Dental therapists' professional role and possible futures within the Malaysian dental workforce / Noor Azhani Zakaria
Introduction: The Malaysian Dental Act 2018 has recently superseded the Dental Act 1971. Under this Act, dental therapists are required to register under the Therapist Division, are allowed to work at the private practice, and treat a person up to the age of 18 years old under direct supervisi...
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Format: | Thesis |
Published: |
2020
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Online Access: | http://studentsrepo.um.edu.my/13658/4/azhani.pdf http://studentsrepo.um.edu.my/13658/ |
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Summary: | Introduction: The Malaysian Dental Act 2018 has recently superseded the Dental Act
1971. Under this Act, dental therapists are required to register under the Therapist
Division, are allowed to work at the private practice, and treat a person up to the age of
18 years old under direct supervision of dentist. It is important to assess the perceptions
among essential stakeholders with regards these changes and how it affects the future
dental therapists’ workforce. Objectives: To explore the dental therapist future
workforce dynamics across sectors (public-private) in Malaysia. Materials and
methods: In Phase 1, three parallel quantitative surveys were conducted using validated
self-administered questionnaires. Descriptive, univariate and multivariate analyses were
undertaken using SPSS Version 20. The findings in Phase 1 were integrated with
relevant data to model the supply, need and demand in a System Dynamic (SD) tool
using Vensim Version 7.3.5 from a baseline scenario in 2015 to the projected year of
2030. Four exploratory scenarios were then modelled to explore the implications of
working delegation and privatisation within the Malaysian dental workforce. Results:
Majority (>90%) of dental therapists had high job motivation with total mean score of
5.9 ± 0.51. Almost one-quarter felt dissatisfied with their pay rate (24.2%) and
promotion opportunity (20.5%). 87.6% expected to stay longer in the dental
professional and 8.3% of them had the intention to leave the government sector for
private sector. Those who foresaw working in the private sector within the next five
years were 4.14 times more likely to have the intention to leave than those who
preferred to stay in the public. About 71% of parents had a high level of acceptance of
dental therapist providing care to their children in the private settings. Younger parents
(OR=1.71, 95% CI=1.26,2.52), those who lived in the urban (3.43; OR=1.71, 95%
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CI=1.23,2.36) and of Bumiputera origin (OR=1.92, 95% CI=1.08,3.43) were the
predictors of the high acceptance level. Private dentists’ attitude towards the
employment of dental therapists at the private settings was low (15.5%) and it is
significantly related to their ownership type (p=0.01). The main perceived barriers were
cost (69.5%) and perceived lack of knowledge/skills among dental therapists (52%).
Finally, SD modelling simulation for baseline scenario shows a potential for oversupply
of public dental therapists and private dentists by year 2025 while a potential of
undersupply for public dentists throughout the simulation period. The multiple scenarios
could range from a shortfall of total public practitioners and surplus of private
practitioners by the year 2030.
Conclusion: This study highlights the perceptions on the Therapist Division stipulated
in the Dental Act 2018 among different stakeholders that can be used as a reference
source to the oral health policymakers in managing human resources. Findings
portrayed that by increasing dental therapists’ administrative and promotion roles within
the private settings has the potential to absorb the potential oversupply at the private
sectors in the future and this scenario shows the optimum utilization of the entire dental
workforce in Malaysia.
Keyword: Dental therapist, private practice, human resource planning, policy
changes, computer simulation
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