Organizational Citizenship Behavior and Turnover Intentions: Do Organizational Culture and Justice Moderate Their Relationship?

Journal of Applied Social Psychology

41 Pages Posted: 15 Jul 2011 Last revised: 27 Jul 2011

See all articles by Aharon Tziner

Aharon Tziner

Netanya Academic College

Gil Sharoni

Netanya Academic College - School of Business Administration

Erich C. Fein

University of Southern Queensland - School of Psychology

Tamar Shultz

Netanya Academic College

Date Written: July 13, 2011

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 showed solid 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) effect, organizational justice as well as two 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.

Suggested Citation

Tziner, Aharon and Sharoni, Gil and Fein, Erich C. and Shultz, Tamar, Organizational Citizenship Behavior and Turnover Intentions: Do Organizational Culture and Justice Moderate Their Relationship? (July 13, 2011). Journal of Applied Social Psychology. Available at SSRN: https://ssrn.com/abstract=1885059

Aharon Tziner (Contact Author)

Netanya Academic College ( email )

16 Kibutz, Galoyot Street
Netanya 42100
Israel

Gil Sharoni

Netanya Academic College - School of Business Administration ( email )

Netanya, 42100
Israel

Erich C. Fein

University of Southern Queensland - School of Psychology ( email )

Toowoomba, QLD 4350
Australia

Tamar Shultz

Netanya Academic College

1 University St
Netanya 42100, 4223587
Israel

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