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