Effect of Mentor’s Role Function And Personality Characteristics on Role Stress and Organization Effectiveness of Newly-Appointed
Dental Hygienists

Hyun - Kyung Yun

Department of Public Health
Graduate School
Yeungnam University
(Supervised by Professor Han Gon Kim)


Abstract

The purpose of this study was to develop more effective mentoring program and explore the operation measures by determining the relationship among the role of mentor who supports the introductory education of newly-appointed dental hygienists, the role stress and organizational effectiveness in relation to the personality characteristics.
To achieve such objective, 214 newly-appointed dental hygienist in Daegu and Gyeongbuk were surveyed from January to May, 2013 to derive the validity and reliability level based on exploratory factor analysis, and furthermore, the correlation with the demographic variables was analyzed. To analyze the relationship among the role function of mentor, personality characteristics, role stress, and organizational effectiveness, the structural equation model was established for analysis.
The results of this study can be summarized as follows:
First, the overall confirmatory factor analysis structure model was verified. The results of the verification showed that the model with high validity was established compared to the indexes serving as general evaluation criteria in structural equation when the final model was explored based on each variable.
Second, the career structural model(overall mode) was verified by using the χ², CMIN/DF, GFI, AGFI, RMSER, NFI which were the overall fitness evaluation indexes of the proposed research model. The results showed χ²=1226.981, p=.000, CFI=.895, AGFI=.758, NFI=.777 which was deemed difficult to be considered the optimal model. That was revised, and then the overall structural model was verified. The results showed the fitness indexes such as χ²=124.940, p=.127, RMR=.027, GFI=.942, AGFI=.909, CFI=.988, NFI=.921, IFI=.988, and RMSEA=.027. This model is considered to have high validity, compared to the indexes serving as general evaluation criteria in structural equation. The Goodness-of-Fit Index(GFI), which is the measure of how the given model can explain overall data well, and the Adjusted Goodness-of-Fit Index(AGFI) are considered very excellent model in case of over .90. The AGFI was .909 which exceeded .90, while the CFI was .988, suggesting that the model fitness was excellent. The Normed Fit Index(NFI), which is used often for the research model and revised model, confirms the fitness of model if it is higher than .90. In this study, the NFI was turned out to be .921.
The significance probability was .085, which exceeded the recommended level of .05. All indexes were found to conform to the standards for fitness, and therefore, selected as the final fitness of measurement model.
Third, the results of validation of measurement model showed that the convergent validity which was equal to or exceeded 0.7 of construct reliability was designated as evaluation index.
Thus, overall indexes were over 0.7 and therefore can be said to satisfy the strict conditions for convergent validity, considering the career function of 0.90, social psychology of 0.86, personality characteristics of 0.86, role conflict of 0.77, role ambiguity of 0.74, job satisfaction of 0.70, organization commitment of 0.90, and turnover intention of 0.702. The convergent validity was evaluated based on the standardized regression coefficient value. The results showed that all variables stood at more than .05, implying that the convergent validity was secured. The method for the validation of discriminant validity involves the measurement through the Two Standard Error Interval Estimate of potential variables. If the value does not exceed 1, the discriminant validity is considered to be secured. Here, all variables did not include 1, and therefore, the discriminant validity can be considered to have been secured.Fourth, overall structural model of the proposed model was validated. The results showed χ²=128.630, p=.237, RMR=.021, GFI=.939, AGFI=.911, CFI=.993. NFI=.920 IFI=.993, and RMSEA=.020, etc., which were the indexes that met the standards for fitness. This model can be considered to have high validity, compared to the indexes serving as general evaluation criteria in structural equation.
Fifth, significant results were observed in social psychological function and role ambiguity, personality characteristics and role ambiguity, role ambiguity and role conflict, role ambiguity and job satisfaction, role ambiguity and organization commitment, role ambiguity and turnover intention, career function and organization commitment. First, social psychological function and role ambiguity(C.R.=-3.861, p=.000) were found to have negative(-) effect at the statistical significance level. In other words, the role ambiguity was found to be lower when the social psychological function was higher. The personality characteristics and role ambiguity(C.R.=-2.951, p=.003) were found to have negative(-) effect at statistical significance level. It turned out that the role ambiguity was lower as the personality characteristics was higher. In addition, role ambiguity and role conflict(C.R.=2.493, p=.013) were found to have statistically significant positive(+) effect. In other words, the role conflict was higher when the role ambiguity was higher. Moreover, role ambiguity and job satisfaction(C.R.=-5.241, p=.000) were found to have statistically significant negative(-) effect. In other words, the higher the role ambiguity was, the lower the job satisfaction was. Besides, role ambiguity and organization commitment(C.R.=-5.426 p=.000) were found to have statistically significant negative(-) effect. In other words, the organization commitment lower as the role ambiguity was higher. In addition, role ambiguity and turnover intention(C.R.=3.315, p=.000) were found to have statistically significant positive(+) effect. In other words, the turnover intention was higher when the role ambiguity was higher.
Furthermore, career function and organization commitment(C.R.=3.127, p=.002) were found to have statistically significant positive(+) effect. In other words, the support, guidance and protection activities for the mentee are considered to increase the emotional attachment and sens of unity among the mentees in the organization. This means that the organization commitment became higher as the career function is higher.
Based on the aforesaid results, it may be necessary to help control the job-related role stress of newly-appointed dental hygienist and ultimately increase organizational effectiveness by developing and applying the ''standardized role functions of mentor'' which can increase the adaptability of newly-appointed dental hygienists.