(Luận văn) examine the mediating role of organizational citizenship behaviour in the relationship between perceived human resource management practices and intention to leave of employees

MINISTRY OF EDUCATION AND TRANNING t to UNIVERSITY OF ECONOMICS, HO CHI MINH CITY ng hi  ep w n ad lo yi u yj th LE NGOC LAN pl n ua al n va EXAMINE THE MEDIATING ROLE OF m ll fu ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN t n oi THE RELATIONSHIP BETWEEN PERCEIVED HUMAN RESOURCE MANAGEMENT PRACTICES z z AND INTENTION TO LEAVE OF EMPLOYEES ht vb k jm gm l m co MASTER THESIS IN BUSINESS ADMINISTRATION an Lu n va te re y HO CHI MINH CITY – 2013 MINISTRY OF EDUCATION AND TRANNING t to UNIVERSITY OF ECONOMICS HO CHI MINH CITY ng hi  ep w LE NGOC LAN n ad lo u yj th EXAMINE THE MEDIATING ROLE OF yi pl ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN n ua al THE RELATIONSHIP BETWEEN PERCEIVED n va HUMAN RESOURCE MANAGEMENT PRACTICES fu m ll AND INTENTION TO LEAVE OF EMPLOYEES t n oi Subject: Master of Business Administrator z z ht vb Code: 06.34.01.02 k jm gm l MASTER THESIS IN BUSINESS ADMINISTRATION m co an n va Dr PHAM QUOC HUNG Lu SUPERVISOR: te re y HO CHI MINH CITY – 2013 ACKNOWLEDGEMENT t to ng Firstly, I wish to express my deepest gratitude to my supervisor, Dr Phạm Quốc hi ep Hùng, for giving me insightful guidance and valuable advice throughout undertaking of this study w n I also thank to all respected lecturers of the eMBA19 course of for their devotions lo ad during the training, which enrich my knowledge in order to implementing this study u yj th successfully My heartfelt thanks to respondents, who provide me supportive attitude and honest yi pl answer to make a good and solid database for the analysis n ua al Finally, I would like to say thanks to my beloved friend and family members, whom n va have given me much support, encouragement and assistance with this thesis t n oi Ho Chi Minh City, September 2013 m ll fu Le Ngoc Lan z z j ht vb k m gm om l.c an Lu n va y te re t to COMMITMENT ng I hereby declare that all information in this document has been obtained and hi ep presented in accordance with academic rules and ethical conduct I also declare that, as required by these rules and conduct, I have fully cited and referenced all material and w n results that are not original to this work ad lo Le Ngoc Lan yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re TABLE OF CONTENT t to ng hi ep CHAPTER - INTRODUCTION TO THE STUDY 10 1.1 Research background 10 1.2 Research objective 11 1.3 Practical significances of the study 12 1.4 Research scope and approach 12 1.5 Research structure 12 CHAPTER - LITERATURE REVIEW 14 2.1 Human Resource Management 14 2.1.1 Human Resource Management Pratices 14 2.1.2 Human Resource Management effects on Intention To Leave 15 2.2 Organizational Citizenship Behaviour 15 2.2.1 Definition of OCB 15 2.2.2 The important of OCB 17 2.3 Research model and hypotheses 17 2.3.1 The effects of HRM on OCB 17 2.3.2 The effect of Retention Oriented Compensation on Intention to Leave 19 2.3.3 The effect of Formalized Training on Intention to Leave 19 2.3.4 The effect of OCB on intention to leave 20 2.3.5 The mediating role of OCB 20 CHAPTER - RESEARCH METHODOLOGY 22 3.1 Research design 22 3.2 Research process 22 3.3 Questionnaire development 23 3.4 The pilot study 27 3.4.1 Pilot study phase 27 3.4.2 Pilot study phase 27 3.5 Main study 28 3.5.1 Target population 28 3.5.2 Sampling design 28 3.5.3 Data collection 28 3.6 Methods of data analysis 29 3.6.1 Data cleaning 29 3.6.2 Reliability 29 3.6.3 Confirmatory factor analysis 30 3.6.4 Analysis of Variance (one-way and two-way ANOVA) 31 3.6.5 Multiple regression analysis 31 3.6.6 Testing mediation with regression analysis 32 CHAPTER - DATA ANALYSIS 35 4.2 Data cleaning 35 4.3 Profiles of qualified respondents 35 4.4 Normality analysis 37 4.5 Reliability of the measurements 37 4.6 Confirmatory factor analysis 38 w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees t to ng hi ep 4.7 Hypotheses testing 43 4.7.1 Correlation analysis 43 4.7.2 Testing residuals of dependent variable 45 4.7.3 Effect of Perceived HRM Practices (Retention-oriented Compensation and Formalized Training) on Organizational Citizenship Behaviour (H1 & H2) 45 4.7.4 Effect of Perceived HRM Practices (Retention-oriented Compensation, Formalized Training) and Organizational Citizenship Behaviour on Employees’ Intention to Leave (H3, H4 & H5) 46 w 4.7.4.1 Effect of Perceived HRM Practices (Retention-oriented Compensation and Formalized Training) on Employees’ Intention to Leave (H3 & H4) 46 n lo ad 4.7.4.2 Effect of Organizational Citizenship Behaviour on Employees’ Intention to Leave (H5) 47 u yj th yi 4.7.5 The mediating effect of Organizational Citizenship Behaviour on the relationship between Perceived HRM Practices and Employees’ Intention to Leave (H6 & H7) 47 CHAPTER - DISCUSSION 52 5.1 Discussion of findings 52 5.2 Contribution of the current study 53 5.3 Practical implications 53 5.4 Limitation and further research 54 pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees LIST OF FIGURE t to ng hi ep Figure 2-1: Partial model by Nishii and Wright, 2004 14 Figure 2-2: Hypothesized Research Model 21 Figure 3-1: Research process 23 Figure 3-2: Mediating model 33 Figure 4-1: Hypothesized model 38 Figure 4-2: Modified model 42 w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees LIST OF TABLE t to ng hi ep Table 3-1: Measurement scales of independent variables 24 Table 3-2: Measurement scales of dependent variable 26 Table 3-3: Assessing Fit Indices 31 Table 4-1: Variables included in the Analysis 35 Table 4-2: Socio-demographic Characteristics of The Qualified Samples 36 Table 4-3: Summary of Cronbach Alpha Measures across Variables 37 Table 4-4: Assessing Fit Indices – Hypothesized Model 40 Table 4-5: Standardized Regression Weights – Hypothesized Model 41 Table 4-6: Assessing Fit Indices – Modified Model 43 Table 4-7: Descriptive Statistics and Correlations 44 Table 4-8: Model Summary of H6 49 Table 4-9: Coefficients of H6 hierarchical regression 50 Table 5-1: Research Purposes, Hypotheses and Results 52 w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees ABSTRACT This study seeks to investigate the mediating role of organizational t to citizenship behavior on the relationship between perceived HRM practices and ng hi employees’ intention to leave ep The study was conducted in Ho Chi Minh City, Vietnam with the sample of w 182 employees n ad lo The results showed that Organizational Citizenship Behaviour mediates the u yj th relationship between retention-oriented compensation and employees’ intention to leave In addition, the study also finds that there are no relationship between yi formalized training and organizational citizenship behavior; hence, organizational pl n ua al citizenship behavior does not mediate the relationship between formalized training and employees’ intention to leave suggest n findings va These that HR practitioners should monitoring m ll fu organizational citizenship behavior to better predict employees’ intention to leave, t n oi in order to make timely adjustment on retention-oriented compensation system KEYWORDS: Organizational Citizenship Behaviour, Perceived HRM z z practices, Retention-Oriented Compensation, Formalized Training, j ht vb Employees’ Intention to Leave k m gm om l.c an Lu n va y te re (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees CHAPTER INTRODUCTION TO THE STUDY t to ng 1.1 Research background hi ep Employees are extremely crucial to the organization since their value to the organization is essentially intangible and not easily replicated (Meaghan & Nick w n 2002) And employee’s intention to leave remains one of the most widely lo ad researched topics in organizational analyses due to its significant effects on u yj th organizations (DeMicco & Giridharan 1987; Dyke & Strick 1990; Cantrell & Saranakhsh 1991; Denvir & Mcmahon 1992) (as cited in Mahmud, 2011) yi pl Muhammad et al (2011) noted that there is a positive relationship between n ua al HRM practices with employee retention However, there are very few studies n va investigated how human resource management practices effects on the intention to m ll fu leave of employees, and how employees react on that In the past decades, OCB has received much attention from researcher In n oi relatively uncomplicated production environments, the extra efforts on the part of t the employee may seem minor, but a growing number of jobs is becoming more z z complicated, consisting of large numbers of unstructured tasks, so more discretion is vb j ht with the employee, and thus the difference between a good performer and a bad k m performer becomes increasingly large (Hunter et al., 1990) Despite such an gm important role of OCB, it is surprising to note that past studies often seem to ignore how employees’ behavioural reactions affect the relationships between HRM om l.c practices and employee’s intention to leave (Guest, Michie, Conway and Sheehan an Lu 2003; Morrison 1996) Organizations need employees who anticipate and monitor rapid changes in involved in their behavioural process to help explain the HRM-performance relationship (Lam et al, 2009) 10 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees y te the employees’ organizational citizenship behaviour (OCB), in particular, is re effectiveness (Organ, Podsakoff and MacKenzie 2006) Therefore, it is argued that n va the business, and figure out how to deal with these changes to sustain or enhance (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees t to Thường nói điều không tốt đồng nghiệp người quản lý khơng có mặt họ Có đề xuất mang tính xây dựng nhằm giúp cải thiện hoạt động công ty ng Vui lòng cho biết mức độ anh/chị đồng ý hay không đồng ý với nhận hi ep định sau: w Hoàn toàn khơng đồng ý Hồn tồn đồng ý   n yi u yj th pl n ua al 7 7 7 7 7 7 n va thỏa đáng Mức lương chung công ty bạn cao so với công ty khác Nội dung đa dạng chương trình đào tạo cơng ty bạn đáng hài lịng Bạn hài lịng với số lượng thời lượng chương trình đào tạo công ty bạn gm ad lo Trong cơng ty bạn, thành tích làm việc cá nhân yếu tố quan trọng để xác định mức lương Chính sách thưởng cơng ty bạn chủ yếu dựa tuổi thâm niên công tác nhân viên Lương thưởng tính cách cơng công ty bạn Tiêu chuẩn để xác định tiền thưởng công ty bạn thỏa Đáng Tiêu chuẩn để xác định tiền lương công ty bạn m ll fu t n oi j ht vb 4 5 7 y te re Có khả bạn khơng tiếp tục làm việc cho công ty bạn hợp đồng lao động hiệu lực Bạn có ý định xin nghỉ việc n Có khả bạn xin nghỉ việc Hoàn toàn đồng ý  va Hồn tồn khơng đồng ý  an Lu Khả bạn thực việc sau nào: om l.c k m chuyên gia nhà quản lý/giảng viên giàu kinh nghiệm Trong công ty bạn, chương trình đạo tạo chun mơn/ nghiệp vụ hệ thống hóa z So với cơng ty khác, cơng ty bạn có chương trình đào tạo rộng rãi cho nhân viên công ty Trong cơng ty bạn, chương trình đạo tạo thực z Trong cơng ty bạn, chương trình đạo tạo tổ chức cách có hệ thống, có tổ chức chặt chẽ 64 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees t to Cuối cùng, xin cho biết vài thông tin cá nhân bạn Vui lịng cho biết vị trí bạn Giám đốc Phó giám đốc Quản lý phận/ trưởng phịng Phó quản lý/ Phó phịng Nhân viên ng hi ep Giới tính Nam Nữ w n ad lo Năm sinh u yj th Bạn bắt đầu làm từ năm nào? _ Bạn bắt đầu làm việc công ty từ năm nào? yi pl Vui lịng cho biết tên cơng ty bạn làm việc _ n ua al n va Cuối cùng, xin vui lịng cho biết loại hình công ty bạn làm việc Công ty nhà nước Cơng ty liên doanh (vốn nhà nước nước ngồi) Cơng ty 100% vốn nước ngồi Cơng ty tư nhân Công ty cổ phần m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re 65 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees APPENDIX II – NORMALITY ANALYSIS Appendix 3.1: Assessment of Normality t to ng hi ep Mean Std Deviation Skewness Kurtosis OCB1 5.25 1.701 -0.958 0.084 OCB2 5.91 1.471 -1.407 1.216 OCB3 5.48 1.215 -0.555 -0.23 5.74 1.124 -0.513 -0.515 OCB5 5.45 1.474 -0.824 0.193 OCB6 4.9 1.538 -0.459 -0.652 5.82 1.389 -1.11 0.648 5.45 1.416 -1.226 1.353 5.45 1.074 -0.207 -0.276 w Iterms OCB4 n ad lo OCB8 OCB9 OCB10 4.92 1.319 -0.485 0.284 OCB11 5.37 pl yi u yj th OCB7 -0.045 -0.605 OCB12 4.84 1.65 -0.516 -0.326 OCB13 3.93 1.69 -0.09 -0.983 OCB14 5.77 1.284 -1.318 1.902 OCB15 4.57 1.499 -0.304 -0.338 COM1 4.79 1.642 COM2 4.11 1.685 0.148 COM3 4.43 1.599 -0.268 COM4 4.29 1.501 -0.201 -0.392 COM5 4.31 1.514 -0.264 -0.452 COM6 3.77 1.567 0.145 -0.348 TRA1 3.6 1.662 0.19 -0.638 TRA2 3.47 1.6 0.202 -0.633 TRA3 3.51 1.651 0.189 -0.767 TRA4 3.59 1.74 0.124 -0.94 TRA5 3.6 1.774 -0.051 -0.91 TRA6 3.63 1.741 0.078 -0.927 ITL1 3.59 1.778 0.024 -0.842 ITL2 3.36 1.752 0.219 -0.78 ITL3 3.3 1.919 0.397 -0.887 1.004 n ua al n va -0.473 m ll fu -0.493 -0.522 t n oi -0.505 z z j ht vb k m gm om l.c an Lu n va y te re 66 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees APPENDIX III - CRONBACH ALPHA ANALYSIS Appendix 3-1: Cronbach alpha analysis of Organizational Citizenship t to Behaviour ng hi ep Reliability Statistics Cronbach's Alpha N of Items w n 771 15 ad lo Item-Total Statistics Squared Cronbach's Scale Mean if Scale Variance Total Multiple Alpha if Item yi u yj th Corrected Item- if Item Deleted Correlation Correlation Deleted Item Deleted 90.046 483 466 748 OCB3 73.37 92.190 515 533 748 OCB4 73.10 92.923 531 513 748 OCB5 73.40 89.423 506 581 746 OCB7 73.03 91.839 448 548 752 OCB8 73.40 94.638 328 408 762 OCB9 73.40 92.617 576 416 746 OCB11 73.47 94.306 532 456 750 OCB14 73.08 95.696 332 762 OCB1 73.60 91.137 t 281 359 323 761 OCB6 73.95 92.572 363 262 760 OCB10 73.92 96.900 271 299 767 OCB12 74.01 93.447 298 OCB13 74.91 101.561 037 OCB15 74.27 94.311 314 n ua al 72.94 n pl OCB2 va m ll fu n oi z z j ht vb 767 244 793 k m 226 gm 257 764 om l.c an Lu n va y te re 67 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 3-2: Cronbach alpha analysis of Retention-oriented Compensation t to Reliability Statistics ng Cronbach's hi Alpha Based on ep Standardized Alpha Items Cronbach's N of Items w 780 787 n ad lo Scale Mean if Scale Variance Total Multiple Alpha if Item Item Deleted if Item Deleted Correlation Correlation Deleted yi u yj th Item-Total Statistics Corrected Item- Squared Cronbach's pl 30.125 572 368 736 37.624 129 037 843 21.27 COM4 21.41 28.574 703 544 702 29.802 677 634 712 COM5 21.40 29.312 704 664 704 COM6 21.93 32.206 477 239 760 m ll COM3 fu 21.59 n COM2 va 20.91 n ua al COM1 t n oi z z j ht vb k m gm om l.c an Lu n va y te re 68 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 3-3: Cronbach alpha analysis of Formalized Training (TRA) t to Reliability Statistics ng Cronbach's hi Alpha Based on ep Standardized Alpha Items Cronbach's w 939 N of Items 940 n ad lo Scale Mean if Scale Variance Total Multiple Alpha if Item Item Deleted if Item Deleted Correlation Correlation Deleted yi u yj th Item-Total Statistics Corrected Item- Squared Cronbach's pl 17.81 TRA2 17.93 TRA3 17.90 TRA4 17.82 va 55.648 847 753 925 57.211 811 707 929 55.608 856 765 923 54.282 862 775 922 TRA5 17.80 56.513 740 591 938 TRA6 17.77 55.601 800 662 930 n ua al TRA1 n m ll fu n oi t Appendix 3-4: Cronbach alpha analysis of Employees’ Intention to Leave (ITL) z z vb Reliability Statistics j ht Cronbach's Alpha Items 913 gm Standardized k Cronbach's m Alpha Based on N of Items 914 om l.c Item-Total Statistics Multiple Alpha if Item Item Deleted if Item Deleted Correlation Correlation Deleted 852 726 853 ITL2 6.90 12.315 808 660 889 ITL3 6.95 11.152 819 678 883 y te 11.773 re 6.66 n ITL1 va Cronbach's Total an Squared Scale Variance Lu Corrected ItemScale Mean if 69 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees APPENDIX IV – CONFIRMATORY FACTOR ANALYSIS (CFA) Table 4-2: Standardized Regression Weights – Modified Model t to ng hi ep w n ad lo u yj th OCB OCB OCB OCB OCB OCB OCB OCB OCB COM COM COM COM COM TRA TRA TRA TRA TRA TRA ITL ITL ITL pl n ua al Estimated 0.534 0.489 0.471 0.8 0.757 0.427 0.568 0.515 0.467 0.557 0.735 0.864 0.894 0.501 0.891 0.856 0.899 0.906 0.725 0.787 0.916 0.861 0.874 n va m ll fu t n oi z z j ht vb < < < < < < < < < < < < < < < < < < < < < < < - yi Items OCB2 OCB3 OCB4 OCB5 OCB7 OCB8 OCB9 OCB11 OCB14 COM1 COM3 COM4 COM5 COM6 TRA1 TRA2 TRA3 TRA4 TRA5 TRA6 ITL1 ITL2 ITL3 k m gm om l.c an Lu n va y te re 70 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees APPENDIX V - MULTIPLE LINEAR REGRESSION ANALYSIS (MLR) t to Appendix 5-1: Testing correlation of constructs ng hi Correlations ep Gender Gender w Pearson Correlation u yj th 000 142 058 309 155 375 679 182 182 182 182 182 182 182 ** ** 020 -.020 142 -.174 000 000 791 784 056 019 182 182 182 182 182 182 * * -.076 ** 010 016 305 008 005 ** 484 484 557 190 178 195 ** 000 182 182 182 182 182 182 182 182 141 ** * -.043 016 033 004 564 833 662 954 182 182 182 182 ** ** 557 190 va 000 010 182 182 182 058 n 309 N 182 020 178 -.043 791 016 564 182 182 182 016 416 223 000 182 182 182 182 ** -.040 106 -.020 Sig (2-tailed) 155 784 305 N 182 182 182 -.066 142 ** Sig (2-tailed) 375 056 008 662 N 182 182 182 182 182 Pearson Correlation 031 -.174 * ** 004 ** Sig (2-tailed) 679 019 005 954 000 000 001 N 182 182 182 182 182 182 182 z 416 000 182 182 182 033 ** -.040 002 595 j ht k m gm -.328 182 -.291 ** ** 000 182 223 -.291 595 182 vb -.251 ** 001 182 182 ** -.251 om l.c 182 an Lu * Correlation is significant at the 0.05 level (2-tailed) -.206 z ** Correlation is significant at the 0.01 level (2-tailed) .195 833 ** 002 Pearson Correlation -.076 -.328 000 t n oi Sig (2-tailed) 182 * m ll 076 fu Pearson Correlation Pearson Correlation -.206 * 142 n ua al ITL 031 109 pl OCB -.066 ** yi TRA ITL 106 182 N OCB 076 182 Sig (2-tailed) TRA 141 N Pearson Correlation COM 109 000 N Tenure ** Sig (2-tailed) Sig (2-tailed) Tenure 319 Position 319 182 ad lo N Position Pearson Correlation COM Sig (2-tailed) n Age Pearson Correlation Age n va y te re 71 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 5-2: Testing assumptions for residuals of dependent variable t to ng hi ep w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re 72 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 5-3: The MLR analysis on the effect of Retention-oriented Compensation and Formalized Training on Organizational Citizenship t to Behaviour ng c hi Model Summary ep Model R w n lo dimension0 R Square ad Adjusted R Square Std Error of the Estimate Change Statistics R Square Change F Change df1 Sig F Change df2 233 a 0.054 0.033 0.80455 0.054 2.548 177 0.041 331 b 0.109 0.079 0.78527 0.055 5.398 175 0.005 u yj th a Predictors: (Constant), Tenure, Gender, Position, Age b Predictors: (Constant), Tenure, Gender, Position, Age, TRA, COM c Dependent Variable: OCB yi pl Sum of Squares Regression df 6.597 va Mean Square 1.649 647 Residual 114.572 177 Total 121.169 181 n 13.255 m ll Regression fu n ua al Model c ANOVA 2.209 n oi 107.914 175 Total 121.169 181 a Predictors: (Constant), Tenure, Gender, Position, Age Sig 2.548 041 a 3.582 002 b 617 t Residual F z z b Predictors: (Constant), Tenure, Gender, Position, Age, TRA, COM j ht vb c Dependent Variable: OCB k m gm om l.c an Lu n va y te re 73 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Coefficients t to ng Unstandardized Coefficients Model hi ep (Constant) w n Gender Age ad lo Position 5.008 0.447 -0.197 0.129 0.023 0.29 (Constant) Sig Beta Zeroorder Partial Part VIF Tolerance -0.118 -1.528 0.128 -0.066 -0.114 -0.112 0.893 1.12 0.019 0.132 1.251 0.212 0.142 0.094 0.091 0.479 2.087 0.159 0.153 1.818 0.071 0.195 0.135 0.133 0.753 1.328 -0.016 0.033 -0.046 -0.504 0.615 0.044 -0.038 -0.037 0.651 1.535 4.431 0.499 8.889 -0.21 0.127 -0.126 -1.651 0.1 -0.066 -0.124 -0.118 0.88 1.137 Age 0.026 0.018 1.432 0.154 0.142 0.108 0.102 0.477 2.096 Position 0.161 0.161 0.085 1.005 0.316 0.195 0.076 0.072 0.707 1.415 Tenure -0.009 n ua al 0.148 0.032 -0.026 -0.291 0.771 0.044 -0.022 -0.021 0.646 1.547 COM 0.178 0.054 0.267 3.282 0.001 0.223 0.241 0.234 0.771 1.296 TRA -0.07 0.044 -0.127 -1.58 0.116 -0.04 -0.119 -0.113 0.79 1.266 pl T yi Gender Collinearity Statistics Correlations 11.202 u yj th Tenure Standardized Coefficients Std Error B a n va m ll fu a Dependent Variable: OCB n oi t Appendix 5-4: The MLR analysis on the effect of Retention-oriented z Compensation and Formalized Training on Employees’ Intention to Leave z Change Statistics F Change a 0.069 0.048 1.63677 0.069 3.284 457 b 0.208 0.181 1.51792 0.139 15.402 a Predictors: (Constant), Tenure, Gender, Position, Age 177 0.013 175 0.000 an c Dependent Variable: ITL Lu b Predictors: (Constant), Tenure, Gender, Position, Age, TRA, COM Sig F Change df2 om l.c 263 dimension0 df1 gm R Square Change k Std Error of the Estimate m R Adjusted R Square j ht Model R Square vb c Model Summary n va y te re 74 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees c t to ANOVA ng Model Sum of Squares hi Regression ep w df Mean Square F n 8.797 Residual 474.188 177 2.679 Total 509.375 181 Regression 106.160 17.693 Residual 403.215 175 2.304 509.375 181 ad lo 35.187 Total Sig 3.284 013 a 7.679 000 b u yj th a Predictors: (Constant), Tenure, Gender, Position, Age b Predictors: (Constant), Tenure, Gender, Position, Age, TRA, COM yi c Dependent Variable: ITL pl n ua al Sig Zeroorder n oi 0.91 t m ll 5.329 Beta Collinearity Statistics Correlations fu (Constant) Standardized Coefficients n Std Error B a va Model Unstandardized Coefficients Coefficients 5.859 Partial Part Tolerance VIF 0.263 0.095 1.232 0.220 0.031 0.092 0.089 0.893 1.12 -0.079 0.038 -0.216 -2.066 0.040 -0.174 -0.153 -0.15 0.479 2.087 Position -0.541 0.324 -0.139 -1.669 0.097 -0.124 -0.121 0.753 1.328 Tenure 0.101 0.066 0.137 1.527 0.128 0.114 0.111 0.651 1.535 7.76 0.964 8.053 Gender 0.487 0.245 0.142 1.984 0.049 0.031 0.148 0.133 0.88 1.137 Age 2Position -0.091 0.035 -0.251 -2.574 0.011 -0.174 -0.191 -0.173 0.477 2.096 -0.429 0.31 -0.111 -1.382 0.169 -0.206 -0.104 -0.093 0.707 1.415 Tenure 0.107 0.062 0.145 1.728 0.086 -0.002 0.129 0.116 0.646 1.547 COM -0.286 0.105 -0.209 -2.735 0.007 -0.328 -0.202 -0.184 0.771 1.296 TRA -0.269 0.085 -0.238 -3.144 0.002 -0.291 -0.231 -0.211 0.79 -0.206 vb -0.002 j ht k m om l.c Lu 1.266 an a Dependent Variable: ITL z (Constant) z 0.323 gm t Gender 1Age n va y te re 75 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 5-5: The MLR analysis on the effect of Organizational Citizenship Behaviour on Employees’ Intention to Leave t to c Model Summary ng hi ep Model R Square R Adjusted R Square Std Error of the Estimate Change Statistics R Square Change F Change df1 Sig F Change df2 w 263 a 0.069 0.048 1.63677 0.069 3.284 177 0.013 329 b 0.108 0.083 1.60652 0.039 7.73 176 0.006 dimension0 n lo ad a Predictors: (Constant), Tenure, Gender, Position, Age b Predictors: (Constant), Tenure, Gender, Position, Age, OCB u yj th c Dependent Variable: ITL c ANOVA yi Model Sum of Squares pl Regression Residual Total 8.797 474.188 177 2.679 509.375 181 va Regression 55.136 11.027 Residual 454.239 176 2.581 Total 509.375 n Mean Square 35.187 n ua al df F Sig 3.284 013 a 4.273 001 b m ll fu 181 n oi a Predictors: (Constant), Tenure, Gender, Position, Age t b Predictors: (Constant), Tenure, Gender, Position, Age, OCB c Dependent Variable: ITL a z Coefficients z Sig Zeroorder Beta 5.859 Part gm 0.91 Partial k 5.329 t m (Constant) Collinearity Statistics Correlations j ht B Std Error vb Model Unstandardized Standardized Coefficients Coefficients Tolerance VIF 0.323 0.263 0.095 1.232 0.220 0.031 0.092 0.089 0.893 1.12 -0.079 0.038 -0.216 -2.066 0.040 -0.174 -0.153 -0.15 0.479 2.087 Position -0.541 0.324 -0.139 -1.669 0.097 -0.206 -0.124 -0.121 0.753 1.328 Tenure 0.101 0.066 0.137 1.527 0.128 -0.002 0.114 0.111 0.651 1.535 (Constant) 7.419 1.167 6.357 Gender 0.241 0.259 0.07 0.93 0.354 0.031 0.07 0.066 0.881 1.134 Age Position -0.069 0.038 -0.19 -1.836 0.068 -0.174 -0.137 -0.131 0.475 2.105 -0.42 0.321 -0.108 -1.308 0.193 -0.206 -0.098 -0.093 0.739 1.353 0.094 0.065 0.128 1.45 0.149 -0.002 0.109 0.103 0.65 1.538 -0.204 -2.78 0.006 -0.251 -0.205 -0.198 0.946 1.058 n 76 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees y te a Dependent Variable: ITL re 0.15 va -0.417 an OCB Lu Tenure om l.c Gender Age (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees Appendix 5-6: The mediating effect of Organizational Citizenship Behaviour on the relationship between Perceived HRM Practices and Employees’ t to Intention to Leave (H6 & H7) ng d Model Summary hi ep Model w n R lo dimension0 R Square ad Adjusted R Square Std Error of the Estimate Change Statistics R Square Change F Change df1 Sig F Change df2 263 a 0.069 0.048 1.63677 0.069 3.284 177 0.013 405 b 0.164 0.14 1.55575 0.095 19.916 176 0.000 c 0.182 0.154 1.54285 0.018 3.955 175 0.048 427 u yj th a Predictors: (Constant), Tenure, Gender, Job_Pos, Age b Predictors: (Constant), Tenure, Gender, Job_Pos, Age, COM yi c Predictors: (Constant), Tenure, Gender, Job_Pos, Age, COM, OCB pl d Dependent Variable: ITL n ua al 35.187 474.188 Total 509.375 Regression 83.391 8.797 177 2.679 16.678 t 425.984 176 Total 509.375 181 92.805 15.468 Residual 416.570 175 2.380 Total 509.375 181 3.284 013 a 6.891 000 b 6.498 000 2.420 z k gm c Predictors: (Constant), Tenure, Gender, Job_Pos, Age, COM, OCB m b Predictors: (Constant), Tenure, Gender, Job_Pos, Age, COM c j ht vb a Predictors: (Constant), Tenure, Gender, Job_Pos, Age om l.c d Dependent Variable: ITL Sig z Residual Regression F 181 n oi Residual Mean Square m ll Regression fu df n Sum of Squares va Model d ANOVA an Lu n va y te re 77 (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees (Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees(Luận.văn).examine.the.mediating.role.of.organizational.citizenship.behaviour.in.the.relationship.between.perceived.human.resource.management.practices.and.intention.to.leave.of.employees