Professional Employee Retention: Examining The Relationships Between Organizational Citizenship Behavior And Turnover Cognitions.

Abstract

The purpose of this study is to examine the relationships between organizational citizenship behaviour, intention to search a job, intention to leave the organization, and the profession. Using a sample of social workers (N = 327), findings show that while intention to leave the employer is explained by helping, civic virtue and sportsmanship, intention to leave the profession is explained only by civic virtue and sportsmanship. The implications of the findings are discussed.

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

“…Few studies have also examined a negative relationship between OCB and turnover intention (Islam et al, 2012). A higher level of OCB significantly affects ER (Dash and Pradhan, 2014;Paillé et al, 2015;Pivi and Hassan, 2015;Anvari et al, 2017;Olendo and Muindi, 2017;Mittal and Kaur, 2018). This relationship will be analyzed in Chinese SMEs with the following hypothesis:…”

“…It is essential to note that leaders' effective communication and motivation enhance employee satisfaction (Sergeeva, 2018), OCB (Yildirim, 2014;Herfina and Rubini, 2015;Chan and Lai, 2017), which significantly affects ER (Paillé et al, 2015;Popescu et al, 2015;Olendo and Muindi, 2017). There is evidence that employees show OCB when they are in an optimistic mood, and this finding has been further tested by relational mechanisms (Nohe and Hertel, 2017).…”

“…Individual OCB affects ER in a way that the more the employees show individual OCB and a macrointerest in an organization, the less they will leave the organizations. Moreover, organizational factors such as helping, civic virtue, and sportsmanship affect the OCB of employees, further affecting ER (Paillé et al, 2015). Past studies on TL have examined the mediating role of OCB on sustainable employee performance (Jiang et al, 2017), creativity, and ER (Rashid et al, 2018).…”

Performance Management Systems: Task‐Contextual Dilemma Owing to the Involvement of the Psychological Contract and Organizational Citizenship Behavior

“…Additionally, when both employees and employers have mutual agreements for fulfilling the obligations they assume, employees become more satisfied with their jobs, their level of commitment rises and they become more likely to display discretionary behaviors that are beyond the call of duty. Further, an increase in the display frequency of extra role behaviors is considered to be an indicator of employee retention (Paillé et al, ).…”

A Review of the Literature on Employee Turnover

“…The theory of social exchange has been widely adopted in recent years by researchers in management sciences (Brimhall, Lizano & Barak, 2014, Singh and Selvarajan, 2013, Ertürk and Vurgun, 2015, George, 2015, Cheng & Waldenberger, 2013, Thurasamy et al, 2011, Taştan, 2014. Blau (1964), cited in Paillé et al (2015), states that social exchange is based on "favors that create diffuse future obligations, not precisely specified, and whose nature of the counterpart can not be negotiated. but must be left to the discretion of its author.…”