Abstract
<p>This study aims to examine the effect of Quality of Work Life on Organizational Citizenship Behavior through Organizational Commitment as a mediating variable. The population in this study were all permanent employees of PT. Petro China International Jabung Ltd with a sample of 120 respondents. The data collection method uses questionnaire method which is measured using Likert scale and the hypotheses was tested by using the PLS (Partial Least Square) program. The results showed that the quality of work life has positive and significant effect on Organizational Citizenship Behavior, the quality of work life is proven to have positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on Organizational Citizenship Behavior, and organizational commitment partially mediates the relationship between the quality of work life and Organizational Citizenship Behavior. The implication of this research is that the increasing quality of work life will increase organizational commitment so that it can improve Organizational Citizenship Behavior. The company must continuously improve the quality of work life program to increase the employee performance with objective and systematic procedures.</p><p><strong><em> </em></strong></p>
Highlights
Organizational citizenship behavior (OCB) is a unique aspect of individual activity at work. Tambe and Shanker (2014) explained that organizational citizenship behavior (OCB) is the behavior of employees at a time which shows certain behaviors that go beyond the employee's duties
If the direct effect is smaller than the total effect, it is evident that the organizational commitment variable is a mediating variable or it can be seen by the probability value, where if the P-value is < 0.05, the organizational commitment variable can mediate the influence between the quality of work life and organizational citizenship behavior
The results show that the influence between the quality of work life on organizational citizenship behavior results in a path coefficient value of 0.342 and a T-statistic value of 3.945 (t > 1.96) with a significance level of p-value = 0.000 ( p-value < 0.05)
Summary
Organizational citizenship behavior (OCB) is a unique aspect of individual activity at work. Tambe and Shanker (2014) explained that OCB is the behavior of employees at a time which shows certain behaviors that go beyond the employee's duties. In line with Saepudin and Djati (2019) explained that OCB is the freedom of individual behavior, which is indirectly or explicitly recognized by the reward system, and contributes to the effectiveness and efficiency of organizational functions This statement shows that OCB is not included in the job requirements or formal job descriptions of employees so that if it is not displayed it will not be sanctioned by the company but as a whole it can affect the effectiveness of the organization, so it explains that the company will be successful if its employees do do it. The statement regarding the importance of organizational citizenship behavior was put forward by the research of Traiyotee, Taeporamaysamai and Saksamrit (2019), OCB behavior is very important for employees in the company because having extra role behavior means that employees can serve and be dedicated to work, which projects a positive effect on the success and welfare of the company. This is reinforced by a statement of Robbins & Judge (2016) which states that companies that have employees with a high level of organizational citizenship behavior will show better performance and contribute more to the achievement of organizational goals
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