John Robert Gercsak

B.Sc., University of 3 r i t i s h Columbia, 1966

D.Zi.D., Gniversi ty of 3 r i t i s h Columbia, 1970

A TIIESIS SU3:;IT'TED I N .FARTILL FULFILLXZNT OF

177c-7 7,'"-.-- l i t , ~ L , ~ ~ u I I ~ E I L L " ~ ~ T S FOR TI12 I:ZGRZZ IWSTZP, Or"

3US Il'vTS5 ADL;IIiIST?L4T ICi :

i n the 3epartnent of Economics and

C orme r c e

@ J G K N 2 G X 2 T GERCSK 1576

S IKOX PIWSER Uii IVERSTY

Apri l 1976

A l l r i g h t s reserved. This t h e s i s may not be reproduced i n whole o r i n pa r t , by photocopy o r o ther means, without pemis s ion of the author.

Name : Johi1 dober t Gercsak

Degree : ?.laster or" Sus iness Administrrtlior-

Research P r o j e c t T i t l e : A Stv.dy o f Sob SatisI"actj.cn sfid ';urnover

of 3en ta l A u x i l i a r i e s i n Z r i t i s h Z oli 'abia .

Examining +Corx:ittee:

Chairperson: Roger C . Vergin

V' -

Professor George C, Koyt Sen io r Supervisor

I

Professor Frank Xill-er

PARTIAL COPYRIGHT LICENSE

I hereby g r a n t t o Simon F r a s e r U n i v e r s i t y t h e r i g h t t o lend

my t h e s i s o r d i s s e r t a t i o n ( t h e t i t l e of which i s shown below) t o u s e r s

of t h e Simon F r a s e r U n i v e r s i t y L i b r a r y , and t o make p a r t i a l o r s i n g l e

c o p i e s o n l y f o r such u s e r s o r i n r e sponse t o a r e q u e s t from t h e l i b r a r y

of any o t h e r u n i v e r s i t y , o r o t h e r e d u c a t i o n a l i n s t i t u t i o n , on i t s 'own

b e h a l f o r f o r one of i t s u s e r s . I f u r t h e r a g r e e t h a t pe rmiss ion f o r

m u l t i p l e copying of t h i s t h e s i s f o r s c h o l a r l y purposes may be g r a n t e d

b y me o r t h e Dean of Graduate S t u d i e s . It i s unders tood t h a t copying

o r p u b l i c a t i o n of t h i s t h e s i s f o r f i n a n c i a l g a i n s h a l l n o t be a l lowed

wi thou t my w r i t t e n pe rmiss ion .

Author :

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-- il- J ~ r l e 1975 a ;;Iail =;vzve;: ;rf 2!!.2 deiltal au.>:ilj-aries

was v;?_deztr;l;e;:. The pmr2ose o f t h i s s tudy v;as t o exzi:iiiie

saxe of t h e f a c t o r s vihich con-trLbu.te t o job s a t i s f a c t i o n and

t1 . . L ~ ~ o - , Y ~ ?.--T o f deztz l a u x i l l a r i e e . Tke svb j e c t s ~ i e r e d e ~ t a l

12ygLc;iists, g a < ~ ; , r " ~ e s of C;lj--rersity ~f Z r l t i $ 1 C01~y;:bia;

cey-tl2ieC Gextal a s s i s t a n t s , graduates ~f Vailcouver C i t y

College; z;;d cei--b-Tied dc--."al ~ s ~ ~ s t a ; - ~ ' ~ = ; ) ;rad-v.&tes of t:ie

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pared t o

This study irould n o t have be& poss ib le without t h e

suppor t and advice of Professor George C. Hoyt. S incere

a p p r e c i a t i o n i s a l s o due t o P ro fessor Frank N i l l e r , whose

suppor t was extremely valuable i n t h e i n i t i a l s t a g e s of t h e

s tudy.

TABLE OF CONTENTS

PAGE

T i t l e Page

Approval Page

Abstract

Acknowledgements

Table of Contents

L i s t of Tables

Chapter I - In t roduct ion

Chapter, I1 - I3ethodology

Chapter I11 - Resul ts

Chapter I V - Discussion

Chapter V - Recormendations

Appendix A

Bibliography

iii

LIST OF TABLES

TABLE

I

I1

III

IV

VII

VIII

XI11

XIV

XV

XVI

XVII

PAGE

iJwnber of Graduate Dental A u x i l i a r i e s 1 2

Number of Graduates Licensed t o P r a c t i c e i n B r i t i s h C o l w b i a , 1975. 13

Ques t iomia i re Returns 14

Residence of 3 e n t a l Hygienis t s , Graduates of t h e 22 Univers i ty of 3 r i t i s h Columbia 1970-4.

Residence of C e r t i f i e d Dental A s s i s t a n t s , Grad- 23 ua tes of Vancouver C i t y College 1972-4.

Residence of C e r t i f i e d Dental Assistants, Grad- 24 ua tes of t h e College of Iiew Caledonia 1970-4.

Dental A u x i l i a r i e s Licensed t o P r a c t i c e i n 26 C r i t i s h Columbia, 1975.

P ro fess iona l Associa t ions 27

Overal l Job S a t i s f a c t i o n 29

S a t i s f a c t i o n wi th t h e Job 31

S a t i s f a c t i o n wi th Employer 33

S a t i s f a c t i o n viith Pay and Fringe 3 e n e f i t s 34

S a t i s f a c t i o n wi th lJork Group 35

Unemployed Dental A u x i l i a r i e s 36

Tota l Turnover, June 1975 39

Job S a t i s f a c t i o n and Hours ldorked p e r Week 40

Tiarital S t a t u s and Hours Horlred pe r VJeek 41

v i i

LIST OF TABLES ( GOI?TIIWED )

TABLE PAGE

X V I I I Number of Hours Yorked pe r !'v'eelr and Gradyear 42

XIX 1,:wnber of Den t i s t s i n B r i t i s h Columbia by Region 1973. 44

XX Job S a t i s f a c t i o n and Turnover 50

Chapter I

The present trend i n dent i s t ry is toward increased

auxi l ia ry u t i l i z a t i o n and improved methods i n the delivery o f

heal th care. It has been shown i n s tudies done i n the Canadian

Forces, Alabama, Kentucky, Prince Zdvrard Island e t c , t h a t add-

ing dental aux i l i a r i e s t o a id den t i s t s can increase productiv-

i t y by 60 t o 100% depending on the number of aux i l i a r i e s

employed and on what dut ies they can In a l l of

these s tudies there was no decrease i n the qua l i ty of care

provided by the aux i l i a r i e s as compared t o the den t i s t s involv-

ed i n the projects.

Dentistry i n a r i t i s h Columbia r e l i e s heavily on the services

of i t s a u x i l i a r i e s t o help del iver dental care. Currently

96 c e r t i f i e d dental a s s i s t an t s and 20 dental hygienists a re

t ra ined per year i n Br i t i sh Columbia. It is estimated t h a t the

current needs a re 200-250 c e r t i f i e d dental a s s i s t a n t s per year

and 100-120 dental hygienists per year. Z

7eir s t r d i e s inves t iga t l i ig t h e e f f e c t of job s a t i s f a c t i o n

-$%-: oi2 -L. L ,.A--0-~e;? ,-+- have beeiz doile regardLiz d e n t a l a u x i l i a r i e s . The

~ r i e OT Tore coi~~tir1~;i;'lg edv-cat ion courses , conveiltions o r

confereilces iil t h e p ~ e v i o u s year ( 6 ~ $ , aid i s working e i t h e r

f ~ J - 1 o r p i r t - t i a e ( 76$ ) .

of ,: 250 2 e r vree!:.

.'hat she l i k e d ms-L ahcut h e r job was -bile con tac t she had C 7

Y:Z-K-I h e r j a t i e n t s a i d hey a ' z i i i t y t o h e l p h e r p i t i e n t s .

m ,.fie;-e l iere t h r e e i.~ajoio i-easoils v i h y h y g i e n i s t s d i s l i k e d

procedures t h a t they a r e trained t o do. ~ i i io the r coxiA.aii?t vras

A. t,ne s t a r 2 - t h e dea-kist-boss m d den ta l assistai?ts - n o s t o f

t h e survey res2ondents had high p a i s e . Only a few hygien-

.. .. . i s ts t:ere c o n c e i ~ ~ e d viith t h e jea70ixy and " i r r e s ; 2 o i l s l o ~ ~ i t y "

o f t h e a s s i s t ~ i ~ t s . Eighty percent of t h e hygiezis-Ls enjoyed

: aclieaa ; tudied the e:.ii;loy,,,erLt e x ~ e c t a m y of deiltal

hyi.;lie;le j r i d u a t e s of t h e Univers i ty of Alber ta . The e.;-,log-

7-:e:zt l i f e of t h e i i l b e r t a graduate was fou~id t o be 3.2 years.

U ;alrL S t a l l a r d d id a studj; oil SO deilte!. hygie i i i s t s .

keep O i i schedcie .

The a k of t h e i r s tudy was t o d e t e r ~ ~ i e whether

~ ~ ; i ~ i e : : i s t s say,- t h e need f oT job eiirich::eiit a n d i f the;:

d e s i r e 6 it , The r e s d t s were p o s i t i v e f o r both.

'i'lze den ta l prof essioi i cov;ld b e n e f i t co i~s ide rab ly fro:; f c r the r a t t e n t i o n i n depth t o t h e needs of a l l of t h e a u x i l i a r i e s . Obviously by l:no;.:ing where they a r e i n teri,zs of r e a l needs, aild atte;,ii;tin;; t o f u l f i l l t hese i ~ e e d s nay change t h e enviroiment of' pi-act ice t ovards r n e e t i n ~ the goals of r e a l norl: s inp l i f i c s - t io i l . &

SchniJmky x r o t e t h a t t h e d e i ~ t a .1 hygieixist has :

.. v The L l e a l t l ~ i:al?-3ower Zesearch Gnit of t h e Univers i ty of

B r i t i s h Colvz:hia produced a 1374 s t a t u s r e p o r t of a i l h e a l t h

h o s p i t a l t h e c e r t i f i e d den ta l

var ious

r r o j e c t Eeport has bee,? t h e ~ o s t c o ~ p r e h e i ~ s i v e v;orl; done t o

7.2 ,, da te on deli tzi a u x i l i a r i e s i n i ; r i t i sh 2 olu.i4:~ia. ille s t u d y

e x i s t s in t h e c i t i e s '"cli~o.;.,l:;cut t h e province, ai;d very feii

l l v e iL-L i - ~ i ' s z l a r e a s . Axil exce2tioil t o t h i s pat tern was tile

dei2se c ~ i i c e i l t ~ a t i o i l of c e r t i f i e d d e n t a l assistaats found n e a r

the t raa ik i l ; cel i te rs . i he s-tudy ind ica ted t h a t there lias a te1-idei-icy f o r s i n g l e

hy2ie::ists t o c ~ x e ~ - ~ t r a t e i n Vaxouver , t h e Okanagpl, and

Vic to r i z . And t h a t h y g i e n i s t s t r a i n e d "out of p o v i n c e " do

no t e x h i b i t xar1:edly d i f f e r e n t l o c a t i o n i ~ a t t e r n s f r o r ~ those

traii>ed i n 3 r i t i s h Co lmbia . ilone of t h e i r d a t a ii-idicated

t h ~ t t h e age , ? lace o f graduat icx , o r xai5tzl s t a t ~ s Sear

~ i ~ i f i c a i t l y on t h e l o c a t i o n of t h e h y g i e n i s t .

T h e i r v:orl: on t'ne l e i - i ~ t h o f t i x e t h a t ~ e r s o l m e l rei,lain

i n t h e ?:or!; f cme ind ica ted t h ~ t t h e average vrorkiq l i f e of

a d e n t a l h y g i e n i s t agpears t c be 3 t o 4 years . This i s cons is -

tei2t wi th the riorl: done by ;.:aclean,13 Zaki aixd ~ t a l l a r d , ' ~ and

Green si?d Z ozisarow . 15

Few studies investigating the effect of job satisfaction \

upoil turnover have been done on dental auxiliaries. However,

numerous studies have been done investigating the effects of

job satisfaction u.pon tu-rnover in a variety of industries.

There have been soiiie five major reviews of the literature

dealing with j 05 satisfaction and turnover. Erayfield and

~roc1:et-t'~ and Xerzberg and others17 found evidence of a

s-tioon,rr relationship between employee dissatisfaction and

turnover. Vroon in a review of the literature indicated that

the satisfied worker is less likely to leave than the dis-

satisfied worker. Schuh in a large scale review arrived at

the same con~lusion.~~ Porter and Steers found that there was

strong evidence

iiiiportmt force

that overall job satisfaction

Oil ail individual staying Gil a

A Brookings Institute study based upon a

represents ax

job. 20

sample of 3,000

enployed respondents in various occupations founds that, for

any individual, the important determinants of work satisfact-

ion depend upon that individual's educational attainment and

position in the job hierarchy. 21

3 r i t i s h Zolumbia College of J e n t a l 3 w ~ e o n s . Xducatios :orn i t tee . l3eco~r;~endations for ~ u x i l i a r y Zducation i i l 3 r i t i s h Coluib ia . I:ir=eograglzed 2a2er . Vaiicouver, Z u n e i973, 2 . 4.

I:lii;e, Z , mci Sipko, X. "Sa-naclian Dentai f iygienis t Assoc- i a t i o n aan2ower and u . t i l i z a t i o n survey r e s u l t s , " Canadian Dm:tai Y y ? ~ i e n i s t , 1974, f i t ( 2 ) , pg. 29-31, ---

S i e g e l , F . "The h y ~ i e n i s t i n p r o f i l e , " Dental iZmai;eiLeat, Sept , 1 9 k , &, (9), i3p. 36-50.

I

I.;acLeali, i,:.i?. "E@oyiieiit expectancy of t h e denta l hygien- i s t , Jovrizal of t h e zmadiair 3 e n t a l s s s o c i a t i o n , i:arch 1370, z, ( 3 ) , i q . 115-123.

Zaki. Z.A. and S t a l l a r d , B.2. "The r o l e of t h e denta l h y ~ i e n i s t i n p e v e n t a t i v e per iodoi i t ics , " Journal of i ' e r i o d o i z t o l o ~ ~ ~ , A p r i l 1971, 4.2, pp. 233-236.

1 ~ ~ r e e i i , 2 . J. and Cornisarct~, 2 . J. ",;orl; ;?otivation and job percept ion as a p p l i e d to a z , r ~ u > of den ta l hygieil- ? s t s , " Jouriral of t h e Anerican - 3 e n t a l Hygienist Associat ion, Jan.-Zeb. 1371, a, (1) , 2. 11)+.

10. Loc. c i t .

11. " u i t i s h Colunbia i i i n i s t e r of Eiealth . i i ea i th f .angovrer Xesearch U n i t . X o l l c a l l - D. Universi ty of 3 r i t i s h S o l u b i a , Vaicouver, I iov . 1974.

12 . 3 r i t i s h Colunbia Coi-x~ittee of t h e Chi ldren ' s 3 e n t a l E e a l t h Research P r o j e c t . C h i l d r e i ? ' ~ d e n t a l Health Xesearch I-roject Eeport . V i c t o r i a : uueen 's i r i n t e r , 1975.

13. '-acLeaii, 03. c i t . , 2 ~ . 115-120.

11;. Laki and X a l l a r d , op. c i t e , pp. 233-236.

15. Green

16. Brayf

and Comisarow, op. c i t . ' , pp. 114-120.

i e l d , A.H. and Crocket t , J.1:. "Enployee a t t i t u d e s and employee perf omance , " bsychologicai 3ulle-t&, 1955, j2, pp. 396-1424..

17. IIerzberg, 3'. and o the r s . Job A t t i t u d e s : Review of Research and G-pinion. Ei t t sburgh: ~ s y c h o l o g i c a l Serv ice of T i t t s b u r g h , 1957.

1 . Vroon, V . :iorlr and Xot iva t ion . iu'ew York: Ui ley , 1964.

19. Schuh, A . "The p r e d i c t a b i l i t y of enployee tenure : A review of t h e l i t e r a t u r e , " Personnel Psychology, 1367, 2, 22. 133-152.

20. P o r t e r , I,.;:. and S t e e r s , R . "Organizat ional , work, and personal f a c t o r s i n eiiiployee tu.rnover and absentee- isa, " Psychological B u l l e t i n , 1973, 80, (2 ) , p s . 151-176.

21. Goodwin, I,, llOccupational g o a l s and s a t i s f a c t i o n of the - Anerican v~oric fo rce , Person ie l Esyclzology , Auturnii 1369, 22, PP* 313-325

22. Hulin, C.L. wSources of v a r i a t i o n i n job and l i f e satis- f a c t i o n : t h e r o l e of cormnunity and job r e l a t e d v a r i a b l e s , " Journal of Applied Psychology, Aug. - 1969, 12, PPs 279-2910

23, Loc, c i t .

The first hypothesis

Chapter II

t o be tes ted i n t h i s study i s t h a t

a greater percentage of dental hygienists w i l l be s a t i s f i e d

with t h e i r jobs than w i l l c e r t i f i e d dental a s s i s t an t s .

I expect a grea ter percentage of dental hygienists t o be

s a t i s f i e d with t h e i r jobs because of t h e i r longer period of

formal education ( three vs. one year ) , they have a grea ter

anount of s t a t u s i n dental off ices than c e r t i f i e d dental

a s s i s t an t s , they receive higher sa l a r i e s , and they can perform

more intra-oral functions than c e r t i f i e d dental a s s i s t an t s ,

The second hypothesis t o be tes ted i n t h i s study i s t h a t

dental aux i l i a r i e s who a r e d i s sa t i s f i ed with t h e i r jobs a re

nore l i k e l y t o leave than the dental aux i l i a r i e s who a r e

s a t i s f i e d w i t h t h e i r job.

Porter and Steers i n a large scale review of the l i t e r a t u r e

found tha t overal l job sa t i s fac t ion was inversely re la ted t o

turnover. 1

The d a t a were

( see Appendix A )

gathered by means of a ques t ionna i re

s e n t by m a i l t o 242 den ta l a u x i l i a r i e s .

The populat ion s t u d i e d c o n s i s t s of graduate d e n t a l

h y g i e n i s t s f r o n t h e school of d e n t a l hygiene a t t h e Univer-

s i t y of 3 r i t i s h Colwnbia, graduate c e r t i f i e d den ta l a s s i s t a n t s

from Vancouver C i ty Col lege , and graduate c e r t i f i e d d e n t a l

a s s i s t a n t s f r o n t h e College of New Caledonia ( Prince George ) .

The population c o n s i s t s of graduates from t h e yea r s 1970-74

f o r a l l t h r e e schools ( s e e Table I ) .

TABLE I

N u b e r of Graduate Dental A u x i l i a r i e s

YEAR

1970 1971 1972 1973 1974 To ta l

I Dental Hygienis t s 1 9 15 20 20 20 94 Univers i ty of 3 r i t i s h Colwiibiz

e r t i f i e d Dental A s s i s t a n t s 0 0 27 40 46 113 ancouver C i t y College

e r t i f i e d Dental A s s i s t a n t s 15 14 1 7 24 15 85 o l l ege of New Caledonia

- -

T o t a l s 34 29 64 84 8 1 292 4 4

viere n o t a v a i l a b l e .

iiujnSer of Graduates Licensed to TzsctFce i n 7 @ r ) C B r i t i s h C o l - z S i a , I,, , .

T o t a i s 17 37 51 67 7 0 2k2

;ronlv t o t a l for 1970-1 corii5ined was a v a i l a b l e fro: t h e College 0% 3 e n t a l sv.rgebns of B r i t i s h Co lm~bia d i r e c t o r y .

The quest ionnaire was nai led i n June 1975 with a covering

l e t t e r explaining the purpose of the study and with a stanped

r e t u r n envelope. To obtain a high response, a tooth brush w a s

enclosed with each quest ionnaire and a follow-up l e t t e r was

sen t t e n days following the quest ionnaire. Completed question-

n a i r e s were received from 176 a u x i l i a r i e s , a respectable

response of 735 of the 242 l icensed a u x i l i a r i e s ( see Table I11 ) .

TA%LE III

Questionnaire Returns

SCi-TOOL Sent Re turned Nuiber Percentage N o t Completed Conpleted

Completed

Dental Zygienis ts Universi ty of B r i t i s h Coluiibia ( 1970-4

~ e r t i f i ed Dental Ass i s tan t s Vancouver C i ty College ( 1372-11 )

C e r t i f i e d Dental Ass i s t an t s College o f Kew C a1 e doiiia ( 1970-4

Tota l s 242 9 176 73

Biographical data

The " typ ica l " dental hygienis t from the University of

B r i t i s h Columbia i s most l i k e l y t o res ide i n a l a rge c i t y and

i s a married female between 20 and 25 years of age.

The " typ ica l " c e r t i f i e d denta l a s s i s t a n t from Vancouver

C i ty College i s most l i k e l y t o l i v e i n a l a rge c i t y and i s a

s ing l e female between 20 and 25 years of age,

he " typ ica l" c e r t i f i e d dental a s s i s t a n t from the College

of I;ew Zaledonia Grew up i n a town o r s n a l l c i t y 2nd now

re s ides i n a town o r s n a l l c i t y and is a married female

between 20 and 25 years of age.

The f i r s t p a r t of the quest ionnaire was designed t o

explore four var iab les r e l a t ed t o the job which have been

found by Kahn and Morse, t o contr ibute t o overa l l job s a t i s -

f ac t ion . The four var iab les a r e s a t i s f a c t i o n with the job,

employer, pay, and with the work group, The operat ional defin-

i t i o n s of s a t i s f a c t i o n with the job are :

1, my s k i l l s a r e f u l l y u t i l i z e d ,

2. my p a t i e n t load i s adequate,

3 . the equipment and suppl ies I have t o work with a r e adequate and well maintained,

4, I have adequate opportunit ies f o r advancement.

5, I enjoy performing the day t o day a c t i v i t i e s of my job,

The operational definitions of satisfaction with the employer

are :

1. my employer has confidence and trust in me.

2. my employer is willing to listen to my problems.

3. my employer is stubborn.

4. my employer is competent.

The operational definitions of satisfaction with pay are:

1. considering my training, experience, and effort I put into my work, I am satisfied with my pay.

2. my fringe benefits are adequate.

The operational definitions of satisfaction with work group

are :

1. the office staff is friendly and easy to approach.

2. other members of the office staff provide the help need- ed so I can plan and organize work ahead of time.

3. other nembers of the office staff are competent.

4. other members of the office staff are boring.

Two other questions were asked in the first part of the

questionnaire. A global question was asked on overall job

satisfaction: "I feel I am satisfied with ray job as compared

to other people with the same amount of education and training."

( Question 10, Appendix A ) They were also asked if they

would like their professional association to get involved in

wage negotiations, negotiation of benefits, forming a union,

and continuing education.

The order of the questions in each

( satisfaction with job, pay, employer,

of the four variables

and work group ) was

mixed to prevent halo and other effects.

Each item was measured on a five point scale, 1 repre-

senting "strongly agree" and a score of 5 representing

"strongly disagree". The usual assumption was made regard-

ing this j point Likert type measuring responses: namely that

the scale intervals are equal.

The second part of the questionnaire consists of biogra-

phical data. The variables are community in which they grew

up, present residence, age, marital status, and year of

graduation.

The third part of the questionnaire is on turnover. Turn-

over has two dimensions in this study, the first is those

dental auxiliaries who have left the profession ( no longer

licensed to practice ) and the second is those dental auxil-

iaries who have changed employers.

Wild and Hill's definition of turnover was usedO3 Volun-

tary turnover being defined as occurring when employees leave

because they want to for reasons which are, in principle,

within the firm's control. Involuntary turnover is defined as

occurring when employees leave because they are obliged to,

for reasons beyond the fim's control. The following reasons

for leaving represented involuntary turnover: pregnancy,

marriage, leaving the district, and domestic reasons.

Crosstabclat ion ana lys i s csin, the res20iises t o the

q~-es t i o i l OL; overa l l job s a t i s f sc-Lion and the responses t o /

11 b,Ie questioils on p e s e i i t residence, age, n w i t a l s t a t u s ,

year cf gradilztion, m d leiigth of ::or:: veel: was used t o

6eteri:ine if -lhere ~izs s, s ia2 i f ica i l t r e l a t l ~ ; ~ s h i ; be-ivee;.;

-the ; ~ a ~ i z b l e s . Chi squ.are anzljrsis rims ri~iie G;I t he t ab l e s

A bo detemil ie if the r e l a t i c i ? s h i ~ betveeii the vzr iables vas

I n add i t ion t o the data obtained i n the quest ionnaire,

the permanent mailing addresses o f the denta l a u x i l i a r i e s

were analysed t o determine if they l i v e c lose t o where they

took t h e i r t r a i n i n g and the number of graduates from each

school was compared t o the number l icensed t o p rac t ice i n 1975

t o determine the a t t r i t i o n o f dental a u x i l i a r i e s per graduat-

ing c l a s s t o 1975.

References

1. P o r t e r , L.'d. and S t e e r s , R e "Organizat ional , work, and personal f a c t o r s i n employee turnover and absentee- ism," Psychological B u l l e t i n , 1973, 80, (2), pp. 151-176.

2. ICahn, R.L. and !Gorse, R . C . "The r e l a t i o n s h i p of product- i v i t y t o morale," Journa l of Soc ia l I s sues , 1951, 2 , pp. 8-17.

3, Xi ld , R . and H i l l , A.B. Sdomen i n the Factory, London: Lawrence Bros. , 1970

Chapter 111

RESULTS

Residence of Graduate Dental Auxi l i a r ies

There i s a tendency f o r the dental hygienis ts from the

University of B r i t i s h Columbia ( 1970-4 ) who were l icensed

t o pract ice i n B r i t i s h Colwnbia ( 1975 ) t o l i v e i n the lower

mainland ( see Table I V ) . Seventy-seven decimal s i x percent

of these graduates l i v e i n the lower mainland, ( 12.9% ) l i v e

i n the Olranagan, Kamloops, o r K e r r i t t , and ( 5.9% ) l i v e on

Vancouver Is land. There were no hygienis ts f r o m t h i s sample ,

population l i v i n g i n northern B r i t i s h Columbia.

( 1372-11 ) vrho were l i censed t o p r a c t i c e iii Z r i t i s s h Coluxbia

( 1975 ) have a gi-eater teilcleilcg t o l i v e i;; the lower i:lainland

( see TaSle V ) . Iliizety-tiro deci;;al e i g h t percent of t h e s e

graduates l i v e ill t h e lovrer ::Lainland, ( 3.6;; ) l i v e in i1oj3J-l-

Year of graduat ion

C e r t i f i e d d e n t a l assistaats f r o n t h e College o f Kev:

Zaledonia ( 1970-4 ) who t:ere l i c e n s e d t o p r a c t i c e i i ~ E r i t i s h

Coluxbia ( 1975 ) a r e l i k e l y ( 72.65 ) t o l i v e i n nor the rn

3 r i t i s h Colvzibia ( see Table VI ) . Gnly ( l3 .7$ ) of t h e s e

graduates l i v e i n t h e lower na in land, ( 6. @ ) l i v e on Vancou-

v e r I s l a n d , a i ~ d ( 4.1$ ) l i v e i n t h e Gkaaagan, Kamlooiss, o r

;.:ei?ritt.

r e s i d e c l o s e t c Tdlere they tool: t h e i r trzi:;iilg. There were

no gradcate d e n t a l l ~ y g i e n i s t s from t h e Univers i ty of 2 r i t i s h

Deiztal Aux i l i a r i e s Leaving the Prof essioil

The izui,iiier of graduate der-ital a u x i l i a r i e s ( 1970-L: ) ;lo

1 o ; l ~ e r l ice,iset . t o p r ac t i c e i n 3 r i t i s h Co1v.i-abia ( 1975 ) ca-n -

be seea i n TaSle V I I . Ten percent of the den ta l hyg ien i s t s ,

vho were graduates of t he Univers i ty of B r i t i s h Columbia 1970-4

vere no t l i censed t o p rac t i c e i n E r i t i s h ColurnSia i n 1975,

twenty percent of the c e r t i f i e d den t a l a s s i s t a n t s who were

graduates of Vancouver C i t y College 1972-4 were no t l i censed t o

p r a c t i c e i n W i t i s h Colwnbia i n 1975, and f i f t e e n percent of t he

c e r t i f i e d den ta l a s s i s t a n t s who were graduates of the College

of iiew Caledonia 1970-4 were n o t l i c ensed t o p rac t i ce i n i3 r i t i sh

Colu~bia i n 1975.

It i s d i f f i c u l t t o draw conclusions f r o n these f ind ings

because some of t he den t a l a u x i l i a r i e s n o t l i censed i n 1975

nay pay t h e i r l i c e n s i n g f e e i n a f u t u r e yea r , thus r e t u rn ing

Lo t h e work fo r ce . Although a den t a l a u x i l i a r y i s l i censed

t o p r a c t i c e , she may have paid h e r l i c e n s i n g f e e and no t worked

a t a l l .

Tiij3LE VII

Dental A u x i l i a r i e s Licensed t o P r a c t i c e i n B r i t i s h Columbia 1975.

Dental h y g i e n i s t s graduztes of t h e Univers i ty of 3 r i t i s h Coluiibia 1970-4,.

Year Gradu-ates iimiber l i c e n s e d Eurnber $ a t t r i t i o n t o p r a c t i c e 1975 l o s t

C e r t i f i e d den ta l a s s i s t a n t s graduates of Vancouver C i t y College 1972-4.

Year Gradu.ates Number l i c e n s e d Hu-nber $ a t t r i t i o n t o p r a c t i c e 1975 l o s t

--

T o t a l s 113

C e r t i f i e d den ta l a s s i s t a n t s graduates of t h e College of iiew Caledoiiia, 1970-4.

Year Graduates Number l i c e n s e d Nuraber $ a t t r i t i o n t o p r a c t i c e 1975 l o s t

T o t a l s 85

--- T o t a l s

The dental aux i l i a r i e s studied would l i k e t h e i r profess-

ional associations t o get involved i n wage negotiat ions,

negotiation of benef i ts , and continuing education. The

c e r t i f i e d dental a s s i s t a n t s were sonewhat i n favour of t h e i r

professional association forming a union but the dental hygien-

ists were s l i g h t l y against t h e i r professional association

f om-sing a union. Cer t i f ied dental a s s i s t an t s wanted t h e i r

professional associatioiz t o ge t involved i n wage negotiat ions,

whereas, the dental hygienists vere l e s s i n Tavour of t h e i r

professional association ge t t ing involved i n wage negotia-

t ions .

Overall Job Sa t i s fac t ion

The overall job s a t i s f a c t i o n score i s derived from question

1 0 of the questionnaire ( see Appendix A ) . Overall job

sa t i s fac t ion was measured on a typical 5 - point Liker t type

scale , vrith a score o f 1 representing "strongly agree", and a

sco2e of 5 represei~t ing "strongly disagree. " Tzble I X

presents the mean scores f o r each of the groups studied and

the mean score f o r a l l the dental aux i l i a r i e s studied. ( Lower

mean scores indicate higher l eve l s of sa t i s fac t ion ) .

Overall Job S a t i s f a c t i o n ( Ireail Score on a 5 - po in t Sca le )

30 th g r o u p of c e r t i f i e d d e n t a l a s s i s t a n t s s t u d i e d had

r

k u x i l i a r y

Dental I iygienis t s Univers i ty of 3 r i t i s h Colu.iabia

C e r t i f i e d Dental A s s i s t a n t s Vancovmr C i t y College

C e r t i f i e d 3ei i ta l A s s i s t a n t s College oT L ;e~ i Caiedoilia

T o t a l s

a h igher l e v e l of o v e r a l l job s a t i s f a c t i o n than t h e den ta l

hygienis-Ls. ( which i s con t ra ry t o what one might expect ) .

n

62

62

51

175

Sa t i sTac t ion with Job, Znployer, Pay, and YorB Group

5ean Score

2 37

2 . 12

2.12

2.23

The a t t i t u d i n a l ques t ions designed t o explore s a t i s f a c t i o n

wi th -the job, einployer, pay, and work group were rneasured on a

t y p i c a i 5 - p o i n t L i k e r t type s c a l e , wi th a score of 1

represen t ing " s t r o n g l y agree", and a score of 5 r e p r e s e n t i n g

"strongly d isagree ." Table X p r e s e n t s t h e mean scores f o r

s a t i s f a c t i o i i v i t h t h e job f o r each group of denta l a u x i l i a r i e s

s t u d i e d , Table X I s a t i s f a c t i o n wi th einployer, Table X I 1

s a - t i s fac t ion with pay, and Table X I I I s a t i s f a c t i o n n i t h work

group. The d i r e c t i o n of agreement between the mean scores i s

n o t always p o s i t i v e . Two "negat ive" ques t ions were asked ( see

Table X I , Colu.m 3 and t h e l as t C o l u i . of Table X I 1 1 ) with

t h e s e two ques t ions a h igh score i s good, which i s t h e r e v e r s e ,

of a l l t h e o t h e r ques t ions .

S a t i s l a c t i o i i wi th the J o b

There vras a marked d i f fe rence between den ta l hygiel l is ts

and c e r t i f i e d d e i ~ t a l a s s i s t a n t s on hov; they f e l t t h e i r s k i l l s

were being u t i l i z e d , The inajori ty of t he c e r t i f i e d den ta l

a s s i s t a n t s f e l t t h e i r s k i l l s were f u l l y u t i l i z e d ,

t o t he den ta l hyg ien i s t s who d id no t f e e l t h e i r s k i l l s were

be ing f u l l y u t i l i z e d ( see Table X ) ,

The den t a l a u x i l i a r i e s s tud ied d id n o t f e e l they had

adequ.ate opportuni ty f o r advancenent. Dental hyg i en i s t s

f e l t they had l e s s f o r advancenent compared

the two groups of c e r t i f i e d den t a l a s s i s t a n t s ( see Table X ) .

The den t a l a u x i l i a r i e s s t ud i ed f e l t t h a t t h e i r p a t i e n t

l oad w a s adequate, they f e l t t h a t t h e equipment and supp l i es .

they had t o work with was adequate and we l l maii~taiized, and

they esjoyed pe r foming t he day t o day a c t i v i t i e s of t h e i r

5ob ( see Table X ) .

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The d e n t a l a u x i l i a r i e s s t u d i e d f e l t t h e i r employer had

confidence and t ru-s t i n them, they f e l t t h e i r employer was

con2eteii-i;, they f e l t t h e i r eiilployer was r i i l l i i l g t o l i s t e n t o

t h e i r -p 'c7~le . ;s , and they d id n o t f e e l t h & t Lhelr e . ~ - l o y e ~ was

sLuSScrn ( see TsS.'-e 5: ) .

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n 1 ,,iei-e I-5.s cor-isiderable d i K e r e n c e 3et1;een deil tal hygien-

is ts and c e r t i l i e d d e n t a l a s s i s t a n t s as t 3 t h e i r s a t i s f a c t i o n

wi th pay. C e r t i f i e d d e n t a l assistants were l e s s sa - t i s f i e d with

t h e i r pay than den ta l h y g i e n i s t s ( see Table X I 1 ) .

The d e n t a l a u x i l i a r i e s were i10t s a t i s f i e d with t h e f r i n g e

b e n e f i t s provided by t h e i r eaployers . The f r i n g e b e n e f i t s

they were t h e l e a s t s a t i s z i e d wi th weze a p e n s i m p lan , lmif~n-:

allowance, and overtime pay ( s e e Table XI1 ) .

S a t i s f a c t i o n wi th IJor!; Group

The d e n t a l a u x i l i a r i e s f e l t t h a t o t h e r menbers of t h e

o f f i c e staff were f r i e i ~ d l y and easy t o g e t a long wi th , they

f e l t t h a t o t h e r members of t h e o f f i c e staff provided t h e he lp

needed so t h a t they could p lan and organize work ahead of t ime,

they f e l t t h a t o the r nenibers of t h e o f f i c e staff were conpetent ,

and they d i d n o t f e e l t h a t o t h e r nerioers of t h e o f f i c e staff

were boring ( see Table XI11 ) .

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s t u d i e d i n t h i s survey, d e n t a l a u x i l i a r i e s were l e a s t satis-

f i e d with t h e i r pay and f r i n g e b e n e f i t s . They were genera l ly

s a t i s f i e d wi th t h e i r employer, t h e i r work group, and t h e i r job

( al though t h e denta l h y g i e n i s t s and both groups of c e r t i f i e d

d e n t a l a s s i s t a n t s f e l t t h a t they d id n o t have adequate opport-

mi t y f o r advancement ) .

Turnover

Ten d e c i ~ a l f o u r percent of t h e respondents who answered

t h e ques t ion on t h e number of hours worked p e r week ( ques t ion

23, see Appendix A ) were wenployed ( see Table XIV ) .

TABLE X I V

Unecployed 2 e n t a l A u x i l i a r i e s

Auxi l i a ry

Dental ~ ~ Q i e n i s t s Unive r s i ty of 3 r i t i s h Colunbia

C e r t i f i e d Dental A s s i s t a n t s Vancouver C i t y College

C e r t i f i e d Dental A s s i s t a n t s College of Ifevi Caledoizia

T o t a l s

i ~ u ; l b e r Unemployed

Respondents $ of Respond- e n t s Unenploy- ed

Fourteen d e c i z a l e i g h t 2e rcen t of t h e deii tal h y g i e n i s t s

vho a i~sv~ered t h e ques t ion on t h e number of hours vaorlied per

week ( qEest ion 23, Appendix A ) vaere menployed, ( 3.2% )

worked between 1 and 1 2 hours a week, ( 6.65 ) worked between

13 and 24 hours a week, ( j b . l$ ) worked between 25 and 36

hours a week, a;:d ( 21.3,; ) worked 37 o r 1-zore hours a week.

The reasons given f o r n o t vrorliing a t t h e 2 resen t tirne among

t h e nmiber unenployed were pregnancy, marr iage, domestic

reasons , and o t h e r .

Eight decimal t w o percent of t h e c e r t i f i e d den ta l assis-

tarits f r o a Vanco-cver C i t y Gollege who answerec? t h e q r e s t i o r ~

012 t h e il~~,!ber c;" ;io-.x-s worked p e r weel; ( ques t ion 23, Appendix

A ) were une:-.q;loyed, ( 1.6% ) worked between 13 a d 24 hours

p e r xeek, ( 41.0$ j worked between 25 a d 36 hours a week,

and ( 49.2$ ) worked 37 o r more hours a week. The reasons

g iven f o r n o t working a t the p resen t time aixong t h e iivzilber

uneiilployed were p e p a n c y , l e a v i n g t h e d i s t r i c t , and o the r .

Seven decimal e i g h t percent of t h e c e r t i f i e d d e n t a l assis-

t a n t s from t h e College of Kew Caledonia who answered t h e

ques t ion on t h e number of hours worked per week ( ques t ion 23,

Appendix A ) were unemployed, ( 2.0$ ) worked between 13 a d

2& hours a week, ( 43.1% ) worked between 25 and 36 hours a

week, and ( 47.1% ) worked 37 o r more hours pe r week. The

reasons given f o r i10t working a t t h e prese- l t -Ll:ie ai:loilg the

i x n b e r ~ l e n ~ l o j ~ e d vaere p?epai icy , h e a l t h , l eav ing t h e d r s t r i c t ,

aild o ther .

m LI-.rao-~er oi. t he deiiiral a u x i l i a r i e s s t u d i e d inc ludes

those ti110 have l e f t the 2 ro fess ion and those a110 have c11ani;ed

eiiiployers. The t o t a l turnover of t h e d e n t a l a u x i l i a r i e s s tud ied

can he seen i n Table X V . It i s d i f f i c u l t t o nake in fe rences

I r o x t h e d a t a on turnover because of t h e s h o r t per iod of t i i i~e

soiae of 'he a u x i l i a r i e s have been i n t h e work fo rce and

Because a high percentage of thein expressed a d e s i r e t o re tur?~

t o work in t h e f u t v r e . :&at can be seen i n t h e d a t a is t h e

l a r g e number of c e r t i f i e d d e n t a l a s s i s t a n t s from Vancouver C i t y

College who have l e f t t h e p ro fess ion and t h e apparent tendency

or" d e n t a l h y g i e n i s t s t o change employers n o r e ' f r e q u e n t l y than

c e r t l f i e d d e n t a l a s s i s t a n t s .

TA

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Zob S a t i s f a c t i o n Cross tabu la t ions '

There was a tei-idency f o r t h o s ;a1 a u x i i i a r i e s viork-

i i ? ~ feiier :lours p e r wee:: t o r e p o r t g r e a t e r job s a t i s f a c t i o n ,

as s h o ~ m i~i Table XY1.

TABLE XVI

Job 3at isfact ioi- i a ~ d Kours :lor!;ed i , - ,eel;

- - ~ ~ o c r s i:orl;ed p e r weel:

Chi square ar ta lysis shows t h i s r e l a t i o n s h i p t o be s ign i f i ca i i t 2 a t t h e 0.001 Level o f p r o b a b i l i t y ( x = 25, d/f= 1 ) .

- S a t i s f i e d

-- D i s s a t i s f i e d

To ta l

K O s i g n i f i c a n t r e l a t i o n s h i p was found between j o b satis-

f a c t i o n a a d : presen t r e s idence , age, ~ ~ ~ a r i t a l s t a t u s , and yea r

of gradu.ation.

25 - 36 11=

62

18

80

37'

36

29

67

Tota l

100

47

147

i

Tx'esent 2 e s i d e i ~ e Crosstabv.latiol~,s

iIc l sl;;;ll;.ficri-lt r e l a t i o i ~ s h i p was foijild Ze-hieen ;jreseil-t

A ;-e s :iGeilce ani : aze , i:ari-i;al s atu us, aid y e a r of gradua-';Lon.

I?~::iljer oi" ;:ours .;or:;eci per .:eek Cross tabula t ions

There ?vas a tendency, a l though no t s i ~ n i f l c a n t , f o r those

d e n t a l a u x i l i a r i e s vrho work i i l a tovm o r mal l c i t y , o r i n a.

su.bv.r'oai? a r e a izear a l z r g e c i t y t o worli 25 - 36 hours a week

as coixpared t o d e i ~ t a l a u x i l i a r i e s i n l a r g e c i t i e s who a r e co re

l i k e l y t o work 37 o r nc re hours a week.

There w a s a tendency f o r t h c s e den ta l a u x i l i a r i e s who

viere sirzgle -to work a 10i1;;er n w ~ b e r of hours p e r week compared

t o t h e n z r r i e d den ta l a u x i l i a r i e s , as shown i n Table 3111.

I;oUrs =rl:ed pe r week

'v'ilen2l oye d

1 - 1 2 hours

13 - 2b hours

25 - 36 lzours

37+ lzours

T o t a l

i ; a r i t a l S t a t u s

n .,hi sqv.are a n a l y s i s s h o w t h i s r e l a t i o n s h i p t o be s i g n i f i c a n t

a t t h e 0.025 l e v e l of jy?obsbili ty ( xZ= 11.6, d/f= li ) .

There i s a tenclency f o r r e c e n t graduates t o v!orB a g r e a t e r

nvn'aer of hovrs p e r weel: as conpared t o those d e n t a l

au .x i1 iar i .e~ : ~ h o have been i n t h e work f o r c e f o r a nunber of

yea r s ( see Table X V I L I ) .

Unenj?l oy e d

i - 1 2 horns

13 - 24 hours

25 - 36 1zou.r~

37-t hours

T o t a l s

TABLE X V L I I

Iioours ldorked pe r ;!eek and Gradyear

Gradyear 1970 1971 1972 1973 1974 T o t a l s

Chi square a n a l y s i s shows t h i s r e l a t i o n s h i p t o be s i g n i f i c a n t

a t t h e 0 . O O i 5 l e v e l o f p r o b a b i l i t y ( x2= 37.9, d/f= 1 6 ) .

Tdo s i g n i f i c a n t r e l a t i o n s h i p was found between t h e number

of hours worked p e r week and age.

Chapter I?

aISGUSS 101:

The den ta l a u x i l i a r i e s s t u d i e d i n t h i s survey tend t o

l i v e close t o where they took tho ir t r a i n i n g , Xiilety-three

percent o f t h e c e r t i f i e d den tz l a s s i s t a n t s t r a i n e d a t Vamou-ver

C i t y Zollege, l i v e on t h e 1oi;er naki land; ( 7 3 ) of t h e den ta l

hy , - ie i~ is t s t ra i i ied a t t h e m i - ~ e r s i t y of C r i t i s h C o l ~ S b i a , l i v e

on t h e lovier i a in la i id ; and ( 735& ) of t h e c e r t i f i e d d e n t a l

z s s i z t a i ~ t s t r a ined a t t h e College o f ~Teiv Caledonia, Pyince

C E G ~ , - * ,e , - - i ~ ~ ~ h e ~ i ~ r Lie p s s i b l e

J-7 e;:p.'_a;iatlc;~ :?GY bile 1o:rer pt?rceii-tage ~f 6entzL a ~ ~ i s t a l i t s

tTaii1ed ii; F ~ i i ~ c e George re~ilaining i n nor the rn 3 r i t i s h Colu,lbia

Is t h a t d e n t i s t s from t h e lower mainland a c t i v e l y r e c r u i t t h e

PL-ince George graduates because of t h e shortage o f c e r t i f i e d

dex ta l a s s i s t a n t s a v a i l a b l e i n t h e 1 ower izainland. The

d i s t r i b u t i o n o f d e n t a i a u x i l i a r i e s i n B r i t i s h Columbia i s

d i r e c t l y c o r r e l a t e d t o t h e d i s t r i b u t i o n of d e n t i s t s because

t h e llRules and 2egu la t ionsn of t h e Dental Act s t a t e t h a t d e n t a l

a u x i l i a r i e s must be supervised by a d e n t i s t i n n o s t job

s i t u a t i o n s . Los t of t h e d e n t i s t s i n 3 r i t i s h Columbia a r e

concentrated i n t h e lower mainland, a l e s s e r concent ra t ion

e x i s t s iil V i c t o r i a and t h e Okanagan, and a few a r e found ii?

r u r a l a reas ( see Table XIX ) .

7 - T o t a1 l ~ u r ~ b e r

Region of d e n t i s t s

F rase r Val ley 114,

Xooteilay

iTorthern

G!;anagail

Vancouver

Vane ouver

V i c t o r i a

A d e n t a l a u x i l i a r i e ' s d e c i s i o n as t o where ill t h e province

she is going t o p r a c t i c e xay be z f f e c t e d by where she t akes

h e r d e n a l t r a i n i n g . If t r a i n i n g prograxaes were " s e t up" i n

a r e a s of need, then d e n t a l a u x i l i a r i e s t r a i n e d in t h e s e a r e a s

~rou.ld l i k e l y renai i i t h e r e ,

The i i u ~ ~ b e r of ,-radv.ate d e n t a l hy;;.ienists from t h e Univer-

s i t y of 3 r i t i s h Columbia n o t l i c e n s e d t o p r a c t i c e i n 1975

( 1 0 s ) i s l o s e r than t h a t of t h e c e r t i f i e d d e n t a l a s s i s t a n t s

froi? Vancouver C i t y College ( 20$ ) , and t h a t of t h e c e r t i f i e d

d e n t a l assista-its fro;:, -Lhe Col lese of Kes? C a l e d ~ i l i a , Fr ince

George, ( 15;; ) . It i s diiYicu;t t o draw co:iclusions fro12

I 7 mese f ind ings because soze cf t h e graduate den ta l a u i i i a r i e s

i10t l i c e a s e d in 1975 nay pa:T t h e i r l i c e n s i n g f e e s i n a f u t u r e

y e a r m d even though a den ta l aux i l i s r j r i s l i c e n s e d t o p r a c t i c e ,

she ---- :.lay have paiG h e r l i c e n s i n g f e e and n o t vrozked a t a l l .

The d e x t a l a u x i l i a r i e s s t u d i e d would l i k e t h e i ~ profess-

ioi2al a s soc ia t io i i s t o g e t involved i n wage n e g o t i a t i o n s ,

n e g o t i a t i o n of b e n e f i t s , and cont inuing educat ion. They were

n o t s t r o n g l y i n favour of t h e i r p r o f e s s i o n a l a s s o c i a t i o n s

fonniii&- a vnloii, e s p e c i a l l y , t h e d e n t a l h y g i e n i s t s svrho were

s l i g h t l y a g a i n s t t h i s .

A l e s s e r i imber of t h e d e n t a l h y g i e n i s t s f e l t t h a t t h e i r

s k i l l s were f u l l y u t i l i z e d as conpared t o t h e c e r t i f i e d den ta l

a s s i s t a i z t s f rom Vaizcocver C i t y College and t h e c e r t i f i e d den ta l

assistants fron t h e C o L l e ~ e el :'e~.; Caledoi~ia . Dental lzygiei-i-

i s ts in p r a c t i c e a r e n o t y o v l d i n g ,Gaily of t h e s e r v i c e s they

t r a k i e d and l i c e n s e d t o f ab r i ca te a conplete denture , y e t they

r a r e l y c o n s t r u c t a d e i ~ t u ~ e for a s a t i e n t . There a r e functioizs

vhich t h e h y g i e n i s t s a r e t r a i i ~ e d t o perforr.1 but a t t h e p resen t

t i n e t h e "Xcles a ~ d Regulations" o f the Dental Act p r o h i b i t

-' 1 me,, LYo;: 2 T ~ ~ i d i i l g t h e s e s e r v i c e s f o r i ; a t i e i~ t s . For e3cai.n-$le , ;I c;i- of E r i t i s h Co11tr;i- 'the Ge;-~tal 11;jrgiene st.ude:-its a t t h e 'u'i-,lver-ar '

b i a a r e t r a i n e d t o ijre$aTe and T i l l c a v i t i e s but a t t h e ;resent

*. b m e they caiil-t 1e;;ally i~erfor.:; t h i s s e r v i c e ii1 genera l p a c t -

i c e .

The beiztal a u x i l i a r i e s were genera l ly s a t i s f i e d v;i%h

t h e i r job. I.:ost of the;:& f e l t t h a t t h e i r patieizt load vras

adequ.ate, t h a t t h e equipmizt and supj j l ies they had t o viorl;

w i t h viere adequate , and they eajoyed perforinkfig t h e day t o day

a c t i v i t i e s of t h e i r job.

The d e i ~ t a l a u x i l i a r i e s d i d n o t f e e l t h a t they had adeqv-ate

oppor tua i ty f o r advai~cenent . Th i s nay be due t o s e v e r a l

reasoils. 2y l a v , a d e n t a l a u x i l i a r y ( iil most job s i tu .a t ions )

ii~u.st war:; wider t h e suyervis ioi l of a d e n t i s t . A d e n t a l a u x i l -

i a r y can never o.rm a d e n t a l p r a c t i c e . There a r e very rev;

cont inuing educaJ~ion c o w s e s a v a i l a b l e f cr d e n t a l a u x i l i a r i e s

t o upgrade t h e i r edu.cation.

k t t h e p r e s e a t i n 3ritish C o l w b i a , no c r e d i t i s o f fe red

f o r exi3erience gained on t h e job o r gained through f o r m a l

educat ion courses. If a c e r t i f i e d den ta l a s s i s t a n t v:anted

t o becone a den ta l hygieizist she would have t o take t h e

conplete curricv.lu~;l, receivi l lg no c r e d i t f o r previous edu-c-

t io i l a l exi2erience. The sane s i tu .a t ion would face a d e n t a l

hyg ien i s t who waated t o becone a d e n t i s t ,

Liost oP t h e d e n t a l a u x i l i a r i e s s tud ied were s a t i s f i e d

wi th t h e i r r e l a t i o i ~ s h i p v ; i t l l t h e i r expl oyer : they f e l t t h a t

t h e i r en$loyer had confidence 2nd t r u s t i n the;;, they f e l t

that t h e i r eni210yer w a s w i l l i i lg t o l i s t e n t o t h e i r problei.:~,

t h e y f e l t t h a t t h e i r enployer was conpetent , and they d id n o t

f e e l t h a t t h e i r employer w a s s tubborn.

I n genera l , t h e d e n t a l a u x i l i a r i e s were s a t i s f i e d with

t h e i r work group: they f e l t t h a t t h e i r o f f i c e staff was

f r i e n d l y and easy t o g e t a long wi th , they f e l t t h a t o t h e r

ceinbers o f t h e o f f i c e staff provided t h e h e l p needed so t h a t

they could p l a n and organize work ahead of t h e , they f e l t

t h a t o the r riiesbess of t h e o f f i c e staff vere conpetei-it, and

t h e y did no t f e e l t h a t otl ier i-.~ei-r~ber of -tLe o E i c e staff liere

b o r i ; ~ g .

There was considerable v a r i a t i o n be tween denta l hy

ists and c e r t i f i e d den ta l a s s i s t a n t s as t o s a t i s f a c t i o n with

pay. The d e n t a l h y g i e n i s t s f r o n t h e Univers i ty of B r i t i s h

Coluxbia were s a t i s f i e d with t h e i r pay, while the c e r t i f i e d

den ta l assistaiits from Vancouver C i t y College and the c e r t i -

f i e d d e ~ t a l a s s i s t a n t s from t h e College of Gevr Caledonia

irere i ~ o t s a t i s f i e d with t h e i r pay.

Dental h y ~ i e i ~ i s t s in n r i t i s h Co1ui;bia receive a "good"

s a l z r y b e c a ~ s e 02 t h e high del-land f o r t h e i r services . They

a r e l i c e n s e d t o perfor;: i;;any ol" t h e s e r v i c e s ethic11 d e n t i s t s

cons ider t o be "rou-tine aad boring". I n t h e College of Dental

Surgeons of E r i t i s h Colu;-~bia Fee Sclzed-de, t h e f e e s f o r the . . seZvi:es provided 537 a i l y c ; ~ e - ~ ~ r ; t aTe the s a l e as i f they wen?

p o v i d c d 2; a d.ei-Ltist. So t k a t r l - i y ~ i ~ i l l s t cZi> inc rease a

ciei-1-Llsls a c t L-ico..e.

T- - A I L ; , ; e~~erz l t h e cieil-kal a u x i l i a r i e s viere i20t s a t i s f i e d

~ i i t l ~ the f r i n g e b e n e f i t s p o v i d e d by t h e i r exployer . They

were n o t s a t i s f i e d with : n e d i c a l insurance, pensiori p lan ,

~.i,a-Leraity l e a v e , mi f oriii al lowance, ai?d o v e r t h e pay. They

Ill

were so?.lev:hat s a t i s f i e d with cont inuing education courses

provided and d e n t a l b e n e f i t s .

Tlze decital. h y g i e n i s t s f roiii t he Universi ty of 'Durit is11

C o17. -.A -7'~i.a :iho coi.?pleted t h e survey e2Alibited a higher r a t e

o f chailgillg e i ~ p l o y e r s ( 14.8$ ) as coiqared t o t h e c e r t i -

f i e d deiita; assistants f r o n Vancouver C i t y College ( &. 2;: ) , a:id t h e c e r t i f i e d den-tal assistaizts fro^ tile College ol" ;lev;

Caledonia ( 7.85 ) . Tlze d e i ~ t a i hyg ien i s t i s r e l a t i v e l y

;,lobile i i ~ t h e sense t h a t moviiz~ fro::. p r a c t i c e t o p r a c t i c e

does n o t r e q u i r e c a p i t a l expenditure and h e r s e r v i c e s have

a high demand a t t h e p resen t ti:.le, The rezsons given by t h e

d e * ~ t a l a u x i l i a r i e s f o r l e a v i i ~ g t h e i r last job were : pegnailcy

( 335 ) , :-iari5age ( 3; ) , h e a l t h ( 3s ) , l eav ing t h e d i s t r i c t

( 1 0 5 j , doi.zestic r e a s o i ~ s ( 33 ) , and v o l u i t a r y turnover

( 4E$ ) .

The f irst h j q ~ t h e e t e s t e d i n t h i s s tudy must be r e - -7-

jec-ted b e c a - ~ s e t h e r e s u l t s d id n o t show t h a t den ta l hygien-

i s ts e;.rl.l17aited a g r e a t e r z . ~ o u n t o f o v e r a l l job s a t i s f a c t i o n

as cozpared t o c e r t i f i e d den ta l assistats ( see Table I X ) .

The secoizd hy:sotl~esis t e s t e d i n t h i s study ;.lust be accept-

ed because t h e r e s u l t s showed t h a t a d i s s a t i s f i e d deii tal

a c x i l l a r y i s nore l i k e l y t o leave he r job than the s a t i s f i e d

a u x i l i a r y ( see Table XX ) .

Ti252 jix

Job Satisfaction m d ?ui?iiove~

1. ---: >L i t i ~ l : Z G ~ L L : ~ ~ C 0 ~ 1 3 1 . A-I- L bee of the Children 's Dent21 ILealth Research Fro jec t . Chl16zeii '~ 3eiital ;Tez.: th 2esearch ?-lo ,j e c t 2 e p o ~ t . Tic-koria : <i'.ee;:'u 1.i-inter, 1975, P. 11-2.

That t h e p r o f e s s i o ~ l a l a s s o c i a t i o n s of den ta l a u x i l i a r i e s

i i ~ coi1j;l;lction wi th t h e College of i lental Surgeons of

- - 2 .C blsii Co1u;ibia develo;, evening arid lieelrend cont inuing

e d ~ ~ c a t i o n programs f o r e x i s t i n g d e n t a l a u x i l i a r i e s .

That tile p ro fess iona l a s soc ia t ions of den ta l a u x i l i a r i e s

i n con5~fnctioi1 wi th t h e College of Dental Swgeoizs of

3 r i t i s h Colwfi ia develop conthv- ing educat ion prograrx

f o r t h e nor the rn a i d r u r a l a reas of 3 r l t i s h Coluribia.

3 That trainin;; f a c i l i t i e s f o r denta l a u x i l i a r i e s be

e s t z b l l s h e d i n d e t e m i n e d a r e a s of need, f o r exar;~ple,

a schcol of derital hygiene a t Pr ince George.

I ! , . That t h e p ro fess iona l a s soc ia t ions of den ta l a u x i l i a r i e s

pub l i sh a s a l a r y s c a l e corx;iei~surate with d e n t a l a u x i l i a r y

L-* . IA al ixi ig , experience, and resi;oi-isibility.

5 m That t h e p ro fess iona l a s s o c i a t i o n s of d e n t a l a u x i l i a r i e s

pu3 l i sh a l i s t of den ta l aux i l i a ry s t a t u s and b e z e f i t

e n t i t l e r i ~ e n t . 6. That t h e p r o f e s s i o n a l a s s o c i a t i o n s of den ta l a u x i l i a r i e s

i n c o i ~ j ~ l c - t i o n v i t h t h e College of Dental Surgeoizs of

3 r i L i s h Colux1'10ia develop a career - ladder type of p r o p a x

where d e n t a l a u x i l i a r i e s could u p g r a d e themselves

Introduc-Lory l e t t e r

Gues-tioixiaire

F o l l ~ u ~ - u p f e t t e r

Yours t r u l y ,

John Gercsak

- .

Ii" yo^ are 7,10~;;ii1g as a c e r t i f i e d deiiJial a s s i s t a n t ,

ailsver t h e qu-estion iiz r e l a t i o n t o your p resen t job.

If you are vrorkiiig a t a c r e than one jo5 as a c e r t i f i e d

den ta l a s s i s t a n t , answer the ques t ions i n r e l a t i o n t o

the job where you vrorl; t h e n o s t ~ O L T S . - IT you. a r e n o t woriiiiig as a c e r t i f i e d den ta l a s s i s t a n t

iiovr, aiisa.fer t h e ques t ions i n r e l a t i o c --to your las t

c e r t i f i e d d e n t a l a s s i s t i n g jo3.

: Deiital h y g i e n i s t was used i n those ques t ionna i res s e n t den ta l h y g i e n i s t s .

7.

I would like m

y dental assistants

association to get involved in:

a. wage negotiations

b. negotiation of belief its

c, forming a union

d. continuing education

8,

?,:y employer is stubborn.

9.

My patient load is adequate.

10. I feel I am satisfied with iny job

as compared to other people with

the same amount of education and

training.

11. Other members of the office staff

are competent.

12

. l'2

y employer has confidence and

trust in me.

1

13. The office staff is friendly and

easy to approach.

1

lh. The equipment and supplies I have to

work with are adequate and well

1

maintained,

15. f

:y employer is willing to listen to

my proble~ils .

16. Zonsidering n

ly training, experience,

and effort I put into my work, I an

1

satisfied with my pay.

17. Other members of the office staff

are boring.

. b i l e you were growing e ighteen , what kind of i n f o r t h e n o s t p a r t ?

1. r u r a l o r farm 2 . town o r s n a l l 3. suburban a r e a 4. l a r g e c i t y

up - say until you were comiunity d id you l i v e n c i t y n e a r a l a r g e c i t y

The corxiuni'iy you now r e s i d e i n is: r u r a i or fani tovm o r s n a l l c i t y s u b w b z i a r e a nea r 2 l a r g e c i t y l a r g e c i t y

S i r thday : under 20 yea r s 20 - 25 y e a r s 26 - 30 y e a r s 31 - 35 year s over 35 yea r s

Xarital s t a t u s : 1. s i n g l e 2. married 3. widovred L!,, divorced 5. separa ted

Year of graduat ion: 1970

hours do you vacr!; p e r week ? unenpl oye d 1 - 1 2 hours 13 - 24 hours 25 - 36 hours 37 o r more hours

If y o u a r e n o t working as a c e r t i f i e d dentai a s s i s t a n t now, h o ~ i long d id you work 7 ( no t n e c e s s a r i l y ~ o n t l n u o u s )

1, l e s s than 12 i,loilths 2. 1 2 - 24 Y A O ~ I ~ ~ S

?. 25 - 36 li~oilths 4. 37 - 4C r ~ o n t h s 5. g r e a t e r than laonths 6. i ~ c - t app l i cab le ( working )

T .@ y c r are iLot iior::ing as a c e r t i f i e d d e a t s l assist%ii-i-'c i-iOTV;, dc you ever p l m t o r e t u r n t o iiork as a d e n t a l a s s i s t z n t , e i t h e r occas ional ly , f v l l , o r ~ a y t t i n e ?

1. yes 2. 110 3 . n o t app l i cab le ( working )

If you a r e n o t working as a c e r t i f i e d denta l ac;sistaiit now, d i d you q u i t liorking f o r any c i t h e Zollovrrin~; reasons ? ( answer only one )

1. g r e p a i l c y 2 . ;.la;-ria"e 3 . h e a l t h 1 . l e a v i n g t h e d i s t r i c t 5 , doxes t i c reasons 6. o t h e r 7 . n o t a2p l i cab le ( a o r l ~ i n ~ )

Y o u r s

J ohit G e rc s a:; XSX SaiidiGate S ico i i F r z s e r University

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