치과위생사의 소명의식과 감정노동이 재직의도에 미치는 영향
The effects of dental hygienists’ sense of calling and emotional labor on retention intention
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Objectives: The purpose of this study was to examine factors influencing the retention intention of dental hygienists in clinical practice. Findings will assist in the development of strategies to increase their retention. Methods: A self-reported questionnaire was completed by 261 dental hygienists who work at dental hospitals and clinics in the Jeollabuk-do area. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA (post-test Duncan), and multiple regressions. Results: The variable that demonstrated the largest influence on the retention intention of dental hygienists was purpose/meaning (β=0.283), followed by transcendental calling (β=0.198). These factors relate to the sense of calling. The third most influential variable was pay (β=0.150). This relates to general characteristics. The fourth most influential factor was the frequency of emotion display (β=-0.112), which relates to one of the sub-areas of emotional labor. Conclusions: In order to strengthen the retention intention of dental hygienists, diverse approaches should be implemented, with particular consideration for their sense of calling, emotional labor and pay.
Abstract
Objectives: The purpose of this study was to examine factors influencing the retention intention of dental hygienists in clinical practice. Findings will assist in the development of strategies to increase their retention. Methods: A self-reported questionnaire was completed by 261 dental hygienists who work at dental hospitals and clinics in the Jeollabuk-do area. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA (post-test Duncan), and multiple regressions. Results: The variable that demonstrated the largest influence on the retention intention of dental hygienists was purpose/meaning (β=0.283), followed by transcendental calling (β=0.198). These factors relate to the sense of calling. The third most influential variable was pay (β=0.150). This relates to general characteristics. The fourth most influential factor was the frequency of emotion display (β=-0.112), which relates to one of the sub-areas of emotional labor. Conclusions: In order to strengthen the retention intention of dental hygienists, diverse approaches should be implemented, with particular consideration for their sense of calling, emotional labor and pay.
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