Job attractiveness and job satisfaction are important factors in the continuity of employment among healthcare professionals. The aim of this study was to assess job satisfaction and job attractiveness among dental hygienists in Japan. The Japan Dental Hygienists Association conducted a survey of the employment status of Japanese dental hygienists in 2019. Questionnaires were distributed to all 16,722 members, and 8932 were returned (Collection rate: 53.4%). Data from 7869 currently working dental hygienists were analysed in this study. We analysed seven items of job attractiveness, 14 items of job satisfaction, and 13 items of request for improving the working environment. Item response theory and structural equation modelling (SEM) were utilized for the analysis. For attractiveness of dental hygienists’ work, respondents placed greater emphasis on the fact that dental hygienists needed national qualifications rather than on income stability. SEM showed that job satisfaction consisted of two factors, ‘Value for work’ and ‘Working environment’, as did job attractiveness, with ‘Contribution’ and ‘Assured income’. Value for work affects the contribution to people, and, employment environment affects assured income. Improving job satisfaction and work environments could help to improve the employment rate of dental hygienists, which could positively influence patient care.

Dental hygienists require proficiency in a wide variety of job skills. Dental hygienists should master their job skills step by step, and the prioritization of these steps is important. In this study, we investigated the frequency at which Japanese dental hygienists performed daily jobs and attempted to classify the jobs according to the proficiency levels. The aim of this study was to surmise the order in which skills should be mastered in terms of priority and to investigate the relationship between daily jobs and the motivation for completing jobs. The Japan Dental Hygienists' Association conducts a survey on the employment status of dental hygienists in Japan every five years. The questionnaire is distributed to all members of the Japan Dental Hygienists' Association. In this study, the responses of 3,807 dental hygienists who worked at dental clinics were analyzed. We analyzed 77 kinds of daily jobs and the items regarding the motivation to work. For the analysis, item response theory (IRT), structural equation modeling (SEM), and logistic regression analysis were applied. According to the item response curve, the jobs were classified into 11 clusters. The jobs classified into Cluster 1 were the jobs that most of the average-proficiency Japanese dental hygienists performed. Scaling and root planing were the representative jobs in Cluster 1. Performing the jobs classified into Cluster 5 clearly discriminated whether the dental hygienists were performing multiple jobs. Jobs concerning care for elderly or disabled patients were classified into Cluster 5. Jobs concerning gerodontology, implants, management of staff, and consultations were significantly associated with the motivation to perform jobs. Polishing and adjustment of orthodontic apparatuses was negatively associated with the motivation to perform jobs. Understanding the features of each daily job of dental hygienists is important for planning dental hygienists' lifelong educational programs and evaluating their skill levels and proficiency levels. The results presented in this study may help to reveal the characteristics of dental hygienists' daily jobs.

Dental hygienists are in high demand due to insufficient workforce and a lack of an effective reinstatement support system. We investigated the reasons for willingness to work by analyzing the survey results of the employment status of Japanese dental hygienists conducted by Japan Dental Hygienists’ Association. In total, we mailed 16,113 questionnaires to all members of the association (response rate 53.4%). We carried out statistical analysis to determine the specific items to improve the hygienists’ working environment. Fourteen factors of working conditions that they wish to improve were determined. Structural equation modeling showed that a path, “Reduction of work volume”, “Reduction of working hours” and “Increased number of holidays” were higher than other items. A decision analysis demonstrated that most of the respondents answered “Yes” to “Improvement in working conditions including higher salary” out of those who answered, “Strongly disagree” for “Do you feel that dental hygienist work is rewarding?”. Improving workplace environment is integral to keeping high levels of work motivation and a low turnover rate. Most of the hygienists wish for a salary raise among all the conditions. The transition from conventional work styles to non-conventional flexible working patterns is needed.

In Japan, there is currently a shortage of dental hygienists. The number of dental hygienists as a workforce at dental clinical practice is not sufficient. Several factors affect career retention and job satisfaction of hygienists and these factors are considered to correlate with each other to construct networks. The aim of this study was to present a structural model of job satisfaction of Japanese dental hygienists and to determine the characteristics of unmotivated hygienists. The Japan Dental Hygienists’ Association has conducted a survey on their working environments every five years since 1981. Questionnaires were sent to all members of the association (16,113) and 8932 answers were returned. The data of 3807 active dental hygienists who worked at clinics were analyzed. Items associated with job satisfaction were derived from two latent variables, namely, the intrinsic psychosocial factors for the value of the work and extrinsic employment advantage. Based on the structural equation modeling, the association of value was higher than that of advantage. Most of the hygienists wished to continue working as dental hygienists. More than 60% felt their work required a high level of expertise. The value of the profession is deeply rooted in job satisfaction, motivation, and job retention of Japanese dental hygienists. Working environments where dental hygienists make great use of their specialized skills can lead to high career retention which prevent them from taking career breaks.

There is a shortage of dental hygienists for dental clinics in Japan. An ideal solution would be for dormant dental hygienists to re-enter the workforce. In this study, we identified the obstacles preventing these dental hygienists from re-entering the workforce. The Japan Dental Hygienists’ Association surveyed all 16,113 members about their working conditions. Among the 101 items in the questionnaire, 11 items specifically targeted the reasons why dental hygienists leave their jobs. Among 8780 responses (54.5%), 1063 were from members who had resigned from jobs as dental hygienists. Three hundred and fifty-five (34.4%) answered “Yes” to the question “I would like to return to work if conditions are satisfactory.” The most frequent cause for leaving a job was” Childbirth and child-rearing” (16.9%). “Working status/working hours” (15.7%) was the main obstacle to re-entry. Furthermore, dental hygienists with intentions to re-enter decided to leave their jobs most frequently because of “Childbirth and child-rearing” and “Working status/working hours.” Improvement of the social support system for dental hygienists is required to ensure a sufficient supply of dental health services.

Perioperative oral care management is effective in the prevention of postoperative complications, and dental hygienists play an important role. The aim of this study was to elucidate the practice and substantial role of dental hygienists in perioperative oral care management. The Japan Dental Hygienists Association conducted a survey of the employment status of Japanese dental hygienists in 2019. Questionnaires were distributed to all 16,722 members, and 8932 were returned (collection rate: 53.4%). A total of 3560 dental hygienists were working at dental clinics and 1450 (38.2%) were performing perioperative oral care management. More than 90% of them implemented conventional oral care practice. Less than half of the dental hygienists implemented treatment concerning oral functions. Only 9.9% of dental hygienists recognized shortened hospital stay as an effect of perioperative oral care management. Dental hygienists who implemented both nutritional instruction and training of swallowing function or mouth rinsing instructions recognized the shortened hospital stay effect. Overall implementation of perioperative oral care management led to shortened hospital stay. Implementation of perioperative oral care management required knowledge and skills related to systemic health conditions. A stepwise educational program is necessary for perioperative oral care management to become commonplace for dental hygienists.