Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions

Abstract

An attempt has been made to investigate the mediating role of OCBs in culture and turnover intentions. Data was collected from 15 BPO units located in Chandigarh. Findings revealed that OCBs of employees in the BPO sector are mainly sensitive to four dimensions of organizational culture viz. proaction, confrontation, experimentation and openness. Finally, a partial mediation of OCBs had been found between organizational culture and turnover intentions. Taking into consideration the practical implications of the study, findings suggest that BPO Managers should pay special attention and recognition to employees' OCBs, as these could help in reducing their attrition. Further implications of the results and direction for future research have been elaborated.

The Role of Hr Practices on Turnover Intentions Directly and Through Organizational Citizenship Behavior in the Banking Sector of Malaysia

“…These empirical results are important for the top management of the banking sector to incorporate the OCB and these HR practices in reducing the turnover intentions. As same is postulated by number of studies like Dwivedi, 2017;Khalid et al, 2013;Podsakoff et al, 2009). The findings provide empirical evidences for banking sector of Malaysia to further strengthen the employee and employer relationship by incorporating proper implementation of OCB along with these HR practices which strengthen employees' notion about the job security, recognition system, reward system, performance feedback and workload that organization does care about them and which ultimately increase the quit intentions.…”