Organizational citizenship behaviour and employee retention: how important are turnover cognitions?

2013 ◽  
Vol 24 (4) ◽  
pp. 768-790 ◽  
Author(s):  
Pascal Paillé
Keyword(s):  
Organizational Citizenship ◽  
Employee Retention ◽  
Turnover Cognitions

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

2015 ◽  
Vol 31 (4) ◽  
pp. 1437 ◽  
Author(s):  
Pascal Paille ◽  
Nicolas Raineri ◽  
Patrick J Valeau
Keyword(s):  
Social Workers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Retention ◽  
Civic Virtue ◽  
Intention To Leave ◽  
Citizenship Behavior ◽  
Turnover Cognitions ◽  
Professional Employee

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 Improved Organizational Citizenship on Employee Retention

2017 ◽  
pp. 1128-1139 ◽  
Author(s):  
Kimberley Gordon
Keyword(s):  
Leadership Development ◽  
Organizational Citizenship ◽  
Employee Retention ◽  
Development Program ◽  
Retention Rates ◽  
Peer Leaders ◽  
Organizational Leaders ◽  
Significant Difference ◽  
Leadership Development Program ◽  
The Impact

Organizational leaders sought to reduce turnover by developing a loyal and stable workforce. Workforce stability is frequently expressed in two terms: turnover and retention. Turnover references both the voluntary and involuntary departure of an employee from an organization. Conversely, retention refers to the rate at which employees chose to stay employed by the organization. The organization featured in this study sought to improve retention by boosting organizational citizenship in key peer leaders. The organization's leaders implemented a leadership development program to enhance organizational citizenship. The leaders hypothesized a significant difference would exist in retention rates between the year prior to the development program (2013) and the year immediately following the program (2015). This study compared employee turnover data to determine what – if any – trends occurred.

The Impact of Transformational Leadership on Employee retention: Role of Organizational and Communication (Preprint)

2019 ◽  
Author(s):  
Shuja Iqbal ◽  
HongYun Tian ◽  
Shamim Akhtar ◽  
Sikandar Ali Qalati
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Employee Retention ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role

BACKGROUND Employee retention has been studied by researchers in relation to many factors. Cost of losing talented employees in much higher than recruiting and training the new ones. Past studies have shown abundant research and importance of chosen variables in different relationships. This study is unique in terms of studying the mediating role of organizational citizenship behavior and moderating role of communication in the selected model. OBJECTIVE This study investigates the impact of transformational leadership on employee retention in SMEs. Furthermore, this study examines the mediating role of organizational citizenship behavior and the moderating role of communication. METHODS Based on random sampling, 505 employees from SMEs were selected to response the constructed questionnaire. Smart PLS structured equation model (PLS-SEM) was used to estimate the various relationships. RESULTS The findings of the study reveal that there is a positive and significant relationship in transformational leadership and organizational citizenship behavior. Similarly, this study found positive and significant relationship in organizational citizenship behavior and employee retention. In addition, organizational citizenship behavior had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates transformational leadership, organizational citizenship employee retention relationships. CONCLUSIONS This study examines the mediation of organizational citizenship behavior and the moderation of communication which have been less studied in the literature. Findings revealed that transformational leadership and communication plays a significant role in relation of organizational citizenship behavior and employee retention. As such, management of SMEs need to pay particular attention to these variables, to retain employees for enhanced productivity and organizational growth.

scholarly journals A STRUCTURAL EQUATION MODEL USING LISREL-8.7, FOR MEASURING THE IMPACT OF THE ANTECEDENTS OF PEOPLE MANAGEMENT PRACTICES AND ORGANIZATIONAL LOYALTY ON EMPLOYEE RETENTION: INDIAN PERSPECTIVE

2020 ◽  
pp. 34-41
Author(s):  
M. Devi Rajesh
Keyword(s):  
Organizational Citizenship ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Voluntary Turnover ◽  
Equation Model ◽  
New Employees ◽  
Organizational Loyalty ◽  
The Impact ◽  
Indian Perspective

There is a huge issue of turnover in any of the organization. It is a mis-perception that all turnovers are horrendous, and that must dodge. All things considered if an organization does not have an adjusted level of turnover, it will bring about the dreary framework, and that organization won't approach new thoughts, change dynamism and imagination. Turnover influences painfulness and purchaser's bliss (Koys, 2001). Our worry is that the required turnover must exist, however the undesirable voluntary turnover ought to be diminished or dodged. In the present focused condition workers leave their organization for different reasons. As the learning of employees have turned out to be very basic in increasing upper hand in the present business atmosphere (Hall, 1993). The organizations are endeavoring to hold the best employees. The Importance of human asset administration rehearses and organizational reliability and their retention is perceived. At first, since assets are rare and furthermore in light of the fact that the opposition by organizations to have the best and most gifted employees for their organization (Chambers et al., 1998) lastly on the grounds that Turnover additionally annihilates the client trust in the company (Koys, 2001). Clients would prefer not to educate about their needs to the new employees. So it is smarter to hold employees that can keep clients. In the focused environment, the retention of skilled employees is horrendous. KEYWORDS: organization, promotion, work-life approaches, work attributes, organizational citizenship

scholarly journals Analisis Pengaruh Stres Kerja dan Organizational Citizenship Behavior terhadap Kepuasan Kerja dan Dampaknya terhadap Retensi Karyawan di Ford Jakarta Pusat

2014 ◽  
Vol 5 (1) ◽  
pp. 39
Author(s):  
Stefhani Stefhani ◽  
Laksmi Sito Dwi Irvianti
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Retention ◽  
Research Result ◽  
Citizenship Behavior ◽  
Cross Sectional ◽  
Path Analysis Approach ◽  
The Impact

Ford Jakarta Pusat is an authorized automotive dealer company. This study was conducted to determine how much influence of work stress and Organizational Citizenship Behaviour on job satisfaction and the impact on employee retention. There were 50 employees in Ford Jakarta Pusat used as research object. Data were obtained by spreading the questionnaire to the respondents using Cross Sectional Time Horizon. The data have been collected and processed using Path Analysis approach. According to the research result, it shows that work stress and Organizational Citizenship Behaviour have a simultaneous and significant effect on job satisfaction although work stress individually does not have a significant effect on job satisfaction. Then, work stress, Organizational Citizenship Behaviour, and job satisfaction have a simultaneous and significant effect on employee retention although work stress individually does not have a significant effect on employee retention. After trimming process, the result shows that Organizational Citizenship Behaviour and job satisfaction have a simultaneous and significant effect on employee retention. It means that if the company wants to maintain and improve employee retention, it must improve the Organizational Citizenship Behaviour through Job Satisfaction.

Der AVEM im Lehrerberuf: Eine Validierungsstudie

2001 ◽  
Vol 22 (4) ◽  
pp. 267-278 ◽  
Author(s):  
Rolf van Dick ◽  
Ulrich Wagner
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Körperliche Beschwerden ◽  
Berufliche Belastungen ◽  
Job Diagnostic Survey

Zusammenfassung: Einer größeren Lehrerstichprobe (N = 434), die hinsichtlich verschiedener demographischer Merkmale heterogen ist, wird der AVEM (Arbeitsbezogenes Verhaltens- und Erlebensmuster; Schaarschmidt & Fischer, 1996 , 1997 ) vorgelegt. Als Kriteriumsvariablen werden körperliche Beschwerden, Fehltage, berufliche Belastungen, Pensionierungsabsichten sowie Organizational Citizenship Behavior ( Organ, 1988 ) erfragt. Teilstichproben beantworten zusätzlich Skalen zu Copingverhalten, Sozialer Unterstützung, Kompetenzerwartung sowie eine an den Lehrerberuf adaptierte Version des Job Diagnostic Survey ( Hackman & Oldham, 1980 ). Faktoren- und Reliabilitätsanalysen replizieren die Ergebnisse von Schaarschmidt und Fischer. Eine Clusteranalyse ergibt vier Muster, von denen drei Muster der von Schaarschmidt und Fischer postulierten Einteilung entsprechen; ein viertes Muster weicht von dieser Klassifikation ab. Eine zweite Studie mit N = 283 Lehrerinnen und Lehrern kann die Lösung der ersten Clusteranalyse replizieren. Die Zusammenhänge belegen insgesamt eine gute konvergente, diskriminante und Kriteriumsvalidität und weisen den AVEM als brauchbares Messinstrument zur Analyse von Belastung und Beanspruchung im Lehrerberuf aus.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

Sign in / Sign up

Export Citation Format

Share Document