Gender as a Moderator of the Relationship between OCB and Turnover Intention

Abstract

This paper examines the relationship between OCBs and turnover intention. The sample consisted of 557 non manager employees across 63 hotels in Malaysia. Managers' ratings of employees' OCBs were collected and matched with 557 employees' self ratings of turnover intention and demographic. Factor analysis of OCB items revealed a new dimension of OCB, labeled as patience, together with four common dimensions -helping behavior, conscientiousness, sportsmanship and civic virtue. Consistent with cognitive consistency theory, the results show that helping behavior, Asian Social ScienceJune, 2009 109 conscientiousness, patience and civic virtue were significantly and negatively related to turnover intention. Moreover, the OCB dimensions explained a meaningful portion (25%) of the turnover intention measure. The results indicated that gender moderated the relationship between helping behavior and turnover intention and this relationship was stronger for females than males. These results point to the importance of considering behavioral factors in effort to predict and manage employee turnover.

Organizational Citizenship and Generation Y Turnover Intention

“…As mentioned earlier, to date, only a few studies have explored the relationship between OCB and withdrawal behavior (Chen et al, 1998;Khalid et al, 2009). The study conducted by Chen et al, (1998) involved 205 supervisor-subordinate dyads across 11 organizations in the People's Republic of China revealed that OCB was negatively related with turnover intention.…”

“…This has been supported by Werner (2006) that states, the number of studies examining the consequences of OCB remain small. In this connection, to date, only a small number of studies have investigated the relationship between OCB and withdrawal behavior (e.g., Chen et al, 1998;Khalid et al, 2009). This limited number of studies does not allow much generalization.…”

Relationship between Religiosity and Citizenship Behaviours in Organizations: Empirical Evidence from Selected Organisations in Lagos State

“…Organisational citizenship behaviours were referred to as extra-role behaviours (Belogolovsky & Somech, 2010;Khalid, Jusoff, Hassan, Ismail, Kassim & Rahman, 2009). According to Bateman and Organ (1983), extra-role behaviours are behaviours that improve the overall organisational effectiveness and goodwill.…”

Does Gender Moderate The Relationship Between Job Satisfaction and Employee - Turnover Intention? A Proposed Model

“…In another study, Khalid et al (2009) found that the relationship between helping behavior and turnover intention is moderated by gender and this relationship was stronger for females than males. Theoretically, gender might moderate the relationship between job satisfaction and ETI for two possible reasons.…”

“…Theoretically, gender might moderate the relationship between job satisfaction and ETI for two possible reasons. Firstly, women are more likely to leave their job because they have weak attachments to the labour market (Chaudhury & Ng, 1992;Khalid et al, 2009) and "are paid less, promoted slowly and are less likely to reach the top ranks that are accorded power and authority" (Miki & Yuval, 2011, p. 412). Secondly, women are more likely to turnover because the level of family interference with work was found to be significantly higher in women compared to their men counterparts (Watai, Nishikido, & Murashima, 2008).…”