The role of organizational learning culture and psychological empowerment in reducing turnover intention and enhancing citizenship behavior

Purpose The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/methodology/approach This study was undertaken via a questionnaire conducted among Malay-Chinese working in banking and insurance sector of Malaysia. Findings PE and OLC were found to influence employee’s citizenship behavior toward their organization and turnover intention. In addition, AC was found to perform the role of mediator between them. Research Limitations/implications The study used self-reported data based on a cross-sectional survey. The study has implications for the managers. Practical Implications OLC and PE were found to influence turnover intention directly and indirectly, providing an avenue of approach for managers to retain its key employees. Originality/value The paper examines the consequences of OLC and PE, neglected variables along with the mediation of AC.