The Mediating Role of Organizational Citizenship Behavior in the Effect of Career Development and Workload on Turnover

Abstract

The purpose of this study is to examine and analyze the influence of Career Development and Workload on Employee Turnover Intention, mediated by Organizational Citizenship Behavior (OCB). The population in this study consists of 261 permanent administrative staff at Mercu Buana University, Meruya Campus. The sample used was 158 permanent administrative staff, calculated using the saturated sampling method. The sampling method employed is non-probability sampling with a convenience sampling technique. The study employs a quantitative approach with a survey method, using a 5 Likert scale questionnaire, Data were analyzed by using SEM-PLS with the help of Smart-PLS 4.0 programs for Windows. The results of this study show that career development has a negative and significant effect on employee turnover intention. Career development has a positive and significant effect on organizational citizenship behavior (OCB). Workload has a positive and significant effect on employee turnover intention. Workload has a negative and significant effect on organizational citizenship behavior (OCB). Organizational citizenship behavior (OCB) has a negative and significant effect on employee turnover intention. Organizational citizenship behavior (OCB) is able to mediate the effect of career development on employee turnover intention. Organizational citizenship behavior (OCB) is able to mediate the effect of workload on employee turnover intention.