The impact of intrinsic and extrinsic factors on the job satisfaction of dentists

Development of a job satisfaction measure for clinical research professionals: A mixed methods approach

Background

Clinical research professionals (CRPs) are essential members of research teams serving in multiple job roles. However, recent turnover rates have reached crisis proportions, negatively impacting clinical trial metrics. Gaining an understanding of job satisfaction factors among CRPs working at academic medical centers (AMCs) can provide insights into retention efforts.

Materials/Methods

A survey instrument was developed to measure key factors related to CRP job satisfaction and retention. The survey included 47 rating items in addition to demographic questions. An open-text question solicited respondents to provide their top three factors for job satisfaction. The survey was distributed through listservs of three large AMCs. Here, we present a factor analysis of the instrument and quantitative and qualitative results of the subsequent survey.

Results

A total of 484 CRPs responded to the survey. A principal components analysis with Varimax rotation was performed on the 47 rating items. The analysis resulted in seven key factors and the survey instrument was reduced to 25 rating items. Self-efficacy and pride in work were top ranked in the quantitative results; work complexity and stress and salary and benefits were top ranked in the qualitative findings. Opportunities for education and professional development were also themes in the qualitative data.

Discussion

This study addresses the need for a tool to measure job satisfaction of CRPs. This tool may be useful for additional validation studies and research to measure the effectiveness of improvement initiatives to address CRP job satisfaction and retention.

Unveiling the nexus of teacher commitment and job satisfaction: insights from Ecuador's educational landscape

Understanding the factors that determine teachers' organizational commitment and job satisfaction is fundamental in the education sector, since these two constructs are directly related to teacher effectiveness and the quality of education. Despite their importance, there is little research on these constructs in Latin America in general, and specifically in the Ecuadorian educational system. The objective of this work is thus to identify the extrinsic and intrinsic factors that influence the organizational commitment and job satisfaction of teachers in Ecuador, and to establish whether there is any relationship between organizational commitment and job satisfaction. To that end, an exploratory theoretical model based on the aforementioned variables is developed and tested on a sample of 6,316 Ecuadorian teachers, using structural equation modeling (SEM) techniques with partial least squares (PLS). The results reveal a significant relationship between both extrinsic and intrinsic factors and job satisfaction, as well as between these factors and organizational commitment. Furthermore, both extrinsic and intrinsic factors indirectly influence job satisfaction through organizational commitment. These findings underscore the importance of considering both external and internal aspects of work in efforts to promote job satisfaction and organizational commitment.

Stress and Stressors Among PHCC Dentists: A Quantitative, Correlational, and Cross-Sectional Study

(1) Background: Dentistry is innately stressful and demanding. However, the extent of perceived chronic stress and the contributing factors within the dental practice at Primary Health Care Corporation (PHCC) in Qatar are largely unknown. (2) Methods: This study is quantitative, hypothesis-testing, correlational, and cross-sectional, using a simple random sample of all PHCC dentists (168 general dentists and 47 specialist dentists). A cross-sectional survey with electronic consent was performed using demographic and professional information, the Perceived Stress Scale (PSS)-10 to evaluate chronic stress, and the Job Stress Inventory (JSI) to assess job stress factors. (3) Results: The response rate was 49.3%. PHCC dentists demonstrated above-average perceived stress (mean = 18.08, SD = 5.84), with a significant relationship with age (p = 0.01). Overall job stress was average (mean = 2.45, SD = 1.18). All job factors demonstrated a significant and positive correlation with perceived stress (r = 0.472-0.555, p < 0.001). (4) Conclusion: About 70% of the dentists experienced high levels of chronic stress that decreased with age; 65.4% of this stress was attributed to job-related factors, primarily those involving patients (β = 0.341, p < 0.001). This study highlights the impact of health system reforms on stress levels among dental professionals in primary care settings.

Mental Health Status Profiles of Dentists in South Korea: A Latent Profile Analysis Approach

OBJECTIVE

Dentists encounter unique occupational challenges, including stress, depression, and anxiety, that can impact their mental well-being. Therefore, it is essential to identify dentists' mental health statuses and the factors influencing them. Understanding the heterogeneity in dentists' mental health is crucial for tailored interventions. To investigate different mental health profiles within the dentist population and understand the characteristics of each type.

METHODS

In this cross-sectional study, we surveyed 261 Korean dentists from a sample of 1,520. Using latent profile analysis, participants were classified into distinct mental health profiles based on self-reported stress, depressive symptoms, anxiety, and sleep quality. Demographic and occupational variables were analyzed to explore their association with mental health profiles.

RESULTS

Three distinct mental health profiles were identified: high, moderate, and low. Factors such as drinking frequency, socioeconomic status, income, and work hours significantly influenced profile classification. Significant differences in job satisfaction were observed among the profiles.

CONCLUSION

This study underscores the importance of personalized interventions to address the specific needs of each mental health profile, aiming to improve job satisfaction and overall mental health in the dental profession.

Job preferences of master public health candidates in Northeast China based on discrete choice experiments

BACKGROUND

The shortage of health workers in rural and remote areas is a key issue for global health systems, including China. Public health undertakings in Northeast China face the risk of a talent gap. In September 2023, the National Development and Reform Commission (NDRC) held a symposium on promoting the comprehensive revitalization of Northeast China in the New Era, proposing to support the comprehensive revitalization of Northeast China with high-quality population development, strengthen the development and utilization of human resources, and increase policy support for the revitalization of talent.

METHODS

The questionnaire was designed by discrete choice experiments, and 1208 Public Health Master's candidates from six universities in Northeast China were investigated online via the Powercx system network survey platform in April 2024. The mixed logit model was used to analyze the job preferences of Master Public Health candidates.

RESULTS

All 7 attributes included in the study had statistically significant effects on the job preferences of public health master's degree candidates (P < 0.05). They tended to choose jobs with higher monthly income (12,000 CNY/month), located in cities with good working environments and with Bianzhi when seeking jobs. There is heterogeneity in job preference, and different preference characteristics are displayed in different subgroups.

CONCLUSION

This study revealed that public health master's degree candidates in Northeast China were more willing to choose jobs with higher monthly incomes, working places in cities and better working environments. The way to formulate a combination of policy packages is more attractive than improving a single aspect alone. Since the preferences of each subgroup are different, the preference characteristics of the target population should also be considered when formulating the policy package to meet the challenges of talent attraction and retention.

Factors Influencing Job Satisfaction among Mental Health Nurses: A Systematic Review

BACKGROUND/OBJECTIVES

Job satisfaction is crucial for healthcare professionals, and understanding its influencing factors is essential for fostering a positive work environment, reducing turnover rates, and improving the overall quality of patient care. This systematic review examined the factors linked to nurse job satisfaction in psychiatric hospitals and diverse psychiatric settings, analyzing the findings through the lens of Herzberg's theory. Despite existing evidence, gaps remain in understanding the differences in factors affecting job satisfaction across various settings.

METHODS

Following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, we conducted a comprehensive systematic review by searching six databases, namely PubMed, CINAHL, Cochrane Library, PsycINFO, Scopus, and APA PsycNet. Our search yielded an initial 567 studies published between January 2014 and February 2024, which were subsequently screened and evaluated based on predetermined inclusion criteria. Following this process, a total of 16 studies were deemed eligible for final analysis. Each of these selected studies underwent an independent review by two authors, utilizing the Joanna Briggs Institute checklist tool to ensure rigorous assessment.

RESULTS

The findings revealed that interpersonal relationships, working conditions, and recognition were the most frequently reported factors associated with nurse job satisfaction, along with various extrinsic, intrinsic, personal, emotional, and psychosocial factors. Notably, psychiatric hospitals showed a mix of personal, extrinsic, intrinsic, and psychosocial factors influencing job satisfaction, with demographic factors being the most frequently examined. In contrast, diverse psychiatric settings focused more on external aspects impacting job satisfaction.

CONCLUSIONS

The review highlights the importance of both intrinsic and extrinsic factors and suggests that future research should employ more robust methods and consider psychiatric hospitals and other mental health contexts. Herzberg's theory provides a valuable framework for understanding the factors associated with nurse job satisfaction.

Oral hygiene status and oral care motivation in children aged 7-9 years in a Vietnam primary school: A cross-sectional study

INTRODUCTION

Oral hygiene is a crucial factor in oral health, especially in children. To increase the awareness of oral care behaviour among children, oral care motivation plays a critical role in daily dental practices. Therefore, this cross-sectional study was conducted to investigate the current oral hygiene status and evaluate the association between oral care motivation and oral hygiene index in 7-9-year-old children at Primary School in Hanoi, Vietnam.

METHODS

Clinical examinations were performed on 200 randomly selected children to assess the Simplified Oral Hygiene Index (OHI-S). Face-to-face interviews were applied to record students' intrinsic and extrinsic motivation for oral care through a questionnaire, which consisted of questions regarding demographic characteristics and oral care motivation. Data were analyzed using STATA 15.0 software and a p-value < 0.05 was statistically significant.

RESULTS

The mean OHI-S score was 2.48 ± 0.72. Good and fair oral hygiene were observed in 7.5 % and 66 % of participants, respectively. Students' motivation for dental care was predominantly extrinsic, with a mean score of 15.87 ± 1.322. Higher motivation in dental care is statistically significantly associated with oral hygiene index score (Coef=-0.27).

CONCLUSION

These results indicate that students with intrinsic motivation exhibit better oral hygiene practices. Consequently, strengthening oral health educational programs in primary schools based on intrinsic motivation could be helped improve the oral hygiene status and oral care behaviours of children.

Network analysis of occupational stress and job satisfaction among radiologists

Background

Occupational stress and job satisfaction significantly impact the well-being and performance of healthcare professionals, including radiologists. Understanding the complex interplay between these factors through network analysis can provide valuable insights into intervention strategies to enhance workplace satisfaction and productivity.

Method

In this study, a convenience sampling method was used to recruit 312 radiologists for participation. Data on socio-demographic characteristics, job satisfaction measured by the Minnesota job satisfaction questionnaire revised short version (MJSQ-RSV), and occupational stress assessed using the occupational stress scale. Network analysis was employed to analyze the data in this study.

Results

The network analysis revealed intricate patterns of associations between occupational stress and job satisfaction symptoms among radiologists. Organizational management and occupational interests emerged as crucial nodes in the network, indicating strong relationships within these domains. Additionally, intrinsic satisfaction was identified as a central symptom with high connectivity in the network structure. The stability analysis demonstrated robustness in the network edges and centrality metrics, supporting the reliability of the findings.

Conclusion

This study sheds light on the complex relationships between occupational stress and job satisfaction in radiologists, offering valuable insights for targeted interventions and support strategies to promote well-being and job satisfaction in healthcare settings.

Understanding Australian pharmacy degree holders' job preferences through the lens of motivation-hygiene theory

Increasing the contribution of pharmacists to primary care has been long discussed, particularly in the context of health workforce shortages and the push to better integrate all providers across primary care. This study examines the employment preferences of Australian pharmacy degree holders (PDHs) elicited through a discrete choice experiment (DCE), to better understand the drivers of current labour force choices. A labelled DCE was developed incorporating the six employment sectors: hospital pharmacy, community pharmacy, primary healthcare settings, pharmaceutical industry, government/academia, and non-pharmacy-related sector. Each alternative was described by five attributes using Herzberg's Two Factor Theory as a conceptual framework. They include motivators - role and career opportunities, and hygiene factors-flexible work schedule, geographic location, and salary. Unforced choice data were analysed using conditional logit and mixed logit models. Based on a sample of 678 PDHs in Australia, our findings indicated pharmaceutical industry is the least preferred sector, followed by non-pharmacy-related sector. Motivators in the form of role and career opportunities are the most important attributes in hospital pharmacy while hygiene factors - geographic location and salary significantly drive the choice of community pharmacy and primary care settings. We provided evidence of a willingness to adopt expanded roles in community pharmacy. This unique interpretation of the key drivers of employment preference in light of motivators and hygiene factors provides policy makers with important information when designing policies to attract and retain PDHs across employment sectors.

Analysis of factors influencing the job satisfaction of medical staff in tertiary public hospitals, China: A cross-sectional study

Introduction

Since the outbreak of the novel coronavirus pneumonia (COVID-19), China has entered normalization phase of its epidemic prevention and control measures that emphasizes 'precise prevention and control,' 'dynamic zeroing', and 'universal vaccination'. However, medical staff continue to face physical and mental stress. The present study aimed to investigate the job satisfaction of medical staff in China, as well as any associated factors.

Methods

2,258 medical staff completed a questionnaire specially designed for this study. Independent samples t-tests, one-way analysis of variance, and binary logistic regression were used to analyze associated factors.

Results

Overall, 48.4% of the participants expressed satisfaction with their job; the highest-scoring dimension was interpersonal relationships (3.83 ± 0.73), while the lowest scoring dimension was salary and benefits (3.13 ± 0.94). The logistic regression model indicated that job satisfaction among medical staff is associated with being aged 40-49 years [odds ratio (OR) = 2.416] or > 50 years (OR = 2.440), having an above-undergraduate education level (OR = 1.857), holding a position other than doctor [i.e., nurse (OR = 3.696) or 'other' (OR = 2.423)], having a higher income (OR = 1.369), and having fewer monthly overtime shifts (OR = 0.735-0.543). Less than half of the medical staff expressed satisfaction with their job, indicating that the overall level is not high.

Discussion

This research enriches the study of medical workers' job satisfaction during periods when epidemic prevention and control has become familiar and routine. To improve medical workers' job satisfaction, administrators should seek to enhance medical staff's remuneration, reduce their work pressure, and meet their needs (where reasonable).

Job satisfaction in sport science and sports medicine, an international cross-sectional survey

Background/Aim

Job satisfaction (JS) and professional burnout among health professionals have been shown to affect several factors: healthcare quality, patient safety, patient satisfaction, turnover/reduction of work effort, healthcare costs and other personal consequences. In general, factors that impact JS for health professionals include professional autonomy, workplace conditions, rewards/recognition, compensation and work-life balance. However, less is known about JS of professions working in sport science and sports medicine (SSSM) especially from an international perspective. This paper addresses JS among SSSM professionals in an international context.

Methods

In a cross-sectional study design, the Interprofessional Collaboration (IPC) in SSSM survey, an online survey which included the Warr-Cook-Wall JS questionnaire for international respondents working in fields associated with SSSM, was distributed globally to persons working in SSSM. Data from 320 respondents with complete data sets from USA (n=83), Canada (n=179) and Europe (n=58) were collected.

Results

High values were detected in the overall JS of the total sample with some differences in variables relevant for JS internationally and a relationship between positive perceptions of IPC and overall JS. The most important determinant for overall JS in professionals working in SSSM is the opportunity to use abilities.

Conclusion

JS has an important influence on the work and services provided by SSSM professionals and experience with IPC can have a positive effect on JS which, in turn, can improve quality of life for clients, patients and professionals. Employers should regard most impactful determinants of overall JS when designing working conditions for their employees.

Job Dissatisfaction and Its Predictors among Healthcare Workers of 'Type 2 Health Clinics' in North-Eastern Malaysia

It is crucial to comprehend factors associated to job dissatisfaction among healthcare workers (HCWs) in Malaysia’s primary health clinics, especially those working in ‘Type 2 Health Clinics’ which cater for populations of >50,000 and a daily average number of patients between 500 and 800. It is essential to ensure that effective strategies can be proposed to promote job satisfaction. A total of 314 HCWs from ‘Type 2 Health Clinics’ in north-eastern Malaysia consented to participate in this cross-sectional study, conducted between October 2020 and December 2021. The Job Satisfaction Survey was used to assess job dissatisfaction. The prevalence of job dissatisfaction was 35.7%. The significant factors associated with job dissatisfaction were younger age and those who were dissatisfied with their yearly performance mark. Targeted interventional activities for young HCWs and for those who are dissatisfied with their yearly performance mark are recommended to improve job satisfaction.

Quality of Life and Satisfaction from Career and Work-Life Integration of Greek Dentists before and during the COVID-19 Pandemic

Quality of life (QoL) of dental professionals is a basic parameter of the quality of dental services (QS), a fact well-documented before and during the COVID-19 pandemic in different countries. This study is a comprehensive, cross-sectional survey aimed to explore possible differences in satisfaction from career and work-life integration, as well as QoL in a sample of Greek dentists during the second lockdown in March 2021. Methods: 804 dentists from the vast metropolitan area of Athens and Piraeus selectively responded by completing a self-reported questionnaire based on: the Copenhagen Questionnaire (CQ) for assessing work stress; the Maslach Burnout Inventory-Human Service Survey (MBI-HSS) for evaluating personal accomplishment; and the Quality-of-Life work scale (ProQOL-CSF). Data were analyzed using the independent t-test, ANOVA, Pearson's correlation, and multiple linear regression. Results: QoL and career satisfaction were significantly diminished during the pandemic. Career satisfaction despite the pandemic was overall influenced in tandem by age (b = 0.427, p = 0.001), marital status (b = 0.276, p = 0.021), and inversely by years of practice (b = -0.330, p = 0.007) and income (b = -0.221, p = 0.015). Satisfaction from the work-life integration was influenced before the pandemic by marital status (b = 0.255 p = 0.013), years of practice (b = -0.371, p = 0.0001), while gender, years of practice, age, higher education, and income played a significant role during the pandemic. QoL was impacted before pandemic by age (b = -1.007, p = 0.001), number of children (b = -1.704, p = 0.018), and higher degree (b = -1.143, p = 0.001), while during the pandemic by gender (b = -0.582, p = 0.002), number of children (b = 0.469, p = 0.037), higher degree (b = 0.279, p = 0.009), and years of practice (b = -0.523, p = 0.0001). Males were more prone to low QoL, and dissatisfaction with career and work-life integration, during the pandemic. Income is a predictor of career satisfaction despite the pandemic. Personal resources through deep human relationships, higher education, beliefs, and values can offer a resilience shield against professional difficulties in periods of unexpected stressful events.

Estimation of Factors Affecting Burnout in Greek Dentists before and during the COVID-19 Pandemic

This study is a comprehensive, cross-sectional survey in occupational burnout, career satisfaction, and quality of life conducted in March 2021 among dentists in the vast area of metropolitan Athens, Greece. Data were collected using a self-reported questionnaire based on the Copenhagen Questionnaire (CQ) for assessing work stress and the Maslach Burnout Inventory-Human Service Survey (MBI-HSS) for evaluating occupational burnout. Using the independent t-test, ANOVA, Pearson's correlation, and multiple linear regression, 804 valid questionnaires were analyzed. During the pandemic, personal exhaustion was affected by gender (b = 1.862, p = 0.0001), age (b = -0.598, p = 0.0001), number of children (b = -0.886, p = 0.020) and higher degree (b = -0.450, p = 0.012). Exhaustion due to working with patients was affected by gender (b = 0.662 p = 0.0001), age (b = -0.513, p = 0.0001), number of children (b = -0.701, p = 0.0001), higher degree (b = -0.207, p = 0.028) and years in practice (b = 0.408 p = 0.0001). Males were more prone to unhappiness, dissatisfaction, and professional physical and emotional exhaustion, but personal resources through higher education, beliefs, values, and hobbies can offer a preventive shield to all dental professionals. Economic management issues can also enhance dentists' satisfaction and feeling of safety in a rapidly changing environment.

Extensive Evaluation of the Overall Workplace Experience and Job Satisfaction of Dentists in Saudi Arabia

Background

Working conditions, job satisfaction, and their overall impact on a dentist's job satisfaction are critical for future employment and retaining of dentists.

Objectives

This study is aimed at determining the factors influencing the job satisfaction level among dentists. It is also aimed at evaluating how personal (age, gender) and professional (type, type of qualification, and year of practice) characteristics influence overall job satisfaction.

Methods

For data collection, a structured self-administered questionnaire was used, in which one part collected information on personal characteristics. At the same time, the other contained a questionnaire related to job satisfaction. The German validated version of the questionnaire had a 10-point Warr-Cook-Wall (WCW) scale developed by Warr et al. in 1979. Each item was rated on a 5-point Likert scale, with 5 representing excessive satisfaction and 1 representing extreme dissatisfaction.

Results

The results revealed that dentists in Saudi Arabia have a higher satisfaction level with “colleagues and fellow workers” (26.5%). The relation between the years of practice was highly significant. However, they were dissatisfied with their “income” (22.6%), and when compared with concerning age, gender, profession, and their practice years, this finding was highly significant.

Conclusion

A higher percentage of satisfaction was seen with the “fellow and colleague's workers” dimension. At the same time, “income” was the aspect with which the dentists showed extreme dissatisfaction.

Moderating Effects of Gender Relationship Between Quality of Work Life and Job Satisfaction: Total Quality Management Perceptions as a Mediating Factor

The aim of this study is to examine the moderating effects of gender relationship between quality of work life and job satisfaction using total quality management perceptions as a mediating factor. Data were collected from Private and Ministry of Health Training and Research Hospitals using 515 employees in Turkey. The moderated mediation analysis was set up according to the hypothesis model. Total quality management is the mediator, and gender is the moderator. The findings showed that the relationship between quality of work life and job satisfaction, quality of work life and total quality management, total quality management and job satisfaction. With respect to the gender variable, the total quality of management decreases; job satisfaction is a little stronger in males. However, even if job satisfaction increases, it is equal in both males and females.

Factors influencing job satisfaction among dentists during the new normal of the COVID-19 pandemic in Indonesia: A structural equation modeling approach

BACKGROUND

Dentistry is one of the highest risk occupations that face COVID-19, especially in countries that are severely affected by the pandemic, such as Indonesia.

OBJECTIVE

The purpose of the study was to determine factors influencing job satisfaction among dentists during the new normal of COVID-19 pandemic in Indonesia by utilizing the Structural Equation Modeling (SEM) approach.

METHODS

A total of 310 Indonesian dentists voluntary completed an online questionnaire, which contained 58 questions. Several latent variables such as perceived severity of COVID-19, staff cooperation and management commitment, personal protective equipment, job stress, working hours, income, and overall job satisfaction were analyzed simultaneously.

RESULTS

SEM revealed perceived severity of COVID-19 had significant effects on job stress (β:0.394, p = 0.025) and the utilization of personal protective equipment (β:0.757, p = 0.001). Subsequently, job stress (β:-0.286, p = 0.001), working hours (β:0.278, p = 0.018), income (β:0.273, p = 0.003), personal protective equipment (β:0.145, p = 0.038), and staff cooperation & management commitment (β:0.091, p = 0.002) were found to have significant effects on overall job satisfaction. In addition, management & staff cooperation was found to have a significant association with job stress reduction (β:-0.319, p = 0.003) which subsequently led to higher satisfaction.

CONCLUSIONS

The current study is one of the first that analyzed job satisfaction among dentists in Indonesia during the global COVID-19 pandemic. The integrated latent variables can be applied and extended to evaluate job satisfaction among dentists during the COVID-19 pandemic in other countries. Finally, this study contributed as a theoretical foundation for policymakers to enhance the job satisfaction of dentists during the COVID-19 pandemic.

Job Satisfaction and Perceived Importance of Oral Medicine Amongst Dentists

Background

Compounded by the needs of an aging society, interactions between oral condition and systemic diseases may require that dentists pursue additional training in oral medicine beyond that received in dental school. The purpose of this study was to investigate whether pursuing oral medicine professional education is recognised by dental practitioners as an important factor regarding job satisfaction.

Methods

A questionnaire was mailed to 1,379 dental practitioners in Japan, along with a follow-up survey to assess repeatability, in 2017. The questionnaire consisted of 19 items/questions related to the respondents’ attributes and job satisfaction (5 items), willingness to learn oral medicine (4 items), willingness to learn more about dentistry (4 items), and willingness to contribute to society (6 items). Representative questions were extracted via binomial logistic regression analysis. Multivariable logistic regression analysis was performed to assess the relationships between job satisfaction and the explanatory variables.

Results

Amongst 337 respondents, multivariable logistic regression analysis showed an association between strong job satisfaction (n = 126, 37%) and willingness to learn more about oral medicine and dentistry and contribute to society, with odds ratios (95% confidence interval) of 4.22 (1.84-9.68), 3.16 (1.16-8.62), and 7.32 (3.14-17.06) and κ values of 0.38, 0.58, and 0.51, respectively.

Conclusions

Our results from dental practitioners suggest additional benefits of oral medicine professional education for future job satisfaction.

Empathy and attitude toward communication skill learning as a predictor of patient-centered attitude: a cross-sectional study of dental students in Korea

BACKGROUND

Enhancing medical students' practice of patient-centered care is a goal of medical schools. In addition to exploring the demographic and academic factors of the students, it is necessary to identify other attitudes and perceptions that may influence the student's patient-centered attitude and inclination toward communication skill learning. This study aimed to assess patient-centered attitudes among dental students in Korea and identify the association between the students' characteristics and empathy, communication skill learning attitude, and patient-centered attitude.

METHODS

Data were collected via a cross-sectional online survey, and 312 dental students were included in the analyses. The study participants completed the Patient-Practitioner Orientation Scale (PPOS), the Interpersonal Reactivity Index (IRI), and the Communication Skills Attitude Scale (CSAS). Analyses were performed using independent samples' t-tests, hierarchical multi-variable regression, and ANOVA with a post-hoc Tukey test.

RESULTS

The students tend to be moderately patient-oriented toward the sharing subscale of PPOS score (M = 3.78, standard deviation [SD] = 0.54) and slightly more patient-centered toward the caring subscale of PPOS score (M = 4.41, SD = 0.52) of patient-centered attitudes. Being a female and a shorter academic period in dentistry were associated with attitudes toward patient-centered care. Empathy and positive attitude toward learning communication skills were also related to a patient-centered attitude, and among aspects of empathy, "empathic concern" had the greatest significant impact on patient-centered attitude.

CONCLUSIONS

Gender, academic period, empathy, and attitudes on learning communication skills were important influencing factors of patient-centered attitudes. Patient-centered attitude can and must be taught. Education programs should focus on enhancing empathy, emphasizing positive attitudes on learning communication skills, and conducting follow-up educational sessions to prevent students from becoming less patient-centered with an increase in duration of their academic period.

Dentist Job Satisfaction: A Systematic Review and Meta-analysis

Objectives

Because of the heterogeneous nature of the evidence regarding dentists’ job satisfaction, an overview was necessary to examine dentists’ level of job satisfaction and to determine related work environmental factors.

Materials and methods

A literature search was conducted using preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Electronic database searches of PubMed/MEDLINE, EMBASE, and Web of Science were performed until March 1, 2020. Two independent authors collected data and assessed the methodological quality of primary studies using the Newcastle Ottawa Scale.

Results

Nine studies were included from the 1987 initially retrieved. Among the included studies, 5 exhibited a neutral level of satisfaction and originated from China, South Korea, Egypt, and the United States, and 3 studies from Canada, Lithuania, and the United States showed a high level of satisfaction. Only 1 study did not report the mean job satisfaction score. According to bias evaluation, 9 studies were considered low risk.

Conclusion

The findings showed that dentists were satisfied with their jobs at a moderate to high level, and specialists were more satisfied than general dentists. Regarding work environmental factors, the 6 most satisfied factors were patient relationships, respect, delivery of care, staff, professional relationship, and professional environment. Five of the least satisfied factors were personal time, stress, income, practice management, and professional time. However, longitudinal studies would be required to identify changes in these factors. Further studies should be performed in middle- and low-income countries using the Dentist Satisfaction Survey, including stress evaluation.

Whose Responsibility Is It Anyway? Exploring Barriers to Prevention of Oral Diseases across Europe

INTRODUCTION

Dental caries, gum disease, and tooth loss are all preventable conditions. However, many dental care systems remain treatment oriented rather than prevention oriented. This promotes the treatment of oral diseases over preventive treatments and advice. Exploring barriers to prevention and understanding the requirements of a paradigm shift are the first steps toward delivering quality prevention-focused health care.

OBJECTIVES

To qualitatively explore perceived barriers and facilitators to oral disease prevention from a multistakeholder perspective across 6 European countries.

METHODS

A total of 58 interviews and 13 focus groups were undertaken involving 149 participants from the United Kingdom, Denmark, Germany, the Netherlands, Ireland, and Hungary. Interviews and focus groups were conducted in each country in its native language between March 2016 and September 2017. Participants were patients (n = 50), dental team members (n = 39), dental policy makers(n = 33), and dental insurers (n = 27). The audio was transcribed, translated, and analyzed via deductive thematic analysis.

RESULTS

Five broad themes emerged that were both barriers and facilitators: dental regulation, who provides prevention, knowledge and motivation, trust, and person-level factors. Each theme was touched on in all countries; however, cross-country differences were evident surrounding the magnitude of each theme.

CONCLUSION

Despite the different strengths and weaknesses among the systems, those who deliver, organize, and utilize each system experience similar barriers to prevention. The findings suggest that across all 6 countries, prevention in oral health care is hindered by a complex interplay of factors, with no particular dental health system offering overall greater user satisfaction. Underlying the themes were sentiments of blame, whereby each group appeared to shift responsibility for prevention to other groups. To bring about change, greater teamwork is needed in the commissioning of prevention to engender its increased value by all stakeholders within the dental system.

KNOWLEDGE TRANSFER STATEMENT

The results from this study provide an initial first step for those interested in exploring and working toward the paradigm shift to preventive focused dentistry. We also hope that these findings will encourage more research exploring the complex relationship among dental stakeholders, with a view to overcoming the barriers. In particular, these findings may be of use to dental public health researchers, dentists, and policy makers concerned with the prevention of oral diseases.

e-health usage and health workers' motivation and job satisfaction in Ghana

Background

The application of digital technology to improve health service delivery is increasing rapidly in Low- and Middle- Income Countries (LMICs). Digital tools such as electronic health (e-health) have been shown to improve healthcare quality, efficiency and patient satisfaction. However, evidence on health workers’ experiences using e-health services is limited in LMICs. This study examined the relationship between e-health usage and health workers’ motivation and job satisfaction.

Methods

This was a cross-sectional survey design involving health workers across public and private hospitals in the Accra Metropolitan Assembly (AMA). A structured questionnaire was designed and self-administered to 305 respondents. Partial Least Square-Structural Equation Modelling (PLS-SEM) was employed to analyse the data.

Results

Findings showed a significant positive association of job satisfaction with e-health (p < 0.01) and type of hospital (p < 0.01) but not motivation (p = 0.42). Although type of hospital significantly influenced job satisfaction (p < 0.01), it had no significant mediating effect on the relationship between e-health and job satisfaction. Finally, type of hospital interacted with e-health to moderate the association between e-health usage and job satisfaction.

Conclusion

The findings suggest that e-health systems can catalyse health workers job satisfaction. Thus, measures to strengthen e-health structures to improve on their efficiency and effectiveness is crucial.

Is there burnout related to work among Dutch dental hygienists?: Combining studies by using the UBOS and the UWES

OBJECTIVES

To investigate the prevalence of burnout among Dutch young and more experienced dental hygienists and the work experience of young professional dental hygienists.

MATERIAL AND METHODS

Two studies were carried out using the Dutch version of the Maslach Burnout Inventory; the Utrecht Burnout Scale (UBOS) and the Utrecht Work Engagement Scale (UWES). In Study I, 400 participants completed an online questionnaire, including the UBOS-general version. In Study II, a questionnaire was distributed via social media to young professionals, including the UBOS-health care version and the UWES-9.

RESULTS

2.5% of 157 dental hygienists (Study I) satisfied the norm of burnout. Dental hygienists' average work experience was 16.6 years, and one-thirds worked 25-32 hours per week. In Study II, 73 young professionals (M = 26.5 years) reported 32.9 weekly working hours. Three-quarters were employed and worked in a dental clinical team practice. UWES-mean scores indicated a moderate to high level of work engagement. Mostly, all aspects of burnout were low compared with the test Manual norms.

CONCLUSIONS

Exploratory findings show that generally burnout appears no threat for Dutch dental hygienists, and moderate to high level of work engagement coincides with a low level of burnout-related symptoms.

Happiness among dentists: a multi-scale, multi-national study from 21 countries

OBJECTIVES

The extent to which dentists are happy with their profession and their life has not been well studied. The present study aimed to explore the level of happiness, satisfaction with life and psychological well-being among a sample of dental professionals from 21 countries.

MATERIALS AND METHODS

The sample comprised 2,200 dentists from 21 countries. Three scales - Subjective Happiness Scale (SHS), Satisfaction With Life Scale (SWLS), and Affect Balance Scale (ABS) - were used to measure the subjective responses. Data related to demographic and social characteristics were recorded. Mann-Whitney and Kruskal-Wallis tests were used as appropriate. Scales were correlated, and multiple linear regression analyses were employed to identify the independent determinants of SHS, SWLS and ABS. Data were analysed using the SPSS software program; a value of P <0.05 was considered significant.

RESULTS

The overall mean scores of SHS, SWLS and ABS were 18.53 ± 5.06, 23.06 ± 6.25 and 1.26 ± 2.40, respectively, with significant differences found across countries: dentists working in Croatia, Peru and Serbia recorded the highest scores, unlike dentists practicing in Yemen, Syria, and Iraq, who recorded the lowest scores. There were significant, moderately positive correlations between the various scales: SHS and SWLS: r = 0.535, P < 0.001; SHS and ABS: r = 0.58, P < 0.001; and SWLS and ABS: r = 0.533, P < 0.001. Country of practice, age, qualification and monthly income were the significant independent predictors of SHS, SWLS and ABS.

CONCLUSION

Country of residence and social characteristics were associated with dentists' responses regarding their feelings and subjective well-being.

Job satisfaction and burnout among oral healthcare providers within the Unified Health System in Sobral, Ceará, Brazil

Background

The particular characteristics of oral health care might influence job satisfaction and occurrence of burnout among providers, with consequent impact on their quality of life and the quality of care delivery. In the present study, we analyzed job satisfaction among oral healthcare providers affiliated with the public health service in Sobral, Ceará, Brazil, work-related factors and prevalence of burnout.

Methods

Cross-sectional study performed in 2017 with 95 oral healthcare providers allocated to primary and secondary care facilities. We administered a sociodemographic questionnaire, the Occupational Stress Indicator scale and the Maslach Burnout Inventory-Human Services Survey. The data were analyzed by means of the χ² test; the significance level was set to p<0.05.

Results

Job dissatisfaction was associated with precarious working conditions and lack of professional recognition; satisfaction was associated with interpersonal relationships. The overall prevalence of burnout was low (1.05%), however, on subscale analysis 37.9% of the participants exhibited low personal accomplishment and 22.1% high emotional exhaustion.

Conclusion

The results for job dissatisfaction and burnout subscales point to the need for more thorough investigation of the working conditions of oral healthcare providers.

Doctors' Job Satisfaction and Its Relationships With Doctor-Patient Relationship and Work-Family Conflict in China: A Structural Equation Modeling

The objective of this study was to evaluate the relationship of doctors’ job satisfaction with doctor-patient relationship and work-family conflict in China. The data came from a cross-sectional survey in Hubei province, which was part of China’s Fifth National Health Services Survey conducted in 2013. The survey in Hubei covered 54 secondary and tertiary general hospitals distributed in 20 counties. Of the 1080 questionnaires, 908 were included into our analysis. After surviving from reliability and validity tests, structural equation modeling was applied for further analysis with SPSS 20.0 and Mplus 7.0. The results showed that the average score of job satisfaction is 19.61 out of 30 points, indicating a relatively low level of doctors’ job satisfaction in Hubei province. Work-family conflict was found to have negative impact on doctors’ job satisfaction, and good doctor-patient relationship was found to have positive impact on their job satisfaction. Therefore, hospital administrators and policy makers should make effort to design and implement strategies that focus on meliorating doctor-patient relationship and balancing doctors’ work and family life to further improve their job satisfaction.

Predictors and Level of Job Satisfaction among the Dental Workforce in National Guard Health Affairs

Objective:

To assess the level of job satisfaction among the dental workforce in the National Guard Health Affairs (NGHA) in Saudi Arabia and to explore any predictors that have impact on the level of satisfaction.

Materials and Methods:

A cross-sectional study targeted dentists, dental assistants, dental hygienists, and dental lab technicians who are workers for the NGHA. A cluster random sampling procedure was conducted from seven dental centers. Data were collected through a self-reported questionnaire that was previously published. Satisfaction questions were related to (a) professional and personal life, (b) income and job security, (c) quality of service, and (d) prestige and self-perception domains. Data analysis included frequency distributions, and a comparison of mean using t-test was conducted using SPSS software.

Results:

The response rate was 55.5%. The mean satisfaction score was 65.7 out of 112 (2.9 out of 5). Of the four domains pertaining to job satisfactions, the highest mean score was obtained for quality of service (4.2 out of 5), followed by prestige and self-perception (2.8 out of 5), professional and personal life (2.8 out of 5), and income and job security (2.6 out of 5). Non-Saudis were found to be significantly more satisfied in professional and personal life; however, Saudi dentists were more satisfied for income and job security and quality of services.

Conclusions:

In general, the dental workforce practicing in NGHA experience a low level of job satisfaction. Professional and personal life, income and job security, and quality of services are all important factors affecting the level of job satisfaction.

Do wage and wage satisfaction compensate for the effects of a dissatisfying job on life satisfaction?

Orientation: Research regarding subjective well-being (including life satisfaction and domain-specific satisfaction) is necessary, given the effects thereof on health, work performance, social relationships and ethical behaviour of employees.Research purpose: This study aimed to investigate the relationships among life satisfaction, job satisfaction and wage satisfaction, as well as how these relationships related to gross wage category in a South African sample.Motivation for the study: While research has shown that wage level and wage satisfaction are positively associated with both job and life satisfaction, the question arises whether wage level and satisfaction would compensate for the negative effect of a dissatisfying job on life satisfaction.Research approach/design and method: A cross-sectional design was used. A non-probability convenience sample (N = 763) in the form of the WageIndicator data set was obtained. Hierarchical log-linear analyses and cross-tabulations were carried out to determine the relationships that existed among the constructs.Main findings: Although job satisfaction and wage satisfaction were strongly related at a low level of wage satisfaction, fewer people were satisfied with their jobs at a high level of wage satisfaction level. Moreover, while job and life satisfaction were strongly related at a low level of job satisfaction level, relatively fewer people were satisfied with their lives at a high level of job satisfaction level. Wage dissatisfaction was associated with dissatisfaction with life but was more strongly associated with life satisfaction at a high level of wage satisfaction. Wage category and wage satisfaction did not interact with the job satisfaction level in affecting life satisfaction.Practical/managerial implications: Managers should attend to the perceptions of wage dissatisfaction at low wage and wage satisfaction levels. Such dissatisfaction may have a negative impact on the job and life satisfaction of employees and result in detrimental effects on employees and organisations.Contribution/value-add: This study contributes to scientific knowledge regarding the relationships between wage, wage satisfaction, job dissatisfaction and life satisfaction.

Undergraduate students’ perceptions of factors affecting job satisfaction

Orientation: Globally, people engage in work and sell their services to an organisation in exchange for compensation. This compensation can have a significant effect on employees’ attitude towards their work, resulting in either job satisfaction or job dissatisfaction. A high level of job satisfaction can increase organisational effectiveness and, subsequently, the organisation’s performance, whereas job dissatisfaction can cause employees to be less motivated, which can in turn decrease their productivity, effectiveness and individual performance.Research purpose: This study was conducted with the aim to investigate undergraduate students’ perceptions of the factors affecting job satisfaction.Motivation for the study: Currently, there is a paucity of published research on the views of undergraduate students on the factors affecting job satisfaction.Research approach/design and method: The study took a positivistic research approach, and a quantitative design was used. A stratified quota sampling technique was employed to select the respondents for the study; a certain quota was met in terms of race, gender and faculty of study. In total, 270 undergraduate students participated in the study.Main findings: The empirical results indicated no significant association between the demographic variables (previous work experience, gender, race and field of study) and almost all occupational dimensions of job satisfaction, working conditions and recognition. However, medium to large positive relations were measured between the dimensions of job satisfaction, working conditions and recognition. It was evident from the study that all the dimensions measured are considered important for obtaining job satisfaction in the workplace.Practical and managerial implications: It is important for managers to get an understanding of the views of young people on work-related issues in order to create an understanding of young people’s needs and aspirations, as they are the future permanent labour force, managers and leaders of a country.Contribution/value-add: The study brought to light the views of undergraduate students on the factors affecting job satisfaction.

The removable acrylic partial denture in primary care: the experience and satisfaction of dental surgeons

Abstract Introduction The guidelines of the National Politics of Oral Health have led to the inclusion of elemental prostheses in the list of Primary Care procedures. Objective This paper aimed to evaluate the performance and satisfaction of dental surgeons with the implementation of Acrylic Partial Dentures. Metodology The sample was composed by 159 dental surgeons (sample calculation), in Belo Horizonte, MG, Brazil, selected via raffle (simple random sampling). A structured questionnaire was built with 72 questions on the daily practice of the performance of dental surgeons, using the SurveyMonkey platform. Result The results showed that for most of dental surgeons, the inclusion on the list of primary care procedures was a positive initiative and they have enjoyed the experience of using Acrylic Partial Dentures. Dental surgeons who had graduated in private institutions reported to have had more failures than those who had graduated in public institutions. The better prepared dental surgeons reported less difficulties and failures, and the more satisfied professionals with the performance of Acrylic Partial Dentures related had also experienced fewer failures. Considering the indication, the majority of participants did it according to the protocol of the institution (only for anterior teeth) but many revealed the use of dentures also for premolars. Conclusion Acrylic partial dentures have been a reality in the Brazilian social context even before their inclusion in the list of Primary Care procedures. Such inclusion indicates their relevance; however, it is necessary to have their confection systematized by a protocol in public services.

Satisfaction among early and mid-career dentists in a metropolitan dental hospital in China

A growing body of research has examined career satisfaction among dentists using a standardized instrument, dentist satisfaction survey (DSS). This project examined career satisfaction of early to mid-career dentists in China, a population whose career satisfaction, heretofore, has not been studied. This is an especially critical time to examine career satisfaction because of health care reform measures being implemented in China. A culturally sensitive Chinese-language version of the DSS (CDSS) was developed and electronically administered to 367 early and mid-career dentists in a tertiary dental hospital in Beijing, China. One hundred and seventy respondents completed the survey. The average total career score was 123, with a range of 82–157. Data analysis showed some significant differences in total career score and several subscales based on gender, working hours per week, and years in practice. A stepwise regression model revealed that two variables predicted total career score: working hours per week and gender. Stepwise regression also demonstrated that four subscales significantly predicted the overall professional satisfaction subscale score: respect, delivery of care, income and patient relations. Implications of these results are discussed in light of the health care delivery system and dentist career paths in China.

Standardized Patients' Perspectives on Workplace Satisfaction and Work-Related Relationships: A Multicenter Study

INTRODUCTION

The use of standardized patients (SPs) in health care education has grown in the last 50 years. In addition, the requirements for SPs have increased steadily, and thus, the work of SPs has become more difficult and demanding. It has been claimed that SP programs are highly contextualized, having emerged from local, institutional, professional, and national conditions, but their effects on SPs have not been investigated. We have studied the effects of this job development on SPs and their programs.

METHODS

The study was conducted using a qualitative research design, with semistructured individual in-depth interviews to understand the reactions, values, and perceptions that underlie and influence SP behavior. To cover SP perspectives from more than 1 SP program, a total of 15 SPs from 8 different nursing schools and medical schools in Switzerland were asked to participate.

RESULTS

Standardized patients feel motivated, engaged, and willing to invest effort in their task and do not mind demands increasing as long as the social environment in SP programs is supportive. The role of the SP trainer and the use of feedback are considered very important.

CONCLUSIONS

Standardized patient programs require concepts in which the SP perspective has been integrated to better serve SPs' well-being. Standardized patients are valuable partners in the training of health professionals-we need to take care of them.

Job satisfaction of primary care physicians in Switzerland: an observational study

BACKGROUND

Job satisfaction of physicians is an important issue for performance of a health care system. The aim of the study was to evaluate the job satisfaction of primary care physicians in Switzerland and to explore associations between overall job satisfaction, individual characteristics and satisfaction with aspects of work within the practice separated by gender.

METHODS

This cross-sectional study was based on a job satisfaction survey. Data were collected from 176 primary care physicians working in 91 primary care practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Stepwise linear regression analysis was performed for physicians separated by gender.

RESULTS

The response rate was 92.6%. Primary care physicians reported the highest level of satisfaction with 'freedom of working method' (mean = 6.45) and the lowest satisfaction for 'hours of work' (mean = 5.38) and 'income' (mean = 5.49). Moreover, some aspects of job satisfaction were rated higher by female physicians than male physicians. Within the stepwise regression analysis, the aspect 'opportunity to use abilities' (β = 0.644) showed the highest association to overall job satisfaction for male physicians while for female physicians it was income (β = 0.733).

CONCLUSIONS

The presented results contribute to an understanding of factors that influence levels of satisfaction of female and male physicians. Therefore, research and intervention about job satisfaction should consider gender as well as the stereotypes that come along with these social roles.

Association between burnout and depressive symptoms among Turkish dentists

Background/purpose

Health care professionals including dentists can experience increased professional burnout. The aim of the study was to evaluate the association between depressive symptoms and burnout among Turkish dentists.

Materials and methods

This study was conducted among a Turkish dentist sample in Ankara (Turkey) between February 2015 and August 2015. From a total of 500 dentists, 337 were included. A self-structured questionnaire, Maslach Burnout Inventory (MBI), and Beck Depression Inventory (BDI) were completed by the participants. The Student t test or analysis of variance was used to compare the variables.

Results

A total of 337 dentists (162 female dentists; mean age of participants 36 ± 4.45 years) participated in this study. Age, sex, professional status, years in profession, sector, and number of patients seen/d were factors affecting level of burnout (P < 0.05); 29% of the participants showed burnout and 22.2% showed depressive symptoms. Participants showed increase in emotional exhaustion (38%), increase in depersonalization (22%), and decrease in personal accomplishment (12%). The mean score of BDI significantly correlated with those of the MBI subscales (P < 0.05). All items of BDI except weight loss, irritability, and loss of appetite significantly correlated with MBI subscores (P < 0.05).

Conclusion

Dentists may face burnout and depressive symptoms during their professional life. Increased burnout level can give an idea on depressive symptoms, and may provide an opportunity to identify depression earlier. Creating and raising awareness about burnout are important to avoid and prevent depression among dentists. Further longitudinal studies analyzing the effects of interdisciplinary client-centered self-management programs for dentists on depressive symptoms and burnout must be planned.

Questionnaire for measuring organisational attributes in dental-care practices: psychometric properties and test-retest reliability

BACKGROUND

The consideration of organisational aspects, such as shared goals and clear communication, within the health care team is important to ensure good quality care. In primary health care, the instrument Survey of Organizational Attributes for Primary Care (SOAPC) is available to measure organisational attributes of care. However, there is no instrument available for dental care. The aim of the present study was to investigate psychometric properties and test-retest reliability of the version of SOAPC adapted for dental care, namely the Survey of Organizational Attributes in Dental Care (SOADC).

METHODS

The SOADC consists of 21 items in the following four subscales: communication; decision making; stress/chaos; and history of change. Convergent construct validity was measured using the job satisfaction scale. A total of 287 dental-care practices were asked to participate in the validation study. Psychometric properties and test-retest reliability were observed.

RESULTS

A total of 43 dental-care practices responded to the survey. At baseline, 178 dental-care staff completed the questionnaire, and 4 weeks later 138 did so. Internal consistency, measured by Cronbach's alpha, was 0.718 or higher in the subscales. The test-retest reliability for each subscale and the overall SOADC score demonstrated good correlations over the 4-week test-retest interval, except for 'history of change'. A strong correlation with the aggregated job-satisfaction scale showed high convergent construct validity of SOADC.

CONCLUSIONS

The consideration of organisational aspects from the perspective of dental-care teams is important for providing good quality of care. The SOADC is a reliable instrument with good psychometric properties and is suitable for the evaluation of organisational attributes in dental-care practices.

Career satisfaction of Pennsylvanian dentists and dental hygienists and their plans to leave direct patient care

OBJECTIVE

The aim of this study is to explore a number of practice-related dynamics between dentists and dental hygienists, including their career dissatisfaction, plans to leave direct patient care, hiring difficulties, and full-time work.

METHODS

Data come from the 2013 Pennsylvania Health Workforce Surveys, a sample of 5,771 dentists and 6,023 dental hygienists, and logistic regression is used to estimate the relationships between outcome areas - dissatisfaction, plans to leave patient care, and hiring/job outcomes - and a number of explanatory variables, including demographic and practice characteristics.

RESULTS

Dentists working in practices that employ hygienists have lower odds of reporting overall dissatisfaction and of leaving patient care in the next 6 years than those that do not employ hygienists. Dental hygienists that work full-time hours across two or more jobs have higher odds of dissatisfaction than those who work full-time in one job only. Part-time work in a single hygienist job is associated with higher odds of leaving the career, relative to having a single, full-time job.

CONCLUSIONS

Results suggest that employment of dental hygienists is associated with lower career dissatisfaction and extended careers for dentists. However, a number of dentist characteristics are associated with difficulty hiring hygienists, including rural practice, nonwhite race, and solo ownership. Only 37.5 percent of hygienists work in a single, full-time job, an outcome related to lower dissatisfaction and extended careers for hygienists. Characteristics associated with this job outcome include having an associate degree, having a local anesthesia permit, and not working for a solo practice.

Evaluation of job satisfaction and working atmosphere of dental nurses in Germany

OBJECTIVES

The purpose of the study was to assess the level of job satisfaction of dental nurses in ambulatory care and to explore the impact of aspects of working atmosphere on and their association with job satisfaction.

METHODS

This cross-sectional study was based on a job satisfaction survey. Data were collected from 612 dental nurses working in 106 dental care practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Working atmosphere was measured with five items. Linear regression analyses were performed in which each item of the job satisfaction scale was handled as dependent variables. A stepwise linear regression analysis was performed with overall job satisfaction and the five items of working atmosphere, job satisfaction, and individual characteristics.

RESULTS

The response rate was 88.3%. Dental nurses were satisfied with 'colleagues' and least satisfied with 'income.' Different aspects of job satisfaction were mostly associated with the following working atmosphere issues: 'responsibilities within the practice team are clear,' 'suggestions for improvement are taken seriously,' 'working atmosphere in the practice team is good,' and 'made easier to admit own mistakes.' Within the stepwise linear regression analysis, the aspect 'physical working condition' (β = 0.304) showed the highest association with overall job satisfaction. The total explained variance of the 14 associated variables was 0.722 with overall job satisfaction.

CONCLUSIONS

Working atmosphere within this discrete sample of dental care practice seemed to be an important influence on reported working condition and job satisfaction for dental nurses. Because of the high association of job satisfaction with physical working condition, the importance of paying more attention to an ergonomic working position for dental nurses to ensure optimal quality of care is highlighted.

Job satisfaction and its influential factors in dental academic members in tehran, iran

Background:

Assessment of job satisfaction of the faculty members and its underlying factors may increase career fulfillment and raise the educational and research productivity, leading to higher quality of dental services at the community level, ultimately improving public oral health status.

Aim:

This study assessed job satisfaction and its influential factors in dental academic members in Tehran.

Subjects and Methods:

The job satisfaction level of 203 faculty members was assessed using a Likert scale questionnaire from 0 to 4, with 4 representing very satisfied and 0 not at all satisfied. The analysis of variance was used to compare the responses among dental faculty members of three different universities. The impact of age, gender, academic rank, employment status and the date of employment on the overall faculty job satisfaction was identified by multiple linear regression analysis.

Results:

The mean professional satisfaction score among faculty members was 1.5 (0.5) out of four. Among the studied underlying factors, only the date of employment was seen to have a statistically significant impact on the faculties’ overall job satisfaction (P= 0.05). There was no difference in job compensation observed between the three dental faculties. Dissatisfying aspects of the academic work included educational and research policies, monetary strategies, quality of leadership and administration, promotion and tenure policies, job security, educational environment, equipments, and facilities. The only satisfying factor was the interaction between faculty colleagues and students.

Conclusion:

Faculty members of Tehran Dental Schools are dissatisfied with their work environments in Tehran Dental Schools. Issues such as salary and remuneration, facilities, equipments, promotion and tenure policies are strongly believed to account for the dissatisfaction.

Factors affecting job satisfaction and their correlation with educational standards among dental assistants

A disparity exists in the educational qualifications of dental assistants working in various public and private institutions in Riyadh, Saudi Arabia. The aim of this study was to assess the influence of professional and personal characteristics on job satisfaction among dental assistants. A cross-sectional survey was performed among dental assistants using a 24-item self-administered questionnaire. Multinomial logistic regression was used to assess the relationship between overall job satisfaction and other variables. The overall response rate was 72.1%. Factor analysis suggested that five underlying factors were related to job satisfaction. The mean score for overall job satisfaction was 3.86 (satisfied) out of 5. Among the work environment factors, the highest mean score, 4.26 (satisfied), was obtained for quality of service, and the lowest mean score, 2.78 (neutral), was obtained for the perception of income. The income and general prospects of the profession was significantly associated with overall job satisfaction. This study suggests that for dental assistants, professional and personal life, quality of service, perception of income and prestige and self-respect are important factors for job satisfaction. Despite differences in professional formation standards, in general, the study participants were considerably satisfied with their jobs.

Work engagement among Dutch dental hygienists

OBJECTIVES

The aim of this study was to investigate the level of work engagement among Dutch dental hygienists.

METHODS

A total of 1,520 questionnaires were randomly distributed to the members of the Dutch Dental Hygienists' Association (Nederlandse Vereniging van Mondhygiënisten). The questionnaire consisted of the short form Utrecht Work Engagement Scale, a hypothesized three-factor structure of work engagement (Vigor, Dedication, and Absorption). Participants ranked statements about how they felt at work on 7-point rating scales (0 = never to 6 = always).

RESULTS

From a sample of 490 dental hygienists (32 percent) with a mean age of 38.2 years [standard deviation (SD) = 10.1], the mean level of work engagement was 4.77 (SD = 0.90). The mean score on the dimension of Vigor was 4.74 (SD = 0.74), Dedication was 5.08 (SD = 0.89), and Absorption was 4.48 (SD = 1.12). A significant correlation was found between the dimension Absorption and age (r = -0.11, P < 0.05).

CONCLUSIONS

Dutch dental hygienists reported a very high level of work engagement. Many dental hygienists experienced high levels of well-being at work at least once a week, with some reporting high levels of well-being on a daily basis. Only a small percentage of dental hygienists reported experiencing very low levels of well-being at work. Dental hygienists also reported significantly higher scores for work engagement and the three dimensions as compared with the manual norms based on a variety of professions. Finally, dental hygienists had higher scores on these questionnaires compared with Dutch dentists.

Association between perception of dentist oversupply and expectations of dentistry: a survey of dental graduates in Japan

BACKGROUND

The perception that there is a surplus of dentists may be an opportunity to explore attractive career options in dentistry in Japan.

METHODS

A self-administered questionnaire was mailed to 2,114 graduates of a private dental school in Japan. We asked about the perception of oversupply, rated by a visual analogue scale, work environment factors, potential areas of dentistry and necessary medical subjects for their dental practice. The association of a strong perception of dentist oversupply with work environment factors, dental areas and medical subjects was examined by multivariate logistic regression analyses.

RESULTS

The response rate was 66%, and data from 1,203 community dentists were analysed. Most respondents (76%) perceived either a strong or very strong surplus of dentists. A very strong perception was significantly associated with work environment factors, including practising in large cities and earning the second lowest of four levels of annual income, but no further associations were found with either the number of patients treated or with the other two ranges of income. This perception was negatively associated with the number of necessary medical subjects, specifically otorhinolaryngology, but no significant association was seen with the number of potential areas of dentistry.

CONCLUSIONS

The negative correlation between the aspiration to acquire medical knowledge and the perception of dentist oversupply under the circumstance of the possibly excessive perception among community dentists invites further research on the benefits of teaching oral medicine to graduate entry students to build future working satisfaction.

Comparing the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa

Background

Job satisfaction is an important determinant of health worker motivation, retention, and performance, all of which are critical to improving the functioning of health systems in low- and middle-income countries. A number of small-scale surveys have measured the job satisfaction and intention to leave of individual health worker cadres in different settings, but there are few multi-country and multi-cadre comparative studies.

Objective

The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa.

Methods

We undertook a cross-sectional survey of a stratified cluster sample of 2,220 health workers, 564 from Tanzania, 939 from Malawi, and 717 from South Africa. Participants completed a self-administered questionnaire, which included demographic information, a 10-item job satisfaction scale, and one question on intention to leave. Multiple regression was used to identify significant predictors of job satisfaction and intention to leave.

Results

There were statistically significant differences in job satisfaction and intention to leave between the three countries. Approximately 52.1% of health workers in South Africa were satisfied with their jobs compared to 71% from Malawi and 82.6% from Tanzania (χ²=140.3, p<0.001). 18.8% of health workers in Tanzania and 26.5% in Malawi indicated that they were actively seeking employment elsewhere, compared to 41.4% in South Africa (χ²=83.5, p<0.001). The country differences were confirmed by multiple regression. The study also confirmed that job satisfaction is statistically related to intention to leave.

Conclusions

We have shown differences in the levels of job satisfaction and intention to leave between different groups of health workers from Tanzania, Malawi, and South Africa. Our results caution against generalising about the effectiveness of interventions in different contexts and highlight the need for less standardised and more targeted HRH strategies than has been practised to date.

Stigma, an important source of dissatisfaction of health workers in HIV response in Vietnam: a qualitative study

Background

Like in many other low- and middle-income countries, the recent development of an HIV epidemic in Vietnam has led to a growing need for prevention, treatment, care, and support services for people living with HIV (PLHIV). This puts greater demands on the national HIV services, primarily on health workers, which increases the importance of their job satisfaction and working conditions. This study describes health worker perceptions and explores the factors that influence job satisfaction and dissatisfaction of health personnel working on the HIV response in Vietnam. Spector’s job satisfaction model was used as the theoretical framework for the study design and analysis.

Methods

The study employed a qualitative design with 7 focus group discussions and 15 semi-structured interviews with health workers, purposively selected from national and provincial organizations responsible for HIV services in 5 cities and provinces in Vietnam. Data were analyzed using a hybrid approach of theory-driven and data-driven coding and theme development using qualitative analysis software.

Results

HIV services are perceived by Vietnamese health workers as having both positive and negative aspects. Factors related to job satisfaction included training opportunities, social recognition, and meaningful tasks. Factors related to job dissatisfaction included unsatisfactory compensation, lack of positive feedback and support from supervisors, work-related stress from a heavy workload, fear of infection, and HIV-related stigma because of association with PLHIV. An adjusted Spector’s model of job satisfaction for HIV service health workers was developed from these results.

Conclusion

This study confirmed the relationship between stigmatization of PLHIV and stigma experienced by staff because of association with PLHIV from families, colleagues, and society. The experiencing stigma results in additional work-related stress, low self-esteem, poor views of their profession, and lower income. The study shows the importance of actions to improve staff job satisfaction such as pay raises, supportive supervision, stress management, stigma reduction and workplace safety. Immediate actions could be the provision of more information; education and communication in mass media to improve the public image of HIV services, as well as improvement of workplace safety, therefore making health workers feel that their work is valued and safe.