Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions: Mediating Effect of OCBs

Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions: Mediating Effect of OCBs

Sulakshna Dwivedi (Punjabi University, Patiala, India)
DOI: 10.4018/IJHCITP.2017040102
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Abstract

An attempt has been made to investigate the mediating role of OCBs in culture and turnover intentions. Data was collected from 15 BPO units located in Chandigarh. Findings revealed that OCBs of employees in the BPO sector are mainly sensitive to four dimensions of organizational culture viz. proaction, confrontation, experimentation and openness. Finally, a partial mediation of OCBs had been found between organizational culture and turnover intentions. Taking into consideration the practical implications of the study, findings suggest that BPO Managers should pay special attention and recognition to employees' OCBs, as these could help in reducing their attrition. Further implications of the results and direction for future research have been elaborated.
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Background Literature And Hypotheses Development

Organizational Culture

Various authors have defined organizational culture in diverse ways. Conceptualization of organizational culture has always remained a herculean task as different authors have defined and labeled it differently (Schein, 1990).

Organizational culture helps in instilling collaborative and supportive behavior among organization’s members (Ifinedo, 2007); reduce role ambiguity, role conflict which eventually enhances the performance (Gould-Williams, 2003).

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