Abstract
The purpose of this study is to investigate the improvement of employee performance with the role of OCB in mediating the relationship of personal trust and leadership. The sampling method illustrated in this research uses a purposive sampling method, namely the Makassar Main Kesyahbandaran Office employees who have extra motivation as many as 54 people. The analytical tool used is WarpPLS 7. 0. Personal trust has a positive and significant impact on employee performance. After that, leadership does not significantly affect employee performance. Next, personal trust has a positive and meaningful influence on OCB. Then, leadership has a positive and significant influence on OCB. Likewise, OCB has a positive and significant impact on employee performance. After that, personal beliefs have a positive and significant impact on employee performance through OCB. And finally, leadership has a positive and significant impact on employee performance through OCB. The originality of this research applies the principle of "SYAHDU" as the basis for employee performance.
Highlights
In essence, the position of the Makassar Main Harbormaster Office is to maintain excellent service that is competitive, reliable, guaranteed, and comfortable
The results of this study indicate that personal trust can encourage and be meaningful to the performance of employees at the Makassar Main Harbormaster Office
The results of this study indicate that personal trust can encourage Organizational Citizenship Behavior (OCB) at the Makassar Main Harbormaster Office
Summary
The position of the Makassar Main Harbormaster Office is to maintain excellent service that is competitive, reliable, guaranteed, and comfortable. Relationship of Personal Trust with OCB: Self-confidence is a portrait where the individual has confidence that he has the knowledge, experience, skills in doing a job so that he does not hesitate to help others in doing the job He always shows sympathetic and empathetic behaviors to co-worker’s work in the form of an OCB role. Studies of (Arianto's, 2017); (Darto, 2014); (Fitriastuti, 2013); Kartikaningdyah and Utami (2017) state that employees who display extra-role behavior or OCB can improve performance. The higher the different roles or OCB, the higher the performance They all use a quantitative approach with the type of survey research and plan—(Komalasari et al, 2009) stated that OCB has no relationship with performance. The research hypothesis is: H5: There is a relationship between OCB and employee performance
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