 no.1
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• pp.169-179
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• 2017

Objectives: The present study is aimed at comprehending the organizational setup of clinical dental hygienists and to establish an organizational setup that fits their roles. Methods: The survey data of 776 clinical dental hygienists who understood the purpose of the study and agreed to write the questionnaire was utilized. Statistical analysis was performed using SPSS Ver. 20.0 program and the significance level was 0.05. Results: The presence of an organizational setup in dental hygienists was surveyed as being higher, with university dental hospital (89.86%) showing the highest. However, the presence of position terms was highest in dental hospitals with 76 subjects (38.78%). Standards for positions most commonly followed hospital regulations in the case of general hospitals (48.42%), whereas they were often based on service period in the case of dental hospitals (48.90%). Salary standards were most commonly determined by service period in all institutions. The job satisfaction of dental hygienists was significantly different according to social status and financial satisfaction depended on having organizational hierarchy for those who work in university dental hospitals. Conclusions: The results of the present study show that dental hygienists who work in organizational setups mostly enjoy high satisfaction in terms of job satisfaction. In other words, the study shows that systemizing the organizational setup of dental hygienists within dental institutions is required, and additional research to achieve efficient human resource management within the organization is necessary as well as institutional utilization of the results of the present study.

• Journal of Korean society of Dental Hygiene
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• v.16 no.2
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• pp.303-311
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• 2016

Objectives: The purpose of this study was to analyze the influence of job satisfaction on turnover intention in dental hygienists. Methods: A self-reported questionnaire was filled out by 169 dental hygienists in Gwangju from June 1 to December 31, 2014. Data analysis was performed with t-test, ANOVA and multiple regression analysis using SPSS WIN version 21.0 program. Results: By Likert 5 points scale, mean of job satisfaction was $3.08{\pm}0.35$ points, mean of personal relationship was $3.35{\pm}0.55$ points, and monthly compensation and promotion were $2.91{\pm}0.63$ points and mean of autonomy was $2.79{\pm}0.70$ points. Job satisfaction was the highest in those who were married and over 30 years old. Job satisfaction was highest in those who worked in the general hospitals and had longer career as a dental hygienist. Mean of the turnover intention was $3.31{\pm}0.81$ points. The factors of job satisfaction and turnover intention had the inverse correlation. The influencing factor of turnover intention(${\beta}=-0.327$) were monthly compensation, promotion, job satisfaction(${\beta}=-0.301$), and satisfaction for the location of the job(${\beta}=-0.157$). Conclusions: Turnover intention of dental hygienists is closely related to economic compensation, promotion, working department, and location of the job.

• Journal of Korean Clinical Health Science
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• v.12 no.1
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• pp.1660-1667
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• 2024

Purpose: The purpose of this study was to identify Relationship between job stress and job satisfaction of dental hygienists Methods: The subjects of this study were to 173 dental hygienists who work in dental diseases and clinics in Busan, Ulsan, and Gyeongnam, and through the Internet link using web questionnaire from August 1 to October 30, 2023. Distributed and collected. The collected data were analyzed using an IBM SPSS ver. 26. Results: As for general characteristics, job stress was high in the 40s age group, work experience was high in the 1-4 year group, and job satisfaction was high in the 4-7 year or more group. As factors affecting job satisfaction, it was found that the lower the Self- determination of duties , the lower the Job insecurity, and the lower the Inadequate compensation, the higher the job satisfaction. Conclusions: From the above results, in order to increase the job satisfaction of dental hygienists, it is necessary to ensure stable employment and at the same time allow them to focus on tasks specific to dental hygiene, as job satisfaction decreases if a lot of chores unrelated to dental hygiene work are performed, and Self- determination of duties and an appropriate compensation system must be established. If an excessive workload is given or there is frequent overtime work, compensation should be made commensurate with experience or ability, and in the case of frequent overtime work, appropriate compensation should be provided through allowances or incentives.

• Journal of dental hygiene science
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• v.18 no.5
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• pp.280-287
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• 2018

Dental hygienists are important members of any dental clinic. They are recognized as reflecting the dental clinic's image because they spend a lot of time with patients. The longer the dental hygienist is employed, the better the relationship with the patients and the medical service provided. The purpose of the present study was to develop a scale to measure factors of long-term employment among dental hygienists. The basic questions were constructed by analyzing tools used to measure job embeddedness and satisfaction. Forty-one questions were developed that measured organizational fit (13), interpersonal relationships (8), job satisfaction (7), duty satisfaction (6), recognition (4), and self-esteem (3). A questionnaire survey was conducted, and the responses from 297 dental hygienists in dental clinics, after the exclusion of 20 incomplete surveys, were used for the exploratory and confirmatory factor analyses. As revealed by exploratory factor analysis, long-term employment intention was composed of 7 factors consisting of 29 items after the exclusion of 12. The subsequent confirmatory factor analysis revealed 4 factors ("organizational fit," "professional identity," "job connectivity," and "interpersonal relationship") consisting of 16 items, after the exclusion of 13. $Cronbach^{\prime}s\;{\alpha}$ were 0806, 0.836, 0.700, and 0.684 for the four factors. This study is meaningful in that it developed a long-term employment factor measurement tool that can be applied to domestic dental hygienists. Future studies will need to focus more on professional identity and job outcomes. The results of this study and future related ones could be used to improve dental hygienist's continuous service.

• Journal of Korean society of Dental Hygiene
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• v.16 no.2
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• pp.321-327
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• 2016

Objectives: The purpose of the study was to evaluate the level of ethical dilemma and related factors in some clinical dental hygienists. Methods: A self-reported questionnaire was filled out by 290 clinical dental hygienists in G metropolitan city from January 5 to February 27, 2015. The instruments used for this study were the modified ethical dilemma scale developed Lee, Kim and Park. The questionnaire consisted of dental hygienists & subjects(4 items), dental hygienists & professionals(12 items), dental hygienists & partners(7 items), and medical information(31 items). The questions were measured by Likert 5 points scale. The statistical analyses include descriptive statistics, t-test and stepwise multiple regression analysis using SPSS 12.0 program. Results: Dental hygienists perceived ethical dilemma scored 3.35 and 3.24 except medical information. Professionals and partners in sub-domain of ethical dilemma by experience of ethics education and ethical conflict were high and showed statistically significant difference. The strongest predictor of dental hygienists and subjects was job satisfaction. The strongest predictor of dental hygienists and partners was adequacy of ethics education in college/university. Conclusions: The results of this study suggest that it is necessary to develop the professional dental hygiene program for the prevention of ethical dilemma in dental hygienists and to make ethics education for ethical decision making.

• Journal of dental hygiene science
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• v.12 no.3
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• pp.271-277
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• 2012

This study aims to figure out the effects of dental hygienists' professionalism and self-efficacy on job satisfaction using structural equations. This research conducted a survey to 616 study subjects. According to the analysis using SPSSWIN 18.0 and AMOS 20, the results are as follows : 1. It was shown that the dental hygienists' professionalism gained 3.34 points, self-efficacy was 3.76 points, and job satisfaction received 3.36 points. 2. It was found that as their age was higher, educational degree was higher, they were married, and working experience was more, their professionalism, self-efficacy, and job satisfaction were higher, which showed statistically significant difference. 3. Regarding the study model, there was positive effect as the correlation coefficient of professionalism and self efficacy was .69, that of professionalism and job satisfaction was .33, that of self-efficacy and job satisfaction was .59. In other words, there was correlation between professionalism and self-efficacy. When self-efficacy was higher than professionalism, job satisfaction also increased. Job satisfaction is affected by various environments within an organization and each individual's internal factors. The reason why job satisfaction is important is that along with the medical service quality and productivity, it is also associated with dental hygienists' individual life quality. In order to cope with this changeful time, it is needed for an organization to make efforts for change to enhance dental hygienists' job satisfaction, and also it is necessary to make endeavors so that dental hygienists can have confidence in their job and their professionalism and self-efficacy can be improved.

• Journal of Korean society of Dental Hygiene
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• v.8 no.3
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• pp.65-72
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• 2008

This study has collected 322 clinical dental hygienists working in Daegu and around Daegu, in order to investigate perceived value of work among dental hygienists and extent of organizational attitude and find relationship between these, and we can finds these conclusions as follows; 1. The total average point of perceived value of work is 3.36(5 is a full mark), and we could gain each points as follows; vision realizability 3.53, process efficiency 3.42, product usefulness 3.32, job significance 3.31, social recognition 3.23. 2. The total average point of organizational attitude is 3.13, and job satisfaction, organizational commitment are 3.14, 3.12 respectively. 3. Variables of perceived value of work related job satisfaction are social recognition, vision realizability, process efficiency,(Social recognition is the most effective variable, and next vision realizability, process efficiency are effective in the order named.)($R^2$=.24) and we could find that job satisfaction is proportion to perceived value of work, according to relationship of these variables. Variables of perceived value of work related to organizational commitment are also vision realizability, social recognition, process efficiency,(Vision realizability is the most effective variable, and next social recognition, process efficiency are effective in the order named.)($R^2$=.32) and we could find that organizational commitment is proportion to perceived value of work, according to relationship of these variables. According to these result, perceived value of work and organization attitude(job satisfaction, organizational commitment) of dental hygienists are affirmative. but to make their attitudes be more affirmative, the research about improving perceived value of work is needed. Especially, vision realizability and social satisfaction are very important variables at perceived value of work of dental hygienists.

• Journal of Korean society of Dental Hygiene
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• v.13 no.6
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• pp.941-949
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• 2013

Objectives : The objective of this study is to investigate the influencing factors of turnover intention in dental hygienists and to find the management of manpower by path analysis. Methods : The influencing factors included working environment, external factors, and job satisfaction. Data were analyzed by SPSS 18.0 and AMOS 20.0. Results : Older and married persons were satisfied with their jobs. Turnover intention was higher in the single and more experienced persons. Job satisfaction and working environment factors were closely related with each other. Conclusions : Job satisfaction and working environment factors were closely related with each other. In order to reduce turnover intention, it is very important to enhance the work performance and self-esteem toward job in the dental hygienists.

• Journal of dental hygiene science
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• v.21 no.2
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• pp.79-85
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• 2021

Background: This study examines the relationship between the emotional labor and compassion competence of clinical dental hygienists. It attempted to provide basic data to establish a plan to increase the dental hygiene performance of clinical dental hygienists in the future by identifying the factors influencing the dental hygiene work performance. Methods: This study is aimed at clinical dental hygienists working at the Jeollabuk-do Dental Clinic from April to June 2020 by the Convenience Sampling Method. An online survey site program was used to explain the purpose and purpose of the study on social media including the dental hygienist community, and distribute a URL that allows you to participate in the survey only if you agree to the study. Results: In emotional labor, there was a significant difference in job satisfaction and marital status, and in compassion competence, there were significant differences in job satisfaction, final education, and marital status by group. In dental hygiene work performance, compassion competency showed a statistically significant positive correlation. In other words, it was found that the higher the compassion competence, the higher the dental hygiene work performance. It was found that the total number of years worked and the compassion competence that influenced dental hygiene work performance were statistically significant. Conclusion: In summary, in order to improve the dental hygiene work performance of clinical dental hygienists, it is necessary to compassion competence with the subject. To this end, it is believed that various supports, measures, and systematic management should be implemented to compassion competence of clinical dental hygienists.

• Journal of Korean society of Dental Hygiene
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• v.20 no.6
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• pp.925-936
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• 2020

Objectives: This study proposes a hypothetical model for job stress, job satisfaction, organizational commitment, and turnover intention through social exchange relations (LMX, TMX) and political skills (LPS) for dental hygienists working in dental clinics hygienists. Methods: A self-administrated questionnaire was administered from April 1 to May 12, 2020, with 171 dental clinic hygienists participating in Seoul, Busan and Gyeongnam. The data were analyzed using SPSS and AMOS statistical analysis programs. Results: First, in the hypotheses testing, a total of 7 of 18 hypotheses were supported. Second, the relatonship between leader-member exchange (LMX) or team-member exchange (TMX) and turnover intention, a full mediating effect of job stress or job satisfaction or organizational commitment on that exchange was found. However, the leader's political skills on the path to turnover intention were not statistically significant. Conclusions: It is considered that education to enhance job skills, support for leisure activities, and time to communicate opinions with each other should be provided to create an organizational culture that satisfies all members, thereby lowering the intention to turnover.