Examining the Factors Influencing Employee Retention and Loyalty in a Private Hospital in Bangkok, Thailand

Employee retention and loyalty are critical for operational efficiency and quality patient care in hospitals. This study investigates the key factors influencing these outcomes through Structural Equation Modeling (SEM) using survey data from 332 employees of a private hospital in Bangkok. The model examined compensation, dedication, engagement, leadership, teamwork, and career advancement. Results revealed dedication (β = 0.62, p < 0.01) and teamwork (β = 0.83, p < 0.01) as the strongest positive predictors of retention and loyalty, while career advancement showed a significant negative direct effect (β = –0.66, p < 0.05) when not supported by internal opportunities. Compensation positively influenced retention (β = 0.27, p < 0.01), and leadership, though beneficial for teamwork and career growth, had a small negative direct effect (β = –0.05). These findings suggest strategic actions such as enhancing leadership development, fostering collaborative cultures, aligning career pathways with internal opportunities, and offering competitive compensation packages. By implementing these targeted strategies, hospital administrators can reduce turnover, strengthen workforce commitment, and improve healthcare service delivery.