• 치위생과학회지
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• 제15권2호
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• pp.153-158
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• 2015

이 연구는 치과임상 이외의 분야에 진출한 치과위생사들을 대상으로 심층면담을 통해 졸업을 앞둔 치위생(학)과 학생들에게 들려주고 싶은 조언을 다음과 같이 네 가지로 정리할 수 있었다. 치과임상 이외의 분야에 진출한 치과위생사들은 학생들의 졸업 후 진로가 치과임상에 국한되는 것이 아니라 다양한 분야로 진출할 수 있다는 것을 강조하였다. 치과임상 이외의 분야로 진출하더라도 치과임상 경험은 해보는 것이 필요하다는 공통된 의견을 주었다. 왜냐하면 치과위생사로서의 치과임상적인 경험을 발판으로 삼아야 우리분야에서 전문적인 역량을 발휘할 수 있기 때문이라고 하였다. 진로를 결정할 시기는 졸업을 앞두고 급하게 생각할 것이 아니라, 치과임상실습을 경험한 후 충분한 시간을 가지고 자신의 능력과 적성에 맞는 길을 생각해 보길 권하였다. 학교 '성적'보다는 자신의 '적성'을 찾고, 올바른 '인성'을 길러서 실제 현장에서 그 역량을 제대로 발휘할 수 있는 '실력'을 갖추기를 바랐다.

• 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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• 제20권2호
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• pp.167-174
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• 2020

Objectives: The aim of this study was to identify causal factors for continuous innovative behavior and devise a plan for effective member management by improving continuous innovative behavior. Methods: A self-reported questionnaire was filled out by 190 clinical dental hygienists from June 1 to July 31, 2019. Data were analyzed using SPSS 22.0. The independent t-test, one-way analysis of variance, Scheffe's post-hoc test, and Pearson's correlation coefficient analysis were performed, and a stepwise multiple regression analysis was conducted. Results: Dental hygienists scored 3.43 points in innovative behavior. Variables influencing innovative behavior were emotional intelligence, self-efficacy, and educational level. These factors had a variance of 47.5% among clinical dental hygienists. Conclusions: It is necessary to develop a regular program aimed at improving the emotional intelligence and self-efficacy of clinical dental hygienists to exert a positive work effect and improve their innovative behavior rather than assigning them simple tasks.

• 치위생과학회지
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• 제11권4호
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• pp.345-352
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• 2011

본 연구는 임상에 근무하는 치과위생사를 대상으로 윤리적 딜레마와 치과위생사의 전문직업성 정도를 파악하고자 393명을 대상으로 설문조사 하였으며, SPSSWIN 18.0을 이용하여 분석한 결과 다음과 같은 결론을 얻었다. 1. 윤리적 딜레마 영역별로 치과위생사와 전문직 업무가 2.62점, 치과위생사와 대상자 2.41점, 치과위생사와 협동자 2.34점 순이었고, 전체적 딜레마 점수는 2.46점으로 나타났다. 2. 전문직업성 영역별로 공공봉사심이 3.55점, 자율성 3.42점, 전문조직에의 준거성 3.14점, 소명의식 3.01점 순으로 나타났으며, 전체 전문직업성은 3.28점으로 나타났다 3. 윤리적 딜레마의 세부영역 중 치과위생사의 전문직 업무 영역은 공공봉사심, 소명의식 및 전체적 전문직업성, 치과위생사와 협동자 영역은 공공봉사심과 소명의식, 치과위생사와 대상자 영역은 자율성과 소명의식, 전체적인 윤리적 딜레마에서는 공공봉사심과 소명의식에서 약하지만 유의한 부의 상관관계를 보였다. 4. 일반적 특성에 따른 전체적 딜레마는 연령에서 21-24세, 학력은 대학원 이상, 결혼 상태는 미혼, 근무지는 치과병원 및 대학병원인 경우, 근무경력이 1-3년 이하에서 점수가 높았으나 집단 간 차이는 크지 않았으며, 통계적으로도 유의한 차이가 없었다. 5. 일반적 특성에 따른 전문직업성은 연령이 많을수록, 교육정도가 높을수록, 기혼인 경우, 근무경력이 많을수록 전문직업성 정도가 높은 것으로 나타났고, 통계적으로도 유의한 차이를 보였다. 6. 전문직업성에 영향을 미치는 요인으로는 학력과 근무경력이 영향을 미치는 것으로 나타났다. 이상의 결과로 윤리적 가치관 확립을 위한 지속적인 전문직업성 교육프로그램 개발로 전문직업성 함양을 위한 방안이 모색되어야 한다고 사료된다.

• 한국치위생학회지
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• 제11권6호
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• pp.939-949
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• 2011

Objectives : The purpose of this study was to examine the job awareness of dental hygiene students about a dental hygienist, what duties they wanted to do as dental hygienists, their awareness of college courses related to the job performance of dental hygienists and whether they viewed the courses as what's most widely utilized for the clinical job performance of dental hygienists. It's ultimately meant to help provide good education for dental hygiene students to have the right understanding of dental hygienists and bolster their professionalism. Methods : The subjects in this study were 301 dental hygiene students in four different colleges located in the metropolitan area. A survey was conducted to find out their satisfaction level with the department of dental hygiene, personal characteristics, awareness of college courses and awareness of the duties of dental hygienists. Results : The group of students who deemed the life span of the dental hygienist occupation to be long put more significance on the college courses that should focus on job performance. As for the relationship between their personal characteristics and awareness of the college courses, their satisfaction or dissatisfaction with the department and their ideas on the life span of the occupation made significant differences to that. The group of students who considered the life span of the occupation to be longer thought that the college courses would be more linked to the duties of dental hygienists and their job performance and should be given more weight, and there were significant differences among them in their view of the life span of the occupation and awareness of the college courses that should be given more weight(p<.05). Their view of how much the college courses would be linked to the duties of dental hygienists had a statistically significant correlation to that of the college courses that should focus on the clinical job performance of dental hygienists. Conclusions : The above-mentioned findings suggest that as part of the regular curriculum, the kind of education that aims at boosting the professionalism and job performance of dental hygienists as experts should be provided for dental hygiene students to build the right values as professional dental hygienists.

• 한국컴퓨터정보학회논문지
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• 제25권3호
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• pp.177-183
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• 2020

연구의 목적은 학부별 눈높이에서 치과위생사의 의료인화에 대한 의견을 수집하여 정책 반영에 기초자료로 제시하고자 한다. 이를 위해 비보건계열인 유아교육과, 미용예술과, 보건계열의 치위생과 전공자 중 2학년 여대생 180명을 대상으로 설문조사를 시행한 후 빈도분석과 교차분석을 통한 카이제곱 검정을 실시하였다. 전공별로 치과위생사의 법적 업무와 법적 외 업무에 대한 인식정도는 통계적으로 유의적인 차이가 있었고, 유아교육과 전공자들은 96.7%, 미용예술과 전공자들은 73.3%, 치위생과 전공자들은 85.0%가 치과위생사를 의료인이라고 생각하고 있었다. 그 이유로는 유아교육과 치위생과 전공자들의 경우는 1순위로 국가시험을 통해 보건복지부 장관이 면허증을 교부하기 때문에 각각 32.8%, 41.2%로 가장 높았으나, 미용예술 전공의 전공자들은 치과의사의 지도하에 시행하는 진료의 보조가 31.8%로 가장 높게 나타나 학과별로 통계적으로 유의한 차이가 있었다.

• 한국치위생학회지
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• 제10권2호
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• pp.375-392
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• 2010

Objectives : Dental hygienist's work satisfaction and stress affect the overall quality of work life(QWL). Therefore, this research is intended to suggest fundamental data to improve QWL by finding out characteristics of each work satisfaction and stress element. To this end, a total of 327 dental hygienists working at general hospitals, university hospitals, dental hospitals and dental clinics across Seoul, Gyeonggi and Incheon were surveyed. Results of survey are as follows. Methods : The collected data were analyzed by using an SPSS 12.0 statistical program, obtaining the following results. The collected data conducted a questionnaire survey for 327 dental hygienists who work at the hospitals, university hospitals, dental hospitals, and dental clinics located at Seoul, Gyeonggi-do, and Incheon district from January until March, 2009, and drew the conclusions as follows. Result : 1. Demographic characteristics, income from 1.5 to 1.99 million were the whole lot, more than 2 million to less than 1.5 million was similar. Marital status Married Unmarried higher than the atheist religion, Christianity, Catholicism, Buddhism, and other, respectively. Classification by level of education in the college graduate, university graduate, graduate diploma, respectively. 2. Are working in a job-related characteristics of dentistry, dental hospital, general and university hospital, respectively. The making in position, Mount, contractor, responsible, senior, was an intern in the order. The five-day workweek whether working at night and is not going to care whether the conduct was similar. Classification of working hours and 8 hours, 8 hours, 8 hours or less orderly, and total of less than 1-3 years of clinical experience, 5 years, less than one year, less than 3-5 years, respectively. 3. There comes out a significant difference according to age, income, position, gross clinical experience, and whether to put night shift into practice in job stability in terms of the quality subsequent to general characteristics(p<.05). 4. There comes out a significant difference according to marital status, one's place of work, position, whether to put a five-day workweek into practice in work environment and benefits package in terms of the quality subsequent to general characteristics (p<.05). 5. There comes out a significant difference according to age, marital status, income, position, and gross clinical experience in education & training and benefits packages in terms of the quality subsequent to general characteristics(p<.05). 6. There comes out a significant difference according to whether to put night medical treatment into practice in social usefulness in terms of the quality subsequent to general characteristics(p<.05). 7. There comes out a significant difference according to marital status, income, one's place of work, gross clinical experience, work hours, and whether to put a five-day workweek into practice in leisure activity in terms of the quality subsequent to general characteristics(p<.05). 8. There comes out a significant difference according to income, one's place of work, and position in wage level in terms of the quality subsequent to general characteristics(p<.05). 9. There was no significant difference in all items related to human relations and free communication in terms of the quality subsequent to general characteristics(p>.05). Conclusions : It is necessary to analyze factors related to work satisfaction and stress in order to improve dental hygienist's quality of work life. Hospitals must support them systematically and institutionally and related organizations must conduct practical research.

• 한국치위생학회지
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• 제2권1호
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• pp.63-83
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• 2002

The purpose of this study was to serve as a basis for more efficient dental hygienist human resources utilization and for determining some of the right directions for supplementary education for dental hygienists, by examining how they actually worked and what they thought of job-related things. The subjects in this study were 537 dental hygienists who participated in a seminar by the Korea Dental Hygienist Association. After a survey was conducted, the following findings were given: 1. 50.2% of the dental hygienists investigated completed legally required eight-class education. Those who worked in clinics took less supplementary education classes than the others in the other types of dental institutions. The main reason they didn't receive supplementary education was financial burden and uncooperative employers. 73.2% took supplementary education at the association or its branches. The association was most favored by those in clinical sector as a place that provides supplementary education, followed by its branch and university in the order named. And the dental hygienists in public health sector preferred university most, and the next best favored one was the association and its branch in the order named. Those in clinical sector hoped to acquire clinical information on patient management, implant or aesthetics, and the dental hygienists in public health sector wanted to learn about health administration, public oral health operations and oral health education, which were different from what those in clinical sector wanted. 2. Regarding the period of service, 492% had worked for three years or more. This fact suggested that their service term and average age continued to grow. And they thought they would decide the retirement time on their own. 3. The most common yearly income ranged from 12 million won to 16 million won(40.7%). For-those in clinics, yearly income was 14.36 million won, and that of the dental hygienists who had worked for less than 3 years was 12.90 million won. 4. The Korea Dental Hygienist Association was most required to protect the rights and interests of the members and offer new knowledge and technology. 5. The largest group of them were engaged in patient management, and this type of job also was the most favored one for them to do. The greatest number of the dental hygienists in public health sector were in charge of dental treatment. 6. Concerning their turnover rate, 492% had never changed their occupation. Specifically, 70.0% of the respondents who had worked for less than 3 years had have no experience to do that. The time constraints for self-development and conflicts with other workers were the cause of their turnover. Those in dental hospital and general hospital changed their occupation chiefly due to the lack of time for self-development, and for the dental hygienists in clinics, the conflicts with other workers were the main reason. The above-mentioned findings suggested that the way the dental hygienists looked at things was undergoing change. The service area made a difference to their preference for the type of supplementary education and institution in charge of it, as those in public health and clinical sectors had a different opinion. And the dental hygienists in clinical sector had a different opinion as well, according to service area, about salaries, reason of not taking supplementary education, preferred type of supplementary education, cause of turnover, and type of occupation to which they hoped to change employment. To utilize and supply human resources in a more stabilized manner, job description should be more segmented, standardized and classified clearly, and dental hygienists should be motivated to perform their substantial jobs, including oral disease prevention, oral prophylaxis and oral health education. To make it happen, it seems that dentists are required to have a clear understanding of dental hygienist job and to change the way they look at it.

• 한국치위생학회지
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• 제14권6호
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• pp.821-830
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• 2014

Objectives: The purpose of the study was to investigate the influence of humor sense on job satisfaction and turnover intention in clinical dental hygienists. Methods: A self-reported questionnaire was filled out by 277 dental hygienists in Chungnam from May to June, 2014. The instrument for humor sense was adapted from Thorson and Powell instrument by Lee and 20 questions. Each question included humor making and preference for humor and scored by Likert 5 scale. Cronbach's alpha in the study was 0.869. Job satisfaction was adapted from Smith Job Description Index and included task requirement, collaborate support, manager support, promotion, and wages and score by Likert 5 scale. Cronbach's alpha in the study was 0.827. Turnover intention was developed by Lee and 5 questions was score by Likert 5 scale. Crobach's alpha was 0.712 in the study. Results: The average of humor sense was 3.33, average of job satisfaction was 3.20, and average of turnover intention was 3.05. The sense of humor had a positive effect on turnover intention. Conclusions: This result will provide the high productivity and high quality of life in clinical dental hygienists. Humor sense is the important factor that support the job satisfaction and decrease the turnover intention.

• 한국치위생학회지
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• 제19권5호
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• pp.835-843
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• 2019

Objectives: This study presents job embeddedness as the principal factor that reduces turnover intention of clinical dental hygienists. The study also promotes the utilization of job embeddedness for efficient human management in dental organizations. Methods: A self-reported questionnaire was completed by 200 dental hygienists from June 1 to July 15, 2019. Data were analyzed using SPSS 20.0. An independent t-test, a one-way ANOVA, Scheffe post-hoc test, and Pearson's correlation coefficients were employed, and a multiple regression analysis was conducted. Results: The dental hygienists scored 3.25 points for job embeddedness, 3.81 points for organizational citizenship behavior, and 3.40 points for turnover intention. The variables that influenced their turnover intention were those related to job embeddedness. These factors showed 24.6% variance among the dental hygienists. Conclusions: Efficient human management of clinical dental hygienists requires increased interaction and compatibility within dental organizations. It is also necessary to create a variety of benefits and support systems.