한국 치과위생사의 직무만족 요인에 관한 실증적 연구 = (A) Study on the Factors Affecting the Job Satisfaction of Dental Hygienists in Korea

다국어 초록 (Multilingual Abstract)

In this study the author has looked through positive analyses into the factors affecting the job satisfaction of the dental hygienists, who are working for dental health medical organizations and educational institutions in Korea, with a view to making a diagnosis of actual situations and to offering policy proposals for the improvement of oral health promotion.
To analyze the actual situation I selected variables through a intensive study about job satisfaction theory and made an analytical model. Independent variables were organizational factors, individual factors, regional or working institutional factors, and policy factors. Dependent variables were job satisfaction and parameter was job performance. Analytical hypotheses were established to find the relations between variables in terms of effect and significance. In addition, for the positive analysis, questionnaire items using the 5-point equal interval measures, nominal measures, and ranking measures were prepared in accordance with the analytical hypotheses.
For the sample of the study, the questionnaires were distributed to 2,580 dental hygienists working as of January 2001 at dental college hospitals, dental hospital(and clinics), public health centers(and their branches), educational institutions and the other institutes all over the country. Of the total, 1,265 sheets of questionnaires were collected. By the region of distribution, 300 sheets were sent out to the Metropolis of Seoul, 200 sheets each to six large cities, and 120 sheets each to provinces or Do, in consideration of the respective population and the number of employees by the sub-association of city and Do. Of the collected questionnaires, 1,088 sheets were finally selected as the effective sample and used for statistical analysis, after excluding 177 sheets, which were regarded inappropriate for the analysis due to their insincerity or omissions in responses for measuring variables.
As for the statistical analyses, various methods were utilized, which included frequency analysis for the technical analysis on measuring items of each variable, T-test and ANOVA for the differences among the sample groups, reliability and validity analysis for the verification of internal consistency of the questionnaires, correlation analysis among variables of each item, and regression analysis for measuring the degree of influences among variables and the relation among the affecting factors. With the application of these analytical methods, the reliability and validity analyses, as well as the hypothesis tests, were made for the verification of measuring tools in the fist place.
The results of the positive analysis are as follows: First, according to the had an overall analysis of the analytical model, organizational factors and policy factors influences on job satisfaction, while individual factors and regional or working organizational factors had a partial influences on job satisfaction. These factors had an influences on job performance as well.
Second, in the organizational factors, the aspects such as the rationality in the principles and procedures of organizational operations, the participation in the decision-making process, the authorization for responsibility and discretion, and the appropriateness in authority allocation affected job satisfaction.
Third, in the individual factors, those with higher education and income, and older in age indicated the higher level of job satisfaction. In job performance, age, education, income, career, and turnover turned out to be influential.
Fourth, in the regional or working institutional factors, those factors affected regionally both job satisfaction and job performance with the significance level of p<0.05. As for the job satisfaction such areas as Daegu, Busan, Gyeongbuk, and Seoul showed relatively higher influence than any other cities or Do, while Chungnam, Jeju, and Gwangju revealed relatively lower influence. Furthermore, as for the job performance, Busan, Seoul, Daegu, Jeonnam, and Gyeongnam showed relatively higher level, while Ulsan, Jeju, and Daejeon indicated relatively lower level. In terms of the regional size, the regions of Eup or Myeon showed the lower level of the job satisfaction than large cities. As for the working institutions, the job satisfaction at educational institutions showed the highest level. In the job performance, there was no significant difference in influence.
Fifth, the policy factors rendered the greater influence to the job performance than to the job satisfaction. Particularly dental hyginics department which was established 4 years ago showed the greatest influence.
Sixth, among the job satisfaction factors, the promotion, remuneration system, pay level, the recognition of individual personality, growth motivation, and the amount of works were the sources of dissatisfaction, indicating the lower level than the average, and the other factors showed the level which was slightly higher than the average.
Seventh, in the job performance factors, the input of labor showed the slightly higher level than that of the recognized output.
Together with the organizational factors and policy factors which have an overall influence on the job satisfaction as outlined above, the higher levels of education and age, and the employment at educational institutions showed the higher level of job satisfaction. In this respect, attention should be paid to the organizational factors for the maximization of the job satisfaction, and the relevant strategies relating to the policy factors are required for the achievement of job satisfaction and job performance at the same time.
Therefore the following suggestions are made for the overall improvement of the job satisfaction of dental hygienists: First, with regard to the organizational factors, the responsibility and autonomy should be granted to the members of the organizations. In addition, the appropriateness of the authority allocation regarding the job should be established. Furthermore, it is desirable to set up the institutional channels for the participation of all the members of the organization in the decision-making processes regarding operating policy and job handling procedures, to expand the job authority of dental hygienists. The organizational managers are hoped to exercise the flexibility of operating system and democratic leadership for the establishment and management of effective strategies, as the factor for improving up the job satisfaction.
Second, with regard to individual factor, the factors influencing both the job satisfaction and job performance are age, education and income. Therefore it is necessary to establish the educational system for the qualitative improvement of dental hygienists in order to upgrade job satisfaction and job performance through individual characteristics. Additionally, as the higher age means the higher degree of job experience, career system, unique to dental hygienists, should be established, and the remuneration should be raised according to the career, in order to induce their longer service.
Third, with regard to the regional or working institutional factors, they were analyzed to have impacts on job satisfaction and job performance, which showed an unbalanced concentration by the region. Since its regional concentration may affect the level of income, the average remuneration system by the region, as a solution to this problem, may be introduced in order to reduce the average differences among the region. Regarding the working institutions, the analysis showed that the larger the organization was, the higher the job satisfaction and the job performance were. Since the members working at educational institutions showed the higher level of job satisfaction than those of the other dental health organizations, the other organizations may need to adopt more effective systems and working environment for decentralized and self-regulating operations.
Fourth, the establishment of 4-year department of dental hygienics was the most influential factor to job satisfaction and job performance. Therefore, its establishment should be considered as the educational framework to link their unique jobs. At the same time, dental assistant system should be introduced and dental hygienists should be utilized up to the level of dental assistants. They would prevent the misuse of educational resources and national losses. They will also improve the job satisfaction by specializing in the national public health administration together with the balanced demand and supply of related manpower.
The existing studies have discussed differences which dental hygienists were showed by organizational factors, individual factors, and regional or working institutional factors. That is, they considered the various theories on job satisfaction from the viewpoint of dental hygienists. Therefore, they concentrated on the analysis of the actual phenomena and the suggestion of the proposals for the improvement of job satisfaction based on the analysis. This study, however, extended the existing analysis to the policy level, reconstructed the direction and framework of national oral health promotion, as a strategy for the improvement of the oral health, effective utilization of dental hygienists, and the appreciation of their social roles, and looked for a new system. Based on this starting point, the author of this paper tried to suggest the overall oral health policy and administration, whose approach was rather macro than micro, and therefore this paper is policy-oriented.
Even though this study intended to suggest the direction of oral health policy and practical alternatives, their applications to the actual policy would seem to be rather questionable in view of the fact that the study has been conducted regarding the dental hygienists Only. The author, therefore, would hope the government authorities and public officials responsible for oral health policy, Korea Dental Association, and Korea Dental Hygienists Association would collect and analyze the relevant information including the needs of general public for the practical application of the alternatives in the actual policy.

목차 (Table of Contents)

• 목차 = ⅰ
• ABSTRACT = ⅵ
• 제1장 서론 = 1
• 제1절 연구배경 및 연구목적 = 1
• 제2절 연구의 범위 및 방법 = 6
• 1. 연구의 대상과 범위 = 6
• 2. 연구의 방법 = 7
• 제2장 이론적 고찰 = 8
• 제1절 직무만족의 의의와 제이론 = 8
• 1. 직무만족의 의의 = 8
• 2. 직무만족의 제이론 = 11
• 제2절 직무만족과 직무성과와의 관계 = 28
• 1. 직무만족과 직무성과 = 28
• 2. 직무만족과 결근 = 31
• 3. 직무만족과 이직 = 33
• 4. 직무만족과 생산성 = 35
• 제3절 직무만족의 영향요인 = 36
• 1. 직무만족의 선행연구 = 36
• 2. 조직요인 = 42
• 3. 개인요인 = 44
• 4. 지역·근무기관 요인 = 47
• 5. 정책요인 = 48
• 제4절 한국 치과위생사의 현황 = 50
• 1. 치과위생사제도의 도입 = 50
• 2. 치과위생사의 역할 = 51
• 3. 치과위생사의 취업 및 인력수급현황 = 52
• 제3장 분석모형의 정립과 가설의 설정 = 55
• 제1절 분석모형의 정립 = 55
• 제2절 가설의 설정 = 57
• 제3절 변수의 조작화와 측정 = 60
• 1. 변수의 조작화 = 60
• 2. 설문구성과 측정 = 62
• 제4장 자료수집과 실증분석 = 65
• 제1절 자료의 수집 = 65
• 1. 표본의 선정 = 65
• 2. 표본의 특성 = 67
• 제2절 자료분석방법 = 71
• 제3절 측정도구의 검증 = 73
• 1. 신뢰도 검증 = 73
• 2. 타당도 검증 = 74
• 제4절 자료의 기술적 분석 = 76
• 1. 조직요인 = 76
• 2. 정책요인 = 77
• 3. 직무만족요인 = 80
• 4. 직무성과요인 = 83
• 5. 요인간 관계분석 = 84
• 제5절 가설의 검증 = 93
• 1. 조직요인 = 93
• 2. 개인요인 = 96
• 3. 지역·근무기관요인 = 105
• 4. 정책요인 = 110
• 5. 직무만족과 직무성과간의 관계 = 113
• 6. 가설검증 결과 = 113
• 7. 영향요인의 중요도 분석 = 117
• 제5장 분석결과의 논의와 정책적 함의 = 120
• 제1절 직무만족의 분석결과와 논의 = 120
• 제2절 정책적 함의 = 125
• 제6장 결론 = 129
• 참고문헌 = 133
• 설문지 = 142