• 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.

• 치위생과학회지
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• 제6권2호
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• pp.107-111
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• 2006

본 연구는 치과의원에 근무하는 치과위생사의 이직의도에 영향을 미치는 유의한 변수들을 향후 치과의원의 이직으로 인한 치과의원의 경제적 손실과 구강진료의 생산성 저하요인의 발생을 예방하고 효율적인 인력활용 방안의 기초 자료로 활용하고자 시도 되었다. 자료 분석에 있어서는 SPSS Ver. 11.0을 이용하였으며, 결과를 요약하면 다음과 같다. 1. 독립변수와 이직의도간의 상관관계를 살펴 본 결과, 매개변수인 조직몰입도(-0.711)가 가장 유의성이 높았고, 보상의 공정성(-0.544), 외부취업기회(0.402), 의원장의 지원(-0.400), 자기 성장성(-0.399), 직무갈등(0.313), 직업 안정성(-0.305) 등의 변수가 유의한 상관관계를 보였다. 유의한 상관관계를 보인 모든 변수들은 연구모형에서 예측한 정(+)과 부(-)의 인과관계가 모두 일치하였다. 2. 경로분석의결과, 조직몰입도(-0.711), 의원장의지원(-0.306), 직무만족도(-0.257), 외부취업기회(0.229), 긍정적 심성(-0.196), 직무 갈등(0.142), 직무 자율성(-0.106) 등이 유의한 총 효과를 가지는 것으로 나타났다.

• 한국치위생학회지
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• 제18권3호
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• pp.295-310
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• 2018

Objectives: The purpose of this study is to identify the factors affecting job satisfaction, job stress, turnover intention, work-family and family-work relationship of married dental hygienists with young children. Methods: 242 copies of self-reported questionnaires were analyzed. Statistical analysis of collected data was conducted using the statistical program of Stata 13.0 (StataCorp., College Station, TX, USA). Results: Turnover intention was higher when the child age was lower and the child support and parenting stress were higher. But when working hours were adjustable, the turnover intention was low. Job stress was higher as the position, monthly income and night working hours were higher. Job satisfaction was higher as night work was fewer, work time was adjustable and family life satisfaction was higher. When parenting stress was high, job satisfaction was low and job stress and turnover intention were high. Work-family relationships were more affected by lower monthly income and parents-first child caregivers. Workplace factors affecting the family life were monthly income, caregiver and number of night work. The higher the parenting stress, the greater the mutual influence between family and work life. Age, family life, parenting stress and turnover intention were identified to affect family-work relationship. Parenting stress and job stress were identified to be influential on work-family relationship. Conclusions: Married dental hygienists are leaving the clinical setting due to their marriage and childbirth, or showing the effects on family-work and work-family relationships due to parenting. Efforts should be made to efficiently utilize professional manpower and to improve the psychological and physical working environment surrounding the married dental hygienists.

• 한국치위생학회지
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• 제16권1호
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• pp.69-75
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• 2016

Objectives: The objective of this study was to examine the effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists. Methods: Two hundred and fourteen dental hygienists in Daegu and Gyeongbuk completed a self-reported questionnaire from January to May 2013. The instrument for the questionnaire consisted of mentoring function, mentoring personality, job satisfaction, organizational commitment, and turnover intention. The data were analyzed by frequency analysis, ANOVA, correlation analysis, and multiple regression analysis. Results: The longer duration of the mentoring for the newly employees strengthened job satisfaction and organization commitment. The mentoring function had a positive effect on job satisfaction and organization commitment, and decreased turnover intention. The higher quality of personality overcome the turnover intention. Conclusions: The mentoring is very important to enhance the job satisfaction and organization commitment in the newly employees. Loner duration of work(${\beta}=.268$, p=0.008) explained higher job satisfaction. Higher quality of personality(${\beta}=0.279$, p<0.001) also had higher job satisfaction. The explanation power of the model was 36.5% and the revised model explanation was 35.6%. The effective mentoring is closely related to job satisfaction and organization commitment and it can reduce turnover intention.

• 한국치위생학회지
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• 제18권4호
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• pp.489-499
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• 2018

Objectives: The purpose of this study was to investigate the mediating effects of burnout and to identify the moderating effects of individual factors and organizational factors on the relationship between emotional dissonance and job satisfaction. Methods: This cross-sectional study included 270 dental hygienists working full-time at dental care facilities. The data on the socio-demographic characteristics, emotional dissonance, burnout, job satisfaction, and individual and organizational factors were collected. The individual (self-efficacy and ego resilience) and organizational (social support, organizational support and wage satisfaction) factors were considered as the moderating variable. For statistical analyses, t-test, one-way ANOVA and multiple linear regression were used. Results: Burnout was found to be a significant mediator on the relationship between emotional dissonance and job satisfaction(p<0.001). The variables moderating the relationship between emotional dissonance and burnout were identified as social support, organizational support and wage satisfaction (p<0.05), while the variables moderating the relationship between burnout and job satisfaction were wage satisfaction and ego resilience (p<0.05). Conclusions: To prevent the decrease in job satisfaction due to emotional dissonance, the management of dental care facilities should have a better understanding of burnout in dental hygienists, which requires individual and organizational efforts to be moderated. In addition, as organizational support has been identified as the factor mitigating the negative effects of emotional dissonance, it is highly necessary to adopt the preceptor system, improve communication systems and expand welfare policies of organizations.

• 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.

• 한국임상보건과학회지
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• 제1권3호
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• pp.39-48
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• 2013

Purpose. This study was performed on survey related dental hygienist job stress and job satisfaction, to improve the work efficiency of the dental hygienist and for dental hygienist to eliminate the cause of stress for health promotion and for management to be able to help to finding ways to provide basic data. Method. This survey is based on 235 people who are dental hygienists working in Changwon city from November 1 to November 30 2012, by statistical analysis of collected data using SPSS Win Program 20.0 version t-test, univariate analysis of variance (one-way ANOVA), correlation analysis that performed to determine statistical significance with a significance level of 0.05 was considered. Results. For correlation of job satisfaction and job stress, the job demands, job insecurity, and workplace culture shows a negative correlation. For Correlation of the physical environment, insufficient job control, interpersonal conflict, and organizational system is, lack of reward shows a positive correlation. The less job stress due to Insufficient job control, interpersonal conflict, organizational system, is, the higher job satisfaction due to job demands and workplace culture is.(p <0.05), The higher job stress is, the higher the job satisfaction is(p <0.05). Conclusions. Job satisfaction and job stress may be relevant each other, there fore several measures should be sought to solve insufficient job control, interpersonal conflict, organizational system and the lack of reward, consequently to increase the job satisfaction of dental hygienists.

• 한국산학기술학회논문지
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• 제17권7호
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• pp.629-640
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• 2016

본 연구는 치과위생사들의 직무스트레스, 피로증상 및 직무만족도가 이직의도에 미치는 영향을 규명할 목적으로 사도하였다. 연구대상은 치과 병 의원에 근무하고 있는 치과위생사 516명을 대상으로 2015년 4월 1일부터 6월 30일까지의 기간 동안에 자기기입식 설문지를 이용한 설문조사를 실시하였다. 자료의 분석은 각 독립변수에 대한 이직의도의 평균점수를 비교하였으며 t-test 및 ANOVA로 검정하였다. 또한 직무스트레스, 피로증상, 직무만족도 및 이직의도 간의 Pearson상관분석에 의한 상관계수를 구하였으며, 공분산구조분석을 사용하여 이직의도와 직무스트레스, 피로증상 및 직무만족도와의 관련성을 평가하였다. 연구결과, 조사대상자의 이직의도는 직무스트레스가 높은 군일수록, 피로증상이 높은 군일수록, 직무만족도가 낮은 군일수록 유의하게 높았다. 조사대상자의 이직의도는 직무스트레스 및 피로증상과는 유의한 양의 상관관계를 보인 반면, 직무만족도와는 유의한 음의 상관관계를 보였다. 공분산 구조분석 결과, 직무스트레스는 피로증상이나 직무만족도보다 이직의도에 더 큰 영향을 미쳤으며, 직무스트레스와 피로증상이 높고, 직무만족도가 낮을수록 이직의도를 높이는 효과가 있는 것으로 나타났다. 위와 같은 결과는 치과위생사들의 이직의도는 피로증상이나 직무만족도보다 직무스트레스에 의해 더 큰 영향을 받고 있음을 알 수 있다. 따라서 치과위생사들의 이직의도를 낮추기 위해서는 직무스트레스 및 피로를 감소시키고, 직무만족도를 향상시키기 위한 노력이 필요할 것으로 생각된다.

• 한국치위생학회지
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• 제7권4호
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• pp.395-403
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• 2007

The purpose of this study is to investigate the main factors that affect turnover of Dental Hygienists so that it leads to preventing high turnover and long-term service in their position. Data were obtained from 112 dental hygienists who are currently working for dental clinics from September 17th 2007 to October 16th 2007 via questionnaires. For this study, the demographic factors and unique characteristics of Dental Hygienists are considered as well as all the variables of statistic. The results derived from using SPSS 11.0 are as follows: 1. The average of job related factors is 2.55 point, the average of job satisfaction is 2.59 point, the average of salary related factor is 2.24 point and the average of changing their occupation is 2.85 point. 2. The difference between the factors related to age and changing their occupation shows the highest level on job related factors.(pM0.033) in the age between 26 and 30. 3. Dental Hygienists who are in their occupation for 6years to 9 years answer that salary would be the main reason to change their jobs. 4. For married dental hygienists, salary related factor is the main reason to make them change their occupation.(pM0.002)

• 한국치위생학회지
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• 제20권2호
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• pp.175-187
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• 2020

Objectives: The purpose of this study was to investigate the opinions of Korean dental hygienists on the Korean advanced dental hygienist system in Korea. Methods: The survey was conducted on 328 dental hygienists working at dental clinics and hospitals in Seoul, Gyeonggi-do, Incheon, and Chungcheong-do. Collected data were analyzed with the frequency analysis, independent-samples t-test, and one-way analysis of variance after their reliability and validity were verified through the reliability, exploratory factor, and confirmatory factor analyses. Results: Respondents preferred sectoral advanced dental hygienists to integrated advanced dental hygienists, but 47.0% of respondents did not respond to this questionnaire item. To become an advanced dental hygienist, 'more than 5 years but less than 8 years' of clinical experience was appropriate according to 45.7% of the respondents and 'more than 30 h but less than 40 h' of training period was appropriate according to 25.9% of the respondents. Respondents thought that the duration of the training period for advanced dental hygienists would be directly proportional to expectations from the effect of advanced dental hygienists (p=0.023). Further, respondents who were usually interested in advanced dental hygienists showed higher expectations from the role (p<0.001) and effect (p<0.001) of advanced dental hygienists than those who were not interested. Conclusions: This study suggests various implications of the introduction of the advanced dental hygienist system in Korea.