Working practices and job satisfaction of Victorian dental hygienists

Career outcomes and satisfaction among graduates of a 4-year oral health and welfare baccalaureate program at Niigata University, Japan: A cross-sectional study

OBJECTIVE

Globally, baccalaureate programs in dental hygiene are increasingly established. In addition, in Japan, many dental hygienists (DHs) and social workers (SWs) are prematurely leaving the workforce. This study aimed to investigate the most recent employment, career outcomes, reasons for a job change, and satisfaction with the job and undergraduate curriculum among graduates of the baccalaureate program at the Department of Oral Health and Welfare (DOHW), Faculty of Dentistry, Niigata University.

METHODS

All 262 graduates (graduating classes 1-10) of the DOHW were invited to participate in this survey; an original self-administered questionnaire was distributed to those who consented. Responses were received from 114 (43.5%) graduates.

RESULTS

Almost all respondents (89.5%) had dual licensure as both DH and certified SW. They were employed immediately after graduation (99.1%) and at the time of the survey (96.5%). Over 60% of them worked as DHs, mainly in hospitals. SWs mainly worked in administration. Among the 113 respondents who were employed, 39.8% changed jobs at least once. The main reasons for job selection were 'interest in job content' and 'flexible working hours'. Nearly 90% of the respondents felt satisfied or fairly satisfied with their job and their undergraduate education.

CONCLUSIONS

A quality 4-year baccalaureate degree program in dental hygiene and social welfare positively influenced graduates' work continuity. Most graduates felt satisfied or fairly satisfied with their job and the undergraduate curriculum. Employment rates within each profession and the prevalence of hospital and administrative roles were higher than national averages. Long-term studies of graduates' career outcomes are warranted.

Factors Affecting the Career Continuation of Newly Graduated and Reinstated Dental Hygienists Who Participated in a Technical Training Program in Japan

This study aimed to identify (1) what newly graduated dental hygienists and reinstated dental hygienists consider important for preventing early turnover in their own professions and for encouraging them to continue in the profession more generally and (2) relevant factors among hygienists intending to continue working in the field. An anonymous, self-administered questionnaire survey was distributed to 215 Japanese dental hygienists who participated in the technical training programs (response rate: 72.6%). Of them, 143 participants were classified into two groups: newly graduated (NGDH, n = 32) and those reinstated to work (RDH, n = 111). Follow-up for lack of skills was most often selected as important for preventing early turnover among both groups and follow-up for lack of knowledge was significantly selected in the RDH group (p < 0.001). Regarding factors important for career continuation, NGDHs significantly selected gaining job satisfaction, whereas RDHs significantly selected working support. Relevant factors contributing to participants' intentions to continue in the profession were job satisfaction (NGDH, OR = 8.37; RDH, OR = 8.83), career outlook (RDH, OR = 3.11), and job turnover experience because of marriage and parenting (RDH, OR = 2.70), thereby suggesting the importance of raising awareness regarding career progression and job-related rewards among dental hygienists, their educators, and the government through ongoing career education.

A global review of the education and career pathways of dental therapists, dental hygienists and oral health therapists

Introduction With ongoing needs in oral healthcare being unmet, dental therapists, dental hygienists and oral health therapists have the potential to assume greater roles and responsibilities in the provision of care. This review provides a global overview of the education and career opportunities of these professions, contributing to the discussion on the future trajectories of all three professions.Methods A scoping review was conducted to collate and summarise the current available evidence from peer-reviewed journal articles, published reports and books, and websites of professional associations and government agencies.Results Of the 145 sources identified and reviewed, 53 were included in the qualitative synthesis. The themes were categorised into domains: 1) dental therapy; 2) dental hygiene; and 3) oral health therapy.Conclusion The results of this review indicated that, although there has been continuous advocacy for dental therapists, dental hygienists and oral health therapists to assume roles beyond the traditional clinical practice, the majority of the professionals still mainly practise as clinicians. Many dental therapists, dental hygienists and oral health therapists felt limited by their scope of practice and were dissatisfied with the lack of career pathways. Additional research is needed to examine the influences behind career development for all three professions.

Factors Affecting the Reinstatement of the Japanese Dental Hygienist: A Japanese Dental Hygienist Survey Conducted in 2019

There is a shortage of dental hygienists for dental clinics in Japan. An ideal solution would be for dormant dental hygienists to re-enter the workforce. In this study, we identified the obstacles preventing these dental hygienists from re-entering the workforce. The Japan Dental Hygienists’ Association surveyed all 16,113 members about their working conditions. Among the 101 items in the questionnaire, 11 items specifically targeted the reasons why dental hygienists leave their jobs. Among 8780 responses (54.5%), 1063 were from members who had resigned from jobs as dental hygienists. Three hundred and fifty-five (34.4%) answered “Yes” to the question “I would like to return to work if conditions are satisfactory.” The most frequent cause for leaving a job was” Childbirth and child-rearing” (16.9%). “Working status/working hours” (15.7%) was the main obstacle to re-entry. Furthermore, dental hygienists with intentions to re-enter decided to leave their jobs most frequently because of “Childbirth and child-rearing” and “Working status/working hours.” Improvement of the social support system for dental hygienists is required to ensure a sufficient supply of dental health services.

Improvement of Workplace Environment That Affects Motivation of Japanese Dental Hygienists

Dental hygienists are in high demand due to insufficient workforce and a lack of an effective reinstatement support system. We investigated the reasons for willingness to work by analyzing the survey results of the employment status of Japanese dental hygienists conducted by Japan Dental Hygienists’ Association. In total, we mailed 16,113 questionnaires to all members of the association (response rate 53.4%). We carried out statistical analysis to determine the specific items to improve the hygienists’ working environment. Fourteen factors of working conditions that they wish to improve were determined. Structural equation modeling showed that a path, “Reduction of work volume”, “Reduction of working hours” and “Increased number of holidays” were higher than other items. A decision analysis demonstrated that most of the respondents answered “Yes” to “Improvement in working conditions including higher salary” out of those who answered, “Strongly disagree” for “Do you feel that dental hygienist work is rewarding?”. Improving workplace environment is integral to keeping high levels of work motivation and a low turnover rate. Most of the hygienists wish for a salary raise among all the conditions. The transition from conventional work styles to non-conventional flexible working patterns is needed.

Factors Behind Leaving the Job and Rejoining it by the Japanese Dental Hygienist

Aim:

To investigate the factors that countermeasure the re-entry of Japanese dental hygienist.

Background:

The number of currently working dental hygienists is not sufficient. About 40% licensed dental hygienist are leaving their professional jobs. Re-entry of the dental hygienist who have left is expected to compensate the unbalance of demand and supply.

Objective:

The purpose of this study was to identify the obstacles faced during re-entry by the dental hygienists and propose the countermeasures for supporting re-entry.

Methods:

The Japan Dental Hygienist Association conducts survey of the Employment Status of Japanese dental hygienist every 5 years since 1981.Questionnaires were distributed for all members of the Japan Dental Hygienists Association. Among the 94 items, following eight specific items were used for analysis: 1. The reason of leaving the job. 2. For how long have you left the job? 3. Willingness to reenter. 4. How do you find your work for re-entry? 5. Is there any obstacle in the reentry? 6. What is the obstacle faced by you during reentry? 7. Do you need lecture course for reentry? 8. What kind of lecture course contents do you want to attend?

Results:

Questioners were distributed among the 16,113 members of Appeases Dental hygienist Association, and out of which 8,780 responded (collection rate:54.5%). By log-linear analysis, the reason behind leaving the job were dissatisfaction with work content and marriage significant in age groups ≤29 and 30-39. Child birth / child rearing was significant in age groups ≤29, 30-39 and 40-49. Payment was significant in 30-39 and 40-49. Child birth / rearing and working hours had the most important impacts on leaving the job and were among the obstacle for reentry. In this study, a number of dental hygienist who leave the job due to child birth / rearing was highest.

Conclusion:

There was a limitation for sampling frame of this study. Workplace improvement including flexible working time may be the most important factors for the reentry of the dental hygienist who had left their jobs previously.Social support system is indispensable to improve women's working environment.

Prioritization of the Skills to Be Mastered for the Daily Jobs of Japanese Dental Hygienists

Dental hygienists require proficiency in a wide variety of job skills. Dental hygienists should master their job skills step by step, and the prioritization of these steps is important. In this study, we investigated the frequency at which Japanese dental hygienists performed daily jobs and attempted to classify the jobs according to the proficiency levels. The aim of this study was to surmise the order in which skills should be mastered in terms of priority and to investigate the relationship between daily jobs and the motivation for completing jobs. The Japan Dental Hygienists' Association conducts a survey on the employment status of dental hygienists in Japan every five years. The questionnaire is distributed to all members of the Japan Dental Hygienists' Association. In this study, the responses of 3,807 dental hygienists who worked at dental clinics were analyzed. We analyzed 77 kinds of daily jobs and the items regarding the motivation to work. For the analysis, item response theory (IRT), structural equation modeling (SEM), and logistic regression analysis were applied. According to the item response curve, the jobs were classified into 11 clusters. The jobs classified into Cluster 1 were the jobs that most of the average-proficiency Japanese dental hygienists performed. Scaling and root planing were the representative jobs in Cluster 1. Performing the jobs classified into Cluster 5 clearly discriminated whether the dental hygienists were performing multiple jobs. Jobs concerning care for elderly or disabled patients were classified into Cluster 5. Jobs concerning gerodontology, implants, management of staff, and consultations were significantly associated with the motivation to perform jobs. Polishing and adjustment of orthodontic apparatuses was negatively associated with the motivation to perform jobs. Understanding the features of each daily job of dental hygienists is important for planning dental hygienists' lifelong educational programs and evaluating their skill levels and proficiency levels. The results presented in this study may help to reveal the characteristics of dental hygienists' daily jobs.

Willingness to Work and the Working Environment of Japanese Dental Hygienists

Japanese dental hygienists' employment rate is low. The environment factors and daily job contents that contribute to willingness to work of Japanese dental hygienists and their structures were investigated. A cross-sectional survey was conducted using a self-administered postal questionnaire distributed for one thousand and twenty-three members of Japan Dental Hygienist Association registered in Iwate prefecture affiliation. Three items concerning willingness to work, satisfaction for the 9 items about working environment, anxiety for work, and 106 daily job contents were used for analysis. Structural equation modeling, decision analysis, and correspondence analysis were carried out. The present study found that working environment such as interpersonal relationship was more important than social environment such as salary for the regular employee of Japanese dental hygienist working at private dental office. However, salary was only the determinant for the dental hygienist who strongly disliked their work. And daily job contents affected the willingness to work. Especially, jobs concerned with prosthodontic treatments were of major concern. Improving the working environment and avoiding assignment of tasks that require lower level of skill may improve dental hygienists' willingness to work and may assist to improve the employment rate of dental hygienist in Japan.

Career satisfaction of Jordanian dental hygienists

AIM

The aim of this study was to determine the factors that affect Jordanian dental hygienists with their career satisfaction including financial issues, employment settings and policies.

MATERIALS AND METHODS

Randomized sample of 102 dental hygienists with a bachelor's degree were selected from the entire population of Jordanian dental hygienists. Participants received a cover letter with a questionnaire. Findings were analysed using descriptive data techniques. Chi-square test was used to determine the statistically significant differences across demographic variables and career satisfaction's factors.

RESULTS

About 22.5% of the participants are not working as dental hygienist. Dental hygiene profession in Jordan includes predominantly (74.0%) females. Majority of them (51.9%) were employed in JUST, and minority (6.3%) in MOH. Most of them (56.4%) were aged 24-29 years old, and mostly 62.2% with ≤1 child. About 53.1% employed by general dentist. Almost 35.3% had ≥4 years' job experience. Majority (47.6%) expressed high level of satisfaction with dental materials and equipment to practice work; however, only 2.0% expressed very high level of satisfaction with employment policies. Almost 32.4% expressed low level of satisfaction with salary level. Minority (2.0%) expressed dissatisfaction with quality of dentist's work. Statistically significant association was found between workplace, and dental materials and equipment to practice work, salary level, employment policies (P = 0.003, P = 0.003, P = 0.026), and number of children with flexibility in work hours (P = 0.001).

CONCLUSION

Jordanian dental hygienists' workplacesatisfaction w as significantly associated with dental materials and equipment to practice work, salary level, and employment policies. Understanding the working patterns of dental hygienists in Jordan is important to increase their career satisfaction levels.

Job satisfaction among dental assistants in Brazil

The aim of the present study was to investigate the expressed levels of job satisfaction of dental assistants working in Brazil and whether there are relationships among professional formation standards, workplace relations and job satisfaction. An analytical cross-sectional study was carried out with a calculated sample of 443 dental assistants. A questionnaire was developed for this purpose and its validity was verified in a pilot study. The questionnaire provided data for socioeconomic and demographic categorization and identified the variables that could be correlated to professional satisfaction. Job satisfaction was stratified into satisfaction and no satisfaction. All participants signed an informed consent form. Data were analyzed using SPSS software, version 13.0. Pearson's chi-square and Fisher's exact tests were performed. Among the 443 participants, 94.6% were women, 72.7% were aged between 21 and 40 years and 65.0% were single. Over half had 37 or more months of job experience and had completed their course at a public institution. The majority earned between US$141.00 and US$190.00 per month. Job satisfaction was mentioned by 81.5% of the dental personnel. It was found that most subjects were satisfied with their job, and that the level satisfaction is influenced negatively by salary, workplace, workload and dentist's personality.

Inovação tecnológica e cargas de trabalho dos profissionais de saúde: uma relação ambígua

Trata-se de uma revisão integrativa com objetivo de rastrear a produção científica acerca da influência da inovação tecnológica nas cargas de trabalho dos profissionais de saúde. Selecionou-se 57 publicações nas bases de interesse de 2004 a 2009. Predominaram as pesquisas de campo com abordagem qualitativa, realizadas em hospitais. Nenhum estudo teve por objetivo relacionar inovação tecnológica e cargas de trabalho. Nos estudos sobre inovação tecnológica destacaram-se publicações sobre tecnologias de informação e comunicação e novas formas de organização do trabalho; no tema cargas de trabalho predominaram estudos sobre condições promotoras de estresse e Burnout. Os achados mostraram que as inovações influenciam as cargas de trabalho de modo ambíguo, podendo aumentá-las ou diminuí-las.