In response to the United Nations’ (UN) Sustainable Development Goals (SDGs), health care organizations throughout the world have adopted management initiatives designed to increase their sustainability. This review of research used bibliometric methods to analyze a dataset comprised of 477 documents extracted from the Scopus database. The review sought to document research on sustainable healthcare management (SHM) that has accumulated over the past 25 years. Results indicated that the intellectual structure of this body of knowledge is comprised of three schools of thought: (1) sustainable change in health care services, (2) innovations in managing health care operations, and (3) prioritizing and allocating resources for sustainability. The review also highlighted the recent topical focus of research in this literature. Key topics were linked to organization and management of health care services, quality of patient care, and sustainability of health care delivery.

Along with the medical tourism industry, dental tourism has become a trending industry as many patients travel around the world to receive dental treatment. This research aims to analyze the level of international patient satisfaction with the dental tourism experience in Bangkok, and to identify the determinants that significantly influence patient satisfaction. This study applied a crosssectional research design and a quantitative research method. The data were collected using questionnaires. A total of 106 respondents were involved in this study. Descriptive statistics, correlation and multiple linear regression analyses were performed to address the research objectives of the study. It was found that international patients are highly satisfied with their dental tourism experiences in Bangkok. In addition, the results showed that quality of dental treatment, location accessibility and destination appeal have a positive and significant influence on dental tourist satisfaction. This study provides valuable inputs for dental care providers by highlighting the determinants and their relationships to dental tourist satisfaction to overcome challenges in this competitive market.

This article explored the development of electric vehicle (EV) charging stations in Thailand between 2015 and 2020. This research aimed to study the main players and examine their goals, strategies, and operations in the EV charging business as well as the key issues that these charging operators have encountered in developing charging stations. The authors collected qualitative data (direct interviews with managers, video interviews, news, research articles, industry reports and press releases of EV charging operators) and used a constant comparison approach to analyze the data. The study found that after 2015, the Thai government created technology-push policies to kick-start the investment in the EV charging station business (such as subsidies for charging stations, setting a temporary selling price for electricity and building an EV charging consortium). The main players in the Thai charging business include: (1) oil and gas companies; (2) electricity state enterprises; (3) green energy companies; (4) start-ups; and (5) automotive companies. The goals of investing in the charging business for the oil and gas incumbents were to find a new growth engine and to prepare for the potential disruption in the energy sector whereas the green energy companies and start-ups wanted to capture customer bases in this promising industry. These players tended to use a partnership strategy to expand charging networks at key locations (malls, restaurants, offices). Regarding the key issues in expanding the EV charging network, the operators suggested that the high upfront investment costs, small number of EV users, and the high electricity prices (from the demand charge and usage guarantee fee) make them ‘wait-and-see’ and cautiously expand the charging network. Finally, we found that the government tried to address the constraints by setting up a national EV policy committee to accelerate EV adoption and EV charging stations in Thailand. The committee also set a fixed and reduced electricity price for charging operators.

Given that corporate leaders seek to ensure the long-term sustainability of their organization, this study explores how a business adopting a Thai Sufficiency Economy philosophy improves its sustainability performance. Adopting the Sufficiency Thinking model as the research framework, this study uses a qualitative research approach with a set of different data collection techniques to explore a sample Small–Medium-sized Enterprise (SME) called Plan Creation. Collected data are identified as themes, according to the Sufficiency Thinking model. Our findings reveal that there is a close fit between the collected data and the Sufficiency Thinking model. Virtuous attributes, individual and shared knowledge and the decision-making framework of Sufficiency Mindset are observed through the sustainable leadership actions, leading to, among other things, social and environmental innovation. Implications for practicing managers and directions for future research are also discussed.

The literature exploring the impact of lesbian, gay, and bisexual (LGB) supportive employment policies on work and life satisfaction and how these relationships reflected business outcomes is largely derived from the LGB workforce in Western countries. To our knowledge, empirical evidence from LGB workforce in Thailand is very limited. To address this shortcoming, this study aims to identify and evaluate the work-related supportive factors that influence job and life satisfaction of Thai LGB employees. Theoretically, the study offers novel aspects of LGB employees’ perception toward their workplace environment in different social and cultural context of Thailand. Online surveys were administered to 144 LGB individuals, and the results highlight the effects of three types of support at work – supervisor, organizational, and coworker – on Thai LGB employees’ job and life satisfaction. The findings also provide insights for human resources managers to attract and retain LGB employees.