Abstract
Organizational citizenship behavior (OCB) is a contribution from individuals who go beyond the role in the workplace from what is assigned and rewarded. Employees who are satisfied with their jobs may be more able to bring out OCB behavior. The relationship can be strengthened by each individual’s social identity. The purpose of this study was to determine the moderating role of social identity on the relationship between job satisfaction and organizational citizenship behavior. The subjects of this study were 75 employees who worked at the Aster Cosmetic company in Malang. The total sampling method was used, wherein the entire population served as the subject. A quantitative research design was used. Data were analyzed using the Hayes PROCESS. The results show that job satisfaction significantly affects OCB behavior. It can be explained that the higher a person’s job satisfaction, the more able the employee will be to show OCB behavior. Meanwhile, social identity is not able to moderate the relationship between job satisfaction and OCB.
 Keywords: job satisfaction, OCB, social identity
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