The Effect of Employer Branding and Compensation on Intention to Stay: The Moderating Role of Perceived Organizational Support

Gitari Monaretta; Teuku Noerman

doi:10.63922/ijebir.v5i03.3446

Gitari Monaretta Perbanas Institute
Teuku Noerman Perbanas Institute

DOI: https://doi.org/10.63922/ijebir.v5i03.3446

Keywords: employer branding, compensation, perceived organizational support, intention to stay

Abstract

This study aims to examine the effect of employer branding and compensation on employees’ intention to stay, with perceived organizational support as a moderating variable, among Mekaar employees of PT Permodalan Nasional Madani (PNM) Pekanbaru Branch. A quantitative approach was employed using a survey method, with a sample of 241 employees with less than one year of tenure selected through purposive sampling. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test both direct relationships and moderating effects. The results indicate that employer branding and compensation have a positive and significant effect on intention to stay. Furthermore, perceived organizational support strengthens the relationship between employer branding and compensation with intention to stay. These findings highlight the importance of organizational strategies in enhancing employee retention, particularly during the early stages of employment, and provide practical implications for human resource management in improving employee sustainability within the organization.

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