Quality of Working Life among Public Health Personnel in Sub-District Health Promoting Hospitals, Nakhon Pathom Province

Mawisa Sukpum; Youwanuch  Sattayasomboon; Jutatip  Sillabutra; Korravarn  Yodmai

Authors

Mawisa Sukpum Master of Science Program in Public Health Administration(Special Program) ,Mahidol University, Email: mawisa2534@gmail.com
Youwanuch Sattayasomboon Department of Public Health Administration, Faculty of Public Health, Mahidol University, Bangkok, Thailand, Email: youwanuch.sat@mahidol.ac.th
Jutatip Sillabutra Department of Biostatistics, Faculty of Public Health, Mahidol University, Bangkok, Thailand, Email: juatip.sil@mahidol.ac.th
Korravarn Yodmai Department of Family Health, Faculty of Public Health, Mahidol University, Bangkok, Thailand, Email: korravarn.yod@mahidol.ac.th

Keywords:

Quality of working life, Social support, Organizational climate, Sub-district health promoting hospital, Personnel

Abstract

This cross-sectional study aims to assess the quality of work life and explore the association between social support, and organizational climate toward the quality of work life among public health personnel working in sub-district health promoting hospitals in Nakhon Pathom province. A total of 297 respondents was chosen from 60 Sub-district health promoting hospitals. Data were obtained via self-administered questionnaire from July 17 and August 31, 2023. Data analysis included descriptive statistics and the assessment of relationships using chi-square tests, Spearman's rank correlation, and multiple linear regression analysis at a significance level of 0.05.

The findings revealed that the overall quality of work-life was high (Mean = 3.82, S.D. = 0.41). Factors that were statistically significant associated with the quality of work life (p-value < 0.001) included social support (r = 0.746) and organizational climate (r = 0.724). However, no significant association were found between personal characteristics and the quality of work life. The factors predicting the quality of work life included social support and organizational climate. These two factors explained 67.1% of the variance in quality of work life (R² = 0.671).

With these findings, public health administrators and directors of SDPHP should prioritize policies and interventions that strengthen social support and improve organizational climate. Strengthening these factors can help to establish a better work environment, ultimately increasing job satisfaction and overall workforce well-being.

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