The Impact of Temporary Employment on Employees’ Organizational Citizenship Behavior and Turnover Intention: The Moderating Effect of Organizational Identification

Abstract

Temporary employment, compared with permanent employment, impacts on employees’ attitudes and behaviors. This study provides empirical evidence on the relationships between temporary employment and employee’s turnover intention and organizational citizenship behavior. Using a two-wave panel design, we collect data from a sample of 355 employees from 66 teams in four Chinese organizations. Our results show that, temporary employees have higher turnover intention than permanent employees, but in terms of employee’s OCB, the difference between temporary and permanent employees is not significant. Further, we also explore the mechanism how employee’ss organizational identification as a moderator-for temporary employees high in organizational identification, the negative relationships between temporary employment and OCBs and the positive relationships between temporary employment and turnover intention would be both attenuated.