Career development programs are crucial for nurses to stay updated with knowledge and skills. Therefore, this study investigated the influence of organizational factors on nursing personnel’s participation in long-term career development programs in health facilities in Moshi District Council (MDC), Tanzania. The research was grounded in the Theory of Planned Behavior (TPB) and used a convergent parallel design with a mixed research approach. The target population consisted of 241 nurses from 24 health facilities in MDC, with a sample size of 121 nurses. Data was collected through questionnaires and Key informant interviews. The research instruments were validated through content and face validity, while for reliability Likert scale items were subjected to Cronbach’s alpha analysis and a coefficient of 0.753 was obtained, which is considered reliable for data collection. Quantitative data analysis was conducted using descriptive statistics, and then data were presented in the form of tables, frequencies, percentages, mean and standard deviations. Further, inferential statistics were used to test the hypothesis through Confirmatory Factor Analysis (CFA) using SPSS 22. Qualitative data were analyzed through contextual analysis. Ethical considerations were adhered to throughout the research process, including confidentiality, protection from harm, data integrity, and adhering to the APA 7th edition style of referencing. Organization Support, Development Initiatives, and Culture of Career Development were statistically significant in influencing nursing personnel’s participation in long-term career development programs, with a p-value of 0.000, which is below the significance level. The study concluded that organization factors had a statistical significance in influencing nursing personnel participation in long-term career development programs in MDC. It was recommended that the Moshi District Council should prioritize and strengthen their support systems for nurses’ career development programs. Further, health facilities are recommended to focus on creating an organizational culture that values and promotes continuous learning and professional advancement. Health facilities should also ensure that appropriate and sufficient resources are allocated for career development initiatives. Lastly, this study recommends that in the future, research could explore the barriers or challenges that hinder nurses’ participation in long-term career development programs. This will help ensure that nurses have the necessary skills
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