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ความสัมพันธ์เชิงเหตุผลระหว่างพฤติกรรมการเป็นสมาชิกที่ดีขององค์กรและเจตนาการลาออกของพนักงาน: การศึกษาเปรียบเทียบบริษัทโคมไฟระหว่างประเทศจีนและไทย

CAUSALITY BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND EMPLOYEE TURNOVER INTENTION: A COMPARATIVE STUDY OF THAI AND CHINESE LIGHTING COMPANIES

เว่ยตง ชู*Weidong Qu*เกียรติอนันต์ ล้วนแก้ว**Kiatanantha Lounkaew**

* นักศึกษาปริญญาโทสาขาวิชาการบริหารธุรกิจอาเซียนบัณฑิตวิทยาลัยมหาวิทยาลัยธุรกิจบัณฑิตย์* Student, Master of Business Administration in ASEAN Program, Graduate School, Dhurakij Pundit University* Email: [email protected]**อาจารย์ประจ�าและปริญญาเอกมหาวิทยาลัยธรรมศาสตร์** Lecturer and PhD., Thammasart University

68 SUTHIPARITHAT Vol.31 No.99 July - September 2017

บทคัดย่อ

การศึกษาครั้งนี้มีวัตถุประสงค์หลักคือเพ่ือศึกษาความสัมพันธ์เชิงเหตุผลระหว่างพฤติกรรมการเป็นสมาชิกที่ดีขององค์กร (Organizational Citizenship Behavior: OCB) กับเจตนาการลาออกของพนักงาน (Employee Turnover Intention) เป็นการศึกษาเปรียบเทียบบริษัทโคมไฟระหว่างประเทศจีนและไทยผลการศึกษาจากLinearRegressionModelพบว่าตวัแปรทีส่ามารถท�านาย(Predict)เจตนาการลาออกของพนักงานกลุ่มสัญชาติไทยคือพฤติกรรมการเป็นสมาชิกที่ดีขององค์กรการรับรู้งานทางเลือก(Perceived Job Alternatives) และรุ่นอายุ (Generation) ส�าหรับพนักงานกลุ่มสัญชาติจีน มีแต่ตัวแปรการรบัรูง้านทางเลอืกตวัเดยีวสามารถท�านายเจตนาการลาออกของพนกังานได้ผลการศึกษาจากProbitModelพบว่าการรับรู้งานทางเลือกสามารถท�านายทั้งเจตนาการค้นหางานใหม่(IntentiontoSearch)และเจตนาการลาออก(IntentiontoLeave)การมีน�้าใจนักกีฬา(Sportsmanship)อายุงาน(JobTenure)ต�าแหน่งงาน(Position)สามารถท�านายได้แต่เจตนาการลาออก

ค�ำส�ำคัญ:พฤติกรรมการเป็นสมาชิกที่ดีขององค์กรเจตนาการลาออกของพนักงาน

Abstract

Thispaper investigates the influenceofOrganizationalCitizenshipBehavior (OCB)onemployeeturnoverintentionofparticipantsfromaThaiandaChineselightingcompany.TheresultoflinearregressionexercisesshowthatOCB,perceivedjobalternativesandgenerationarethemostpowerfulpredictorforthevarianceofemployeeturnoverintentionforThaisample.AstoChinesesample,onlythecausalitybetweenperceivedjobalternativesandintentiontoleaveisavailablewhileallothervariablescannotpredictthevarianceofemployeeturnoverintentions.Inaddition,probitregressionprovidingfindingsthatbothintentiontosearchandintentiontoleavecanbeexplainedbyperceivedjobalternatives,whiletenure,positionandsportsmanshiponlytakeaccountsofintentiontoleave.

Keywords:OrganizationalCitizenshipBehavior,EmployeeTurnoverIntention


Introduction Fromthestandpointofthisstudy,humanresourcesareanimportantassetforacompany.Toretainthebestemployeesintheorganizationandmotivatethemtocontributemoretotheorganization,businessorganizationsshouldpayattentiontoemployees’turnoverintention,whichisdirectlyorindirectlyrelatedtothestableperformanceofabusinessorganization.Someactionswhichmayaffectemployees’turnoverintentioncanbetakenbyabusinessorganization,suchastreatingemployeesfairlyandsettingemployeeengagementmechanismsinordertomaketheorganizationabetterplacetowork.However,thebiggestdifferencebetweenOrganizationalCitizenshipBehavior(OCB)andemployeeengagementisthattheformerisusuallymadefreelyandvoluntarilybyemployeeswhilethelatterusuallyentailsabusinessorganization’stimeandmoney.OCBhasbeenusedtoexamineemployeeretentionandempiricalresearchhasdemonstratedthatOCBdoeshavearelationshipwithturnoverintention.Therefore,it’ssignificanttofurtherdeterminethecausalitybetweenOCBandemployeeturnoverintentions.AlthoughOCBresearchhasbeenconductedinmanycontextsandindustries,itisnewforASEAN+6.Thisstudywasconductedattwolightingcompaniesfromtwodifferentcountries.Thisisdifferentfrompreviousresearch.Theparticipantsinpreviousresearchareusuallyfromthesamecountry,butindifferentindustries.ThisstudyselectedtwolightingcompanieswhichareinthesameindustrywhereoneisaThaicompanyandtheotherisaChinesecompany.

Statement of the problem ThefirstresearchproblemisthatpreviousresearchgaveameanscoreforOCBwithregardtoitseffectonemployeeturnoverintention(Chen,2005;Koys,2001;KrishnanandSingh,2010;Mossholder, SettoonandHanagan,2005). It isthereforedifficulttodeterminewhichformofOCBhasagreatereffectonemployeeturnoverintention.ThisstudyselectsthreespecialformsofOCBexaminingtherelationshipbetweenOCBandemployeeturnoverintentiontoassesswhichformpredictsemployeeturnoverintentionandhasthegreatesteffect.Thesecondresearchproblemisthatpreviousresearchhaslargelyoverlookedotherdimensionsofturnoverintention,suchasperceivedjobalternativesandintentiontosearch.Thisstudyaddedperceivedjobalternativestoindependentvariableandintentiontosearchtotheturnoverintentiondimension.

Objectives of the study 1.toexaminetheextenttowhichtheorganizationalcitizenshipbehaviorscontributethe varianceofturnoverintentions 2.toexaminetheextenttowhichtheperceivedjobalternativescontributethevariance ofturnoverintentions 3.toexaminetheextenttowhichthegenerationcontributesthevarianceofturnover intentions 4.toexaminetheextenttowhichthetenurecontributesthevarianceofturnover intentions 5.toexaminetheextenttowhichthenationalitycontributesthevarianceofturnover intentions


Conceptual Framework

Figure 1Conceptualframework

Literature Review OrganizationalCitizenshipBehavior(OCB)seemstobeincompatiblewithturnoverintentionsincethenatureofOCBreflectsawillingnessoftheemployeetostaywiththeemployer.OCBcanbeperformedbymanyways,suchas,providinghelptoco-workerswhentheyhavework-relatedproblemsortakingstepstopreventcreatingwork-relatedproblemsforothers;toleratingtrivialmatterswithoutcomplaint;andactingasagoodcitizenintheorganization,likebeingagoodcitizenofacountry.Accordingtosocialexchangetheory,thesebehaviors,whicharemadevoluntarilyandfreely,areperformedbasedontreatmentbytheorganization.PerformingOCBindicatesthatemployeesintendtostaywiththeorganizationandreciprocatetheemployer’scare,supportandtheorganization’sfairtreatment.ThemoreemployeesexhibitOCB,thelesslikelytheyaretoleavetheemployer.WhenOCBiswidespread,valuedandsustainedinanorganization,thebestemployeestendtoberetained(Paillé,2012). Turnoverintentionreflectsamentaldecisioninterveningbetweenanindividual’sattitudesregardingajobandthestayorleavedecision.Perceivedjobalternatives,intentiontosearchandintentiontoleavearetypicaldimensionsofturnoverintention.Perceivedjobalternativesrefertoexternalopportunitiesforajobwhichanemployeecanfind,ortheeaseoffindinganewjoboutsidethecurrentorganization.Whenemployeesfindthatitiseasytofindabetterjoboutsidethecurrentorganization,theywillactivelysearchfornewjobopportunitiesandmayintendtoleave.Whilewhenemployeesfindthatitisdifficulttofindanacceptablenewjob,whichisatleastasgoodastheonetheyhavenow,theywillreducethesearchactivityandstillstaywiththecurrentorganization. Whenemployeesperceivethattheirvalueonlabourmarketincreases,theymightactivelysearchnewjobpossibilitytoquitfromcurrentorganization,especiallyforemployeeswhoareyoungpeople.Therefore,wealsoassumethatgenerationandtenurearealsorelatedtoemployeeturnoverintention.Toauthor’sknowledge,nationality’spredictiononemployeeturnoverintentionisunder-researched.

Organizational citizenship behavior:1.Helpingbehavior2.Sportsmanship3.Civicvirtue

4.Perceivedjobalternatives

5.Generation6.Tenure7.Nationality

Turnover Intention1.Intentiontosearch2.Intentiontoleave


Relevant Research Paillé(2012)foundanegativerelationshipbetweenaltruismandtheintentiontoleave,butaltruismwasfoundthathadapositiverelationshipwiththeintentiontosearch.PailléandGrima(2011)’sresearchexaminedtherelationshipbetweenhelpingbehaviorandturnoverintention.Theresultindicatedthathelpingbehaviorexplainedtheintentiontoleavethecurrentjobbetterthantheintentiontoleavetheemployer.InPaillé(2012),helpingwasfoundtobepositivelyrelatedtotheintentiontoleave.Sportsmanshipwasfoundtobebestpredictoroftheintentiontoleavetheorganization.ThisstrongpowerwasdemonstratedinthefindingsofPailléandGrima(2011)andPaillé(2012).Inaddition,sportsmanshiphasalsobeenfoundtohaveanegativerelationshipwiththeintentiontosearch(Paillé,2012).PailléandGrima(2011)foundthatcivicvirtuehadanegativerelationshipwiththeintentiontoleavetheorganization.Paillé(2012)alsoexaminedtherelationshipbetweensportsmanshipandturnoverintention.TheresultpartlysupportedthefindingsofPailléandGrima(2011)whofoundthatcivicvirtuewasnegativelyrelatedtotheintentiontoleave.Inaddition,civicvirtuewasalsofoundtobenegativelyrelatedtotheintentiontosearch(Paillé,2012). Previous research found that perceived job alternatives affect the intention to leavethroughtheintentiontosearch(Paillé,RaineriandValeau,2015).FromthefindingsofPaillé(2012),perceivedjobalternativesandtheintentiontosearcharepositivelyrelated,andtheintentiontosearchispositivelyrelatedtotheintentiontoleave.TenurefailedtoexplainthevarianceofboththeintentiontoleavetheorganizationandtheintentiontoleavethecurrentjobinthestudyofPailléandGrima(2011).

Hypothesis Hypothesis1-6: threescalesoforganizationalcitizenshipbehaviorswhicharehelpingbehaviors,sportsmanshipandcivicvirtuecanpredictintentiontosearchandleave,respectively. Hypothesis7-8:perceived jobalternativescanpredict intention tosearchand leave,respectively. Hypothesis9-10:generationcanpredictintentiontosearchandleave,respectively. Hypothesis11-12:tenurecanpredictintentiontosearchandleave,respectively. Hypothesis13-14:nationalitycanpredictintentiontosearchandleave,respectively.

Methodology Thisstudycollectsdatafromthewholetargetpopulation.Theyarewhite-collarworkerswhocurrentlyworkinL&EManufacturingCo.,LtdandNingboThreeProofLightingTechnologyCo.,Ltd.Thereisnosamplinginthisstudybecauseoftheuseofcensus.TheamountofThaiparticipantis76andthatofChineseparticipantis41.Totalamountofparticipantis117.ThedatawerecollectedinAprilof2016. Theauthorassumedthatfrequencyofperformingorganizationalcitizenshipbehaviorofeachsingleemployeeperhapsaffectemployee’sturnoverintention.Accordingly,fivelevelsoffrequencyofperformingOCBaresetas“never”,“seldom”,“sometimes”,“often”,and“always”.ThenOCBismeasuredashelpingbehavior,civicvirtueandsportsmanship.Underhelpingbehavior,therearenineitems.Regardingtocivicvirtue,therearefouritemsandsportsmanshipalsocontainsfouritems.Agreementlevelisusedtomeasureemployee’sturnoverintention.Theextentof


agreementdividedinto“notagreeatall”,“notagree”;“indifferent”,“agree”and“totallyagree”.Turnoverintentioninthisstudyismeasuredbyperceivedjobalternatives,intentiontosearchandintentiontoleave. Thefirstmodelemployedisalinearregressionmodelusingintentiontosearchandintentiontoleaveasdependentvariables.Independentvariablesincludemeasuresfororganizationcitizenshipbehavioraswellasdemographicandwork-relatedcharacteristicsofparticipants. Inaddition,probitmodelisusedtoanalyzethedatainthisstudy.Probitmodelisaregressionmodelusedforthecasethatdependentvariablesarechoiceofonlytwovalues.Toperformtheprobitregressioninthisstudy,theauthorconvertedthecontinuousvaluefrom1to5to0and1byclassifyingvalue1-3as0whichmeansintendtoretainand4-5as1whichmeansintendtoquit.

Results Table 1providesasummaryofrelatedvariables.Byandlarge,itcanbeseenthattheresultsareconsistentwiththeliteratureandhypothesesofthisstudy.

Table 1LinearRegressionAnalysisResultsThai (n = 76) Chinese (n = 41) Overall

RH ß t p ß t p ß t p

H1 HB S -.327 -2.980 0.004 s -.102 -.624 0.536 n.s. -.212 -2.311 0.023 s

H2 HB L -.176 -1.536 0.129 n.s. -.156 -.947 0.350 n.s. -.158 -1.688 0.094 n.s.

H3 CV S -.275 -2.462 0.016 s -.028 -.169 0.867 n.s. -.202 -2.190 0.031 s

H4 CV L -.287 -2.573 0.012 s -.236 -1.459 0.153 n.s. -.273 -3.006 0.003 s

H5 SH S -.269 -2.403 0.019 s .032 -.192 0.849 n.s. -.149 -1.593 0.114 n.s.

H6 SH L -.215 -1.897 0.062 n.s. -.139 -.829 0.413 n.s. -.186 -1.997 0.048 s

H7 PJA S .348 3.197 0.002 s .255 1.601 0.118 n.s. .347 3.937 0.000 s

H8 PJA L .453 4.376 0.000 s .427 2.834 0.007 s .453 5.375 0.000 s

H9 G S -.315 -2.853 0.006 s -.119 -.728 0.471 n.s. -.306 -3.416 0.001 s

H10 G L -.250 -2.223 0.029 s -.135 -.816 0.420 n.s. -.244 -2.668 0.009 s

H11 T S -.218 -1.918 0.059 n.s. -.179 -1.108 0.275 n.s. -.296 -3.297 0.001 s

H12 T L -.135 -1.168 0.246 n.s. -.150 -.908 0.370 n.s. -.174 -1.865 0.065 n.s.

H13 N S .318 3.571 0.001 s

H14 N L .126 1.341 0.183 n.s.

Note:RH,researchhypotheses;HB,helpingbehavior;CV,civicvirtue;SH,sportsmanship;PJA,perceivedjobalternatives;G,generation;T,tenure;N,nationality;S,intentiontosearch;L,intentiontoleave;n.s.,non-significant;s,supported.

Inadditiontotable1whichprovidesresultsoflinearregressionfortestingresearchhypotheses,table2providesresultsobtainedfromprobitregressionanalysisforthecausalitybetweenselectedindependentvariablesandintentiontoleaveandintentiontosearch.DetailsoftheestimatesaregiveninTable2below.


Table 2ProbitRegressionAnalysisResultsd_intention to leave d_intention to search

Probit Regression Model 1 Model 2 Model 3 Model 1 Model 2 Model 3

B (SE B) B (SE B) B (SE B) B (SE B) B (SE B) B (SE B)

Age 0.00171(0.12871)

-0.04387(0.15565)

-0.18085(0.17410)

0.47556(0.33420)

-0.44811(0.41027)

0.21319(0.36193)

Age2 -0.00032(0.00173)

0.00028(0.00211)

0.00198(0.00231)

-0.00791(0.00541)

-0.07619(0.00674)

-0.00399(0.00573)

d_education -0.04704(0.32152)

-0.23624(0.39251)

-0.39856(0.45768)

-0.24564(0.36118)

-0.37028(0.41497)

-0.40942(0.45153)

Position -0.91332*(0.39468)

-1.304592**(0.47603)

-1.73637**(0.58339)

-0.17681(0.44083)

-0.20175(0.46763)

-.23882(0.50505)

Tenure 0.76108*(0.37017)

0.88604*(0.42966)

1.04219*(0.48059)

-0.09944(0.41928)

-0.11250(0.46588)

-.30504(0.50625)

HelpingBehavior / / 0.68051(0.57968)

/ / -0.91002(0.54740)

CivicVirtue / / 0.15441(0.42034)

/ / 0.73744(0.46171)

Sportsmanship / / -0.83231*(0.37442)

/ / 0.03385(0.33074)

PerceivedJobAlternatives

/ 1.20452***(0.31756)

1.54037***(0.40642)

/ 0.88238**(0.29134)

0.97353**(0.36846)

Gender 0.72227*(0.35510)

0.45065(0.40372)

0.72268(0.48587)

0.10567(0.36068)

-0.11285(0.39972)

-0.39228(0.45842)

d_Chinese 0.49222(0.36386)

0.25778(0.43638)

0.21601(0.47205)

0.91291*(0.40026)

0.77019(0.43186)

0.73138(0.44662)

R2 0.1098 0.3389 0.4204 0.1742 0.3159 0.3775

*p<0.05;**p<0.007;***p=0.000 *p<0.05;**p<0.008

Consideringtable2,position,tenure,sportsmanshipandperceivedjobalternativesaresignificantvariableswhichwerefoundthathadsignificantrelationshipswiththeintentiontoleave.Whiletherewasnosignificantrelationshipbetweenages,education,helpingbehavior,civicvirtue,gender,nationalityandtheintentiontoleave,respectively.Althoughgenderwassignificantinmodel1(seetable2),itwasnon-significantinthemodel2andmodel3(seetable2).Itsuggeststhattheeffectofgenderwasreplacedbyanotherfactor.Unlikepositionandtenure,thishadsignificantrelationshipswiththeintentiontoleaveinallmodels.Aperceivedjobalternativeisthebestpredictoroftheintentiontoleave.Regardingtheextenttowhichorganizationalcitizenshipbehaviorscontributedtothevarianceintheintentiontoleavetheorganization,somepatterns(sportsmanship)seemliketheycanbegeneralizedwhileotherpatterns(helpingbehaviorandcivicvirtue)wereaffectedbytheparticipantsandemploymentinthatindustry.Todate,sportsmanshipwasthebestpredictoroftheintentiontoleaveamongthedimensionsofOCB,whilehelpingbehaviorandcivicvirtuecontributedtothevarianceoftheintentiontoleaveiscontroversial.Unfortunately,thisissuecannotberesolvedbythisstudy.


Forintentiontosearchintable2,theprobitmodelindicatedthatnationalityandperceivedjobalternativescanpredictthevarianceofemployees’intentiontosearchwhileage,education,position,tenure,helpingbehavior,civicvirtue,sportsmanshipandgenderdidnothaverelationshipswiththeintentiontosearch.Perceivedjobalternativesalsohadasignificantpositiverelationshipwiththeintentiontosearchinbothmodel2andmodel3(seetable2)andwasthebestpredictoroftheintentiontosearch.ThisfindingwasconsistentwiththatofPaillé(2012)whofoundthesamerelationshipbyusingpathanalysis(ß=0.146,t-value=2.464,p=0.014).EventhoughtherelationshipbetweennationalityandtheintentiontosearchwasnotsignificantwhenperceivedjobalternativesandOCBwereaddedintheprobitmodel,totheauthor’sknowledge,therewasnoavailablepreviousempiricalresearchprovidingthesamefindingsaboutthisrelationship.Thisfindingmaybefirstfoundinthisstudy. For intention to search in table 2, nationality and perceived job alternatives werefoundtohaveimpactonthevariance.Regardingtheintentiontoleave,itseemedthatitcanbeaffectedbyothervariables.Fromthefindingsofthisstudy,therewerefivevariableswhichhavebeenfoundtohaverelationshipswiththeintentiontoleave.Theyweregender,perceivedjobalternatives,position,tenureandsportsmanship.Therelationshipbetweennationalityandtheintentiontosearchandgenderandtheintentiontoleavewereonlyevidentinthefirstprobitmodelbutnotintheothertwomodels(seetable2).Therefore,onlyperceivedjobalternativescanpredicttheintentiontosearchandthevariablesthatcanpredicttheintentiontoleavewereperceivedjobalternatives,position,tenureandsportsmanship.Aperceivedjobalternativewasfoundtobeabletopredictboththeintentiontosearchandtheintentiontoleave.WithregardtotheimpactofOCBonturnoverintention,OCBwasfoundtoonlyaffecttheintentiontoleave,andsportsmanshipwastheonlyvariablewhichcanpredicttheintentiontoleave.

Conclusion ThefirstpurposeofthisresearchistoexaminethecausalitybetweenOCBandemployeeturnoverintention.ThelinearregressionresultsfortheThaisampleshowthathelpingbehavioronlyexplainssomeofthevarianceoftheintentiontosearchandthisisconsistentwithfindingsofPaillé(2012)andPaillé,RaineriandValeau(2015).ThereisnocausalitybetweenhelpingbehaviorandtheintentiontoleaveandthisisconsistentwithfindingsofPaillé,RaineriandValeau(2015).However,it’snotconsistentwithfindingofPailléandGrima(2011)whofoundthathelpingbehaviorisnegativelyrelatedtointentiontoleavetheorganizationandnotconsistentwithfindingofPaillé (2012)whofoundthathelpingbehaviorispositivelyrelatedtointentiontoleavetheorganization.Thenegativecausalitybetweenhelpingbehaviorandtheintentiontosearchsuggeststhatthemoreemployeeshelpingeachother,thelesstheyintendtosearchforanewjob.NeitherthecausalitybetweenhelpingbehaviorandtheintentiontosearchnorthecausalitybetweenhelpingbehaviorandtheintentiontoleaveareavailablefortheChinesesample.ThisfindingisconsistentwiththatofPaillé,RaineriandValeau(2015)whofoundthathelpingbehaviorwasnotrelatedtobothintentiontoleavetheorganizationandintentiontosearch.Civicvirtuehasnegativecausalitywithboththeintentiontosearchandtheintentiontoleave,andthiscausalityisonlyavailablefortheThaisample.ThisfindingisconsistentwiththatofPaillé(2012)whofoundthatcivicvirtuewasnegativelyrelatedtobothintentiontoleavetheorganizationandintentiontosearch.Thenegative


causalitybetweencivicvirtueandturnoverintentionsuggestthatthemoreemployeesperformcivicvirtue,thelessturnoverintentiontheyhave.RegardingtheChinesesample,civicvirtueisneitherrelatedtotheintentiontosearchnortotheintentiontoleaveandnoavailablepreviousfindingsindicatethatcivicvirtueisnotrelatedtobothintentiontosearchandintentiontoleavetheorganization.SportsmanshiphasnegativecausalitywiththeintentiontosearchanddoesnothavecausalitywiththeintentiontoleavefortheThaisample.ThisfindingonlypartlyconsistentwiththatofPaillé(2012)whofoundthatsportsmanshipwasnegativelyrelatedtointentiontosearchbecausetherewasnoevidencetoshowthatsportsmanshipwasnotrelatedtointentiontoleavetheorganizationinpreviousfindings.Thenegativecausalitybetweensportsmanshipandtheintentiontosearchsuggeststhatemployeeswhohavehigherlevelsofsportsmanshiparelesslikelytosearchforanewjobthanthosewhohavelowerlevelsofsportsmanship.FortheChinesesample,sportsmanshipisnotrelatedtoeithertheintentiontosearchortheintentiontoleave.Thisfindingisalsonotconsistentwithpreviousfindingssincesportsmanshipisalwaysrelatedwithbothintentiontosearchandintentiontoleavetheorganizationinpreviousfindings.Overall,OCBcanpredictemployeeturnoverintention,butthiscausalityisonlysignificantintheThaisample.Civicvirtuehascausalitywithboththeintentiontosearchandtheintentiontoleave.Helpingbehaviorandsportsmanshiponlyhavecausalitywiththeintentiontosearch.FortheChinesesample,thereisnocausalitybetweenOCBandemployeeturnoverintention. Thesecondresearchobjectiveofthisstudyistoexaminethecausalitybetweenperceivedjobalternativesandemployeeturnoverintention.PerceivedjobalternativeshavepositivecausalitywithboththeintentiontosearchandtheintentiontoleaveintheThaisample.ThisfindingonlypartlyconsistentwiththatofPaillé(2012)whofoundthatperceivedjobalternativesispositivelyrelatedtointentiontosearch.Inaddition,directrelationshipbetweenperceivedjobalternativesandintentiontoleavetheorganizationisunder-researchedinpreviousresearches.Thepositivecausalitybetweenperceivedjobalternativesandturnoverintentionsuggeststhatemployeeswhoperceivethatitiseasytofindanewjobwhichatleastasgoodastheonetheyhavenoworabetterone,aremorelikelytosearchfornewjobopportunitiesoutsidetheorganizationandfinallyopttoquitthanthosewhofindthatitisdifficultforthemtofindanacceptablejoboutsidethecurrentorganization.IntheChinesesample,perceivedjobalternativesonlytakesintoaccountthevarianceoftheintentiontoleaveandnocausalitywasfoundbetweenperceivedjobalternativesandtheintentiontosearch.ThisfindingisnotconsistentwiththatofPaillé(2012)whofoundthatperceivedjobalternativesispositivelyrelatedtointentiontosearch.Inaddition,directrelationshipbetweenperceivedjobalternativesandintentiontoleavetheorganizationisunder-researchedinpreviousresearches. Thethirdresearchobjectiveistoexaminethecausalitybetweengenerationandemployeeturnover intention.The resultsshow thatgenerationhascausalitywithboth the intention tosearchandtheintentiontoleaveintheThaisample.Thenegativecausalitybetweengenerationandemployeeturnoverintentionindicatesthattheoldergenerationhashigherturnoverintentionsthantheyoungergeneration.RegardingtheChinesesample,generationisnotfoundtohaveanycausalitywitheithertheintentiontosearchortheintentiontoleave.Sincetherelationshipbetweengenerationandemployeeturnoverintentionisunder-researchedinpreviousresearches,thereisnoenoughandavailableevidencecanbereferredforthispoint.


Thefourthresearchobjectiveistoexaminethecausalitybetweentenureandemployeeturnoverintention.TenureisnotfoundtohaveanycausalitywitheithertheintentiontosearchortheintentiontoleaveforboththeThaiandtheChinesesamples.ThisfindingispartlyconsistentwiththatofPailléandGrima(2011)whofoundthattenureisnotrelatedtointentiontoleavetheorganization. Thelastresearchobjectiveistoexaminethecausalitybetweennationalityandemployeesturnoverintention.However,nationalitymustbetestedinacombineddatawhichincludesboththeThaiandtheChinesesamples.Thelinearregressionanalysisresultindicatesthatnationalityhascausalitywiththeintentiontosearchbutdoesnothavecausalitywiththeintentiontoleave.ThecausalitybetweennationalityandtheintentiontosearchshowsthatnationalitycanpredicttheintentiontosearchanditmightbethatThaiandChineseemployeeshavedifferentbehaviorsinjobsearchactivities.Aswellasgeneration,relationshipbetweennationalityandemployeeturnoverintentionisunder-researchinpreviousresearches,noenoughandavailableevidencecansupportordisagreewiththisfinding.Inaddition,thisstudyseparateddimensionsofOCBandaddedperceivedjobalternativesasindependentvariableandintentiontosearchtoturnoverintentioninordertosolvepreviousresearchproblemswhichmentionedinstatementoftheproblem.

Practical Implications Onthebasisofthenegativecausalitybetweenpositionandthe intentionto leave,itcanberecommendedthatsuitablepromotioncanenhanceemployeemoraleandretention.However,howtomakedecisionaboutthepromotionofemployees?Generallyspeaking,businessorganizationsusuallypromoteexperiencedemployeeswhohaveworkedfortheorganizationforalongtime;however,thefindingsofthisstudyprovideanewperspectivefromthediscoveryofthepositivecausalitybetweentenureandtheintentiontoleaveandthenegativecausalitybetweensportsmanshipandtheintentiontoleave.Inotherwords,theresearchresultsindicatethatorganizationsshouldpromoteemployeeswhohavehighlevelsofsportsmanship,ratherthanthosewhohaverichexperiencewhenbusinessorganizationneedstoappointnewmanagersortopmanagement.Sinceemployees,whohavehighlevelofsportsmanship,aremorelikelytochoosetostaywiththeorganizationinsteadofchoosingtoleavetheorganizationwhentheygetmoreandmorejobtenuresintheorganizationthanemployeeswhohaverichexperiences.Thisisneverbeenmentionedorfoundinpreviousfindings. Fromthefindingsofbothlinearregressionandprobitmodel,it’sbeenfoundthatOCBdoespredictemployeeturnoverintentionandrecommendationscanbemadeasfollow.Forexample,abusinessorganizationcanpurposefullyselectnewemployeeswhoexhibithighlevelsofOCBwhenrecruitingbyusingvariousapproaches;managersorhumanresourcedepartmentcanuseOCBasanindicatoroftheemployee’sstateofmindaboutleavingsincelackingofwillingnessinperformingOCBcanbeviewedasfirststepofwithdrawprocess.Indeed,ifmanagersfindthatemployeesarenotwillingtoperformOCBorhavelowlevelsofOCB,itmightindicatethatemployeeshavework-relatedproblemsandarenotsatisfiedwiththeircurrentworkconditions.Usefulandtimelyapproachesmadebymanagersorrelateddepartmentscanminimizeemployee’sdissatisfactionandtheneffectivelyreducetheirturnoverintention.Inshort,observingemployee’sstateofmindaboutemployeeretentionbyusingOCBcanalertmanagerstotakeactionbefore


decisionaboutleavinghasbeenmadebyemployeeswhichmightaffectthestableperformanceofbusinessorganization.

The Limitations of Research Therearethreeratingmethodstomeasureorganizationalcitizenshipbehavior:self-rating,supervisor-ratingandco-worker-rating.Thisstudyselectedself-ratingasthemethodtomeasurethefrequencyofperformingorganizationalcitizenshipbehaviorbyemployees.Self-ratingmightcausecommonmethodvariancebiaswhichresultsfromsocialdesirabilitybias.Inotherwords,theriskofusingself-ratingfortheestimationoforganizationalcitizenshipbehavioristheoverestimationofemployees’ownOCBlevel.Futureresearchcouldtrytousesupervisor-ratingorco-worker-ratingtooffsetorminimizethisoverestimation.However,itisdifficulttosaythatsupervisor-ratingorcoworker-ratingisbetterthanself-rating.Actually,self-rating,supervisor-rating,andcoworker-ratinghavetheirownadvantagesanddisadvantages.Itisperhapsbestlefttotheresearcher’sownjudgment. TwodifferentcompanieswereselectedinanattempttooffsetandminimizethepotentialdifferencesofemployeesrespondingtoOCBandturnoverintentionscausedbydifferentnationalandorganizationcultureandotherfactorsaffectingthetwocompanies.However,generalizingthepracticalimplicationsprovidedbythisstudyisproblematicbecausethesamplescamefromasingleindustry,whichisthelightingindustryinThailandandChina.Futureresearchcouldexpandtheresearchfieldtomoreindustries,especiallyproductionworkersinindustrieswithhighlevelsofturnover,toexaminetherelationshipsbetweenOCBandemployeeturnoverintention.


Bibliography

Chen,X.P.(2005).OrganizationalCitizenshipBehavior:APredictorofEmployeeVoluntary Turnover,inHandbookofOrganizationalCitizenshipBehavior:AReviewof‘GoodSolder’ ActivityinOrganizations, (ed). D.L. Turnip seed, New York: Nova Science,435–454.Koys,D.(2001).TheEffectsofEmployeeSatisfaction,OrganizationalCitizenshipBehavior,and TurnoveronOrganizationalEffectiveness:AUnit-Level,LongitudinalStudy,Personnel Psychology, 54,101–114.Krishnan,S.K.,&Singh,M.S.(2010).OutcomesofIntentiontoQuitofIndianITProfessionals. Human Resource Management, 49(3),421–437.Mossholder,K.W.,Settoon,R.P.,&Hanagan,S.C.(2005).ARelationalPerspectiveOnTurnover: ExaminingStructural,Attitudinal,andBehavioralPredictors.Academy of Management Journal, 48(4),607–618.Paillé,P.(2012).Organizationalcitizenshipbehaviorandemployeeretention:Howimportantare turnovercognitions? The International Journal of Human Resource Management,1–23.Paillé,P.,&Grima,F.(2011).CitizenshipandWithdrawalintheWorkplace:RelationshipBetween OrganizationalCitizenshipBehavior,IntentiontoLeaveCurrentJobandIntentiontoLeave theOrganization.Journal of Social Psychology, 151(4),478–493.Paillé,P.,Raineri,N.,&Valeau,P.(2015).ProfessionalEmployeeRetention:ExaminingThe RelationshipsBetweenOrganizationalCitizenshipBehaviorAndTurnoverCognitions.The Journal of Applied Business Research, 31(4).

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