Kenneth A Bolin1, Jay D Shulman. 1. Baylor College of Dentistry, The Texas A&M University System Health Science Center, Dallas 75246, USA. kbolin@bcd.tamhsc.edu
Abstract
BACKGROUND: Experienced private practitioners make up a significant proportion of dentists entering community health center (CHC) practices. The authors conducted a study to identify sources of dissatisfaction that affect the retention of these dentists and to determine current CHC dentist salaries. METHODS: CHC dentists nationwide were surveyed regarding salary and job satisfaction indicators. The authors mailed 569 surveys, and the response rate was 73.8 percent. The authors explored associations between job satisfaction indicators, salaries and dentists' intentions to leave the CHCs. RESULTS: Practitioners in private practice are the largest group of dentists recruited by CHCs (54.5 percent). However, 31.2 percent of currently employed dentists do not intend to remain in CHC dental practices. Salary was not associated significantly with the intention to leave. Years of experience, freedom of professional judgment, altruistic motivation, importance placed on loan repayment and amount of administrative time allowed were associated significantly with career change intentions. CONCLUSIONS: Periodic salary surveys can monitor factors associated with recruitment and retention of dentists in community and migrant health centers, and standardized exit surveys can identify factors causing dissatisfaction among dentists who leave. PRACTICE IMPLICATIONS: Employment opportunities in public nonprofit practices are increasing under current federal grant programs. However, unless job satisfaction issues are addressed adequately with dentists in social safety net programs, additional work force needs will not be met.
BACKGROUND: Experienced private practitioners make up a significant proportion of dentists entering community health center (CHC) practices. The authors conducted a study to identify sources of dissatisfaction that affect the retention of these dentists and to determine current CHC dentist salaries. METHODS:CHC dentists nationwide were surveyed regarding salary and job satisfaction indicators. The authors mailed 569 surveys, and the response rate was 73.8 percent. The authors explored associations between job satisfaction indicators, salaries and dentists' intentions to leave the CHCs. RESULTS: Practitioners in private practice are the largest group of dentists recruited by CHCs (54.5 percent). However, 31.2 percent of currently employed dentists do not intend to remain in CHC dental practices. Salary was not associated significantly with the intention to leave. Years of experience, freedom of professional judgment, altruistic motivation, importance placed on loan repayment and amount of administrative time allowed were associated significantly with career change intentions. CONCLUSIONS: Periodic salary surveys can monitor factors associated with recruitment and retention of dentists in community and migrant health centers, and standardized exit surveys can identify factors causing dissatisfaction among dentists who leave. PRACTICE IMPLICATIONS: Employment opportunities in public nonprofit practices are increasing under current federal grant programs. However, unless job satisfaction issues are addressed adequately with dentists in social safety net programs, additional work force needs will not be met.
Authors: Raymond A Kuthy; Michael Jones; Golnaz Kavand; Elizabeth Momany; Natoshia Askelson; Donald Chi; George Wehby; Peter Damiano Journal: Community Dent Oral Epidemiol Date: 2014-02-01 Impact factor: 3.383