The relationship between employees’ psychological capital, organizational citizenship behavior, job embeddedness and their job performance and turnover intention

Abstract

Recently, the business environment has become increasingly complex with unpredictable changes in nature, politics and society. They bring both positive and negative effects in various aspects such as labor results, employee – organization relationships, , etc. To be able to flexibly adapt to such an uncertain and dynamic situation, one of the most critical assets for organizations and employees is strong psychological capital. This study focuses on examining the impact of PsyCap on employees’ organizational citizenship behavior (OCB), job performance, job embeddedness, and turnover intention. The data analysis and research model testing process (SEM) were performed using SPSS and AMOS software. The results of data analysis from 331 employees working for organizations in Vietnam across a variety of industries have shown that PsyCap has a direct positive impact on OCB, job performance, and job embeddedness. At the same time, PsyCap also has indirect effects on employee performance and intention to quit. The research findings once again confirm the significant role of PsyCap for each organization in improving job performance and reducing turnover intention among its members in the current context. Besides, the study also shows that jJob embeddedness has a positive effect on OCB. At the same time, OCB has a positive impact on employees’ jJob performance. Finally, the positive impact of jJob embeddedness on employees' intention to quit is also supported.