Factors and Policy Contributing to the Retention of Dentists in Regional Organizations of Ministry of Public Health

Abstract

This study was aimed to investigate factors and policies contributing to the retention of dentists in regional organizations of Ministry of Public Health focusing on years in services and working area. This cross-sectional study conducted a survey utilizing online questionnaires distributed to total population of 5,435 dentists working in provincial public health offices, regional hospitals, general hospitals, commu-nity hospitals and Sirindhorn College of Public Health during month of February 2018. Statistical analysis included descriptive statistics, univariate and multivariate binary logistic regressions. These statistical tests were used to identify factors and policies related with the intention to work until retirement and no leaving plan from working with the government. Analysis revealed that 46.5 percentages of total dentist sample intended to stay to work until retirement and no leaving plan. Several personal factors were found to associate with this intention to remain in their job such as the highest educational level(master, doctorate degree and Thai diplomate status) , dental position of professional level, years in services from 11 years and above. In over all, factors related to the intention to work until retirement and no leaving plan consisted of greater work security for governmental work comparing to working in private sectors (OR = 2.134), ability to have happy personal and family life despite heavy workloads (OR = 1.880), proud to be able to solve work related problems (OR = 1.463) and equal opportunity to be promoted to senior professional level (OR = 1.262). Difference retention factors were found in different years-in-service groups. Greater years in service, the lesser number of retention factors. However, the common retention factors for every group is work security from government work comparing to working in private sectors. Retention factors for certain year-in-service groups are work-life balance, proud to be able to solve work-related problems. Retention factor found in every working area is work life balance. Retention factors for certain working area groups are equal chance to be promoted to special professional level, security from government work comparing to working in private sectors and proud to be able to solve work-related problems. There are 3 policies significantly related to retention: medical benefit welfare/pension (OR = 3.430), job security/ proud of profession (OR = 1.614) and appropriate salary/payment (OR = 1.565). Relevant policy for all years-in-service groups (except 20 years and above) and all working-area groups is medical benefit welfare/pension. Policy for certain years-in-service groups are appropriate salary and payment, job secu-rity and proud of profession.