• The Journal of the Korean dental association
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• v.52 no.8
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• pp.464-471
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• 2014

This article reviewed theological background and historicak development in dental caries management by risk assessment. Dental caries prevention and treatment according to CAMBRA model is patient-centered, risk-based, evidence-based practice. Team approach is necessary and clinician need to integrate science, practice and product. Dental hygienist take a important role in implementing CAMBRA. CAMBRA model could be incorporated into dental and dental hygiene education. Dentist and dental hygienist able to provide scientific and ethical care managing dental caries by risk assessment.

• Journal of Korean society of Dental Hygiene
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• v.17 no.6
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• pp.1053-1065
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• 2017

Objectives: The purpose of this study is to evaluate radiation safety education, knowledge and practice of dental hygienists in using handheld portable intraoral X-ray equipment and to suggest the need for radiation safety education in using handheld portable intraoral X-ray equipment. Methods: We surveyed 223 dental hygienists from July, 2017 to August in the dental clinics of Daejeon, Seoul and Gyeonggi area. Results: Radiation safety educational experience was higher in a year's career (72.9%), than 3 years experience (32.5%) (p<0.05). 82.7% of dental clinic workers took university education for radiation safety education while 55.6% of dental hospital workers took company training (p<0.05). More than 70% of the subjects did not have experience of radiation safety education about using portable intraoral X-ray. Radiation safety knowledge was highest in a year's career (p<0.05). The cumulative dose, radiation sensitivity, and lead defense knowledge were high in all subjects, but knowledge related to scattering radiation and scattering radiation sources was low. Practice of portable intraoral X-ray safety was significantly lower than knowledge. Conclusions: Knowledge of portable intraoral radiography safety is available, but performance is poor. Even with the small amount of radiation exposure, the risk is perceivable. There is a need to actively utilize the provided radiation protection products. In order to do this, efforts should be made to improve knowledge and performance of radiation safety through not only college education but also postemployment training.

• Journal of Korean society of Dental Hygiene
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• v.11 no.6
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• pp.951-959
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• 2011

Objectives : The author has studied the effects of behavior of preventive treatment on job satisfaction in dental hygienist. Methods : The hygienists who had worked from June 27th to August 1st in 2011 were explained about this research objectives and only the hygienists who agreed with this research participation were conducted a self-administered Questionnaire survey and the results were collected immediately. The collected questionnaire was 297, but the final 250 questionnaire were decided as a target except for the trustless ones. This analysis was extracted using SPSS(SPSS 12.0 for windows, SPSS Inc, Chicago, USA). Results : 1. Preventive treatment of dental hygienist was shown as this order - Educational needs 4.25, Importance 4.12, Usefulness 4.09, Perform 3.42. Job satisfaction was reached the moderate level. 2. Analysis of preventive treatment of hygienist was shown as this order - Basic brushing education 4.72 was ranked the highest, Taking patient history and Incremental dental health care 4.58 was held the second place. Dental caries activity tests 3.30 was shown the lowest figures. Response of preventive treatment conducting was like this order - Taking patient history 4.30, Dental prophylaxis 4.28, Basic brushing education 4.11, Incremental dental health care 4.04. Dental caries activity tests 2.05 was shown the lowest figures. 3. General characteristics in behavior of preventive treatment was resulted in this case that the respondents who have worked for less one year in current job than the ones who have worked for more than five years was shown such a low level, this was taken as a meaningful difference.(p=0.008) 4. It was shown that the higher fulfillment of preventive treatment(${\beta}$=0.340, p<0.001) and the greater earnings(${\beta}$=0.194, p=0.001) and usefulness of preventive treatment(${\beta}$=0.130, p=0.042), the higher job satisfaction. Conclusions : Considering these results, environment where the hygienists can concentrate on preventive treatment which is their proper job should be built up as soon as possible. And through this environment, the atmosphere where hygienists, as oral health professionals, can play a role to improve the oral health of the people by boosting job satisfaction should be created. Also It is thought that an institutional, actual improvement-changing the social awareness towards hygienists and dentists, the recognition of scope of the hygienists' work - should be established urgently.

• Journal of Korean society of Dental Hygiene
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• v.14 no.5
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• pp.689-694
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• 2014

Objectives : The study aims to verify the relationship between personality type and sense of vocation of the clinical dental hygienist. Methods : The study data was collected from 221 dental hygienists working in the City of Changwon(unified), Busan Gyeongsangnam-do. Data analysis was conducted using IBM SPSS Statistics 19.0 program. Results : The relationship between the general characteristics of the study population and a sense of vocation was higher for the dental hygienists with a higher level of education attainment, higher monthly salary, higher job satisfaction level, extroverted personality, and the dental hygienists in a low neurotic group(p<0.001). According to the correlation results among job satisfaction, personality type and the sense of vocation, a sense of vocation and job satisfaction have a positive correlation while the sense of vocation and neurotic tendency have a negative correlation(p<0.01). The results of logistic-regression analysis on the factors influencing the sense of vocation are as follows: education attainment(p<0.001), salary(p<0.05), extroversion(p<0.001) and neurotic tendency(p<0.05). Conclusions : Nature of consciousness, depending on the type of professional vocation was to determine the difference.

• Journal of Korean society of Dental Hygiene
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• v.2 no.1
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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.

• Journal of Korean society of Dental Hygiene
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• v.16 no.4
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• pp.517-523
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• 2016

Objectives: The purpose of the study is to investigate the uniform management of the dental hygienists in Korea. Methods: The study was carried out by direct telephone survey to dental gygienists in Gangneung, Wonju, and Seongnam from March 15 to April 10, 2015. The subjects were seventy dental clinics by random sampling. The questionnaire consisted of general characteristics of the subjects(4 items), infection control education(3 items), and infection control activity(9 items). Cronbach's alpha was 0.781 in the study. After informed consent from the dental hygienists, the survey was done by telephone. Data were analyzed by SPSS 21.0 program. Results: The dental hygienists taking infection control education tended to wash the uniforms twice a week (${\chi}^2$=15.95, p<001). The majority of the dental hygienists thought that the best washing place of uniform would be dental clinics than any other place (${\chi}^2$=38.76, p<001). Conclusions: It is very important to implement the infection control education for the dental hygienists. The establishment of standard guideline for infection control of the uniform washing will enhance the dental service quality and satisfaction of the dental service consumers.

• Journal of Korean society of Dental Hygiene
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• v.16 no.6
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• pp.1079-1092
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• 2016

Objectives: The purpose of the study is to investigate the effect of self-leadership on organizational effectiveness and job performance in the dental hygienist. Methods: A self-reported questionnaire was completed by 281 dental hygienists in Seoul, Incheon, and Gyeonggido from March 1 to 31, 2016. The questionnaire consisted of general characteristics of the subjects, self-leadership, job satisfaction, organizational commitment, job performance. Data were analyzed by t-test, one-way ANOVA, multiple regression analysis using the SPSS 18.0 program. Results: The average of self-leadership was 3.62, self-reward had highest score of 3.84, followed by rehearsal 3.73, self-expectation 3.72, self-goal setting 3.51, constructive thinking 3.48, and self-criticism 3.45. The average of organizational commitment was 3.11, and that of job satisfaction was 3.11 and the average of job performance was 3.70. Among the sub-factors of self-leadership, self-expectation, self-goal setting, constructive thinking showed a positive correlation with organizational commitment and job satisfaction. All sub-factors except for self-criticism showed a positive correlation with job performance. Among the sub-factors of self-leadership, self-expectation (${\beta}=0.350$), constructive thinking (${\beta}=0.124$), self-reward (${\beta}=0.106$), rehearsal (${\beta}=0.102$) showed a significant effect together with job satisfaction (${\beta}=0.187$) on job performance. Also, age, education level, clinical career, the average monthly salary showed a significant effect on job performance. Conclusions: The self-leadership and job satisfaction of in the dental hygienist had influence on job performance. To improve the job performance of dental hygienists, it is necessary to apply self-leadership development program focusing on the strengthening of self-expectation and constructive thinking.

• Journal of Korean society of Dental Hygiene
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• v.3 no.1
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• pp.1-12
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• 2003

The purpose of this study was to verify the reliability of the instrument and to analyze the contents of the humor. This study was conducted from December 16th, 2002 to January 13th, 2003, centering on Busan Dental Hospital & public health service. A total of 193 questionnaires was distributed for the survey. The result were as followings: 1. There were significant differences in humor values concerning age(F=1l.44, p=0.000), marriage(t= -3.556, p=0.000), education(F=14.83, p=0.000), clinical carrier(F=9.99, p=0.000), status(F=5.83, p=0.001), working place(F=7.39, p=0.000), and living parents(F=3.65, p=0.014). Humor values were higher for over-forties, married dental hygienists, public health service worker and no living parents. 2. There were no Significant correlation between stress and the dental hygienist's humor values. 3. There were significant differences in humor values concerning sources of the dental hygienist's humor. Data related "book/mass media"(t=-6.32, p=0.000), "conversation" (t=-12.05, p=0.000) and "daily life"(t=-10.33, p=0.000) are examples of these sources. 4. There were no significant differences in humor values concerning the dental hygienist's humor degree related frequency of used humor. 5. There were significant differences in humor values concerning the type of humor used, "word humor"(t=-7.00, p=0.000), "imitation"(t=2.68, p=0.008), "adequate situation" (t=-8.03, p=0.000), "technical terms"(t=6.65, p=0.000) pertain to this. 6. There were Significant differences in humor values concerning the time of using humor expression, "loose situation"(t=-3.75, p=0.000), "tired situation"(t=4.01, p=0.000), "tense situation"(t=5.37, p=0.000), "adequate situation"(t=-16.03, p=0.000) pertain to this.

• Journal of Korean society of Dental Hygiene
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• v.9 no.4
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• pp.644-658
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• 2009

Objectives : This study was to find out the status of job satisfaction and intent to leave the job for dental hygienists, and those factors affecting their intent to leave, so as to prevent dental hygienists from leaving their jobs in advance, and to strive for extending the life span of the job, contributing to improve dental care services provided by dental hygienists. Methods : The data were collected from 280 dental hygienists working in dental clinics or hospitals in Busan and Gyeongnam area by using a structured and self-administered questionnaire through mail, from February 1 to March 15, 2009, and were analyzed by using SPSS WIN 14.0 program. Results : First, It was the most prevalent for the dental hygienists surveyed to be between 100 to 149 thousand won in the level of monthly as 42.3%, and to be the assistance of dental examination and treatment for main duty as 62.5%. Leaving job was experience by 51.6% of the subjects, with work condition as the most common reason for 32.2%. Second, the degree of job satisfaction was 3.4 points overall in the score of 5 point Likert's scale on the average, showing affirmative level above the average, and significantly different according to certain characteristics such as age, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. It also was significantly correlated with some structural factors and variables consisting attitude and value, including equity in pay(r=0.612), job perception as dental hygienist(r=0.573), work environment(r=0.552), self growth(r=0.531), affirmative attitude(r=0.421), and so on. Third, the mean score of intent to leave was 2.73 overall and lower than the average, showing significant relationship with some characteristics, such as age, marital status, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. Intent to leave also showed the highest correlation with job satisfaction(r=-0.708), followed by equity in pay(r=-0.482), self growth (r=-0.453), job perception as dental hygienist(r=-0.392), work environment(r=-0.362), etc. Forth, job satisfaction was significantly influenced by some factors including equity in pay, followed by job perception as dental hygienist, relationship with fellow colleagues, affirmative attitude and work environment, and so on. Fifth, the intent to leave was significantly affected not only by job satisfaction but also by some structural factors including equity in pay, self growth and job perception as dental hygienist. Conclusions : The above results showed that the equity in pay was the most important factor for the intent to leave the job as well as job satisfaction among dental hygienists, thus suggesting that systematic measures should be provided to improve the job satisfaction to prevent economic loss due to leaving job frequently, and to provide pertinent reward system as a profession to enhance the motivation for accomplishment on job for dental hygienists.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.315-323
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• 2020

This study was conducted to narrow the view on this by analyzing the difference between dental hygienists and patients' cognition and oral health education of scaling. The study was total 202 people were finally analyzed. The method of analysis compared the cognition of scaling and oral health education, and a hierarchical regression analysis was conducted to check the effect of cognition and oral health education on dental selection by stages. As a result, there were significant differences in all but one of the nine items of cognition for scaling (p<0.01) and significant differences appeared in all but seven of the 19 categories of oral health education for scaling (p<0.01). Therefore, dental hygienists will have to seek ways to reduce these differences and continue to study how to explain them in scaling so that they can have a positive impact on patients' dental clinic choices.