The mediating effect of organizational citizenship behavior on the relationship between workplace spirituality and intention

Abstract

Purpose: This study aims to explore the relationships between workplace spirituality, intention to leave and organizational citizenship behaviour (OCB) among nurses and whether OCB mediates the relationship between workplace spirituality and intention to leave. Design/methodology: Due to the shifting paradigm of health policies, administrations in Malaysian hospitals are faced with trials of cost reduction. The high rate of nurses leaving the hospital poses a burden to the human resource department. This study aims to discover how to cope with this problem by utilizing workplace spirituality and organizational citizenship behaviour. In the present correlational study, data were collected using questionnaires. A total of 345 nurses from three public and general hospitals located in Johor Bahru, Malaysia, were chosen as samples using a random sampling method to respond to questionnaires. The measurement and structural model were assessed using SmartPls 2.0. Findings:Workplace spirituality has significant negative influence on nurses' intention to leave and positive influence on OCB. Amongst nurses, workplace spirituality contributed to 34% of the variation in intention to leave, whereas 36% of the variation was in accordance to OCBI -615-Intangible Capital -https://doi.org/10.3926/ic.906 and 45% of the variation was in accordance to OCBO. Furthermore, OCB arbitrated the effect of workplace spirituality on the intention to leave. Social implications:This study has shown the probable advantages of better understanding the positive impact of workplace spirituality on nurses' tendency to leave and OCB. This is important for the managers of nurses in the effort to improve nurses' performance and, by extension, the healthcare system. Originality/value: Workplace spirituality contributes to nurses' intention to leave and OCB.This study highlights the benefits of the novel idea of workplace spirituality, especially amongst nurses needing motivation in their duties.

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:…”

Building Organizational Citizenship Behavior (OCB) through Personality and Work Perception of Teachers

“…Workers who feel that organizational procedures are just are much more likely to engage in organizational citizenship behaviors (OCBs)". Bostan and Kiliç explained in this study that "organizational justice perception of health workers influence the behavior of organizational citizens [15]. From the sub-dimension of organizational justice perception, it has been understood that procedural justice is the strongest influential factor in the organizational citizenship perception."…”

Emotions, Behavior, and the Mediating Role of Climate

“…A more thorough understanding of the benefits of a positive OC and how it affects OCB increases a company's chances of success, as exhibiting empathy and compassion towards employees are important ways to maintain happiness and productivity (Anvari et al, 2017). The OC may inspire and encourage employees to perform beyond their specified job roles (Randhawa & Kaur, 2015).…”

“…Currently, there is a lack of empirical research that highlights the relationship between EI and OCB mediated by OC (Anvari, Barzaki, Amiri, Irum, & Shapourabadi, 2017;Arda, Delen, Tatoglu, & Zaim, 2017). Current research discusses and analyzes EI, OCB, and OC on the following sub-dimensions.…”

“…According to Abraham (2004), this trust enhances cooperation and teamwork, which stimulates others to act similarly, strengthens their beliefs and commitment, and leads to improved OCB. Recently, OCB has been identified as employee behavior that provides organizations with a better chance of success and higher effectiveness (Anvari et al, 2017). In other words, it is the behavior that is the outcome of the OC.…”