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In the study, 1,190 dental hygienists working in dental hospitals and dental clinics in the nation were surveyed with questionnaires in order to investigate the relationship between clinical dental hygienists’ organizational commitment, turnover intention,and the related factors. The results were analyzed with SPSS win 9.0 and the conclusion is as follows. 1. The level of clinical dental hygienists organizational commitment was 3.1 and their turnover intention was 2.7. The highest-scored factor was accomplishment desire(3.51) and the lowest-scored factor was external motivation(2.62). 2. According to the type of working place, there were significant differences among turnover intention, vacational pride, accomplishment desire, coworkers’ support. fringe benefits, fomality, communication, and work load. 3. According to the working region, there were significant differences in turnover intention, fringe benefits, formality, and work load. 4. According to the age, there were significant difference in all the other parameters except for external motivation, higher-up’s supports, and formality. 5. According to experienced-years, there were significant differences in all the parameters except for higher-up’s supports, coworkers’ support, and the formality. 6. According to the turnover history, there were significant differences in vocational pride, external motivation, coworkers’ supports, degree of centralization, communication. work load, work conflict, and work authority. 7. According to marriage, there were significant differences in all the other parameters except for accomplishment desire. external motivation, higher-up’s supports, coworkers’ supports. 8. According to the degree of burden on home, there were significant differences in centralization and work authority. 9. Organizational commitment and turnover intention showed a very significant counter-correlation. 10. Such parameters as turnover intention, higher-up’s supports, vocational pride. work conflict. external motivation, centralization, coworkers’ support, accomplishment desire, fringe benefits, and formality accounted significantly for the organizational commitment.
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