Factors Affecting the Outlook for the Resignation of the Main Professional Personnel in Hospitals. Under the Nakhon Ratchasima Provincial Health Office

Abstract

This research is a mixed methods research with the objective for (1) To study the satisfaction and needs towards the operations of the main professional personnel in hospitals under the Nakhon Ratchasima Provincial Health Office (2) To study the factors affecting the outlook for resignation of the main professional personnel in hospitals under the Nakhon Ratchasima Provincial Health Office (3) Find ways to reduce the rate of resignation of the main professional personnel in hospitals under the Nakhon Ratchasima Provincial Health Office. The sample group in this research was the main professional personnel. 392 persons. The research instruments included: questionnaires, in-depth interviews and focus group. The quantitative data analyzes are presented in form, percentage, amount, mean and standard deviation, Relationship Analysis by Pearson Correlation. Qualitative data segments, presented by classification, distinguish and categorize data according to relevant concepts and theories. The research results were found that (1) The main professional personnel were satisfied with the overall operations at high level and the overall demand for operations was at the highest level. (2) Factors affecting the outlook for the resignation, in terms of organizational engagement, overall at the highest level. In terms of quality of life at work, the overall level was at a high level and work motivation, overall at a high level. The relationship between needs and operations of the main professional personnel, quality of life at work and organizational engagement is related the outlook for the resignation of the main professional personnel, statistically significant at 0.05. The satisfaction with the performance of the main professional personnel and the motivation of work. It was found that there was no relationship with the outlook for the resignation of the main professional personnel. (3) Guidelines that make the rate of resignation of the main professional personnel, the decrease consist of 3 elements or Q2R Model follows. (3.1) Quality of life is the main professional personnel who must have a good quality of life at work. (3.2) Relationship of organization, that is, the organization must create organizational engagement with the main professional personnel. (3.3) Requirement is that the organization must focus on the operational needs of the main professional personnel.