PT  - JOURNAL ARTICLE
AU  - Patel, Badal M.
AU  - Boyd, Linda D.
AU  - Vineyard, Jared
AU  - LaSpina, Lisa
TI  - Job Satisfaction, Burnout, and Intention to Leave among Dental Hygienists in Clinical Practice
DP  - 2021 Apr 01
TA  - American Dental Hygienists' Association
PG  - 28--35
VI  - 95
IP  - 2
4099  - http://jdh.adha.org/content/95/2/28.short
4100  - http://jdh.adha.org/content/95/2/28.full
SO  - J Dent Hyg2021 Apr 01; 95
AB  - Purpose: There is limited research about the job satisfaction (JS), burnout (BO), and intention to leave (ITL) amongst dental hygienists in clinical practice providing patient care. The purpose of this study was to explore current trends and the factors influencing JS, BO, and ITL among dental hygienists in their current positions.Methods: A cross-sectional research study was conducted with a convenience sample of dental hygienists recruited via social media sites. The web-based survey consisted of three previously validated instruments (Job Satisfaction Survey, Oldenburg Burnout Inventory, and Turnover Intention Scale). Descriptive statistics were used to analyze the data.Results: The survey completion rate was 77% (n=554). Job satisfaction and burnout were associated with five factors related to ITL: frustration, achieving personal-work related goals, considering leaving, accepting another job, job satisfying personal needs, and looking forward to another day at work. Findings indicated that higher levels of JS (β=−0.95, p<0.001) predicted decreased ITL while disengagement (β=0.79, p<0.001) and exhaustion (β=0.29, p<0.001) predicted an increase in ITL (F(3, 554)=141.63, R2=0.44, p<0.001). Increased JS predicted a decrease in willingness to accept another job (β=−0.55, p<0.001). Disengagement predicted a higher willingness to accept another job (β=0.60, p<0.001) however exhaustion did not (β=0.09, p<0.001; F(3, 554)=46.89, R2=0.20, p<0.001 ).Conclusion: Findings suggest there is overall job satisfaction amongst dental hygienists in clinical practice with the exception of the lack of fringe benefits and opportunities for promotion. Employers may need to identify ways to address these concerns to retain qualified dental hygienists. In addition, employers need to be proactive in addressing factors impacting burnout and dental hygienists’ intent to leave their positions.