Purpose -The purpose of this research is to demonstrate the influence of leadership style on organizational citizenship behavior, as employees show individualistic or collectivistic characteristics. Methodology -174 white-collar employees (105 males and 69 females) located in Istanbul (N=89) and Denizli (N=85) formed the sample of this study. A multidimensional questionnaire with six-point interval scale was applied to measure all substantive variables used in this study. Findings-This research revealed that OCB level in Denizli is significantly higher than the level of OCB level İn İstanbul as expected. There is also relationship between some of the leadership styles and OCB. Although both individualism and collectivism have a positive and meaningful correlation with OCB, the correlation between collectivism and OCB is stronger in relation to individualism and OCB. Conclusion-The relationship between leadership style and OCB is moderated by individualism in different ways according to the city. Culture is very important and influential in organizations. It can completely affect the concepts and value perceptions of people, and as a result the leadership styles expected by the employees.

The aim of this study is to examine how job satisfaction and affective commitment mediate the relationship between workload and intention to stay. Academic staff from Istanbul Gelisim University made up the sample population for the study (N=233). Structural equation modeling has been used to test the relationships between the variables, and the results show that the hypotheses are strongly supported. As a result of the research, it was found that academicians, who consider their workloads as reasonable, are more likely to stay at their workplaces. Moreover, the affective commitment and job satisfaction levels of academicians are also influenced by their workload. When academicians feel that their workload is too excessive, their affective commitment and job satisfaction levels decline, and as a result, they are less likely to stay with their jobs. The universities are struggling to keep their qualified academicians in today's competitive work environment while it is very critical for academic performance. In this framework, it is anticipated that this research would be useful in examining the necessary factors for academics to stay at their workplaces and presenting new methods to university administrations.

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