Background: In recent years, work-life balance has become a pressing issue for healthcare workers in many developing countries around the world. An imbalance between work and personal life leads to psychological stress, health problems, loss of self-confidence, job dissatisfaction, and decreased work productivity due to an inability to concentrate. It also results in a decline in the quality of treatment and services. Furthermore, it increases the risk of medical errors and contributes to both physical and mental burnout, ultimately leading to resignation. Aim: The study analyzed the work-life balance and turnover intentions of employees at family health centers. Materials and Methods: The study was conducted using a cross-sectional model and a quantitative survey method. The work-life balance of employees at Family Health Centers was examined using the work-life balance assessment question naire developed by Hayman (2005), and turnover intentions were assessed using the standard questionnaire developed by Auerbach et al. (2014). The research was carried out in 2024. The study included 123 employees from 22 Family Health Centers located in the Bayangol, Bayanzurkh, Sukhbaatar, Songinokhairkhan, Khan-Uul, and Chingeltei districts of Ulaanbaatar. Results: Of the participants, 95.1% were female, with an average age of 35.2±9.5. Among them, 55.3% were doctors, 29.3% were nurses, 9.8% were health social workers, and 5.7% were other non-medical staff. The income of Family Health Center employees was found to be insufficient; 8.9% had incomes below the minimum subsistence level, and their ability to meet basic household needs was very limited. The results show that participants’ work negatively impacted their personal life (WIPL–23.5), and personal life negatively affected their work (PLIW–15), both of which scored high. Meanwhile, the positive interaction between work and personal life (WPLE–10.7) was low, indicating a disruption in their work-life balance. Working overtime was statistically significant in relation to work-life imbalance (p=0.038). As age and years worked at the current organization increased, the negative impact of work on personal life and personal life on work tended to decrease. Conclusion The work-life balance of Family Health Center employees has been disrupted. The level of work negatively affecting personal life and personal life negatively affecting work is high. 65% of Family Health Center employees are considering leaving their current organization, and 41% are considering leaving the healthcare field.

Background: There are 240 million children with disabilities worldwide, of whom 34 million have hearing and speech impairments; in Mongolia, 1,538 children are affected.¹, ³ Due to barriers in health care, education, employment, social services, and living environments, people with disabilities face limited opportunities to fully participate in social life. In addition to encountering greater obstacles, households with members with disabilities experience poverty levels twice as high as those without.⁴ While studies on children with disabilities in Mongolia have addressed issues related to education, health, and access to social services, little research has been conducted on family quality of life and the factors influencing it. Aim: This study aims to assess the quality of life of families with children who have hearing and speech impairments and to identify factors that influence it. Materials and Methods: The quality of life of families with children who have hearing and speech impairments was assessed using a standardized questionnaire developed by researchers at the University of Kansas, United States, which examines five core domains of family quality of life. A total of 120 parents and caregivers of children aged 0–18 years with hearing and speech impairments were included in the study Results: The mean family quality of life score among families of children with hearing and speech impairments was 3.79±0.61. Among the subdomains, the highest scores were reported for parental role (3.94) and family interactions (3.92), while emotional well-being received the lowest score (3.57). Factors influencing family quality of life included the presence of comorbid disabilities in the child, the caregiver’s self-rated health, stress level, family size, and adequacy of household income. Conclusion The quality of life of families raising children with hearing and speech impairments was found to be generally good. Factors influencing family quality of life included the type of child’s disability, caregiver’s age, health status, stress level, family size, and adequacy of household income.

Background: According to the World Health Organization (WHO), the shortage of human resources in the healthcare sector has shown a growing trend year by year. Notably, there is a significant shortage, inadequate distribution, and high turnover of licensed professionals, influenced by various factors. Aim: This study aimed to examine healthcare workers’ turnover intentions and the influencing factors in referral healthcare organizations in Ulaanbaatar city. Materials and Methods: The study employed a cross-sectional study using quantitative research methods was conducted during 2024–2025. A total of 150 healthcare workers from central hospitals, maternity hospitals, and district health centers participated. The standardized questionnaire developed by Auerbach et al. (2013) was used to assess turnover intention. Data were analyzed using SPSS 26.0 software. Results: Of the participants, 38% were from central hospitals, 33.3% from maternity hospitals, and 28.6% from district health centers. The majority (85.3%) were female. In terms of profession, 44.6% were doctors, 34.6% nurses, and 20.6% comprised paramedics, public health specialists, laboratory physicians, pharmacists, and midwives. Regarding retention, 78% of participants intended to continue working in the healthcare sector until retirement, while 35.3% expressed an intention to leave in the near future. Statistically significant differences in turnover intention were observed by age and profession. Younger employees demonstrated a higher intention to leave, whereas middle-aged employees with longer work experience showed greater stability within the healthcare sector. Additionally, 76% of participants emphasized salary and incentives, 68% workplace atmosphere, and 73.3% opportunities for career advancement as key factors influencing job retention. Conclusion The study revealed that one in five healthcare workers intends to leave the healthcare sector, while one in four is considering leaving their current organization. Turnover intention varied significantly by age and profession.

Background: It is stated in the Government Programme of 2016-2020 that public servants, including health care workers, shall be given a gradually increased salary based on their skill, dexterity, workload, and productivity, and such increase started from 2018 as planned. In the health sector of our country, regarding demand and regulation of the programme, the change shall be made that the system for median salary of physicians and overall staff employed at hospitals gets even constructive, and the required human resource for the sector shall be prepared. Thus, inferring from these claims, median salary, real wage, and socioeconomic condition are in critical need for further evaluation. Objective: To examine the current socio-economic condition of health care workers, and to study the influencing factors at play. Methods: In this study, we used quantitative and qualitative methods. In the survey, we involved 655 health care workers from 6 family health centers, 2 district hospitals, 3 health centers (district-based) in Songinokhairkhan, Sukhbaatar, and Baganuur districts; and Provincial hospital, regional diagnosis and health center, 16 soum health centers from Khovd, Uvs, Arkhangai, Bulgan, Khentii, Dornod, Umnugovi, and Dornogovi provinces, along with 3 National specialized health centers and 1 National central hospital. As for data gathering for the qualitative analysis, 30 focus group interviews and 47 key informant interviews were conducted for the purpose of examining socioeconomic condition, real wage sufficiency of health care workers. Results: Average household income of study participants was 1,880,269 tugrik, the real wage was 1,073,065 tugrik, and the overall household is seen to be composed of 2 different sources on average, namely, self-wage and the income coming from family members or supplement of Child Money Programme. It has come to notice that 19.5% of the participants have lower than average living standard, 89.2% have 2 different loans (mortgage, auto loan or mobile application based loans). Material deprivation index is seen to be 2.73, hence deemed as insufficient. In order to increase the real wage of those workers, it shall be taken into consideration that the basic salary is low, and some financial supplements need to be given. Furthermore, the performance based funding system of health sector is seen to be in need of improvement. Conclusion Real wage of the health care workers is, thus, insufficient. The fact that one in every five workers in this sector have lower than average living standard, and the material deprivation index is 2.73 implying that the financial lives of health care workers are immensely fragile.

Background: Psychosocial work environment predicts a range of health risks including sickness absence, poor self rated health, and depression. Objective: To identify association between psychosocial work environment and health related indicators among health care workers in Mongolia Methods: A cross-sectional study was conducted between January and April, 2023. 655 health care workers from Ulaanbaatar city and 4 aimags were involved. Psychosocial work environment was assessed by the Effort-reward imbalance model. As for the health related indicators, we used the SF-12 questionnaire and sickness absence report. Descriptive and inferential statistical analyses were performed.
The study was approved by Medical Ethics Review Committee on January 18, 2023 (#23/02). Results: 1 in every 2 health care workers experience effort-reward imbalance at work and rated their health as poor. In average, 32.7 percent of the study participants took 16.6 sick days for the last 1 year. The study identified poor physical (44.7±8.6) and mental health functioning (42.1±9.8) among study participants. Physical functioning was lower among nurses whereas mental health functioning was lower among physicians. Conclusion Poor health related indicators among health care workers are associated with adverse psychosocial work environment such as effort-reward imbalance and high effort and low reward