Effects of Organizational Culture of Dental Office and Professional Identity of Dental Hygienists on Organizational Commitment.
10.17135/jdhs.2017.17.6.516
- Author:
Ja Young GU
1
;
Soon Ryun LIM
;
Soon Young LEE
Author Information
1. Department of Dental Hygiene, The Graduate School of Namseoul University, Cheonan 31020, Korea. hisy79@naver.com
- Publication Type:Original Article
- Keywords:
Dental hygienists;
Organizational commitment;
Organizational culture;
Professional identity
- MeSH:
Dental Hygienists*;
Dental Offices*;
Humans;
Organizational Culture*
- From:
Journal of Dental Hygiene Science
2017;17(6):516-522
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
The purpose of this study was to identify the effect of dental hygienists' perceptions of dental organizational culture and professional identity on organizational commitment. A survey was conducted with 310 dental hygienists working in dental hospitals and dental offices. If dental hygienists experience organizational cultures as having different degrees of organizational commitment, then the type of organizational culture and commitment may be important variables in understanding and reducing the turnover rate of dental hygienists and improving workplace performance. Efforts to form a healthy and positive organizational culture may therefore be necessary. The organizational culture most recognized by the dental hygienist was hierarchical culture (3.39) and the least recognized was task-orientated culture (2.71). The professional identity of the dental hygienist was 3.75 and the organizational commitment was 2.98. Correlation analysis was conducted to investigate the relationship between dental organization culture type, professional dental hygienist identity, and organizational commitment. As a result, professional identity and organizational commitment showed positive(+) correlation with innovation oriented culture and relationship oriented culture. Among the organizational culture types, relationship-orientated culture (p<0.001) and innovation-orientated culture (p=0.006) were significant influences on organizational commitment, and professional identity did not have a significant influence. The regression model was found to be statistically appropriate (F=11.857, p<0.001) and the model explaining power was 14.9%. These results suggest that efforts to create a relationship-orientated culture and an innovation-orientated culture and to reduce the hierarchical culture can be a strategy to enhance the organizational commitment and the professional identity of dental hygienists.
