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Retention and job satisfaction Retention and job satisfaction of rural health workforce in of rural health workforce in
ThailandThailand
Nonglak PagaiyaNonglak PagaiyaHRH Research and Development OfficeHRH Research and Development Office
Health System Research InstituteHealth System Research Institute
The 2The 2ndnd AAAH Conference AAAH Conference12-14 October 2007, Beijing, CHINA12-14 October 2007, Beijing, CHINA
Questions to be answeredQuestions to be answered
– Retention of vital health professional Retention of vital health professional in rural: doctors, nurses, primary in rural: doctors, nurses, primary health workershealth workers
– Factors affecting their turn over from Factors affecting their turn over from ruralrural
– Retention in rural and factorsRetention in rural and factors
Doctors: Leave/ intention to leave rural/ Doctors: Leave/ intention to leave rural/ publicpublic
FactorsFactors 19921992 19921992 20032003 20032003
Close to family/ hometownClose to family/ hometown
RecognitionRecognition
WorkloadWorkload
Career advancementCareer advancement
Growth/ further educationGrowth/ further education
PaymentPayment
Policy/ administrationPolicy/ administration
SupervisorSupervisor
Work conditionWork condition
Doctors: Intention to stay at ruralDoctors: Intention to stay at rural
FactorsFactors SumamanSumaman
19921992
PutasePutase
19961996
NoreeNoree
20072007
Close to family/ hometownClose to family/ hometown
RecognitionRecognition
Work itselfWork itself
AchievementAchievement
Career advancementCareer advancement
Growth/ further educationGrowth/ further education
PaymentPayment
Policy/ administrationPolicy/ administration
Work conditionWork condition
Relationship with peersRelationship with peers
Nurses: Intention to stay at ruralNurses: Intention to stay at rural
FactorsFactors Health centreHealth centre
20032003
Com hospitalCom hospital
20022002
RecognitionRecognition
AutonomyAutonomy
Career advancementCareer advancement
Growth/ further educationGrowth/ further education
Relationship with peersRelationship with peers
Appropriate shift workAppropriate shift work
Survival in rural health centres of Primary health Survival in rural health centres of Primary health workers (PHW)workers (PHW)
Survival Function
D5
403020100
Cum
Surv
ival
1.0
.8
.6
.4
.2
0.0
YEAR
2541-2545
2536-2540
2531-2535
2526-2530
2521-2525
2516-2520
2511-2515
53
7
1
2
4
6
1968-72
1973-77
1978-82
1983-87
1988-92
1993-97
1998-02
Primary health workers: turn over by age Primary health workers: turn over by age groupgroup
ReasonsReasons 1-5 yr1-5 yr 6-25 yr6-25 yr >25 yr >25 yr
hometownhometown//familyfamily 38%38% 62%62% 100%100%
Managerial deploymentManagerial deployment 15%15% 15%15%
Growth/ experience Growth/ experience enhancementenhancement
11%11% 19%19%
Seek for career Seek for career advancementadvancement
24%24% 1%1%
- HRH
- financial
-supply/equipment
- management
Organization support
motivation
Work satisfaction
leaving
Individual
family / home town, sex, education
Motivation factors
- career advancement
Maintenance factors
- Payment
Factors associate with their turn overFactors associate with their turn over
- HRH
- materials
Organization support
motivation
Work satisfaction
Retention
External
Other job hardship areas
Motivation factors
- Recognition
- work itself
- autonomy/ responsibility
Maintenance factors
- Relationship with peers
- work condition
ind: income
Factors associated with intention to stayFactors associated with intention to stay
- HRH
- financial
- materials
Organization support
Motivation
Work satisfaction
Retention
Ind. /ext
Family/ other jobs/ hardship areas
Motivation factors)
-work achievement
- Recognition
- career advancement
- growth/ further education
Maintenance factors
- Pay
-Relationship with peer
- policy/ administration
- work condition