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The relationships between organisational citizenship behaviour, job satisfaction and turnover intention

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  • Yafang Tsai
  • Shih‐Wang Wu

Abstract

Aim. This study aims to explore the relationships between organisational citizenship behaviour, job satisfaction and turnover intention. Background. Because of the changing health policies landscape, Taiwan’s hospital administrators are facing major cost reduction challenges. Specifically, the high turnover rate of nurses represents a hindrance and a human resource cost. This study focuses on ways of reducing the employee turnover rate through enhanced organisational citizenship behaviour and job satisfaction. Design. A cross‐sectional study. Methods. This study focuses on hospital nurses in Taiwan. Our research samples were obtained from one medical centre, three regional hospitals and seven district hospitals. Out of 300 questionnaires distributed among samples, 237 were completed and returned. Pearson’s correlation was used to test for relationships among the main variables. One‐way analysis of variance and Scheffé’s post hoc analysis were employed to test the influence of demographic data on the main variables. Results. The results reveal that the nurses’ job satisfaction has a significantly positive correlation with organisational citizenship behaviour and a negative correlation with turnover intention. Conclusions. This study has proven that the turnover intention of clinical nurses is related to their organisational citizenship behaviour and job satisfaction. Hospital administrators can reduce the turnover intention by meeting nurses’ needs and by promoting their organisational citizenship behaviour. Relevance to clinical practice. Organisational citizenship behaviour involves behaviour that encourages staff to endeavour to voluntarily improve organisational performance without lobbying for compensation. Employees’ job satisfaction includes satisfaction with the working environment or welfare programme in the context of human resource initiatives. Similarly, human resource protocols may serve as the starting point for promoting staff organisational citizenship behaviour. Administrators in clinical healthcare are encouraged to meet their employees’ working needs through human resource practices.

Suggested Citation

  • Yafang Tsai & Shih‐Wang Wu, 2010. "The relationships between organisational citizenship behaviour, job satisfaction and turnover intention," Journal of Clinical Nursing, John Wiley & Sons, vol. 19(23‐24), pages 3564-3574, December.
    • Handle: RePEc:wly:jocnur:v:19:y:2010:i:23-24:p:3564-3574
    DOI: 10.1111/j.1365-2702.2010.03375.x
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    References listed on IDEAS

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    2. Thi Tuan Linh Pham & Ching‐I Teng & Daniel Friesner & Kai Li & Wan‐Er Wu & Yen‐Ni Liao & Yin‐Tzu Chang & Tsung‐Lan Chu, 2019. "The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory," Journal of Clinical Nursing, John Wiley & Sons, vol. 28(13-14), pages 2669-2680, July.
    3. Taghrid S. Suifan, 2018. "Emotions, Behavior, and the Mediating Role of Climate," Modern Applied Science, Canadian Center of Science and Education, vol. 12(12), pages 145-145, December.
    4. Kwan-Woo Kim & Yoon-Ho Cho, 2020. "The Moderating Effect of Managerial Roles on Job Stress and Satisfaction by Employees’ Employment Type," IJERPH, MDPI, vol. 17(21), pages 1-16, November.
    5. Hening Widi Oetomo & Budhi Satrio & Marsudi Lestariningsih, 2016. "The Leadership Style as Moderating, In uence of Compensation,Organizational Citizenship Behaviour (OCB), and Stress towardsIntention to Quit," International Journal of Business and Economic Affairs (IJBEA), Sana N. Maswadeh, vol. 1(1), pages 6-12.

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