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

Abstract

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.

Possibility of a Standardized System for Task-Related Hierarchal Positions of Dental Hygienists

“…This indicates that job satisfaction might be affected by the position of a dental hygienist 12) . A high level of job satisfaction of 160 dental hygienists was also reported to have a significant impact on the organizational contribution 14,15) . Therefore, establishing objective and reasonable bylaws in all dental institutions to define the hierarchal system of dental hygienists will not only enhance their job satisfaction, but also contribute to the development of the dental institution.…”

Adaptação e Validação da Nova Escala Geral de Autoeficácia

“…Um elevado sentimento de eficácia está relacionado com uma melhor saúde geral, uma maior realização pessoal e uma melhor integração social (Bandura, 1977;Lubbers, Loughlin, & Zweig, 2005;Scholz, Doña, Sud, & Schwarzer, 2002;Schwarzer, 1992), com um melhor desempenho profissional (Barros & Batista-Dos-Santos, 2010;Gist, 1987;Latham & Pinder, 2005;Lubbers et al, 2005;Rhee, Hur & Kim, 2017;Stajkovic & Luthans, 1998), maior satisfação (Canrinus, Helms-Lorenz, Beijaard, Buitink, & Hofman, 2012;Caprara, Barbaranelli, Steca, & Malone, 2006;Judge, Bono, Erez, & Locke, 2005;Lee & Oh, 2015;Perdue, Reardon, & Peterson, 2007;Reizer & Hetssroni, 2015), uma motivação superior (Chen, Gully, Whiteman, & Kilcullen, 2000;Ciani, Summers, & Easter, 2008;Lloyd, Bond, & Flaxman, 2017;Pajares, 1997;Salas & Cannon-Bowers, 2001;Schepers et al, 2005), com a diminuição do burnout (Fida, Laschinger, & Leiter, 2016;Smeds et al, 2019), maior engajamento (Perera, Granziera, & Mcllveen, 2018), maior comprometimento organizacional (Bzuneck & Guimarães, 2003;Kusumaninggati, Mukhtar, & Sujanto, 2018;Lee & Kim, 2019;Tsai, Tsai, & Wang, 2011;Yousaf & Sanders, 2012) e ocupacional (Chan, Lau, Nie, Lim, & Hogan, 2008;Rots, Aelterman, Vlerick, & Vermeulen, 2007). Assim, é essencial haver instrumentos capazes de mensurar bem a autoeficáci...…”