Analysis of Impact Factors of Affective Commitment in Organization of Dental Hygienist in Susan Area -Focused on Quality of Working Life(QWL)-

Kwon, Su-Jin; Bae, Sung-Kwon

doi:10.5392/jkca.2009.9.5.156

Cited by 8 publications

(5 citation statements)

References 3 publications

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“…In this study, 52.2% of the participants were in their 20's, whereas the proportions were 92% and 76.8% in Kwon and Bae's study 5) and Oh and Kim's study 9) , respectively.…”

Section: Discussioncontrasting

confidence: 53%

“…Work life directly affects personal life. The term 'quality of work life' (QWL) has been used to assess the quality and satisfaction with work life and much research has been conducted on the factors related to QWL 5) .…”

Section: Introductionmentioning

confidence: 99%

“…Dental hygienists' perception of their QWL is an important aspect of the quality of life and may be an important factor that significantly affects the quality and success of medical services and improves the competitiveness of a dental institution. Studies on the QWL of dental hygienists have only assessed job engagement 5) , job satisfaction 9) , and job stress 9) ; thus, research on the QWL is lacking. It is necessary to investigate dental hygienists' perceived QWL and to analyze the effects of organizational factors within dental clinics in which the dental hygienists work in addition to personal and organizational health, on the…”

Section: Introductionmentioning

confidence: 99%

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

2018

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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.

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“…In this study, 52.2% of the participants were in their 20's, whereas the proportions were 92% and 76.8% in Kwon and Bae's study 5) and Oh and Kim's study 9) , respectively.…”

Section: Discussioncontrasting

confidence: 53%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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

2018

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“…Many researchers have identified factors that influence organizational commitment (egHaq, et al, 2014;Mathieu & Zajac, 1990)and job characteristics is one of them (Steers & Spencer, 1977). Also organizational commitment is influenced by interpersonal relationships and social benefits (Kwon & Bae, 2009).…”

Section: Introductionmentioning

confidence: 99%

An Effect of Job Characteristics and Interpersonal Relations Organizational Commitments in PT. AEP (Anglo Eastern Plantation) Ukindo Blankahan Estate

Ilham

Indrawan

Ritonga

2022

Injects

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Organizational commitment refers to the thinking of individuals in the organization and working effectively and positively for the organization. Employee organizational commitment is a key factor that contributes to the achievement of organizational goals. The final performance of an organization depends on the level of commitment of its employees. This study is focused on knowing the characteristics of work and interpersonal relationships affect the organizational commitment of employees in plantation sector organizations in Indonesia, especially at PT. AEP (Anglo Eastern Plantation) Ukindo Blankahan Estate North Sumatra, Indonesia. Characteristics of work consisting of skill variety, task identity, task significance, autonomy, feedback and interpersonal relationships are the 6 main independent variables in this study. Affective commitment and normative commitment are the two main dependent variables for this study. A structured questionnaire survey was conducted to collect primary data from 100 randomly selected employees covering the plantation sector in Indonesia, especially at PT. AEP (Anglo Eastern Palntation) Ukindo Blankahan Estate North Sumatra, Indonesia. Data were analyzed using Confirmatory Factor Analysis (CFA). The findings reveal that skill variation (NOW), interpersonal relations (IRP) and autonomy (WOE) are significant and positive factors that can increase the affective commitment of employees in plantation sector organizations. Skill variation (NOW), task identity (PAA), autonomy (WOE) and feedback (RME) were significant and positive factors that increased normative commitment.

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“…An important issue in dental management is how to secure excellent dental hygienists. It is important to create an environment and condition where they can work with a strong sense of belonging and attachment to their work organization and to lead them to be immersed in an organization in which they feel they belong 9) . Therefore, the authors tried to understand the degree of job stress measured by self-efficacy, job demand, and job autonomy, among dental hygienists to promote the efficiency of dental medical organizations by testing a regulation effect of organizational commitment, and to provide basic data to establish plans to increase the organizational commitment of dental hygienists.…”

Section: Introductionmentioning

confidence: 99%

Effects of Self-Efficacy and Job Stress on Organizational Commitment among Clinical Dental Hygienists

Lee¹,

Kim²

2019

J Dent Hyg Sci

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Background: This study aimed to provide basic data to establish a foundation for efficient operation of the organization by assessing the effects of self-efficacy and job stress (measured by self-efficacy, job demand, and job autonomy) on organizational commitment among clinical dental hygienists. Methods: This was a cross-sectional survey study that used a self-administered questionnaire to collect data. After institutional review board approval, a survey was conducted from January to May 2017, targeting dental hygienists working in dental clinics and hospitals. The final 199 questionnaires were analyzed with PASW 18.0 for Windows (IBM Corp.). The data were analyzed using mean and/or standard deviation t-test, one-way ANOVA, and multiple regression analysis. Results: The means for self-efficacy, job demand, job autonomy, and organizational commitment were 55.94±9.65, 26.55±2.29, 20.24±3.88, and 49.49±8.39, respectively. Along with self-efficacy, the other factors of organizational commitment among dental hygienists that were statistically significant included job autonomy, mean salary (2,500∼2,990 thousand Korean won [KRW] and ≥3,000 thousand KRW), and employee welfare (good), which are sub-areas of the surface acting. In other words, it was found that the higher the mean salary, the better the employee welfare, the higher self-efficacy, and the higher the organizational commitment, and the explanatory power of the model was approximately 42.1%. Conclusion: These results suggest that the higher the self-efficacy, job autonomy, mean salary, and employee welfare, the higher the organizational commitment. In order to improve job demand among dental hygienists, it is necessary to establish an effective plan to improve job welfare, self-efficacy, and job autonomy.

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Analysis of Impact Factors of Affective Commitment in Organization of Dental Hygienist in Susan Area -Focused on Quality of Working Life(QWL)-

Cited by 8 publications

References 3 publications

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

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

An Effect of Job Characteristics and Interpersonal Relations Organizational Commitments in PT. AEP (Anglo Eastern Plantation) Ukindo Blankahan Estate

Effects of Self-Efficacy and Job Stress on Organizational Commitment among Clinical Dental Hygienists

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