People equity model as an effort to increase employees' intention to stay
Background: The high turnover rate in the healthcare industry needs serious attention since it influences hospital service quality. So, there is a need to develop a new framework known as people equity, that can be used to manage intangible assets and reduce employees’ intention to leave. The purpos...
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Main Authors: | , , , , |
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Format: | Article PeerReviewed |
Language: | English English English |
Published: |
PAGE Press
2020
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Subjects: | |
Online Access: | http://repository.unair.ac.id/98980/1/PEER%20RIVIEWER%206.pdf http://repository.unair.ac.id/98980/2/6%20File%20People%20equity%20model%20as%20an%20effort%20to%20increase%20employees%E2%80%99%20intention%20to%20stay.pdf http://repository.unair.ac.id/98980/3/6%20People%20equity%20model%20as%20an%20effort%20to%20increase%20employees%E2%80%99%20intention%20to%20stay-min.pdf http://repository.unair.ac.id/98980/ https://www.jphres.org/index.php/jphres/article/view/1843 https://doi.org/10.4081/jphr.2020.1843 |
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Institution: | Universitas Airlangga |
Language: | English English English |
Summary: | Background: The high turnover rate in the healthcare industry needs serious attention since it influences hospital service quality. So, there is a need to develop a new framework known as people equity, that can be used to manage intangible assets and reduce employees’ intention to leave. The purpose of this study therefore was to develop a model of people equity as a strategy for enhanc-ing employees’ intention to stay. Design and methods: An analytical cross-sectional design was used to measure the associations between variables. 154 respondents were selected from stratified random sampling technique. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyze the measurement model. Results: The results indicated that people equity was influenced by organizational factors (P=0.210), individual factors (P=0.183), and occupational factors (P=0.141). In addition to this, predictors for employees’ intention to stay were people equity (P=0.432), individual factors (P=0.308), and environmental fac-tors (P=0.117). Conversely, working and marital status, environ-ment, and workload have no significant effect on people equity and intention to stay. Conclusions: People equity was influenced by organizational, individual, and occupational factors through the implementation of the Human Resources System. People equity model increased employees’ intention to stay by improving organizational factors. |
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