The supporting factors that encourage nurses to remain working in government hospitals in Thailand.

Abstract

This research aims to explore the supporting factors that influence nurses to remain working in government hospitals across Thailand. Given the increasing demand for healthcare services and the critical role of nurses in delivering quality care, understanding the reasons why nurses choose to stay in public healthcare institutions is essential for effective workforce planning and policy development. The study sets out to achieve several goals. Firstly, it seeks to identify both internal and external factors that contribute to nurse retention. These may include elements such as job security, organizational culture, career development opportunities, and personal values. Secondly, the research evaluates the significance of each factor in order to prioritize strategic actions. The ultimate goal is to provide recommendations to hospital administrators and policymakers that can lead to more sustainable human resource management practices. The scope of this study focuses on full-time registered nurses currently employed in government hospitals under the Ministry of Public Health and other affiliated public healthcare agencies in Thailand. The data collection combines both quantitative and qualitative approaches, including surveys from 9. Findings reveal that job security and civil service benefits are the strongest drivers of retention. Opportunities for continuing education, professional growth, and a stable work environment also play a central role. Team support, a sense of public service, transparent promotion systems, and fair compensation further reinforce the decision to remain in the government sector. The study also highlights the importance of addressing potential risks to retention, such as burnout and insufficient leadership support. By improving work environments, fostering job satisfaction, and strengthening organizational commitment, healthcare administrators can implement targeted strategies to reduce turnover. In conclusion, this research offers practical insights into the motivations and needs of nurses in public hospitals. Addressing these factors through supportive policies and effective leadership will not only improve nurse satisfaction but also stabilize the nursing workforce. Ultimately, these measures enhance organizational performance and ensure better quality of patient care. Furthermore, the proposed model can be applied beyond government hospitals, making it relevant for a wide range of healthcare organizations seeking to improve retention and sustain a skilled nursing workforce.