Table 4 Final analytical framework for clustering factors affecting rural service
Individual | Organizational | Contextual |
|---|---|---|
• Age | • Financial attributes | • Living facilities (housing, electricity, water, access to the market, hygiene) |
• Gender | • Salary | • Proximity to family (near hometown) |
• Marital status | • Facilities | • Children’s development (availability of good schooling, extra activities, future opportunities) |
• Need for respect/self-esteem (recognition for work, sense of fulfillment, prestige of the job) | • Clinic infrastructure (drugs, equipment, laboratories, ambulance) | • Family's well-being and comfort (spouse job availability, spouse career growth, support to parents) |
• Personal attitudes toward rural work | • Physical work environment (cleanliness, availability of water, electricity, toilets, good furniture, good construction, private cabins) | • Safety (physical security, legal protection against political interference) |
• Familiarity with rural context | • Support staff (helping hands for working) | • Connectivity (transport availability, no sense of isolation) |
• Mentoring staff (for advising and guiding) | • Social life (entertainment facilities, social circle) | |
• Workload (fixed working hours, shift systems, adequate number of patients) | • Community type (comfort and connect with the community, no language barriers) | |
• Organizational policies and management | ||
• Transfer policies and promotions (transparent policy, time of service in rural area clearly stated, no political interference in transfers) | ||
• Job security (permanency of job, pensions) | ||
• Regulatory policies to regulate absenteeism, punctuality of staff) | ||
• Policies on leave (ability to take leave when required, especially emergency) | ||
• Management (administration, bureaucracy) | ||
• Career growth opportunities | ||
• Learning opportunities on the job | ||
• Training opportunities | ||
• Research opportunities | ||
• Postgraduate opportunities |