Organizational Citizenship Behaviors In Relation To Job Embeddedness, Organizational Identification, Job Performance, Voluntary Turnover Intention In Korea.

The purpose of this article is to do determine whether the positive or the negative association between Organizational Citizenship Behaviors and Job Embeddedness, Organizational Identification, Job Performance, Voluntary Turnover Intention in Korea. At Present, the organizational costs of leaving a job are often very high. It is not surprising, then, that employee retention has the attention of top-level managers in today's organizations. Recently, Mitchell, Holtom, Lee, Sablyski, and Erez(2001) focused on why people stay rather than on how they leave. In particular, they drew attention to the reasons people stay through their job embeddedness construct. They aggregated job embeddedness correlated with intention to leave and predicted subsequent voluntary turnover. More recently, According to Lee, Mitchell, Sablynski, Burton & Holtom(2004), job embeddedness was disaggregated into its two major subdimensions, on-the-job (that is, organizational fit, links, and sacrifice) and off-the-job embeddedness (that is, community fit, links, and sacrifice). They revealed that off-the-job embeddedness was significantly predictive of subsequent "voluntary turnover". Also, they revealed that on-the-job embeddedness was significantly predictive of organizational citizenship. They predicted that employee withdrawal occurs over time, with a decision about performing preceding a decision about participating. On the basis of situational and theoretical backgrounds as above, the purpose of this study is to examine the relationship between on-the-job embeddedness and job performance, voluntary turnover intention, organizational identification in Korean employees and the mediating effect of organizational citizenship behavior in that relationship. To empirical study for test a model as above, 300 structured questionnaires were distributed to Korean employees in Seoul, Busan, and Gyeongnam, Korea. 255 were finally analyzed. The results revealed that individuals' fit, links to the organization and organization-related sacrifice significantly had negative effects on voluntary turnover intention and positive effects on job performance, organizational identification and that Organizational citizenship behavior mediated the relationship between on-the-job embeddedness and job performance, voluntary turnover intention, organizational identification. Implications for managers in organizations are suggested

Role of Cooperatives and Participation of their Members in Agricultural Output Marketing: Empirical Evidence from Hetosa District, Ethiopia

Today, in an era where many people feel powerless to change their lives, cooperatives represent a strong, vibrant, and viable economic alternatives. Cooperatives are formed to meet peoples’ mutual needs. They are based on the powerful idea that together, a group of people can achieve goals that none of them could achieve alone. This research paper aims to analyse the role of cooperatives in agricultural output marketing, promoting linkages and to examine factors influencing the level of members’ participation. The cooperatives under investigation have played significant role in output marketing and promoting value adding linkages with different stakeholders. Results of the Tobit model revealed that: farm size, years of membership, amount of improved seed used, output produced and members’ perception on cooperatives price for agricultural outputs were significantly and positively related to the level of participation. Lack of equal opportunity of members in passing decisions, inefficient cooperatives’ employees and incompetent management committee members are found to be the major constraints which hinder cooperatives to properly deliver agricultural output marketing services. To this end, Government, NGOs and other stakeholders need to give emphasis on improving the organizational and institutional capacity of cooperatives