Abstract
The purpose of this study was to determine the effect of transformational leadership style on Organizational Citizenship Behavior (OCB), to determine the effect of transformational leadership style on job satisfaction, to determine the effect of job satisfaction on Organizational Citizenship Behavior (OCB), and to determine the role of job satisfaction in mediating the influence of job satisfaction transformational leadership style towards Organizational Citizenship Behavior (OCB). This research was conducted at the Office of the Ubung Kaja Village as many as 45 employees using the saturated sample method, collected through a questionnaire using descriptive statistical analysis techniques, path analysis, single test and VAF test. The results showed that the transformational leadership style had a positive and significant effect on Organizational Citizenship Behavior (OCB). Transformational leadership style has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on Organizational Citizenship Behavior (OCB). Job satisfaction positively and significantly mediates the effect of transformational leadership styles on Organizational Citizenship Behavior (OCB). 
 Keywords: Transformational Leadership Style; Job satisfaction; Organizational Citizenship 
 Behavior.
Highlights
The purpose of this study was to determine the effect of transformational leadership style on Organizational Citizenship Behavior (OCB), to determine the effect of transformational leadership style on job satisfaction, to determine the effect of job satisfaction on Organizational Citizenship Behavior (OCB), and to determine the role of job satisfaction in mediating the influence of job satisfaction transformational leadership style towards Organizational Citizenship Behavior (OCB)
Perilaku extra-role atau sering disebut sebagai OCB, sangat penting dalam mendukung kemajuan organisasi
“Relationship between job satisfaction and organizational justice with organizational citizenship behavior in physical educators.” Indian Journal of Fundamental and Applied Life Sciences, 5, 1247-1252
Summary
0 16 17 12 untuk menggunakan kreativitas dalam menyelesaikan pekerjaan. 11 Pemimpin mendorong saya untuk selalu inovatif dalam menyelesaikan pekerjaan. 0 16 17 12 untuk menggunakan kreativitas dalam menyelesaikan pekerjaan. 11 Pemimpin mendorong saya untuk selalu inovatif dalam menyelesaikan pekerjaan. 13 Pemimpin mendorong saya untuk menyelesaikan masalah pekerjaan secara rasional/logis. 15 Pemimpin berupaya meningkatkan pengembangan diri saya. 17 Pemimpin bersedia mendengarkan kesulitan dan keluhan yang saya alami. 18 Pemimpin memberikan nasihat 0 yang sangat penting bagi pengembangan diri saya. Menunjukkan gaya kepemimpinan transformasional secara keseluruhan baik hal ini dapat dilihat dari keseluruhan rata-rata nilai gaya kepemimpinan transformasional yaitu 3,83. Nilai rata-rata tertinggi pada pernyataan “Pemimpin berupaya meningkatkan pengembangan diri saya”. Hal ini menunjukan pemimpin berupaya meningkatkan pengembangan diri karyawannya. Nilai rata-rata terendah terdapat pada pernyataan “Pemimpin bersedia mendengarkan kesulitan dan keluhan yang saya alami”. Hal ini menunjukan bahwa atasan saya kurang maksimal memberi masukan dan dorongan terkait dengan keluhan – keluhan yang dialami oleh pegawai.
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