Organizational citizenship behavior and turnover intentions: Do organizational culture and justice moderate their relationship?

Gil Sharoni; Aharon Tziner; Erich C. Fein; Tamar Shultz; Keren Shaul; Lian Zilberman

doi:10.1111/j.1559-1816.2012.01015.x

Organizational citizenship behavior and turnover intentions: Do organizational culture and justice moderate their relationship?

Gil Sharoni, Aharon Tziner, Erich C. Fein, Tamar Shultz, Keren Shaul, Lian Zilberman

Research output: Contribution to journal › Article › peer-review

Abstract

The hypothesized moderating effects of the dimensions of organizational justice and organizational culture on the relationship of organizational citizenship behavior (OCB) and turnover intentions were examined. Results from a sample of 102 employees revealed support for the interactive effects of the dimensions of organizational justice and organizational culture and OCB in relation to turnover intentions. Moreover-and contrary to expectations-in addition to their interactive (moderating) effects, organizational justice as well as 2 of the organizational culture dimensions emerged as independent variables linked to turnover intentions. The theoretical implications of the results and directions for future research are discussed.

Original language	English
Pages (from-to)	E267-E294
Journal	Journal of Applied Social Psychology
Volume	42
Issue number	SUPPL. 1
DOIs	https://doi.org/10.1111/j.1559-1816.2012.01015.x
State	Published - Dec 2012
Externally published	Yes

ASJC Scopus subject areas

Social Psychology

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10.1111/j.1559-1816.2012.01015.x

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title = "Organizational citizenship behavior and turnover intentions: Do organizational culture and justice moderate their relationship?",

abstract = "The hypothesized moderating effects of the dimensions of organizational justice and organizational culture on the relationship of organizational citizenship behavior (OCB) and turnover intentions were examined. Results from a sample of 102 employees revealed support for the interactive effects of the dimensions of organizational justice and organizational culture and OCB in relation to turnover intentions. Moreover-and contrary to expectations-in addition to their interactive (moderating) effects, organizational justice as well as 2 of the organizational culture dimensions emerged as independent variables linked to turnover intentions. The theoretical implications of the results and directions for future research are discussed.",

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AU - Shultz, Tamar

AU - Shaul, Keren

AU - Zilberman, Lian

PY - 2012/12

Y1 - 2012/12

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AB - The hypothesized moderating effects of the dimensions of organizational justice and organizational culture on the relationship of organizational citizenship behavior (OCB) and turnover intentions were examined. Results from a sample of 102 employees revealed support for the interactive effects of the dimensions of organizational justice and organizational culture and OCB in relation to turnover intentions. Moreover-and contrary to expectations-in addition to their interactive (moderating) effects, organizational justice as well as 2 of the organizational culture dimensions emerged as independent variables linked to turnover intentions. The theoretical implications of the results and directions for future research are discussed.

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ER -

Organizational citizenship behavior and turnover intentions: Do organizational culture and justice moderate their relationship?

Abstract

ASJC Scopus subject areas

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