This study examined psychological factors influencing organizational citizenship behavior and turnover intent among bankers in a consolidated Nigerian Bank. Eight hundred and eighty five (885) bank workers were sampled across six geo-political zones in Nigeria. A battery of tests was used to elicit their opinions using questionnaire. The research was multivariate in nature. A multivariate regression analysis was used to establish the direct and indirect effects of the exogenous variables on the two endogenous variables through path analysis. Results revealed that affective commitment, procedural justice and psychological empowerment have direct effects on the negative relationship between citizenship behaviour and turnover intent. The study also revealed a negative relationship between turnover intent and organizational citizenship behaviour. However, there was no indirect relationship between affective commitment and psychological empowerment on the negative relationship between citizenship behaviour and turnover intent. It was recommended that bank managements will only be helping in retaining their top staff by encouraging organisational citizenship behaviour among them. This will not only boost workers performance and bank productivity but also lower their intent to leave the organisation no matter the odds on the job.
| Published in | American Journal of Applied Psychology (Volume 5, Issue 6) |
| DOI | 10.11648/j.ajap.20160506.13 |
| Page(s) | 51-59 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2016. Published by Science Publishing Group |
Turnover Intent, Organisational Citizenship Behavior, Affective Commitment, Psychological Empowerment, Procedural Justice, Bank Consolidation
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APA Style
Fasanmi Samuel Sunday. (2016). Organizational Citizenship Behavior and Turnover Intent: A Path Analysis of Nigeria Bankers’ Behavioural Variables. American Journal of Applied Psychology, 5(6), 51-59. https://doi.org/10.11648/j.ajap.20160506.13
ACS Style
Fasanmi Samuel Sunday. Organizational Citizenship Behavior and Turnover Intent: A Path Analysis of Nigeria Bankers’ Behavioural Variables. Am. J. Appl. Psychol. 2016, 5(6), 51-59. doi: 10.11648/j.ajap.20160506.13
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Download@article{10.11648/j.ajap.20160506.13,
author = {Fasanmi Samuel Sunday},
title = {Organizational Citizenship Behavior and Turnover Intent: A Path Analysis of Nigeria Bankers’ Behavioural Variables},
journal = {American Journal of Applied Psychology},
volume = {5},
number = {6},
pages = {51-59},
doi = {10.11648/j.ajap.20160506.13},
url = {https://doi.org/10.11648/j.ajap.20160506.13},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajap.20160506.13},
abstract = {This study examined psychological factors influencing organizational citizenship behavior and turnover intent among bankers in a consolidated Nigerian Bank. Eight hundred and eighty five (885) bank workers were sampled across six geo-political zones in Nigeria. A battery of tests was used to elicit their opinions using questionnaire. The research was multivariate in nature. A multivariate regression analysis was used to establish the direct and indirect effects of the exogenous variables on the two endogenous variables through path analysis. Results revealed that affective commitment, procedural justice and psychological empowerment have direct effects on the negative relationship between citizenship behaviour and turnover intent. The study also revealed a negative relationship between turnover intent and organizational citizenship behaviour. However, there was no indirect relationship between affective commitment and psychological empowerment on the negative relationship between citizenship behaviour and turnover intent. It was recommended that bank managements will only be helping in retaining their top staff by encouraging organisational citizenship behaviour among them. This will not only boost workers performance and bank productivity but also lower their intent to leave the organisation no matter the odds on the job.},
year = {2016}
}
TY - JOUR T1 - Organizational Citizenship Behavior and Turnover Intent: A Path Analysis of Nigeria Bankers’ Behavioural Variables AU - Fasanmi Samuel Sunday Y1 - 2016/12/23 PY - 2016 N1 - https://doi.org/10.11648/j.ajap.20160506.13 DO - 10.11648/j.ajap.20160506.13 T2 - American Journal of Applied Psychology JF - American Journal of Applied Psychology JO - American Journal of Applied Psychology SP - 51 EP - 59 PB - Science Publishing Group SN - 2328-5672 UR - https://doi.org/10.11648/j.ajap.20160506.13 AB - This study examined psychological factors influencing organizational citizenship behavior and turnover intent among bankers in a consolidated Nigerian Bank. Eight hundred and eighty five (885) bank workers were sampled across six geo-political zones in Nigeria. A battery of tests was used to elicit their opinions using questionnaire. The research was multivariate in nature. A multivariate regression analysis was used to establish the direct and indirect effects of the exogenous variables on the two endogenous variables through path analysis. Results revealed that affective commitment, procedural justice and psychological empowerment have direct effects on the negative relationship between citizenship behaviour and turnover intent. The study also revealed a negative relationship between turnover intent and organizational citizenship behaviour. However, there was no indirect relationship between affective commitment and psychological empowerment on the negative relationship between citizenship behaviour and turnover intent. It was recommended that bank managements will only be helping in retaining their top staff by encouraging organisational citizenship behaviour among them. This will not only boost workers performance and bank productivity but also lower their intent to leave the organisation no matter the odds on the job. VL - 5 IS - 6 ER -
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