Abstract
Employees as human resources in an organization is the most important asset in a company which is one indicator of success to achieve organizational goals. Matters relating to the achievement of organizational goals cannot be separated from the important role of organizational citizenship behavior (OCB) contributing to the survival of the organization. In addition, organizational commitment and work characteristics of human resources can encourage the creation of organizational citizenship behavior (OCB), of course, determining the success of an organization. Other important factors such as the role of leaders who have a transformational leadership style that encourages human resources in the company to continue to be productive so as to grow organizational citizenship behavior (OCB) for all employees in the company. This research is an explanatory research (Explanatory Research) with quantitative descriptive research. This research is a survey research using a questionnaire through google docs to the employees of PT. Indonesia Comnet Plus Regional Kalimantan with 62 employees. The analytical method used in the hypothesis is path analysis. The results of this study indicate that transformational leadership style does not significantly influence organizational commitment, job characteristics significantly influence organizational commitment, transformational leadership style and job characteristics do not significantly influence Organizational Citizenship Behavior (OCB), and organizational commitment significantly influence Organizational Citizenship Behavior (OCB) OCB) emipiris study on employees of PT Indonesia Comnet Plus Regional Kalimantan.Keywords : Transformational Leadership Style, Job Characteristics, Organizational Commitment, Organizational Citizenship Behavior (OCB)
Highlights
Employees as human resources in an organization is the most important asset in a company which is one indicator of success to achieve organizational goals
The results of this study indicate that transformational leadership style does not significantly influence organizational commitment, job characteristics significantly influence organizational commitment, transformational leadership style and job characteristics do not significantly influence Organizational Citizenship Behavior (OCB), and organizational commitment significantly influence Organizational Citizenship Behavior (OCB) OCB) emipiris study on employees of PT Indonesia Comnet Plus Regional Kalimantan
Made Dan Putra Gede Agus Eka. 2017.Pengaruh Gaya Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Motivasi Dalam Meningkatkan Organizational Citizenship Behavior, E-Jurnal Manajemen Unud,Vol 6, No 4, : 2047-2075 ISSN : 2302-8912, Fakultas Ekonomi Dan Bisnis Universitas Udayana, Bali, Indonesia
Summary
Organisasi yang merupakan wadah bagi sekelompok orang yang bekerja secara terkoordinasi untuk mencapai tujuan bersama (Jones, 2013). Penelitian ini diharapkan dapat mengkaji lebih dalam peran dari kepemimpinan transformasional dan karakteristik pekerjaan terhadap Organizational Citizenship Behavior (OCB) dengan komitmen organisasional sebagai variabel intervening pada PT Indonesia Comnets Plus Regional Kalimantan. Sehingga pada akhirnya dapat membentuk kinerja organisasi yang tinggi pada diri pegawai dan bertanggung jawab terhadap memberikan pelayanan yang baik dan tepat waktu, maka diperlukan berbagai faktor salah satunya yaitu peran seorang pemimpin didukung pegawai yang bisa bekerja ekstra dan mempunyai komitmen yang kuat dapat mendorong munculnya perilaku ekstra (OCB), sehingga penulis tertarik meneliti tentang “Bagaimana Pengaruh Gaya Kepemimpinan Transformasional dan Karakteristik Pekerjaan terhadap Organizational Citizenship Behavior (OCB) dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi Kasus pada PT INDONESIA COMNETS PLUS Regional Kalimantan)”
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Equator Journal of Management and Entrepreneurship (EJME)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
