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.
This study was undertaken via a questionnaire conducted among Malay-Chinese working in banking and insurance sector of Malaysia.
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.
The study used self-reported data based on a cross-sectional survey. The study has implications for the managers.
OLC and PE were found to influence turnover intention directly and indirectly, providing an avenue of approach for managers to retain its key employees.
The paper examines the consequences of OLC and PE, neglected variables along with the mediation of AC.
