Articlehybrid2011

Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector

49 citations0/0 files storedInternational Business Research

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource Development and Performance Evaluation

Abstract

This study aims to examine the relationships among human resource development climate (HRDC), organisational citizenship behaviour (OCB) and voluntary turnover intentions (VTI) in the banking sector. Questionnaires were distributed to working adults in Nigerian commercial banks to guage the employees’ individual perception, and thus data obtained was treated as an individual data source. About 600 questionnaires were distributed and a total of 303 were receieved representing a response rate of 50.5%. Of these, 233 were usable for data analysis as others were incomplete. The results indicate that the HRDC has a significant relationship with OCB and VTI. However, OCB shows no significant relationship with VTI. The study findings and their implications for organisations in general and Nigerian banks in particular are discussed.

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References

1991Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors 2000Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research 1990Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors 1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS 1983Job Satisfaction and the Good Soldier: The Relationship Between Affect and Employee "Citizenship".2009Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.2016Organizational Climate and Culture 2003The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process

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