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