Abstract
This study aims to analyze the influence of Transformational Leadership on OCB, to analyze the influence of Transformational Leadership on Organizational Climate, to analyze the influence of Organizational Climate on OCB, to analyze the Climate of Transformational Leadership Mediation Organization against OCB. This research was conducted at Population and Civil Registration District Agency Of Mataram with 45 people as a sample using saturated sampling technique that is sample determination technique when all member of population used as sample. The type of this research was associative causal research and data collection tool was Analysis PLS-SEM. The results of the data analysis shows that, transformational leadership has a positive and significant effect on OCB. The Climate Organization has a positive and significant impact on OCB. Transformational leadership has a positive and significant influence on the Climate of the Organization. Transformational leadership has a positive and significant impact on OCB through the Climate of the Organization.
 Keywords: Transformational Leadership, Organizational Climate and OCB.
Highlights
Menurut Robbins dan Judge (2009:120) organisasi yang sukses adalah organisasi yang membutuhkan karyawan yang mampu bertindak melebihi tugas pekerjaan umum mereka, atau memberikan kinerja yang melampaui perkiraan dan fakta menunjukkan bahwa organisasi yang mempunyai karyawan yang memiliki Organizational Citizenship Behavior (OCB) yang baik, akan memiliki kinerja yang lebih baik daripada organisasi lain
This study aims to analyze the influence of Transformational Leadership on OCB, to analyze the influence of Transformational Leadership on Organizational Climate, to analyze the influence of Organizational Climate on OCB, to analyze the Climate of Transformational Leadership Mediation Organization against OCB
Surya Timur Sakti Jatim, Jurnal AGORA Vol 1, No 1, 2013
Summary
Berdasarkan Tabel 3.1 dapat dilihat bahwa responden didominasi oleh responden berjenis kelamin laki-laki dengan jumlah 24 orang dari 45 responden atau sekitar 53%. Pada Tabel 3.1 tersebut dapat dilihat bahwa responden terbanyak adalah pada kelompok umur > 40 tahun yaitu 23 orang pegawai atau 51%. Berdasarkan tabel 6.1 tersebut dapat dilihat bahwa responden terbanyak adalah dengan masa kerja 6-15 tahun sebanyak 30 orang pegawai atau 67%. Suatu indikator dinyatakan valid jika mempunyai loading factor di atas 0,5 terhadap konstruk yang dituju. 2) Variabel Iklim Organisasi (Z) Suatu indikator dinyatakan valid jika mempunyai loading factor di atas 0,5 terhadap konstruk yang dituju. Dari output path diagram pada hasil output dapat dilihat indikator yang memiliki nilai loading factor > 0,50. 3) Variabel Organizational Citizenship Behavior (Y) Suatu indikator dinyatakan valid jika mempunyai loading factor di atas 0,5 terhadap konstruk yang dituju.
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