Abstract
This study aims to analyze the effect of transformational leadership style and work motivation on employee organizational citizenship behavior (OCB) mediated by employee job satisfaction. The object of the research is employees of PT. Sumberdaya Dian Mandiri with a sample of 95 people. Methods of data collection using questionnaire data collection and library research. Data analysis method using Partial Least Square. The result of this study show that (1) transformational leadership has a positive but not significant effect on organizational citizenship behavior (OCB); (2) work motivation has a positive and significant effect on organizational citizenship behavior (OCB); (3) transformational leadership has a positive and significant effect on job satisfaction; (4) work motivation has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive but not significant effect on organizational citizenship behavior (OCB); (6) job satisfaction in mediating transformational leadership on organizational citizenship behavior (OCB) has a positive but not significant effect, and (7) job satisfaction in mediating work motivation on organizational citizenship behavior (OCB) has a positive and significant effect.
Highlights
The development of globalization has resulted in increasingly rapid competition in the business world
It can be seen that the value of R-Square (R2) or the coefficient of determination of Organizational Citizenship Behavior (OCB) is 0.531. These results indicate that the endogenous variable Organizational Citizenship Behavior (OCB) can be explained by exogenous variables, namely transformational leadership, work motivation, and job satisfaction by 53.1% while the remaining 46.9% is explained by other exogenous variables
Based on the formulation of the problem that forms the basis of the research, the following is a discussion by the results of several tests that have been carried out: 1. The Effect of Transformational Leadership on Organizational Citizenship Behavior (OCB) Based on the hypothesis test, it can be seen that the Original Sample value is 0.043 which is close to the value of +1 and has a T-statistic value of 0.240 (> 1.96), which means that transformational leadership has a positive effect on OCB but is not significant
Summary
The development of globalization has resulted in increasingly rapid competition in the business world. The company certainly chooses employees who have good behavior and can be relied on so that they can carry out their duties to the maximum. In today's dynamic world of work, flexibility is very important. Organizations want employees who are willing to perform tasks that are not listed in their job descriptions. Paramita (2012) said that Organizational Citizenship Behavior (OCB) is a deep contribution that exceeds the demands of the role at work and is rewarded by the acquisition of task performance. According to Adnyani (2015), the small things that shape OCB behavior are the key to the success of an organization. When the reciprocity felt by employees is not as expected or unfair, employees will likely lose interest in displaying OCB behavior
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