A Follow-up Study On The Effects Of Organizational Citizenship Behavior On Turnover Intentions:the Mediating Role Of Role Pressure And The Moderating Role Of Active Personality

As a relatively common type of behavior in the work environment,organizational citizenship behavior is very obvious and undeniable for its positive effects.In the actual work environment,it is greatly respected by managers and other members of the organization.And it has always been the subject which is more popular research on organizational behavior since its introduction.Most of the previous researches on organizational citizenship were focused on exploring its positive aspects.On the other hand(negative aspects),the researchers seem to have collectively ignored them.However,in many cases,the negative sides of organizational citizenship behaviors may be equal to the positive effects that they cause.For example,such unsolicited and active behaviors are gradually being evolved into important means to obtain the advantages of subjective performance evaluation.In the workplace,members of the organization need to complete different tasks,play different roles,and achieve different levels of role expectations.The classification of different roles played by members can be divided into intra-role and extra-role.The intra-role refers to tasks that are clearly required by the job.Out-of-role behavior refers to behaviors that are not classified as performance appraisal.The size of the trade-off between the two roles determines the degree of role conflict and role ambiguity that they face,that is,the size of the character's stress.The different requirements put forward by multiple role expectations can easily lead to role ambiguity and role conflict,which in turn leads to role pressure.With the intensification of competition in the talent market,resignation has become a normal,rather than a hidden topic.At the beginning of 2017,the world-famous human resource consulting company Aon Hewitt dedicated to China's 2016 human capital situation.The survey and survey results showed that the growth rate ofthe average salary in Chinese employees was 6.7%,and the turnover rate of Chinese employees was 20.8%,of which the active turnover rate was 14.9%.The loss caused by the employee's initiative to leave the company is not only the loss of talents,but also the waste of resources and the decline of competitiveness.So why are there so many resignations in the process of increasing wages? As a result,the country's active separation rate remains high.As a typical out-of-character behavior,the organizational citizenship behavior needs to consume the resources owned by the individual,but the inconsistencies in the role expectations represented by the two organizations,and this inconsistency can easily cause the roles.The vague and conflicting phenomena can easily cause greater pressure on the members of the organization.When they cannot withstand the stress,the departure will be the best solution.Based on the above discussion,this study intends to use the theory of resource preservation as a theoretical basis to explore the role pressures that organizational members perform in the work environment and the resulting personal turnover tendencies,and to verify that individuals with different personality traits Whether there is a difference in the perceived pressure on the character.Therefore,the purpose of this study is mainly to explore the relationship between the organizational citizenship behaviors of individual members and the perceived role pressures and turnover tendencies.And to introduce the individual personality of active personality as a regulatory mechanism:(1)The direct effect of organizational citizenship behavior on turnover intentions;(2)The mediating role of role pressure in organizational citizenship behavior and turnover intention;(3)The moderating role of active personality in regulating organizational citizenship behavior and role pressure.This research mainly adopts a questionnaire survey method to conduct longitudinal study design at multiple time points.In cities such as Nanchang,Shenzhen and Guangzhou,questionnaire surveys were carried on employees in multi-type enterprises including public institutions,state-owned enterprises,and foreign-funded enterprises.The specific approach is to issue questionnaires to the subjects outside Nanchang,mainly using an electronic questionnaire.In the upper right corner of the questionnaire,I asked the respondents to indicate the email address of the subjects to facilitate the questionnaire survey at the second time.As for the respondents who are work in Nanchang City.Subjects collected data using on-site questionnaire surveys,and asked the participants to indicate the last four digits of the telephone number in the upper right corner of the questionnaire.After data collection at two time points,and 185 valid questionnaires were collected.The paper tested the reliability of the collected data,and introduced Harman's single factor test to exclude the common method bias of the study.Correlation analysis and general descriptive statistical analysis were introduced on relevant data,and tested the mediating role of role pressure and the moderating role of active personality.The results of the study showed that there was a significant positive correlation between organizational citizenship behavior and organizational turnover in later periods.Role pressure plays a mediating role between organizational citizenship behavior and turnover intention.Active personality plays a moderating role in the relationship between organizational citizenship behavior and role pressure.Active personality weakened the positive correlation between organizational citizenship behavior and role pressure.Based on the above research,the conclusions of this paper can provide some references for management practices:(1)Managers should treat organization citizenship behaviors correctly.It's obvious that organization citizenship behaviors can effectively solve problems that can't be solved by the internal rules and regulations of the organization,but such behaviors are not always actively,managers should not exaggerate the positive effects of this type of behavior and should not pay too much attention to promote such behavior.(2)Stress can increase the motivation of the members in the organization,but if the pressure is too high,employees will feel difficult to endure.For escape from the stress,it is easy for them to have a tendency to leave.Managers need to clarify the boundaries of roles inside and outside the role in terms of job description,responsibility division,and effectively reduce the pressure on the role of the organization members;(3)In the initiative,the organization needs to select active personality.The more prominent employees are cultivating objects.And for individuals,they need to develop individual initiative as much as possible so that they can adapt to the environment as much as possible in the face of situational resistance.