Satisfaction and Motivation in The Performance of Public Health Personnel Under the Lamphun Provincial Administrative Organization

Abstract

Abstract

In 2023-2024, 38.36% of subdistrict health promotion hospitals (HPH) were transferred to the Lamphun Provincial Administrative Organization (PAO), increase and be completed by 2027. However, there has been no study on the satisfaction and motivation of those transferred. The purposes of this research were to study the level and factors affecting the level, and the opinions on problems and suggestions for increasing the level of satisfaction and motivation in public health personnel. The population was 11 subdistricts HPH, 47 persons who transferred to the Lamphun PAO in the fiscal year 2023 by simple random sampling, the samples were 34 persons. The mixed-methods study design was done. Data was collected from April to May 2024. The instrument was a questionnaire with IOC of 0.6 - 1.0 and Cronbach's Alpha Coefficient reliability value of 0.78 - 0.96, consisting of three parts. Part 1, General information including gender, age, education, position, and seniority. Part 2, Satisfaction and motivation in 5 dimensions with Likert rating scale 5 level as 1) Organizational policy and administration, 2) Personnel administration/career path and promotion, 3) Salary, compensation, and benefits, 4) Work environment 5) Organization culture. Part 3, Opinions on problems and suggestions for increasing the level of satisfaction and motivation. Descriptive statistics analyzed general data, Chi-square was testing relationship between variables, and Content analysis for qualitative studies.

The results found that overall satisfaction and motivation levels were at a high level ( = 3.83 ± 0.44). There were significant relations between job positions with Organizational policy and administration, Personnel administration/career path and promotion, and Salary compensation and benefits at level of p ≤0.05. In addition, age was significant in relation with Personnel administration/career path and promotion at a level of 0.05. The suggestions were to allocate personnel correctly for the job, career path promotion, clarity in regulations, and personnel potential development which would increase satisfaction and motivation with ownership and engagement.