Conceptual Framework of Equity Sensitivity, Training and Promotion on Specialist Doctors Retention in Malaysia: Moderated by Organizational Trust

Abstract

Purpose: This paper presents a conceptual framework to ameliorate the retention of specialist doctors in the Ministry of Health (MoH) Malaysia, facilities underpinned by social exchange theory (SET) and equity sensitivity theory.
 Design/Methodology/Approach: The study establishes the issues of specialist attrition from MoH facilities thru analysis of current reports and developments. Followed by an investigation of past literature to develop relationships and hypothesize based on SET tenets of reciprocity.
 Findings: The framework establishes relationship and guidance for the development of specialist doctors’ retention in MoH facilities in Malaysia. From the findings of the study, the framework suggests that equity sensitivity, availability of training and opportunities for promotion have a significant impact on employee retention of specialist doctors in Malaysia. Organizational trust acts as a capable moderator of the relationship between availability of training, opportunities for promotion and employee retention in the framework.
 Implications/Originality/Value: The paper presents a plausible model if validated can provide an invaluable insight in understanding the needs and expectations of specialist doctors’ retention in public hospitals. The framework also addresses the theoretical concerns put forth by previous studies concerning the ambiguities of the broad concepts of SET. Finally, the paper presents the context specific nature of employee retention among a scarcely studied occupation group, i.e., specialist doctors in the Malaysian public sector cultural setting.