Young Workforce Research Articles

More Money and Less Diversity: What is the Ideal Workplace According to the Gen-Z Perception?

In the evolving employment landscape, organizations are compelled to confront the formidable challenge of managing a multigenerational workforce. Generation Z—also referred to as Gen-Z, iGen, or the post-millennial cohort—are embarking on their initial career endeavors and are anticipated to significantly transform the work sphere in the forthcoming years. To tailor the prospective work milieu to the traits, necessities, and expectations of these youths, comprehending their conception of an optimal workplace is imperative. Concurrently, to efficaciously navigate talent management, it is paramount for organizational leaders to gain a nuanced comprehension of the factors influencing young individuals' decisions to depart from their jobs. This manuscript offers preliminary insights from a research endeavor conducted to discern Gen-Z's perspectives regarding the job market. A digital survey was disseminated in the summer of 2023 among Gen-Z individuals, garnering 461 responses. The investigative outcomes afford a distinctive opportunity to enhance our grasp of the anticipations and vocational ambitions harbored by this nascent workforce. In addition to a pronounced preference for substantial remuneration, commensurate benefits, and superior, adaptable working conditions, data indicates that Gen-Z places considerable value on the prospect of professional growth. We deduce that if employers accentuate their commitment to employee development and progression, they will more readily captivate this demographic's allegiance. Given the findings and Gen-Z's heightened propensity for intrinsic motivation relative to preceding generations, it is incumbent upon business executives to cultivate managerial competencies conducive to bolstering the young workforce's sense of purpose. These revelations provide a propitious foundation for extended inquiry into the future of employment, particularly concerning the assimilation of "digital natives" therein.

“A home to grow old in”: The challenge of non-metropolitan housing to support healthy ageing-in-place

Access to suitable and affordable housing for older residents is critical to healthy ageing-in-place. Unfortunately, many non-metropolitan communities do not have the housing stock needed to support residents as they age. This is because industrial restructuring and resource frontier ageing processes have led to limited reinvestment in, and expansion of, ageing housing assets that were designed for a young workforce. Such deficiencies can have cascading impacts not only on the quality-of-life for seniors, but also on community capacity to address overall housing needs. This paper includes a three-part review. After a review of the international literature, the first part introduces data tracking demographic and housing change in 38 non-metropolitan communities across British Columbia (BC), Canada. The second reviews the literature and data on demographic change in Canada, BC, and two case communities – Houston and Tumbler Ridge. The third describes the rural housing landscape across the non-metropolitan BC sample and draws on the voices of older residents in the case communities to describe the lack of fit between the housing stock and the housing needs as people age.

Lack of skilled medical personnel as a structural problem

The healthcare system in Germany is characterized by a comprehensive local patient care. Nevertheless, due to the increasing lack of medical personnel bottlenecks are impending, which are not only of a temporary nature. The increasing demography-related needs for care, insufficient healthcare competence of many people and the inadequate prevention will strengthen the demand for medical and nursing personnel. At the same time, physicians and nursing personnel from the high birth rate baby boomer years are leaving the healthcare system. This age cohort must now be replaced by a younger workforce; however, in Germany too few physicians are being trained when measured against the requirements. A marked increase in the number of university study places in medicine will not be able to alleviate the deficit in the short term but prospectively there is no way past an expansion of capacities. The decline in panel physicians, especially in general practitioner care, is accompanied by a clear increase of employees in the outpatient sector. The desire for reduced working hours is clearly recognizable throughout all age cohorts. The part-time quota is increasing. The discrepancy between desired and actual working times is largely underestimated. The increased part-time quota already shows that something must fundamentally change to be able to provide sufficient medical manpower and working hours for the treatment of patients. The association between increased part-time quota and dissatisfaction with the working situation in hospitals is obvious and has repercussions for the medical care. In a multifactorial process the causes and sequelae of bottlenecks in skilled personnel are mutually strengthened in a negative spiral. In the short term, the deficit in medical personnel can only be counteracted by a better cooperation between the outpatient and inpatient fields of care and by a massive reduction in bureaucracy. The digitalization can without doubt contribute to the relief of the healthcare system. Telemedical applications can improve the treatment in rural and structurally weak regions.

Exploring Dropouts as Challenges in Higher Education in Nepal: A Comprehensive Review

The purpose of this study is to analyse the dropout rate of campus level of students in Nepal. The researchers adopted the process of scientific review as a meta-synthesis to analyse the dropout rate of the campus level students. An in-depth archival analysis followed by an intensive review would be strategies adopted during the scientific review. Secondary data was gathered by searching Google for scholarly publications and articles published between 2001 and 2024. The students want part-time jobs during the study. Such opportunities are less common in Nepal. The research study revealed that Nepali students gave their first priority to Australia, Canada, the USA, and Europe for their higher studies. After finishing their studies, they desired to stay there due to their job security. They applied for green card and permanently stayed there. On the other hand, Nepal lost young and skilled manpower who stayed abroad as immigrants. The study reveals that government can prevent brain-drain by proving financial assistance and employment opportunities to bachelor’s level students. The Nepalese government should make appropriate policy to retain its young workforce. Otherwise, its adverse impact will be seen soon.

A Survey Based Analysis: Labor-Market with Young Workforce or Adequate Governmental Policies? Key attributes of Person-Job Fit in Kosovo

The synergy of Person-Job fit has long been an important construct within the labor market in developed, but more so in developing countries. Personality attributes comprise a psychology framework, which can predict and explain human behavior. Nevertheless Person-Job fit is moderated by contextual contingency. In this vein, the question of how personality attributes interact with job-related indicators such as job performance continue to acquire scholars’ attention. Consequently, this research aims to answer this question, by applying a survey-based analysis in Kosovo, to identify key personality attributes impacting Person-Job fit. Kosovo has a huge dividend of a young work-force, which has been found as an instrument mitigating the gap of Person-Job fit, considering the high rate of unemployment. The research approaches two methods in verifying the impact of personality attributes on job related competences, based on survey data, a) first it presents the empirical evidence analysis, and b) validates the statistical significance of personality characteristics to the job-related tasks, applying a General Linear Model-Multivariate Testing Simulation (GLM-MVA). Both methods confirm the significant correlations of attitudes and perceptions having an impact on the daily job performance, however with a mitigating role of the contextual indicators. The findings show that more than a half of the working force declare that they fit to their job, which in an analysis perspective has two reasons: 1) the unemployment rate, and 2) the young work-force rate. Both aspects shape the inner personal perceptions of having a job and the way they perform at the job. However, within sector analysis, there is a discrepancy between the private and public sector, making the latter more compatible for the working force. This is justified by the fact that in Kosovo the public sector makes people feel more secure about their job, therefore showing a higher rate of satisfaction. At the end, the research adds some key policy reflections, attributed to dimensions, such as: educational reform system, and the fragile governmental policies addressing employment in Kosovo, to help construct a stable framework of Person- Job fit.

Challenges Faced by Public School Teachers in Teaching Pupils in the Third District of Bohol

The study presented the challenges faced by public kindergarten teachers in the Third Congressional District of Bohol, Philippines. Employing descriptive survey method, data from 226 kindergarten teachers across 19 municipalities were analyzed to identify challenges based on class types and schedules. The demographic profile of respondents revealed a young workforce aged 20-40. Majority of which are holding a Bachelor of Elementary Education degree specializing in Early Childhood Education. All respondents were LET Board passers and had participated in relevant workshops. The study confirmed compliance to the mandated teacher-pupil ratio of 1:25, with a total student population of 5,868. Findings demonstrated significant differences in challenges faced by teachers based on class type. Teachers managing multi-grade classes reported more difficulties compared to those handling single-grade classes. The findings suggest potential violations of DepEd Order No. 47, s. 2016, which mandates separate kindergarten classes in multi-grade schools. This result heightened the challenges faced by multi-grade teachers. The research provides information for the development of teacher programs, and informing policy adjustments. It will also serve as a reference for future studies on the challenges in teaching kindergarten that aims to enhance the experiences of students in public schools.

India’s labour market challenges: Employability of young workforce from the perspective of supply and demand

India’s labour market challenges: Employability of young workforce from the perspective of supply and demand

Senior employment technology: Leveraging opportunities in population ageing

Rapid population ageing, compounded by declines in the younger workforce that could offer timely caregiving assistance, is undermining society's ability to effectively and sufficiently protect people's health and quality of life as they grow old. This paper explores the promise of senior employment technology, a group of technological innovations that have the potential to alleviate or even eliminate the barriers faced by older individuals in the workforce. By doing so, these technologies empower older individuals to proactively safeguard their current and future living standards. This discussion delves into the potential of senior employment technologies in facilitating the continued participation of older individuals in the workforce and highlights the existing barriers preventing the widespread adoption of these technologies.

Developmental Relationships That Encourage Generativity

Early leader and leadership development experiences that develop generativity and therefore social responsibility will become increasingly imperative in preparing a young workforce to shoulder the burden of a substantial leadership transfer in the wake of Baby Boomer retirements. While generativity is considered a midlife construct, recent and emergent research is documenting an association between developmental relationships, such as mentoring, coaching, and advising, and generativity in young adults. The current article highlights the recent research and addresses its implications for leadership practitioners, scholars, and educators. The article concludes with a discourse on future research directions that considers the nuances of particular methodological approaches that will be needed to understand how developmental relationships encourage generativity over time.

Influence of education on the level of quality of young salaried employment in Metropolitan Lima, 2022.

The connection between education and job quality is a topic of growing interest for labor market dynamics, since low quality salaried jobs can limit the development of the potential capabilities of the young workforce and, with it, the opportunity to move up the social pyramid structure. The level of quality of salaried employment is a multidimensional phenomenon; to measure it, a synthetic index was constructed from the perspective of the working class, considering the characteristics of the job. The objective of this article is to analyze the influence of the level of education on the level of quality of employment of the young salaried population, according to the size of the company, in Metropolitan Lima in the year 2022, from Amartya Sen's theory of human capabilities. Regarding the methodology, we used data from the National Household Survey, information provided by the National Institute of Statistics and Informatics for the year 2022 . The final sample size was 3 552 observations. In addition, a partial proportional odds ordinal logit regression model with robust variance was fitted. Among the main results, it was obtained that salaried employment was mostly of low quality in Metropolitan Lima in the year 2022. In addition, it was verified that the size of the firm and the level of education have a direct relationship with the level of quality of salaried employment. (p<0.05). The study concludes that the level of education is a key factor in the level of quality of salaried employment, but its influence depends on other conversion factors (gender, poor) that the young labor force possesses and on the size of the firm.

Hematologic health services and practical characteristics: report of a nationwide survey among Chinese hematologists.

In the past 40 years, China has experienced tremendous economic development, but the current situation of hematologists has rarely been reported. A landscape survey of human resources is essential for healthcare development and policy formulation in the future. The Chinese Society of Hematology initiated a survey of Chinese hematologists in mainland China for evaluating demographic and practice characteristics. Respondents were anonymous, and there were no limitations regarding their age, sex, etc. RESULTS: Totally 2032 hematologists responded, with a median age bracket of 36-45 years. Respondents were well engaged into subspecialties, and 28.1% acquired doctorates of philosophy. Hematopoietic cell transplantation (HCT) centers have been established all over China. Higher-GDP regions reported more advantages, including bigger scale of transplant centers (P < 0.001), younger age structure (P = 0.039), better education qualifications (P = 0.001) and less turnover intentions (P = 0.004), despite of increased risk of medical disputes (P = 0.028). Although females accounted for 65.5% of hematologists, males were older (P < 0.001), and had more senior professional titles (P < 0.001), academic positions (P < 0.001), opportunities for continuing education (P < 0.001), and paper publishing in the recent two years (P = 0.001). For turnover intention, the higher GDP regions led to an independently reduced risk (HR = 0.673, 95%CI [0.482-0.940], P = 0.020), whereas medical disputes resulted in an increased the risk (HR = 2.037, 95%CI [1.513-2.743], P < 0.001). Considering the impact of the COVID-19 pandemic, majority of respondents believed that the decline in patient visits and delay in treatment was within 30%. 67.9% of respondents reported a decrease of the use of bone marrow as grafts but 18.8% reported an increase of cord blood units. 35.0% of the respondents switched their daily work to support the anti-epidemic medical activities. We concluded the discipline of hematology in China has flourished in recent years with a young workforce, while regional economic and gender disparities warrant further continuous optimization. Joint efforts against the impact of COVID-19 are needed in the post-pandemic era.

Perceived Causes of Vulnerable Employment among Rural Youth in Agricultural Endeavours: Insights and Recommendations

In India, where over 60% of the youth reside in rural areas, agriculture remains the primary source of livelihood. However, the sector faces a critical challenge: its young workforce is increasingly migrating towards urban areas in search of better opportunities. This research, conducted across eight villages in Karnataka (India), sheds light on the complex reasons behind this exodus. Through surveys with 120 rural youths, the study uncovers a multifaceted cocktail of challenges hindering their agricultural aspirations. Precarious employment emerges as a key theme, fueled by low remuneration for their produce, restrictive credit access, inadequate storage facilities, and the overall perception of agriculture as an unprofitable endeavor. Beyond economic constraints, the research delves into social and environmental factors like limited market access, lack of technical expertise, and the unpredictability of monsoons, further compounding the vulnerabilities faced by young farmers. Recognizing these intricate challenges, the study proposes actionable recommendations. It advocates for improving access to institutional credit, ensuring remunerative minimum support prices, investing in local infrastructure like storage facilities, and facilitating timely input supply. By implementing these suggestions and fostering a more enabling environment, policymakers and stakeholders can reverse the tide of rural youth migration, revitalize the agricultural sector, and pave the way for a more sustainable and prosperous future for India's rural communities.

The Impact of Artificial Intelligence on Organisational Behavior: A Risky Tale between Myth and Reality for Sustaining Workforce

Purpose: This research paper examines quantitatively the impact of Artificial Intelligence (AI) as an independent variable on three organisational behavior components as dependent variables: job satisfaction, personality, and attitudes.&#x0D; Design/methodology: The sample of our study includes alumni graduates of the past two years reflecting on post-covid19 era as young workforce from Cairo, Egypt. It is important to note that there is no sufficient data regarding the impact of AI on OB testing this bracket of young population workforce, and highlighting specific components in the study of OB.&#x0D; Findings: This research finding revealed that AI can explain 46.5 % of Organizational Behavior which refers to the importance of AI usage among organizations and how this might change the current organizational environments. &#x0D; Research Limitations: This research is limited by the fact that the sample encompassed a specific bracket of the young workforce age ranging from 20-35 years old even though they come from different backgrounds.&#x0D; Practical Implications: AI tools can enhance employees job satisfaction as well as it can help mitigate cognitive biases and groupthink, developing a decision-making culture that is more objective and data driven.&#x0D; Originality: Therefore, the utility of this research on the academic level highlights the fact of identifying major concerns and formulations of essential conclusions to get a deeper understanding of the relationship between the different variables stated. On the practical level, it sheds light for several organisations on the danger of technology replacement of employees due to the invasive impact of AI usage.&#x0D; Keywords: Artificial Intelligence, Personality, Attitudes, Job Satisfaction, Organisational Behavior

РОЛЬ СОЦІАЛЬНОЇ ПОЛІТИКИ НА МОЛОДІЖНОМУ РИНКУ ПРАЦІ В АЗЕРБАЙДЖАНІ

The purpose of the article is to study the impact of social policy on the youth labor market in Azerbaijan, paying special attention to identifying effective strategies and measures that can increase the integration of young people into the labor force. The study aims to analyze the challenges young people face in finding employment, and how various government initiatives, educational reforms and legislative measures can help create a more inclusive and vibrant labor market for young people. During the study, the following methods were chosen as the main research methods: historicity, scientific validity, objective and critical attitude to historical processes, their comparative analysis Novelty: for the first time, an objective attitude towards employment-oriented processes of youth socialization has been identified, the definition of effective strategies for increasing youth employment and their integration into the labor market, contributing to the socio-economic development of Azerbaijan. The study highlights government efforts to improve youth employability through educational reforms, job training, employment incentives and support programs. These initiatives aim to provide young Azerbaijanis with the necessary skills, knowledge and opportunities to succeed in a competitive and globalized job market. The study highlights the various efforts undertaken by the Azerbaijani government through education reforms, vocational training, employment promotion and legislative measures to integrate youth into a dynamic and developing labor market. These initiatives are comprehensive and target both demand and labor market aspects to equip young people with the necessary skills, opportunities and protection. It is noted that the role of social policy in the youth labor market is not only to solve pressing employment problems, but also to invest in the future of the country. Developing a well-integrated, skilled and motivated young workforce is essential to Azerbaijan's pursuit of economic diversification and sustainable development. This requires a joint effort between government, the private sector, educational institutions and civil society.

Increasing Strokes in Young people: A Disability &amp; Economic Concern?

Stroke is a major cause of long-term disability and has a potentially enormous emotional and socio-economic impact on patients, their families, and health system worldwide. Stroke is a leading cause of serious long-term disability, as it reduces mobility in more than half of stroke survivors aged 65 and older. The incidence of in-hospital mortality is around 10-15%. Recovery from stroke takes weeks, months or even years or some may live with lifelong disabilities, while few recover completely. AIIM New- Delhi reported that 6 (2%) of stroke cases admitted in 2022 to Neurology department, were aged less than 20 years, and another quarter of total 300 patients were in the age group of 21-45years. Their recent study also indicates that the proportion of hypertension cases (65%) among first ever stroke patients. Stroke was mainly a problem of elderly persons for long, but in the recent years is hitting younger people, even teenagers, coupled with increasing longevity is causing more challenges for public health due to lifelong disability apart from deaths. Storke is an emergent brain, retina, and spinal cord disorder, caused by the occlusion of blood vessels (ischemic stroke) and rupture of blood vessels (a haemorrhagic stroke). Traditional risk factors include Hypertension (HT), diabetes, cardiac arrythmias, obesity, dyslipidaemia, smoking, and sedentary lifestyle, contributing for more than 50% of cases. Of late non-traditional risk factors - Instant gratification culture, heightened stress and disrupted sleep, substance abuse, Chronic stress from ambitious careers and constant connectivity neck jerks or sudden twists while driving, gymming or in hair cutting salons, set the stage for strokes in the younger workforce. Stroke recovery process involves making changes in the physical, social, and emotional aspects of life. While only 1% survive 20 years after stroke, majority 80% of people survive 2 years, 61% survive 3 years and so on as 5% survive 16 years. Nearly 85% of the strokes in India can be prevented by the control of traditional risk factors. A recent Indian study (2019-21) indicates the prevalence of diabetes is at 11.4%, while 35.5% suffer from hypertension, abdominal obesity at 40% across the population and female abdominal obesity is 50%. Half of the HT sufferers are not even aware of their condition, especially among many low socio-economic adults. Unfortunately, it has no warning signs or symptoms. Therefore, regular monitoring of BP, frequently and managing is the most important intervention that can change the situation; therefore, such facilities must be made accessible not only in health facilities but other public places. 1.2. Materials and Methods: This article is based on 5 cases of Strokes author was overseeing over a year from February 2023 &amp; January 2024, 3 cases were first ever stroke and two recurrence cases (one each second and third time in last 3 years. All aresurviving, one with highly restricted movements needing assistance, two with minor disabilities (10-25% paresis of affected limbs), 1 near complete recovery and another in active recovery phase.

Determining Factors Influencing Job Satisfaction and Organizational Commitment of Young Workers: Insights from Vietnam

Objective - The organizational behavior of the young workforce in a country currently in a period of golden population structure like Vietnam has been a controversial topic for domestic and foreign business owners. This study explores the relationship between job satisfaction and six factors and the impact of job satisfaction-based work effort on organizational commitment in Vietnam. Methodology/Technique – Using a sample of employees under 30 years old who have recently graduated with a modern mindset, an antecedent mediation model, regression analysis, and structural equation modeling were employed to test the research hypotheses. Findings and Novelty – The results revealed that environmental support was the most significant factor for young workers in Vietnam, followed by achievement orientation, teamwork, and work conditions. The study provides practical implications for young workers and offers suggestions for employers. The findings contribute to a better understanding of the factors that influence job satisfaction and organizational commitment among young workers in Vietnam. Type of Paper: Empirical JEL Classification: J28, J29. Keywords: Job satisfaction, Organizational Commitment, Vietnamese Young Workforce. Reference to this paper should be referred to as follows: Ho, N.H.Y; Phan, B.T; Lưu, T.M.N. (2023). Determining Factors Influencing Job Satisfaction and Organizational Commitment of Young Workers: Insights from Vietnam, GATR-Global J. Bus. Soc. Sci. Review, 11(4), 107–121. https://doi.org/10.35609/gjbssr.2023.11.4(4)

Exploring the characteristics and health outcomes of working from home: Analysis of 2021 California Health Interview Survey data.

Working from home (WFH) may affect health behaviors and mental health. The coronavirus disease-2019 (COVID-19) pandemic saw many USemployees transition to WFH, which has persisted in various job sectors and significantly impacted employees. However, its effects on health outcomes have remained unclear. We aimed to explore the characteristics and health outcomes of, and health-related differences between, WFH and not-WFH groups. Using the 2021 California Health Interview Survey data, we analyzed health behaviors (smoking, alcohol consumption, and fruit-related nutrition) and the mental health status of 12,438 individuals using descriptive statistics, Pearson's χ2 test, and regressions. A total of 39% were WFH and 61% were not-WFH. Overall, the WFH group had worse health behaviors and mental health than the not-WFH group. Age was associated with smoking in both groups (WFH: b = 0.37; not-WFH: b = 0.35), but with fruit-related nutrition only in the WFH group. Household income and occupation were associated with alcohol consumption in both groups. Age (WFH: b = -1.58; not-WFH: b = -1.39), household income (WFH: b = -0.75; not-WFH: b = -0.34), and job duration (WFH: b = -0.34; not-WFH: b = -0.40) were associated with mental health in both groups; those who were younger and had lower household incomes and job durations had worse mental health. Health management is a clear necessity for the WFH group. Irrespective of WFH status, young workers with shorter than 5 years'job duration reported mental distress, highlighting a need for distress assessment and management for the young workforce.

Predictive modeling of career choices among fresh graduates: application of model selection approach

PurposeThe post-pandemic crisis has reshaped work dynamics across industries, leading to a widespread reliance on technology for remote work and business continuity. Operations have shifted to the digital space, altering job requirements and creating new career opportunities. The expansion of the digital industry has generated numerous career choices. The purpose of this study is to determine the relationships between self-efficacy, social media, career outcome expectations and career choices among fresh graduates in Malaysia amid the pandemic crisis.Design/methodology/approachResearch data were collected from a sample of 318 fresh graduates from both public and private universities in Malaysia. Partial least squares structural equation modeling (PLS-SEM) was used to analyze the data in this study.FindingsThe empirical findings revealed significant correlations between self-efficacy, social media usage and career outcome expectations and the career choices of Malaysian fresh graduates.Research limitations/implicationsThe present study offers an empirical framework to explain career choices among fresh graduates in Malaysia during the pandemic crisis, based on a review of related literature on careers. This research contributes to the body of knowledge on career choices among Generation Z fresh graduates and provides practical implications for organizations and individual employees. It suggests developing relevant Human Resource Development (HRD) interventions to retain the young workforce within organizations.Originality/valueThis study enriches the existing literature on self-efficacy, social media and career outcome expectations in the context of a pandemic crisis. It offers a new interpretation of how individual and contextual factors impact career choices, shaping the career management attitudes of fresh graduates in the post-pandemic era. The empirical findings also give valuable insights into higher education institutions, organizations and government authorities in Malaysia to develop relevant interventions to assist undergraduate students in their career choice exploration.

Changing Contours of the Employment Landscape: A Study on Gig Work Options for the Platform Workforce of Kerala

The article is an attempt to examine the extent to which the emergence of platform work options has offered succour to the workforce of Kerala hit hard by the dearth of employment opportunities owing to the pandemic-induced economic crisis. A survey of 55 respondents across the state reveals that Kerala’s workforce is engaged in diverse types of platform work that can be classified into web-based and location-based works. Platform work is a preferred job option for the young workforce as the mean age of the surveyed is 27.45 years. Though platform work is opted by all irrespective of educational level, those with higher educational qualifications were engaged in web-based work. Gender bias in favour of women is found in web-based work, while location-based jobs happen to be a male dominion. Though platform workers value independence in work, flexible work schedules, etc., associated with gig work, most of them have expressed their desire to have a regular job with stable incomes as the mean income of the respondents was moderate at ₹17,609. Reckoning the rise in platform job options, the policy thrust must be on promoting remunerative web-based work coupled with protecting the interests of the overworked location-based workers.

Working conditions of the clinical health workforce in the public health facilities in Bangladesh.

The COVID-19 pandemic has highlighted the importance of a well-equipped and supported healthcare workforce, and Bangladesh still faces challenges in providing adequate and well-equipped healthcare services. Therefore, the study aims to assess the level of working conditions of the clinical health workers in Bangladesh and their relative importance in delivering quality healthcare services. The study followed a cross-sectional study design and collected primary data adopting a quantitative method. A total of 319 clinical workforces from four districts and eight sub-districts were randomly selected using a multi-stage sampling technique. A 26-component questionnaire used to assess various components of working conditions. Descriptive statistics, and bivariate analysis were used to analyze the data. The study found that the working conditions of clinical health workers in primary and secondary healthcare facilities in Bangladesh were quite poor (3.40), with almost two-thirds of respondents showing negative views in 23 out of 26 indicators. The results also showed that working conditions were significantly (p ≤ 0.05) higher in primary compared to secondary level facilities. Moreover, men, younger workforce, and workforce with shorter length of service were more likely to report poor working conditions than their counterparts. Lastly, receiving monthly salary in due time was top-ranked (99.15) in terms of importance for delivering quality healthcare, followed by availability of medicines (98.04), and medical and surgical requisites (97.57), and adequate mentoring and support to perform duties (97.50). The study highlights the poor working conditions of clinical health workers in public health facilities in Bangladesh. It recommends that policymakers should prioritize improving working conditions by addressing the factors that are crucial for delivering quality healthcare. Improving working conditions will have a positive impact on the retention and motivation of workers, which will ultimately lead to better health outcomes for the population.