Organizational Climate and Support Affecting the Quality of Work Life of Public Health Officers at Sub-District Health Promoting Hospitals Khon Kaen Province

Abstract

This cross-sectional descriptive research aimed to study the organizational climate and support that impact the quality of work life of public health officials at sub-district health promoting hospitals, Khon Kaen Province, Thailand. The population studied consisted of 1,317 public health officials working at sub-district Health Promoting Hospitals, selected by using stratified random sampling, with a sample group of 148 participants. the collection of quantitative data using a questionnaire for quantitative data collection, which was validated for content by three experts, with all items having a consistency index of 1. The reliability of the questionnaire was assessed using Cronbach's alpha coefficient of 0.98, and a qualitative in-depth interview guidelines to collect data from 12 individuals. The statistical analysis used descriptive statistics such as frequency distribution, percentage, mean, standard deviation, median, minimum, maximum and inferential statistics such as Pearson correlation coefficient and stepwise multilinear regression analysis, with a significance level set at 0.05.

The results found that the overall level of organizational climate, organizational support, and quality of work life of public health officials at sub-district health promoting hospitals in Khon Kaen Province were high, with averages of 4.15 (S.D. = 0.58), 4.26 (S.D. = 0.57), and 4.24 (S.D. = 0.50), respectively. Both the overall organizational climate and organizational support were high and statistically significance correlated with the quality of work life of public health officials at sub-district health promotion hospitals (r = 0.801, p-value <0.001) and (r = 0.811, p-value <0.001), respectively. The three variables, including the dimension of unity in the organizational climate, the organizational support in management, and the organizational support in equipment and facilities, could jointly predict and significantly impact the quality of work life of public health officials at sub-district health promotion hospitals by 71.2% (R² = 0.712, p-value <0.001).

The suggestion is that structured activities designed to strengthen interpersonal relationships and foster collaboration in defining shared values can align personnel toward common objectives and consistent practices, thereby promoting organizational cohesion and a supportive working environment.