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Organizational citizenship behavior (OCB) and empowerment are concepts identified as predictors of employee turnover. Employee turnover is a concern within various segments of the hospitality and leisure sector. The purpose of this study was to examine the influence that empowerment and OCB perceptions of students employed in one university dining services, had on their intent to turnover. In addition, this study examined the influence that managers and co-workers behaviors had on the formation of OCBI (OCB towards individuals) and OCBO (OCB towards organization) in student employees. Influence of power distance on the formation of empowerment perceptions also was studied. Results showed that both OCBI and OCBO had a weak, but significant negative relationship with student employee intent to turnover. Managers and co-workers were also found to influence exhibition of OCBI by student employees. Selected dimensions of transformational leadership were found to have both direct and indirect impact on the exhibition of OCBO by student employees. Another interesting result was that power distance did not mediate the relationship between empowerment and job satisfaction, as suggested by past studies. Empowerment had an indirect effect on student employee intent to turnover, through job satisfaction. Managerial implications are addressed and directions for future research are

Understanding work behaviors and turnover intentions of students employed in university dining services