People equity model as an effort to increase employees' intention to stay

• Main Authors: Tatin Wahyanto, Stefanus Supriyanto, Nyoman Anita Damayanti, Sri Hartini, Retno Lestari
• Format: Article PeerReviewed
• Language: English; English; English
• Published: PAGE Press 2020
• Subjects: R Medicine
• 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
• Institution: Universitas Airlangga

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.