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Research article

The Influence of Organizational Culture and Compensation toward Organizational Citizenship Behavior and Its Implications on Turnover Intention of the Internal Employees of Matahari Department Store

Ardiansyah Ardiansyah; Hamidah Hamidah; Dewi Susita

2020 • DOI

audience: factory-internalPeople Analyticsprocessed in meta-factory

Abstract

‘Turnover Intention’ is a form of employee behavior that negatively impacts work quality prior to resignation. The objective of this study is to identify the influence of organizational culture and compensation toward ‘Organizational Citizenship Behavior’ evaluate its impact on the turnover intention of internal employees of Matahari Department Store. In this research, the samples were taken by using proportional random sampling and consist of 250 respondents from the total of 714 internal employees. The researcher used a structural equation model to test and analyse the data, and model development. The data were analyzed by using the statistical software tool (LISREL 8.8). The results of this research were: 1. organizational culture has a direct positive influence on organizational citizenship behavior; 2. organizational culture has a direct negative influence on turnover intention; 3. compensation has a direct positive influence on organizational citizenship behavior; 4. compensation has a direct negative influence on turnover intention; 5. organizational citizenship behavior has a direct negative influence on turnover intention; 6. organizational culture has an indirect negative influence on turnover intention through organizational citizenship behavior; and 7. compensation has an indirect negative influence on turnover intention through organizational citizenship behavior.

Keywords

Organizational Culture · Compensation · Organizational Citizenship Behavior · Turnover Intention

Available formats

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File instances

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Extracted by meta-factory

Models (1)

  • Organizational Culture and Compensation Model

    evidence: Medium

    Organizational Behavior • Turnover Intention

    Primary factors

    Organizational CultureCompensationOrganizational Citizenship BehaviorTurnover Intention

    Field domains

    Organizational BehaviorHuman Resource Management

Constructs (4)

  • Turnover Intention

    TI_001

    The individual desire to find alternative employment opportunities in other organizations or companies that are better, marked by behaviors such as increasing absence, laziness, breaking work rules, protesting against company leaders, and changes in behavior.

    Domains

    Wellbeing & StressCareers

    Indicators include laziness, rule-breaking, planning to move, and planning to stop working.

  • Organizational Culture

    OC_002

    A shared value and trust that allows organizational members to understand the rules, guidelines, and norms that must be obeyed and implemented by every member of the organization.

    Domains

    Culture & Climate

    Indicators include innovation, risk-taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability.

  • Compensation

    COMP_003

    All forms of pay or rewards going to employees and arising from their employment, including direct financial payment, indirect payment, and non-financial rewards.

    Domains

    HR Systems

    Indicators include direct compensation (wages, salaries, incentives) and indirect compensation (insurance, severance pay, facilities).

  • Organizational Citizenship Behavior

    OCB_004

    The voluntary behavior of an individual employee to do work outside of his responsibilities directed by the employee towards his work and the organization where he works without compensation or coercion from the organization.

    Domains

    MotivationCulture & Climate

    Indicators include helping each other, attending activities, being responsible, discipline, and not expecting retribution.

Related

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