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Abstract
This study investigated the effects of the organizational commitment and occupational commitment of employees in Korean firms on their turnover intentions and organizational citizenship behaviours. In addition, using the interactional effect analysis, this study examined the interactional effects of the two types of commitment on turnover intentions and organizational citizenship behaviours. A total of 209 employees in nine different firms participated in this study. The results revealed that organizational commitment had a negative effect on turnover intentions, while occupational commitment had a positive effect. In addition, organizational commitment had a positive effect on organizational citizenship behaviours, whereas occupational commitment did not have any noticeable effect thereupon. Both organizational commitment and occupational commitment showed certain overall interactional effects regarding organizational citizenship behaviours as well as turnover intentions.
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Notes on contributors
Taehee Kim
Taehee Kim is a Research Professor at Sungkyunkwan University, Suwon, Korea, where she also earned her PhD degree. Her research fields are organisational behaviours and human resources management.
Kyungro Chang
Kyungro Chang is a Professor at Sungkyunkwan University. He received his PhD from the Ohio State University. His research fields are service management and marketing.