• 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 Korean society of Dental Hygiene
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• v.9 no.3
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• pp.507-521
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• 2009

This study purposed to analyze dental hygienists' job satisfaction according to their clinical career as an effort to enhance their job satisfaction and quality and to provide basic materials for dental hygienists' effective job performance. For this purpose, we surveyed 120 dental hygienists working at dental hospitals and clinics in Busan during the period from the $1^{st}$ February to $31^{st}$ March 2009 by using a self administered questionnaire. Job satisfaction was measured using a 5 point Likert scale ranging from 'Absolutely yes' (5 points) to 'Yes' (4), 'So so' (3), 'No' (2), and 'Not at all' (1), and a high score indicates high degree of satisfaction. When it testd the reliability of the job satisfaction scale was tested, Cronbach's Alpha (${\alpha}$) was 0.85 which indicates the instrument is sufficiently reliable. Data collected were analyzed with SPSS. We performed frequency analysis in order to examine the subjects' demographical characteristics, and Chi square and one way ANOVA to examine their perception of their job, job satisfaction, and their aptitude and status as a dental hygienists' according to clinical career. The results of this study were as follows. 1. The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist (p<0.05). 2. The dental hygienists' turnover intention was different according to clinical career (p<0.01). 3. The longer clinical career the dental hygienists had, the more satisfied they were when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.) (p<0.01). 4. The longer clinical career the dental hygienists had, the more power to make decisions they had and the more acknowledgement and trust they received from dentists (p<0.01). 5. Satisfaction with duty coordination was low in general, but it grew higher with increase in clinical career (p<0.01). 6. The longer clinical career the dental hygienists had, the more satisfied they were with patients' appreciation of their treatment (p<0.01). In addition, their time and opportunities to discuss with dentists were different according to clinical career, and their satisfaction with the items was higher when their clinical career was long (p<0.01). 7. As to their perception of dental hygienists' potential for development, they generally believed that they had potential for future growth with the expansion of their work scope (M=3.73). The longer clinical career the dental hygienists had, the more satisfied the more power to make decisions they had and the more acknowledgement and trust they received from dentists and their time and opportunities to discuss with dentists when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.). The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist. In conclusion, the longer clinical dental hygienists' Career had, satisfaction was able to take a highness to a dental hygienist occupation.

• Journal of dental hygiene science
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• v.21 no.3
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• pp.168-177
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• 2021

Background: This study is to identify the factors that affect job satisfaction, psychological ownership, and job engagement of dental hygienists on job performance and use them as basic data for manpower management of dental hygienists. Methods: The survey was conducted by 344 clinical dental hygienists working in dental medical institutions. The collected data is PASW Statistics ver. 20.0 was used to analyze. Results: The job satisfaction level of the dental hygienist was 3.38±0.52, and the question that 'I feel that my ability to solve problems has improved compared to the past.' was 3.92±0.80. There were significant differences in job satisfaction, psychological ownership, and job engagement according to general characteristics in age, marriage, education, career, current work experience, and position. There were significant differences in job performance according to general characteristics in age, marriage, education, career, current work experience, position, and number of dental hygienists. Factors influencing job performance were practical activities, income, patient relations, absorption, vigor, dedication, and the number of dental hygienists. Conclusion: Finding different ways to use psychological ownership and job engagement through the job satisfaction of a dental hygienist, and to and to utilize it as basic data for efficient manpower management through job performance.

• Journal of dental hygiene science
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• v.21 no.1
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• pp.28-37
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• 2021

Background: Career success is the psychological achievement associated with an individual's work. Protean career management behavior is the behavior of managing individual careers in order to achieve individual career goals. The purpose of this study was to clarify the career success of dental hygienists as perceived by clinical dental hygienists and to compare the relationship between career success and protean career management behavior. Methods: Nationwide convenience samples of clinical dental hygienists were obtained; 354 people were surveyed online, and the data of 350 people were finally analyzed. The perception of career success of dental hygienists was assessed using a multiple response method. T-test, ANOVA, and χ2 tests were performed to investigate the differences and relationships between protean career management behavior and career success according to the general characteristics. Results: Career success was recognized by clinical dental hygienists as "income", "work proficiency", "patient consultation", "self-satisfaction", and "recognition by superiors" in order. There were significant differences in protean career management behavior according to general characteristics (p<0.05). Higher career management behavior was common in those higher in age, in married participants, in those with higher educational background, and in those with a higher career, better position, and more job change experience (p<0.05). Among the variables of career success perceived by clinical dental hygienists, "work proficiency" had a significant effect on "career management behavior" (p<0.05). "Work proficiency" and "recognition by superiors" were significant in "protean technological development behavior," and they also influenced actual behavior (p<0.05). Conclusion: The relationship between dental hygienists' career success and protean career management behavior was clarified. Dental hygienists performed career management behaviors to develop work ability and skills. In addition, the relationship between career management behavior and long-term employment was confirmed.

• Journal of Digital Convergence
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• v.17 no.12
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• pp.375-382
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• 2019

The purpose of this study was to examine perception, attitude, performance on the hand washing by dental hygienist. A self-reported questionnaire was surveyed by 165 dental hygienist in G area. The data were analyzed for frequency analysis, average, standard deviation, independent t-test, one-way ANOVA, pearson's correlation coefficient by using SPSS 21.0 program. The perception on the hand washing, age and work place, career, Number of hand washing, Frequency of hand washing education were higher significantly. The attitude, performance on the hand washing by dental hygienist, age, career, work place were higher significantly. There were positive correlations among the perception, attitude, performance of dental hygienists on the hand washing by dental hygienist. The result of this study indicates a necessity for developing education programs consistently to improve perception, attitude, performance of hand washing by dental hygienist.

• Journal of Korean society of Dental Hygiene
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• v.3 no.1
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• pp.59-72
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• 2003

The purpose of this study was to examine what the role of denial hygienist was. The subjects were 751 dental hygienists from dental clinics, dental hospitals, general hospitals, public dental clinics and their branches throughout the nation. After a survey was conducted, the collected data were analyzed with SPSS WIN 10.0, and variance analysis and post-analysis were implemented. And Forgarty's 8th integrated model, out of 10 ones, was selected to delve into the practical role of dental hygienist in detail. The findings of this study were as follows: 1. The three age groups had a significantly different opinion on the significance of individual subjects. The dental hygienists of thirty six and over found the basic and preventive public dental care courses most important, and the 31~35 age group placed most stock in education and research. Overall, the post-analysis results showed that prevention and clinical courses were considered most vital, followed by education and fundamental courses. 2. There was a significant gap between four groups from the different work places in their view of the weight of the individual subjects. According to the post-analysis, the dental hygienists from the general hospitals, public dental clinics and their branches gave more weight to fundamental, education and research areas. Those who were with the dental clinics, dental hospitals and general hospitals put higher value on clinical course than the dental hygienists from the public dental clinics and their branches. 3. Two groups with a different career also had a different outlook on the importance of the individual subjects. The post-analysis results illustrated that the dental hygienists who had worked for three years or more put higher stress on the fundamental course than those with a less career, and the dental hygienists with a five-year or higher career attached more importance to the education and research field than those with a smaller career. 4. There was a significant difference between the three age groups in their clinical role. The post-analysis results indicated thai the younger dental hygienists were more of assistants than of professionals, as they chiefly took X-ray photograph, handled treatment materials or performed treatment-related works. Overall, handling treatment materials was most common. 5. The three groups from the different work places significantly varied in their clinical role. According to the post-analysis, those from the dental clinics and dental hospitals took more x-ray photographs, handled more treatment materials and performed more relevant works, compared to those from the general hospitals, public dental clinics and their branches. 6. The two groups with a different career differed significantly in their clinical role. The post-analysis results suggested that the dental hygienists with a less career played an assistant role more, which handled treatment materials or carried out other relevant works. 7. The fundamental courses (I) and (II), preventive class (I) and (II) and its practice course were regarded as integrated subjects that they should take 10 offer preventive treatment, which was one of the dental hygienist missions. What's needed to act as dental-care educators was the basic courses (I) and (II), dental hygiene education and its practice. Finally, integrated clinical courses (I) and (II) and clinical practice were viewed as necessary for their role performance as dental treatment collaborators.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.

• Journal of Korean Academy of Dental Administration
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• v.11 no.1
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• pp.62-69
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• 2023

This study aims to identify the impact of organizational culture on the work ability of dental hygienists and to analyze the factors that affect dental hygiene work ability. The survey was conducted from August 1 to August 30, 2022, and involved 193 dental hygienists from U and D cities. The data analysis method was conducted using the SPSS 18.0 software. The analysis revealed that age, work experience, and position were the demographic and sociological characteristics with statistically significant differences in dental hygiene work ability. Relationship-oriented culture (β=0.446), career (β=-0.439), age (β=0.358), position (β=0.280), and work-oriented culture (β=0.167) were the most influential factors in dental hygiene work performance. Therefore, it is necessary to work for an extended period to enhance dental hygiene work capabilities and to cultivate a culture focused on relationships.

• Journal of Korean society of Dental Hygiene
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• v.13 no.4
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• pp.543-552
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• 2013

Objectives : The aim of the study is to investigate job performance expectations according to duration of work and to specify the clinical practice of dental hygienists by career expectations. Methods : The subjects were 310 dental hygienists in Seoul and Incheon. They completed the self-reported questionnaires and 304 data were analyzed except incomplete 6 answers. Results : The tasks performed by dental hygienists were as follows ; SS crown restoration in pediatric dentistry accounted for 25.1%, orthodontics (42.1 %), plaque removal (71.4 %), temporary fillings (60.5%), and impression taking of abutments and bite registration (58.9%). In order to be a skillful dental hygienists, it took two to three years of clinical filed work. Conclusions : On the job training (OJT) is the most important in dental hygiene curricula. So it is necessary to develop the OJT performance skill.

• Journal of dental hygiene science
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• v.20 no.2
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• pp.97-106
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• 2020

Background: In Korea, laws for many medical technicians were revised in the Enforcement Decree of the Medical Technicians Act (MTA), which was announced on December 2018, whereas those related to dental hygienists remained unchanged. This study aimed to determine the awareness and opinions of dental hygienists regarding MTA. Methods: Dental hygienist were recruited as participants via convenient sampling in Seoul, Gyeonggi-do, and Chungcheong-do; data from 291 self-reported questionnaire responses were used for the final analysis. We investigated the participants' general characteristics, awareness, and request for the amendment of the MTA. The compliance with the work scope specified in the MTA and level of demand for revision of the MTA were analyzed by independent t-test and one-way analysis of variance. For all statistical analyses, the significance level was set at 0.05. Results: For the 2018 MTA revision, 99 (34.02%) knew that dental treatment assistance and surgery assistance were excluded, whereas 192 (65.98%) did not know. The item "The current medical technician law must be revised" was scored 4.13±0.80 out of 5 points, and significant differences were identified according to the education level, career, and position (p<0.05). The item "It is necessary to institutionalize the expanded work scope beyond the work scope of dental hygienists specified in the MTA" was scored 4.02±1.04 out of 5 points, and significant differences were identified according to age (p<0.05). Conclusion: The participants wanted the MTA to be revised to reflect the real-world work performed by dental hygienists in the dental clinical field. The legal system must ensure the legal protection of the work area of the dental hygienist as an oral health professional, and recognize the legal work scope of the dental hygienist.