• 한국치위생학회지
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• 제19권5호
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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.

• 한국치위생학회지
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• 제23권4호
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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.

• 한국치위생학회지
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• 제23권1호
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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.

• 한국치위생학회지
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• 제7권4호
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• pp.365-379
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• 2007

The objective of the current study is to provide basic data necessary for the development of systematic program that is required for the systematic occupational work training of dental hygienists who newly employed at dental hospitals or clinics. The results of the surveys were listed as in below. The survey was conducted for 175 experienced dental hygienists who are in charge of occupational work training in 6 regions(Seoul, Kyunggi, Busan, Ulsan, Kwangju, Chungnam, Kyungnam) of the country where the occupational work training for new dental hygienists is systematically operated. 1. The recognition of experienced dental hygienists for the importance of occupational work training revealed that image training was the most importantly recognized by dental hygienists in Seoul Kyunggi regions(pE.01). In case of Busan region, periodontic training and conservative dentistry training were the most importantly recognized, and customer service training was mostly highly recognized in Ulsan region(pE.01). In case of Kwangjuregion, dental health insurance claim training was recognized as most important subject, and Patient consultation training was the most importantly recognized in Chungnam region. In case of Kyungnam region. Oral surgery was recognized as the most important training subject. 2. Regard on the importance of the range of occupational work training, the experienced dental hygienists with less than 2 years of experience were found to recognize the training of greeting and naming most importantly, the dental hygienists with 2~3 years of experience most importantly recognized oral surgery, and the dental hygienists with 4~5 year of experience were found to recognize conservative training most importantly. In case of dental hygienists having 6~9 year of experience recognized periodontic and conservation trainings as the most important subjects, and the dental hygienist having more than 10 years of experience were found to recognize conservative and image trainings mostly importantly.

• 한국치위생학회지
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• 제21권6호
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• pp.685-693
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• 2021

Objectives: The purpose of this study was to identify dentists' perception of work performance and scope of work of dental hygienists. Methods: A phenomenological research method was applied for the proper role performance on March 1st, 2021 and June 10th to investigation eight dentists running their own dental clinics located in Gwangju and Daejeon metropolitan city. Results: The legal scope of dental hygienists has not been properly recognized. Conflicts have been experienced due to problems between dental hygienists and staff and their differences in knowledge or proficiency in their work. The performance of dental hygienists has been evaluated based on the size of the dental clinic's profit. Reviews and improvements in dental hygienists' scope of work and new business regulations are required. Conclusions: Consequently, it is recommended that the dental business industry carry out directional discussions and negotiations to review dental hygienists' scope of practice and bring improvements so that their work can be, in the end, be stably performed within the legal system.

• 치위생과학회지
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• 제15권5호
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• pp.560-568
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• 2015

본 연구는 현재 치과의료기관에서 재직 중인 신규치과위생사를 대상으로 직무교육이 조직사회화에 미치는 영향을 파악하기 위해 2015년 5월 1일부터 2015년 5월 31일까지 서울, 경기권, 충청권, 전라권, 경상권의 치과의료기관에 재직 중인 신규치과위생사를 대상으로 편의 표집추출법에 의한 자기기입식 설문조사를 실시하여 162명의 설문지를 최종분석에 이용하였다. 신규치과위생사의 직무교육 형태는 집단 및 개별교육을 병행하는 형태가 가장 많았고, 직무교육의 교육자는 선임치과위생사가 가장 많았으며, 직무교육 소요시간은 10시간 이하가 가장 많았다. 직무교육의 만족도는 '보통이다'에 가깝게 나타났으며, 난이도는 '어렵다'에 가까운 것으로 나타났다. 직무교육의 영역별 내용 충실도는 치위생중재 교육의 '발치준비 및 주의사항 안내'가 가장 충실하였고, 복무규정안내의 '승진제도 안내'가 가장 미흡하였다. 신규치과위생사의 조직사회화는 평균 3.10으로 '보통이다'에 가깝게 나타났다. 직무교육 형태는 집단 및 개별교육을 혼용하는 경우가 가장 많았고, 의원급에서는 집단교육보다 개별교육이 많이 이뤄지며, 병원급에서는 개별교육이 거의 이뤄지지 않았다. 의원급에서는 치과의사가 교육하는 경우가 16.0%인 반면 병원급에서는 치과의사가 교육하는 경우가 2.9%에 불과했다. 신규치과위생사의 직무교육 소요시간, 난이도, 만족도와 직무교육 내용(병원소개, 병원복무규정안내, 직장예절, 전화응대와 치위생중재 교육 등)의 특성 및 내용은 조직사회화에 26.1% 영향을 미치는 것으로 나타났다. 조직사회화에 가장 큰 영향을 주는 요인은 치위생중재 교육으로 나타났다. 본 연구는 이상의 결과를 함축적으로 제시하고 치위생학에 조직사회화 개념을 적용했다는 점에서 의의를 갖는다. 신규치과위생사가 새로운 조직에 효과적으로 사회화될 수 있도록 보다 효과적이고 체계적인 교육프로그램에 대해 지속적으로 연구되어야 할 것이다.

• 복식문화연구
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• 제14권1호
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• pp.93-107
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• 2006

This study was designed from the concept that there is a need to establish the uniform for new emerging jobs in modern society. The purpose of the study was to examine dental hygienists'wearing condition, satisfaction, and design evaluation as to provide information for the development of dental hygienists' uniform. Three hundred fifteen dental hygienists completed questionnaires, and data were analyzed by descriptive statistics, factor analysis, multiple regression, ANOVA, and Duncan's test. The findings from the study were following. First, majority of dental hygienists currently wear shirts and pants two-piece uniform in white with no print. Second, dental hygienists' overall satisfaction level for their uniform was medium, and symbolic satisfaction as well as functional satisfaction did not reach the medium level while aesthetic satisfaction was above medium. The satisfaction levels were significant different between groups according to the education, clinic size, and work experience. Third, aesthetic satisfaction levels influenced on the job image as professional. Finally, designs consisting of two-piece style with shirts and pants and having Peter pan collar were recorded high evaluation. The findings can be implemented into dental hygienists' uniform design.

• 한국치위생학회지
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• 제21권5호
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• pp.645-653
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• 2021

Objectives: This study aimed to offer basic resources needed to solve conflicts and problems of communication among dental hygienists working in dental clinics by comprehending and analyzing their in-depth communication experiences. Methods: Individual depth interviews were conducted with 10 dental hygienists who had over one year of clinical experience and worked in dental clinics in Gwangju, from September 16 to October 15, 2020. Colaizzi's phenomenological analysis was performed. Results: The results of the interviews were grouped into four central categories: lack of communication due to differences in position, relationships they want to avoid, return to joint work, beginning of new communication. The participants of this study experienced difficulties in communicating with dental hygienists in the clinical field, but they overcame the conflicts by trying to understand others by putting themselves in others' shoes. Conclusions: This study is expected to contribute to providing good quality medical services to patients by promoting effective communication among dental hygienists.

• 한국치위생학회지
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• 제16권6호
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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.

• 한국치위생학회지
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• 제15권1호
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• pp.161-169
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• 2015

Objectives: The purpose of the study was to examined the demand for the change in Korean dental hygiene curriculum. This study compared the dental hygiene curriculum of domestic and overseas university and tired to provide the basic data for the development of standard curriculum that meets the education policy changes. Methods: Data were obtained from a cross-sectional survey of 1,192 participants including dental hygiene professors, dental hygienists and students. Data were collected by mail, telephone call from the professors and research assistants, email, and direct visit from June 10 to August 10, 2013. The questionnaire consisted of 4 questions of general characteristics of the subjects and 13 questions of dental hygiene curriculum. Results: The professors answered the development of integrated dental hygiene curriculum as the first priority(48.9%) and dental hygienists(51.6%) and students(42.6%) chose the development of new dental hygiene curriculum(p<0.001). In the analysis of validity of dental hygiene curriculum, the professors gave 3.29 to the validity of evaluation for basic job performance, and the clinical dental hygienists and the students gave 3.05 and 3.26 points, respectively(p<0.001). In relation to the necessity of the change of the dental hygiene curriculums, the professors gave 4.17 points which implied that curriculum change is the most important and necessary thing to do. The clinical dental hygienists and the students gave 3.90 and 3.47 points, respectively(p<0.001). Conclusions: The above-mentioned findings suggest that the revision of the current Korean dental hygiene curriculums is required. Therefore organizations related to dental hygiene including professor association and Korean Dental Hygienists Association should carefully rebuild the curriculum to improve the competency of dental hygienists. They should take the initiative in the development of a standardized curriculum.