Analysis of Factors Affecting the Quality of Work Life of Dental Hygienists Based on the Culture-Work-Health Model

Abstract

This study investigated the relationship between the organizational culture, organizational support, organizational health, personal health, and quality of work life of dental hygienists and analyzed the factors affecting the quality of work life in order to identify ways to improve their quality of work life. A total of 320 dental hygienists completed a self-administered survey; after excluding data from 21 respondents, 299 responses were included in the analysis. Frequency analyses, t-tests, one-way analysis of variation (ANOVA), and correlation analyses were conducted. A path analysis was also conducted to confirm the causal relationships. The findings are as follows. First, there was a significant difference in several general characteristics of the organizational culture including years in the current job and the number of dental hygienists; organizational support including age and the number of dental hygienists; organizational health including years in the current job and annual salary; and personal health including annual salary. Second, the quality of work life showed a positive correlation with organizational culture, organizational support, personal health, and organizational health in that order. Third, the results of path analysis revealed that organizational culture had a positive effect on organizational support; organizational support and personal health on organizational health; organizational support on personal health; and organizational support and organizational health on quality of work life. In addition, organizational support and organizational health had a direct effect on the quality of work life, while organizational culture, organizational support, and personal health had an indirect effect. These results indicated existence of a relationship among organizational culture, organizational support, organizational health, personal health, and quality of work life. It is necessary to identify ways to improve the quality of work life of dental hygienists.

Effect of Workplace Spirituality on Quality of Work Life of Nurse Cancer Survivors in South Korea

“…“Relationship with colleagues” refers to the support cancer survivors receive from their managers and colleagues, who constitute a human support system within the organization, and this is supported by previous results that found support from managers and colleagues to be a direct predictor of quality of work life among cancer survivors. [ 14 23 ] Collaboration and communication within and outside the nursing unit is crucial to providing quality nursing service, and relationships with managers and colleagues are particularly important for nurse cancer survivors, as with general cancer survivors, in order to return to work, readjust, and perform nursing tasks. In the future, replications studies should be performed to examine the impact of support and encouragement from colleagues on job satisfaction and quality of work life among clinical nurses with cancer and other chronic diseases.…”

“…In addition, from a social aspect, “relationship with colleagues” refers to nurses' experience of bonding with their managers and coworkers, and experiencing a sense of community, predicted to contribute to an improvement in their quality of work life by helping nurses to escape from the prejudice, discrimination, and social stigma of cancer. [ 11 14 23 ]…”

Structural Equation Model of the Quality of Working Life among Cancer Survivors Returning to Work

“…The paths of main concepts were presented that cancer stigma which were part of organizational culture had direct influence on social support received from supervisors and colleagues [20] and one-way paths in which cancer stigma directly affected the overall quality of working life of cancer survivors [11]. Social support affects the health of employees with cancer and organizations [13,21] because a greater amount of social support means a greater contribution to cancer survivors' job performance which are components of organizational health [18]. This present study also established social support to directly affect organizational and employee's health.…”

“…In the Culture-Work-Health-Model (CWHM), the organizational culture is the main effect factor for the health of organization and employee and priority factor for improving the QWL. In a study on the structural model of QWL based on the CWHM, organizational culture, social support, organizational health, and employee health were found to be factors affecting QWL [12,13]. On the other hand, previous studies that were not based on the CWHM have reported that cancer survivors who returned to work experience cancer stigma, such as social isolation, alienation, criticism, feelings of guilt, a sense of shame, and selfcondemnation, because of the negative organizational culture toward cancer patients [14,15] and the experience lowers their quality of life and makes them perceive their health status negatively [16].…”

“…On the other hand, previous studies that were not based on the CWHM have reported that cancer survivors who returned to work experience cancer stigma, such as social isolation, alienation, criticism, feelings of guilt, a sense of shame, and selfcondemnation, because of the negative organizational culture toward cancer patients [14,15] and the experience lowers their quality of life and makes them perceive their health status negatively [16]. On the other hand, social support from superiors and colleagues in an organization helps workers perceive their health positively [13,17] and contributes to the organization's ability to reach stability [13,18].…”