Organizational citizenship behavior and turnover intentions: do organizational culture and justice moderate their relationship?

The hypothesized moderating effects of the dimensions of organizational justice and organizational culture on the relationship of organizational citizenship behaviour (OCB) and turnover intentions were examined. Results from a sample of 102 employees revealed support for the interactive effects of the dimensions of organizational justice and organizational culture and OCB in relation to turnover intentions. Moreover—and contrary to expectations—in addition to their interactive (moderating) effects, organizational justice as well as 2 of the organizational culture dimensions emerged as independent variables linked to turnover intentions. The theoretical implications of the results and directions for future research are discussed