Kentar Lileth, Boyd Linda D, Vineyard Jared, McCarthy Jennifer
Massachusetts College of Pharmacy and Health Sciences, Forsyth School of Dental Hygiene, Boston, Massachusetts, USA.
Idaho College of Osteopathic Medicine and Adjunct Faculty at Massachusetts College of Pharmacy and Health Sciences, Boston, Massachusetts, USA.
J Dent Educ. 2025 Aug;89(8):1200-1210. doi: 10.1002/jdd.13828. Epub 2025 Jan 8.
The impact of effort-reward imbalance (ERI) on the decision to leave academia among dental and dental hygiene faculty in the United States (US) has yet to be explored. This study examined the effect of effort, reward, and overcommitment on turnover intention to leave academia in dental and dental hygiene faculty in the US.
Cross-sectional survey research design was conducted with a convenience sample of dental hygiene and dental faculty (n = 273) currently teaching in the US. The survey included three sections: demographics, Teacher Effort-Reward Imbalance Questionnaire (Teacher ERIQ), and turnover intention scale-6 (TIS-6). Descriptive, correlation, and regression were used for analysis.
The completion rate was 66.7% (n = 182). About 67% of the sample reported sometimes or always considering leaving their job. The effort (M = 49.53)-reward (M = 46.86) ratio was 1.11 (SD ± 0.37) suggesting slightly more effort than reward. The TIS mean was 16.32 with scores of 18 or higher suggesting intent to leave. Regression analysis found that predictors of turnover intention were effort (β = 0.315, t = 3.821, p < 0.001) indicating higher levels of perceived effort were associated with an increased turnover intention. Reward emerged as a significant negative predictor of TIS (β = -0.464, t = -7.449, p < 0.001).
The predictors of turnover intention for faculty were greater effort with lower reward. These are areas institutions need to address to recruit and retain qualified dental and dental hygiene educators.
努力-回报失衡（ERI）对美国牙科和口腔卫生专业教师离开学术界的决定的影响尚未得到探讨。本研究考察了努力、回报和过度投入对美国牙科和口腔卫生专业教师离开学术界的离职意愿的影响。
采用横断面调查研究设计，对美国目前任教的口腔卫生和牙科教师（n = 273）进行便利抽样。该调查包括三个部分：人口统计学、教师努力-回报失衡问卷（Teacher ERIQ）和离职意愿量表-6（TIS-6）。采用描述性、相关性和回归分析。
完成率为66.7%（n = 182）。约67%的样本表示有时或总是考虑离职。努力程度（M = 49.53）与回报（M = 46.86）的比率为1.11（标准差±0.37），表明努力略多于回报。TIS平均分为16.32，得分18或更高表明有离职意愿。回归分析发现，离职意愿的预测因素是努力程度（β = 0.315，t = 3.821，p < 0.001），表明较高的努力程度感知与增加的离职意愿相关。回报成为TIS的显著负预测因素（β = -0.464，t = -7.449，p < 0.001）。
教师离职意愿的预测因素是努力程度较高而回报较低。这些是机构在招聘和留住合格的牙科和口腔卫生教育工作者时需要解决的领域。
