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Background and objectives <p>Workforce retention is a critical challenge in Vietnam’s public hospitals. This study assessed Organizational Engagement (OE) levels and identified associated individual and organizational factors.</p> Methods <p>A cross-sectional survey was conducted (<i>n</i> = 330) using a validated three-factor instrument (loyalty, pride, effort). Data was analyzed via SEM, CFA, and multivariable logistic regression.</p> Results <p>The OE scale demonstrated high reliability (alpha = 0.95) and strong construct validity. While overall engagement was high (mean 4.32/5.0), four factors independently predicted low OE: commuting ≥ 5&#xa0;km (aOR = 0.27), dissatisfaction with job assignment (aOR = 5.29), inadequate recognition/incentives (aOR = 6.19), and negative working environment (aOR = 3.71).</p> Conclusion <p>Enhancing recognition systems, role alignment, and working conditions is essential for sustaining workforce commitment.</p>

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Level of organizational engagement and associated factors in health staff working at public hospitals: a cross-sectional study in Vietnam

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年5月7日

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  • Duc Thanh Nguyen,
  • Quynh Anh Pham,
  • Thi Huyen Chang Pham,
  • Thi Lan Anh Trinh,
  • Huyen Xiem Chu

摘要

Background and objectives

Workforce retention is a critical challenge in Vietnam’s public hospitals. This study assessed Organizational Engagement (OE) levels and identified associated individual and organizational factors.

Methods

A cross-sectional survey was conducted (n = 330) using a validated three-factor instrument (loyalty, pride, effort). Data was analyzed via SEM, CFA, and multivariable logistic regression.

Results

The OE scale demonstrated high reliability (alpha = 0.95) and strong construct validity. While overall engagement was high (mean 4.32/5.0), four factors independently predicted low OE: commuting ≥ 5 km (aOR = 0.27), dissatisfaction with job assignment (aOR = 5.29), inadequate recognition/incentives (aOR = 6.19), and negative working environment (aOR = 3.71).

Conclusion

Enhancing recognition systems, role alignment, and working conditions is essential for sustaining workforce commitment.