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Effect of job satisfaction on turnover intention and intention to stay in dental hygienists

  • Journal of Korean society of Dental Hygiene
  • Abbr : J Korean Soc Dent Hyg
  • 2020, 20(1), pp.95-106
  • DOI : 10.13065/jksdh.20200010
  • Publisher : Korean Society of Dental Hygiene
  • Research Area : Medicine and Pharmacy > Dentistry
  • Received : November 1, 2019
  • Accepted : January 16, 2020
  • Published : February 28, 2020

Ji-Hyeon Park 1 Cho, Young Sik 1

1남서울대학교

Accredited

ABSTRACT

Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was ʻI am satisfied with my relationships with patients’ 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

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