Factors Affecting Part‐Time Dental Hygiene Faculty Members’ Intent to Stay in Education

Abstract

The need for more dental hygiene educators has led to the increased practice of hiring part‐time faculty members; however, there is little literature on their job satisfaction or intent to stay in education. The aim of this study was to explore demographic and job satisfaction variables that may predict part‐time dental hygiene faculty members’ intent to stay in education within the framework of Herzberg's motivation‐hygiene theory. A cross‐sectional, correlational survey was conducted with a national convenience sample of part‐time dental hygiene faculty members (n = 177). The survey was a combination of two validated survey instruments (modified Nurse Educators’ Intent to Stay in Academe Scale and modified Adjunct Faculty Survey). The completion rate was 87%. Overall, the study found a significantly positive correlation between job satisfaction and intent to stay (ρ[177] = 0.48; p<0.001). Other significant findings were that both average annual salary (p = 0.005) and being approached as an undergraduate (p = 0.004) had an effect on intent to stay. Personal growth (p<0.001), the job satisfaction subscale (p<0.001), and work preference (p = 0.03) had the most predictive influence on intent to stay. Job satisfaction was a strong predictor of intent to stay, which is consistent with Herzberg's motivation‐hygiene theory. Addressing the needs of part‐time dental hygiene faculty members by increasing job satisfaction variables may aid in the recruitment and retention of these educators.

Recommendations for remaining agile in the face of a dental faculty workforce shortage

“…8,9 Perceived or actual income inadequacies between practice and educational settings are detrimental to recruitment and retention of new faculty across many health sciences. [10][11][12] Within dental education, salary as well as tenure and promotion policies have been identified as barriers to dental faculty retention. 13 Salary and budget limitations have also been cited as impediments to hiring.…”

“…9 Academic productivity models, which objectify clinical production, such as a faculty practice model, can be used to improve faculty recruitment and retention by allowing increasing compensation beyond a base salary. 4,12 Additionally, because loan debt has been identified as a barrier for new graduates considering academic careers, 9,14 loan repayment programs have been shown to improve the perception of academic careers as being financially viable. 15,16 The breadth and value of benefits offered by academic employment must also be emphasized.…”

“…19 In contrast, job satisfaction has been identified as a predictor of faculty retention for dental hygiene faculty. 12 Working with students, as well as teambuilding and similar programs promoting camaraderie among faculty have been shown to increase faculty job satisfaction. 20 Because clinical faculty may identify first as practitioners before identifying as educators or researchers, the demands regarding teaching, scholarship and research must be clearly outlined for all faculty positions.…”

Factors influencing smoking cessation counselors' intention to stay: An application of a conceptual model of intention to stay verified with path analysis

“…laboratory staff, psychosocial staff, and critical care nurses (β = 0.24, 0.25, 0.35, and 0.308, respectively) (9, 10). A study reported that among part-time dental hygiene faculty members, job satisfaction was the strongest predictor of intention to stay (26). One potential explanation for this discrepancy is that the military prioritizes obedience, responsibility, and discipline.…”

“…However, prior researches that employed the CMIS and treated job satisfaction as an intervening variable reported that job satisfaction had the strongest effect on intention to stay among hospital physicians, laboratory staff, psychosocial staff, and critical care nurses (β = 0.24, 0.25, 0.35, and 0.308, respectively) ( 9 , 10 ). A study reported that among part-time dental hygiene faculty members, job satisfaction was the strongest predictor of intention to stay ( 26 ). One potential explanation for this discrepancy is that the military prioritizes obedience, responsibility, and discipline.…”