Impact of incivility experienced by dental hygienists on organizational achievement-as a mediating effect of emotional exhaustion

Abstract

Objectives: Workplace incivility is experienced by dental hygienists, who perform a variety of tasks and roles in dentistry. Therefore, to enhance the performance of dental and medical institutions, it is necessary to identify dental hygienists experiencing incivility that affects the organizational performance. Methods: Over a two-month period from May 1 to June 30, 2015, dental hygienists from 30 dental and medical institutions in Busan, the North and South Gyeongsang Provinces, Daegu, Seoul, and the Gyeonggi Province were convenience sampled. Data, from a total of 344 participants, were analyzed using the SPSS and AMOS statistical analysis software. Results: Emotional exhaustion had a partial mediating effect on the relationship between patient incivility and job performance, a full mediating effect in relation to job satisfaction, and a partial mediating effect on the association with turnover intention. Meanwhile, emotional exhaustion had a full mediating effect on the relationships between superior incivility and job performance, as well as turnover intention, while a partial mediating effect in relation to job satisfaction. Conclusions: An in-depth review of interventions that can enable a mutually respectful working environment, and promote a healthy culture among dental hygienists in dental and medical institutions is needed.

The Effect of Coworker Incivility on Turnover Intention

“…이때, 자원을 획득 하고자 하는 노력이 실패하는 등 자원 손실의 위협을 받으면 직무탈진과 같은 스트레인이 발생한다 (Hobfoll & Freedy, 1993). 이와 같은 (Kern & Grandey, 2009;Liu et al, 2019) (Cho et al, 2019;Hur et al, 2015;Jung et al, 2015;Kern & Grandey, 2009;Shin, 2017;Sliter & Boyd, 2015)에 미치는 효과는 꾸준히 보고되어 왔다. 또한, 소진은 이직의도로 이어질 수도 있 다.…”

“…Table 1 Descriptive Statistics and Zero-Order Correlations for the Study Variables 한다 (Han et al, 2016;Hur et al, 2015;Taylor et al, 2017) COR이론 (Hobfoll & Freedy, 1993)에 대한 또 다른 경험적 증거를 제공하였다는 점이 본 연 구의 두 번째 이론적 함의이다. 직장무례와 이직의도의 정적 관계는 기존에 많은 연구들 에 의해 밝혀졌고 (Cortina et al, 2017;Schilpzand et al, 2016), 무례와 소진 혹은 직무탈진 간 정적 관계 역시 여러 연구 에서 보고하였다 (Cho et al, 2019;Hur et al, 2015;Jung et al, 2015;Kern & Grandey, 2009;Shin, 2017;Sliter & Boyd, 2015). (Ambrose et al, 2013;Chung et al, 2010;Kim & Jung, 2016;Kim et al, 2018;Ng et al, 2008…”