The Mediating Role of OCB on the Relationship Between Job Satisfaction, Organizational Commitment, and Turnover Intention of Engineers
Keywords:
organizational citizenship behavior, turnover intention, Japanese subsidiaries, engineers, mediatorAbstract
Recent Organizational Citizenship Behavior (OCB) research has tended to focus on its effective outcomes in both individual and organizational level, and focus on its antecedents, but less often on examining its role as a mediator transferring effects of antecedents to outcomes. Additionally, empirical evidence from previous studies of OCB were often based on a sample group containing a large band of jobs and occupations instead of any specific group in which enable the organization to direct its effort and energy to the right group of their employees to develop OCB. The present study was designed to investigate OCB as a mediator of the relationship between job satisfaction, organizational commitment, and turnover intention of Thai engineers. Questionnaire survey were administered to 155 Thai engineers in Japanese subsidiaries throughout the country. The analysis results show that altruism, conscientiousness, and compliance of OCB were perceived by the engineers and two of those dimensions; altruism and conscientiousness also positively related to job satisfaction, organizational commitment whereas showed a negative and significant to turnover intention. The results of the study also verified the proposed mediation model showing that job satisfaction and organizational commitment predict altruism and conscientiousness, which in turn, reduce turnover intention. This study contributes to the literature on turnover by enhancing our understanding in the mechanism that govern job satisfaction, organizational commitment, and turnover intention relationship. Suggestions for management to retain engineers to the organization through OCB and recommendations for further research are also discussed.
References
Aaker, D., Kumar, V., & Day, G. (2001). Marketing Research. NY: John Wiley & Sons.
Barnard, C. (1938). The Functions of the Executives. Cambridge, MA: Harvard University Press.
Baron, R., & Kenny, A. (1986). The moderator-mediator variable distinction in social psychology research: Conceptual, strategic and statistical consideration. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Blau, P. (1964). Exchange and Power in Social Life. New York: Wiley.
Chompookum, D. (2001). The effects of internal career orientations on impression management and perceived organizational behavior: Looking good or being good? (Doctoral dissertation). Available from ProQuest Dissertation and theses database (UMI No.3014137).
Coyne, I., & Ong, T. (2007). Organizational citizenship behavior and turnover intention: A cross-cultural study. International Journal of Human Resource Management, 18(6), 1085-1097.
De Vaus, D.A. (1991). Surveys in Social Research. 3rd ed. London: UCL Press.
Devece, C., Palacios-Marques, D., & Alguacil, M.P. (2016). Organizational commitment and its effects on organizational citizenship behavior in a high-unemployment environment. Journal of Business Research, 69, 1857-1861.
Farh, J., Zhong, C., & Organ, D. (2004). Organizational citizenship behavior in the People Republic of China. Organization Science, 15, 241-253.
Harmi, A., & Sooraksa, N. (2016). The relationship between person-organizational values fit, organizational commitment and discretionary effort of professional nurses. Srinakharinwirot Business Journal, 7(1), 120-134.
Indarti, S., Solimun, & Fernandes, R. A. (2017). The effect of OCB in relationship between personality, organizational commitment and job satisfaction on performance. Journal of Management Development, 36(10), 1283-1293.
Janjirasakul, N., Kajornsin, B., & Kajornsin, S. (2017). Development of causal relationship model of factors affecting turnover intention of faculties in private higher education institutions. Saengtham College Journal, 9(2), 64-79.
Japanese Chambre of Commerce. (2017). Survey of Business sentiment on Japanese corporation in Thailand for 1st half of 2017. Retrieved from https://www.jcc.or.th/content_images/files/(ENG)_ Summary_A%20Survey%20of%20Business%20Sentiment%20for%201H2017(1).pdf
Kasemsap, K., Thabhiranrak, T., & Pungnirund, B. (2017). Organizational justice, job satisfaction, organizational commitment, and organizational citizenship behavior of operational employee of passenger car manufacturing plant in Thailand. SDU Research Journal, 12(2), 39-59.
Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-146.
Kobketkom, A. (2009). Relationships between intrinsic and extrinsic work motivation, fairness perception of performance appraisal and turnover intention of engineers at the LTEC Company in northern region industrial estate. Master’s thesis. Chiang Mai University.
Koys, D.J. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organization effectivness: A unit-level, longitudinal study. Personnel Review, 54, 101-114.
Malhotra, N., Kim, S., & Patil, A. (2006). Common method variance in IS research: A comparision of alternative approaches and a reanalysis of past research. Management Science, 52(12), 1865-1883.
Mowday, R., Steers, R., & Porter, L. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Mowday, R., Steers, R., & Porter, L. (1982). Employee-organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.
Munintarawong, S., & Methapisit, T. (2015). Trends in the HR development of Japanese enterprises in Thailand in the 21st century. JSN Journal, 5(2), 48-69.
Nagamatsu, M., & Thirasirikul, J. (2017). The effect of person-environment fit on organization commitment in Japanese multinational corporations in Thailand. Japanese Studies Journal, 34(1), 37-53.
Nunnally, J. (1978). Psychometric Theory. 2nd ed. NY: McGraw-Hill.
Orawongsuphathat, C., & Pimthong, S. (2018). Causal relationship of organizational loyalty of Gen Y telecommunication engineers in Thai telecommunication public enterprise. University of Thai Chambre of Commerce Journal-Humanities & Social Sciences, 38(3), 29-47.
O’Reilly, C. I., & Chatman, J. (1986). Organizational commitment and psychological attachement: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71, 492-499.
Organ, D. (1988). Organizational Citizenship Behavior: The Good Soldier Sysndrome. Lexington, MA: Lexington.
Organ, D. (1990). The motivational basis of organizational citizenship behavior. In O.D.W., B. Staw, & L. Cummings (Eds.), Research in Organizational Behavior (Vol.12, pp.43-72). Greenwich, CT: JAI Press.
Organ, D. (1997). Organizational citizenship behavior: It’s construct clean-up time. Human Performance, 10(2), 85-97.
Organ, D. (2018). Organizational citizenship behavior: Recent trends and developments. Annual Review of Organizational Psychology and Organizational Behavior, 80, 295-306.
Organ, D., Podsakoff, P., & Mackenzie, S. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents and Consequences. Thousand Oak, CA: Sage.
Paille, P., & Grima, F. (2011). Citizenship and withdrawal in the work place: Relationship between organizational citizenship behavior, intention to leave current job and intention to leave the organization. Journal of Social Psychology, 151(4), 478-493.
Pei-Lee, T., & Laosirihongthong, T. (2011). Job involvement, job satisfaction, and organizational commitment: Predicting propensity to leave a job among skilled employees. Proceedins of IEEE International Conferferences on Quality and Reliability. IEEE. Retrieved from HYPERLINK “https://ieeexplore .ieee.org/document/6031670” https://ieeexplore.ieee.org/document/6031670
Podsakoff, N., Whiting, S., Podsakoff, P., & Blume, B. (2009). Individual-and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122-141.
Podsakoff, P., MacKenzie, S., & Bommer, W.H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behavior. Journal of Management, 22, 259-298.
Podsakoff, P., MacKenzie, S., Lee, J., & Podsakoff, N. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Podsakoff, P., MacKenzie, S., Moorman, R., & Fetter, R. (1990). Transformational leader behavior and their effects on followers’ trust in leader, satisfaction, and organizational leadership behavior. Leadership Quarterly, 1(2), 107-142.
Podsakoff, P., MacKenzie, S., Paine, J., & Bachrach, D. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, 513-563.
Punsritum, K. (2006). Effects of job engagement, organizational commitment, job satisfaction on turnover intentions in employees of a state enterprise. Master’s thesis. Thammasat University.
Qu, W., & Lounkaew, K. (2017). Causality between organizational citizenship behavior and employee turnover intention: A comparative study of Thai & Chinese lighting companies. Suthiparithat, 31(99), 67-78.
Sabahi, A., & Dashti, N. (2016). The effect of emotional intelligence and job satisfaction on organizational citizenship behavior. Management Science Letters, 6, 475-480.
Sattavorn, S. (2018). The impact of career saisfaction, commitment and supervisory support on organizational commitment of Thai employees: A study in Japanese subsidiaries. Proceedings of 2018 5th International Conference on Business and Industrial Research. Bangkok: Institute of Electrical and Electronics Engineers Inc. Retrieved from HYPERLINK “https://ieeexplore.ieee.org/ document/8391219” https://ieeexplore.ieee.org/document/8391219
Singh, J., Goolsby, J., & Rhoads, G. 1994. Behavioral and psychological consequences of boundary spanding burnout for customer service representatives. Journal of Marketing, 31(4), 558-569.
Smith, C., Organ, D., & Near, J. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 655-663.
Tajfel, H. (1982). Social Identity and Inter-Group Behavior. Cambridge: Cambridge University Press.
Tintabura, S., Wiroonratch, B., & Lertputtarak, S. (2014). New welfare management of production employees and engineers in operational level and young executives level in Leam Chabang Industrial Estate Chonburi. Journal of Graduate School of Commerce-Burapha Review, 9(2), 127-145.
Tschopp, C., Grote, G., & Gerber, M. (2014). How career orientation shapes the job satisfaction-turnover intention link. Journal of Organizational Behavior, 35, 151-171.
Wang, A. (2015). The impact of cultural gap and leadership gap on job satisfaction in Japanese companies in Thailand. Thammasat University: Unpublished Dissertation.
Wichaidit, P. (2001). The Study of satisfaction of personnel in Thai construction industry. Master’s thesis. King Mongkut Institute of Technology, Thonburi.
Wong, A., & Tong, C. (2014). Evaluation of organizational commitment models and their components in Asian cities. International Journal of Human Resource Studies, 14(2), 66-96.
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
