Facets of job satisfaction of dental practitioners working in different organisational settings in England

Abstract

Differences between GDS, PDS and private practitioners were found in global job satisfaction and in the facets of job satisfaction related to restriction in being able to provide quality care, control of work and developing clinical skills.

Job satisfaction of dental practitioners before and after a change in incentives and governance: a longitudinal study

“…10 This study suggests that for both PDS and GDS practitioners, job satisfaction has fallen since the introduction of contractual changes, although the changes appear to have had most impact among dentists who previously experienced the PDS system. This is contrary to what might be expected were changes in the system of remuneration (fee-per-item to block contract) to account for the decline in job satisfaction, since it was the GDS practitioners who experienced the greatest change in incentive structure.…”

“…These six distinguishable job dimensions accounted for 52% of the variance in global job satisfaction. 10 All items were written in a fi vepoint Likert format (1 = strongly disagree to 5 = strongly agree). Workload was measured as a response to a single question: 'a) I am not busy enough, I can meet a higher demand for care; b) I am neither not busy enough nor too busy and am able to meet the current demand for care; c) I am too busy and am not able to meet the demand for care. '…”

“…9 Certainly, before the change in the system in April 2006, PDS practitioners appear to have been under less workload pressure than their GDS counterparts at that time. 10 So while the introduction of a remuneration system based on output (UDA) targets was new to both PDS and GDS practitioners, PDS practitioners were on the whole able to negotiate less stringent workload targets.…”

Collegial Support and Community with Trust in Swedish and Danish dentistry

“…In a similar way, Harris has shown differences in job satisfaction between dentists working in the private and in the public sector in the UK and pointed out the importance of including organizational and cultural issues in the measurement of job satisfaction [19,26]. In Sweden and Denmark differences in level of support from colleagues in relation to work with patients (Collegial Support) and differences in the perception of being part of a team characterized by trust and humour (Community with Trust) have previously been documented among dentists working in different organizational settings [27].…”

“…Trust, collegiality, and discretion in work are regarded as traditional core values for professionals in general [8]. With regard to dentists also such values in relation to their work have been recognized [15,[18][19][20][21][22]. It has been argued that in the health care sector as a whole the current managerial trends result in more emphasis on organizational professionalism rather than on occupational professionalism [23,24].…”