Impact of Employee Development on Organizational Citizenship Behavior and Employee Turnover Intensions
Purposes of Study: In the current global scenario competition among organizations is so intense, not only for the product and service but also for hiring and retaining efficient employees. Therefore, it is becoming compulsive for the organizations to find ways not only to retain their employees but also to keep them happy. This research was carried out with focus on one aspect of employee development measuring the perception of the employees about investments which their organizations are taking for their development and how these perceptions are likely to influence their organizational commitment, motivation, and job satisfaction in driving turnover intentions and organizational citizenship behavior. An intensive review of literature has been conducted to establish design a theoretical framework and hypothesis developments in context of social exchange theory.
Research Methodology: The sample selected for this research study consisted of employees from different Information Technology (IT) related organizations operating in the industry of Pakistan and registered under Pakistan Software Export Board (PSEB). This study is a deductive study in order to establish a casual effect of the proposed variable in non-contrived settings. For this research questionnaire was used as a tool for data collection which was adopted from the well-established constructs of measuring these variables.
Findings: The key findings revealed that perceived investments in employee development contributes more in organizational citizenship behavior than employee turnover intentions. Results also showed that perceived investments in employee development is helpful in determining organizational commitment, motivation, and job satisfaction. Job satisfaction was found to be the highest influenced factor as compared to motivation and organizational commitment. Furthermore, results also showed that job satisfaction, motivation and commitment significantly mediates the relationship between perceived investments in employee development and turnover intentions. Results were also in support of significant mediation of these variables in between perceived investments in employee development and organizational citizenship behaviors. Implications: The findings of the study have also practical implication for the managers of information Technology industry to incorporate these relations in formulating their human resource strategies for reducing the turnover intentions and enhancing the organizational citizenship behavior of their employees.