Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a Malaysian context

Lau, Patricia Yin Yin; McLean, Gary N.; Lien, Bella Ya‐Hui; Hsu, Yen-Chen

doi:10.1108/pr-04-2014-0083

Cited by 43 publications

(43 citation statements)

References 93 publications

(159 reference statements)

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“…Also, Paillé (2013) found that OCB is positively related to turnover intention, which was the unexpected result, and he suggested that more investigations are required to extend the understanding of the association between OCB and turnover intention. Similarly, Lau et al (2016), indicated that self-rated OCB increased turnover intention positively, which means self-rated OCB did not influence turnover intention. Furthermore, Saraih et al (2017), found that OCB does not have any association with turnover intention.…”

Section: Organisational Citizenship Behaviour and Turnover Intentionmentioning

confidence: 96%

“…Recent empirical studies have shown the effectiveness of OCB in predicting employees' turnover intention and proven the negative association between OCB and turnover intention (Barzoki & Rezaei, 2017;Berry et al, 2012;Coyne & Ong, 2007;Iftikhar, Shahid, Shahab, Mobeen, & Qureshi, 2016;Li, Kim, & Zhao, 2017;Mazlum Çelik, 2013;Paillé & Grima, 2011;Podsakoff, Whiting, Podsakoff, & Blume, 2009). Contrariwise, some studies showed different results on the relationship between OCB and turnover intention (Koys, 2001;Lau, McLean, Lien, & Hsu, 2016;Paillé, 2013;Saraih, Aris, Sakdan, & Ahmad, 2017;Edeme & Nkalu 2016). For instance, Koys (2001) did not find proves to suggest that OCB is a predictor of employee turnover.…”

Section: Organisational Citizenship Behaviour and Turnover Intentionmentioning

confidence: 99%

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A conceptualization of the role of organisational learning culture and organisational citizenship behaviour in reducing turnover intention

Saoula¹,

Johari²,

Fareed³

2018

JBRMR

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KeywordsTurnover intention, organisational learning culture, organisational citizenship behaviour, social exchange theory. AbstractEmployees' turnover is a critical issue for many companies around the globe. This international phenomenon considered as one of the big obstacles for the organisations in achieving their strategic plans and gaining competitive advantages. Therefore, there is a big need to conduct more studies and investigations to provide a better understanding of the factors affecting this phenomenon in different settings and contexts of research, particularly in the non-western perspectives such as Malaysia who is facing big challenges toward the employees' turnover in many sectors. Thus, this paper aims to study the relationship between organisational learning culture (OLC), organisational citizenship behaviour(OCB) (benefiting the individual OCB-I and benefiting the organisation OCB-O) and turnover intention (TI). Due to that, this study proposed framework to study the effect of organisational learning culture on turnover intention via the mediation role of organisational citizenship behaviour (OCB-I, OCB-O). In addition, the direct effect between the variables has been discussed. Hence this paper is expected to fill the research gap and contribute to the body of knowledge in this area of research.

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Section: Organisational Citizenship Behaviour and Turnover Intentionmentioning

confidence: 96%

Section: Organisational Citizenship Behaviour and Turnover Intentionmentioning

confidence: 99%

A conceptualization of the role of organisational learning culture and organisational citizenship behaviour in reducing turnover intention

Saoula¹,

Johari²,

Fareed³

2018

JBRMR

View full text Add to dashboard Cite

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“…Also, the sample is taken from the Slovenian population, which can have some implications in the results due to the Slovenian gradual transitional approach to a free market economy. A self-assessment method was used, which can also influence the results (Lau et al, 2016). Some studies that were cited regarding the personal values of millennials; for instance, Ng et al (2010), Twenge et al (2012), and Weber (2017) may have implications in the results, as they were mostly made among the North American population.…”

Section: Future Directions and Study Limitationsmentioning

confidence: 99%

The Millennials’ Effect: How Can Their Personal Values Shape the Future Business Environment of Industry 4.0?

Črešnar

Jevšenak

2019

Naše Gospodarstvo/Our Economy

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The main purpose of this paper is to assess a possible impact millennials will have on the future business environment of Industry 4.0, based on their personal value orientations. Millennials are taking over important roles in organizations, but their personal values are significantly different from those of older generations. This paper shows that, based on the Schwartz's value survey with N=371 Slovenian respondents, millennials are in general more inclined toward values connected to personal growth and freedom from anxiety, emphasizing self-transcendence and openness to change, than toward self-protection and anxiety avoidance, understating conservation and self-enhancement values. These cognitions can have significant implications in shaping the future business environment of Industry 4.0, as it can become more open, understanding, collaborative, accepting, and generally more supporting, thus creating the evident millennials' effect. Even though millennials are in general well prepared for the future business environment, organizations will have to, in order to retain the millennials, reshape their current organizational environment to better reflect the millennials' views.

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“…Hence, this showed that SL will affect employees' turnover intention and its influence on these employees' attitudinals will be mediated by employees' OCB. The result of the studies conducted by Pare and Treamblay (2007), Paille (2013), Lau et al (2016), and Lam et al (2016) supported the conclusion that OCB is valid as a mediator variable and also has a strong relationship with intention to leave.…”

Section: The Mediating Role Of Organizational Citizenship Behaviormentioning

confidence: 74%

“…In their recent study, Lau, McLean, Lien, and Hsu (2016) conceptualized a research model with OCB mediating the relationship between affective commitment and employee exit intention. From a sample of respondents drawn from various industries located in Malaysia, Lau and her colleagues found that self-rating OCB partially mediated the relationship of the predictor of the study which was the construct of affective commitment and the criterion which was the intention to leave.…”

Section: The Mediating Role Of Organizational Citizenship Behaviormentioning

confidence: 99%

The Relationship between Servant Leadership, Organizational Citizenship Behaviour, and Dysfunctional Turnover

Wong¹,

Ramalu²,

Chuah³

2019

IBR

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The purpose of this conceptual paper is to provide a framework to enhance the understanding of factors that influence the turnover rate among high performers in an organization. The focus of this proposed conceptual framework is the study of the relationship between leadership style, organizational citizenship behaviour, and dysfunctional turnover. Based on literature reviews, evidences reveal a negative relationship between servant leadership and dysfunctional turnover which is mediated by the variable of organizational citizenship behaviour. From a practical standpoint, this paper provides additional knowledge in the area of dysfunctional turnover which can assist the relevant stakeholders in an organization to reduce brain drain and enable HR practitioners to have a better understanding on how to reduce turnover rate among high performers; whilst at the same time, contributing to the existing number of valuable researches that provide the much-needed knowledge in understanding the turnover phenomenon. Hence, there is a need to conduct an empirical based study to validate the proposed conceptual framework and to ascertain the relationship among the various variables in this framework.

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Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a Malaysian context

Cited by 43 publications

References 93 publications

A conceptualization of the role of organisational learning culture and organisational citizenship behaviour in reducing turnover intention

A conceptualization of the role of organisational learning culture and organisational citizenship behaviour in reducing turnover intention

The Millennials’ Effect: How Can Their Personal Values Shape the Future Business Environment of Industry 4.0?

The Relationship between Servant Leadership, Organizational Citizenship Behaviour, and Dysfunctional Turnover

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