• Journal of Korean society of Dental Hygiene
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• v.16 no.6
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• pp.993-1007
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• 2016

Objectives: The purpose of the study was to review the current status of clinical practice and training in dental hygiene in hospitals and clinics for the students. Methods: A self-reported questionnaire was completed by 80 dental hospitals and clinics from August 8 to September 12, 2016. Except incomplete answers, 211 copies were retrieved and analyzed. The questionnaire consisted of general characteristics of the subjects (6 items), present condition of clinical education (7 items), support policy and facilities (8 items), teaching personnel (6 items), improvement direction (3 items), and general considerations (3 items). Results: The annual practice time for students was 8.4 weeks. The average number of students per each practice institution was 5.95. The evaluation of the clinical practice period was rated as 'average' by 55.3% of the respondents, while 65.4% preferred the current duration of the practice. Meanwhile, 33.0% of the respondents wanted to increase the practice period. In clinical training education support, 62.3% of the hospitals had a person in charge, 79.2% of the hospitals and clinics had a operative procedure, appointed staff and a department for student practice. But 86.5% of the hospitals did not have standards for the budget for practice and instruction fee. In the personnel for clinical training, 52.6% said they were dental hygienists. In 87.1%, the practice instruction conducted by professors was done through communication with the hospital or clinic, while the man-to-man practice instruction was 8.6%. Conclusions: It is necessary to improve the process and operation method of dental hygiene clinical training. In order to make clinical training meet education goals, a standardized set of criteria is needed to support training education and guidelines for instructors and students.

• Health Policy and Management
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• v.20 no.3
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• pp.73-103
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• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.125-125
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• 2020

• Journal of Periodontal and Implant Science
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• v.53 no.5
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• pp.319-320
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• 2023

• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.253-263
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• 2011

The purpose of this study was to investigate the actual profile of dental clinic services used by foreigners who reside in certain regions of Korea. As a result, this study could come to the following conclusion: It was found that most of respondents had never received any dental treatment in Korea, but the largest number of respondents who ever experienced any dental treatment had visited dental clinics in their neighborhood for treatment. Most respondents allowed for public recognition of medical institution among others in terms of criteria about selection of dental care institution. In addition, our respondents not receiving any dental treatment during their residence in Korea primarily because they had 'no sufficient time' to use dental clinics, and secondarily because they had 'a burden of expenses spent in dental care'. Moreover, many respondents were unsatisfied with their use of Korean dental clinics. Based on these findings, it is necessary to further expand dental care services in practical aspect and establish relevant public health policies.

• The Journal of Korean Academy of Prosthodontics
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• v.44 no.4
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• pp.374-382
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• 2006

Purpose: This study was designed to investigate the present conditions of illumination techniques in dental clinics in order to contribute improvement of operating environment. This study also aimed exploring qualitative and quantitative luminous intensity required for color temperature in dental clinic illumination, which was a critical part of esthetic dentistry. Materials and methods: A total of forty-eight local dental clinics were selected for sampling a) luminous intensity, and b) color temperature. The author measured the luminous intensity and the color temperature with lux meter and color meter respectively between 12pm and 2pm. The dental unit chair placed in the general operation positions were kept the distance 60 cm then all dental units were measured three times and averaged. The author measured the luminous intensity and color temperature with both common dental operating light and then without operating light in different office environments. The study was conducted under three conditions: 1 artificial illumination in clear day light 2. artificial illumination in cloudy day light, and 3. artificial illumination alone. Results : The results obtained were as follows. 1. The average luminous intensity in dental clinic lighting was 425 lux which was not sufficient to produce the optimal shade of the patient's teeth. Furthermore, the average luminous intensity even in full operating lighting was 9532 lux which fell short of the required level of 10,000 lux. 2. The average color temperature of all dental clinics surveyed was 5169 K which met the optimal range. However, only 33.3% fell in the correct region between 5,000-5,500 K as 25% were over 5,500 K and 41.6% were below 5,000 K. As a result, 66.7% were under insufficient color temperature conditions. 3. The dental unit chair placed next to a window, hence exposure to natural lighting, had significantly higher luminous intensity and color temperature compared to the dental unit chair which didn't have a window or natural lighting. 4. The data analysis revealed that only 6.3% of the dental clinic were met the standard of the average luminous intensity and color temperature.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.

• Journal of Korean Academy of Dental Administration
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• v.7 no.1
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• pp.10-20
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• 2019

Korean dental hygienists perform more tasks in dental clinics than are described in the law. The purpose of this study was to investigate the actual work of Korean dental hygienists in dental clinics using an observational study design. Two dental hygienists observed and recorded the work performed in 1 day from the time of commencement to the time of leaving work by 18 dental hygienists working in the dental clinic in a single area. Data management, prevention of infection, counseling, calculus removal, radiography, assistance of fixed orthodontic treatment, assistance of fixed prosthetic treatment, and preparation for implant surgery were recorded. Among the tasks that take more than 1 min, the most time-consuming tasks were document management, infection control, consultation, calculus removal, preparation for implant surgery, assistance of orthodontic treatment, and assistance of fixed prosthetic treatment. Korean dental hygienists are performing various tasks, such as infection control, dental hospital/clinic management, oral disease prevention, and dental treatment assistants.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.31-35
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• 2011

The purpose of this study was to examine the state of the claim of dental clinics for payment from the national health insurance corporation in a bid to provide some information on the efficient management of payment claim by dental institutions. The findings of the study were as follows: As for the form of payment claim, 45.4 percent claimed payment by themselves, and 54.6 percent asked an agent to do that on behalf of them. Concerning the type of occupation of the applicants, dental hygienists demanded payment in the biggest number of the dental clinics(78.2%). The most common number of cases that the dental clinics demanded payment was between 201 and 400(40.3%). The dental clinics asked an agent to claim payment when the number of payment claim cases was smaller, and they claimed payment by themselves when the number of payment claim cases was larger. Regarding the reason why the dental institutions asked an agent for payment claim, the biggest group(28.0%) cited complicated claim procedure as the reason, and the second largest group(22.6%) answered that they weren't used to doing that. The third greatest group(20.8%) pointed out a shortage of personnels that would be responsible for that as the reason.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.21 no.2
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• pp.90-98
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• 2011

Objectives: The aim of this study was to evaluate the level of urinary mercury and analyze which factors would affect urinary mercury concentration among dental hygienists in dental clinics. Methods: This study conducted by questionnaire and detection of urinary mercury concentration of 268 dental hygienists working in dental clinics from July to August of 2009. Data collected from two hundred and thirty-five dental hygienists were analyzed by the geometric mean (GM). Analytical results of urine samples with less than 0.3 g creatinine/L and greater than 3g creatinine/L were excluded from statistical analysis. Results: Urinary mercury concentration of 235 dental hygienists showed the geometric distribution. The arithmetic and geometric means of urinary mercury concentration were $0.996{\mu}g/g$ creatinine and $0.755{\mu}g/g$ creatinine, respectively. From multiple regression analysis, the number of amalgam filling, the consumption frequency of raw fish and the number of amalgam handling in current workplace was revealed as increasing factors of urinary mercury concentration. Conclusions: The level of urinary mercury in dental hygienists was higher than in general Korean population. The number of amalgam filling, the consumption frequency of raw fish and the number of amalgam handling in current workplace was revealed as increasing factors of urinary mercury concentration. Therefore using resin materials instead of amalgam in dental clinics is highly desirable.