PENGARUH TINGKAT KECERDASAN EMOSI, KEPUASAN KERJA DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI SEKRETARIAT DEWAN PERWAKILAN RAKYAT DAERAH (DPRD) KABUPATEN SERDANG BEDAGAI

The present study aimed at designing and testing a model of servant leadership consequences. It has selected the servant leadership structure as an antecedent variable, the job satisfaction, organizational commitment and organizational citizenship behavior structures as the consequent variables, and the perceived organizational support and leader-member exchange structures as the mediator variables. The research method was descriptive correlational. Therefore, a total of 230 employees from an industrial company were selected through simple random sampling. The research tools included the servant leadership, perceived organizational support, leader-member exchange, job satisfaction, organizational commitment and organizational citizenship behavior questionnaires. The data was analyzed through structural equation modeling (SEM) and mediator analysis. The analysis of structural equation modeling supported the proposed model fit with data.The results indicated a direct positive effect of servant leadership on all dependent variables in the model, and a direct positive effect of perceived organizational support on job satisfaction, organizational commitment and organizational citizenship behavior, and a positive indirect effect of servant leadership on job satisfaction, organizational commitment and organizational citizenship behavior through perceived organizational support and leader-member exchange.

Abstrak: penelitian ini bertujuan untuk mengetahui secara empiris hubungan antara kecerdasan emosi, kepuasan kerja terhadap Organizational Citizenship Behavior (OCB) serta dampaknya pada Kinerja Pegawai UIN SU Medan. Penelitian ini menggunakan metode kualitatif dengan merumuskan hipotesis, mencari korelasi antar variabel dengan menggunakan analisis Path(Path Analisis)Teknik analisis jalur ini akan digunakan dalam menguji besarnya sumbangan (kontribusi) yang ditunjukkan oleh koefisien jalur pada setiap diagram jalur dari hubungan kausal antar variabel X1, X2 dan X3 tehadap Y serta dampaknya kepada Z dan dilakukan pengujian statistik untuk menerima atau menolak hipotesis. Hasil penelitian menunjukkan bahwa Kecerdasan emosional dan kepuasan kerja berpengaruh langsung terhadap Organizational Citizenship Behavior (OCB) Pegawai UINSU. Kecerdasan emosional, kepuasan kerja, danOrganizational Citizenship Behavior (OCB) berpengaruh langsung terhadap kinerja Pegawai UIN-SU. Kata Kunci: kecerdasan emosi, kepuasan kerja, Organizational Citizenship Behavior (OCB)

The proof of a success hospital is the awards received. Jember Chest Hospital from 2010 to 2014 became the champion in various awards in the field of services and work culture. Surely Jember Chest Hosnpital has employees who perform well and have behavioral Organizational Citizenship Behavior (OCB).Subjects were nurses as many as 71 people. Explanatory research method is used. Retrieving data using questionnaires. Data was analized using SEM (Structural Equestion Model). The result of research that variable personality type and organizational commitment and significant positive effect on Organizational Citizenship Behavior (OCB). Psychological contract variables, motivation and job satisfaction positive and significant impact on Organizational Citizenship Behavior (OCB). Variable type of personality and psychological contracts and no significant positive effect on employee performance. and variable organizational commitment, motivation, job satisfaction and Organizational Citizenship Behavior (OCB) positive and significant impact on employee performance.

. This research aims to determine how the level of job satisfaction, examine how the level of organizational citizienship behavior, and analyze how the effect of job satisfaction on organizational citizenship behavior. This is research was conducted at PT. Shafira Laras Persada Bandung. The research method used is descriptive and verification research and by processing data using Spss 20.0 for windows. The sampling technique uses the proportional sample with respondents 63 employess at PT Shafira Laras Persada Bandung. The independent variable in this research is Job Satisfaction (X) and dependent variable is Organizational Citizenship Behavior (Y). Data collection is done by library research and field research.Results of research concluded that: 1) The level of job satisfaction PT. Shafira Laras Persada Bandung with an average value of 62,02% included in the high category. 2) The level of organizational citizenship behavior employess PT. Shafira Laras Persada Bandung with an average value of 60,5% included in the high category. 3) The results of t test, t count=7,946> t table=1,999 with a probability of 0,000 t table=1,999 dengan probabilitas 0,000>0,05 maka Ho ditolak sehingga dapat disimpulkan Kepuasan Kerja secara parsial berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior. Kata Kunci: Kepuasan Kerja, Organizational Citizenship Behavior.

Organizational Citizenship Behavior (OCB) is improving organizational efficiency and effectiveness by contributing toward resource transformation, innovation and adaptation ability (Williams and Anderson, 1991). The number of employees in Poltekkes Surabaya who are divided into various divisions becomes a problem for human resources management. Therefore, Poltekkes Surabaya director’s managerial ability is greatly determined to organize human resources in order to create an effective and productive organization. In order to find out the relationship between job satisfaction and organizational commitment with organizational citizenship behavior in Health Polytechnic of Surabaya. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OCB with r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizational citizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OC Bwith r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizational citizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior.

This study aims to analyze the training, organizational citizenship behavior (OCB), remuneration with job satisfaction as an intervening variable on employee performance. Research responden are the employees PT. Bank BTN Batam of 82 respondents with sampling using slovin formula. Sources and data collection tecniques used in this study are primary data, to wit data obtained or collected directly from the sources data through interviews and a list of questions given to the responden. The result of the analysis of training, OCB, remuneration on employee performance with job satisfaction as intervening variable. The results showed that the training had positive and insignificant effect on job satisfaction. OCB has positive and insignificant effect on job satisfaction. Remuneration has a positive and insignificant effect on job satisfaction. Training has a positive and insignificant effect on employee performance. Remuneration has positive and insignificant effect on employee performance and job satisfaction have positive and significant effect to employee performance. The data analysis used SEM (Structural Equation Modelling) with PLS program. Keywords Training, Organizational Citizenship Behavior (OCB), Remuneration, Job Satisfaction, Employee Performance

This study aimed to determine the effect of job satisfaction and organizational culture on Organizational Citizenship Behavior (OCB) of the employees in PT Pupuk Sriwidjaja Palembang and it takes the case in Division of Technology. Luthans stated that there are several dimensions determining job satisfaction, those are job itself, salary, supevision, co-workers, and working conditions. Meanwhile, according to Robbin, there are seven characteristics of organizational culture, those are innovation and risk taking, attention to detail, outcome orientation, team orientation, aggresiveness and stability. The determination of number of respondents in this study uses a stratified random sampling method in Technical Inspection Department, Production Planning and Controling Department, Safety and Environment Department and Laboratory Department. The calculation of the sample size is based on Slovin formula and it gets a total sample of 66 employees. The result of this study shows that job satisfaction do not have a significant effect on OCB. While organizational culture significantly has positive effect on OCB. Job satisfaction and organizational culture simultantly has effect on OCB with organizational culture is the dominant variable.

Objective To investigate the level of nurses′ emotional intelligence and nurses′ organizational citizenship behavior, and analyze the relationship between them. Methods A total of 206 nurses received survey by using Wong and Law emotional intelligence scale (WLEIS) and nurses′ organizational citizenship behavior scale. Results The score of nurses′ emotional intelligence was (56.68±9.13), and that of nurses′ organizational citizenship behavior was (95.61±14.70). Correlation analysis showed that the emotional intelligence was positively correlated with nurses′ organizational citizenship behavior (r=0.575, P<0.01); differences in the scores of organizational citizenship behavior of nurses with different position were statistically significant (t=11.832, P<0.01). The results of hierarchical regression analysis showed that position, emotional regulation, emotional use and recognition of others′ emotions were the influencing factors of nurses′ organizational citizenship behavior. Conclusions The higher of the emotional intelligence of clinical nurses, the more outstanding of nurses′ organizational citizenship behavior. nursing managers should take measures to cultivate nurses emotional intelligence, so as to improve the nurses′ organizational citizenship behavior. Key words: Nurses; Emotional intelligence; Organizational citizenship behavior; Correlation analysis

Organizational culture is a philosophy, ideology, values, assumptions, beliefs, expectations, attitudes and norms that are shared and binding in a particular community. Specifically, the culture in the organization will be determined by conditions of team work, leaders and characteristic of organization and administration process applicable. In addition to the formation of organizational culture, good leadership will also create good kewargaorganisasian behavior. This study aims to identify and examine the influence of organizational culture, leadership and work stress on Organizational citizenship behavior and job satisfaction as an intervening variable in medical personnel RSU Kaliwates Jember. This type of research can be classified as confirmatory research. The population in this research all medical personnel who are in RSU Kaliwates in Jember Jember. Total population of medical personnel who work in public hospitals in Jember Jember Kaliwates there are 59 employees. The sample in this study were selected using census method, where the population being sampled, as many as 59. The analysis tool used is path analysis. Results of this study states that all hypotheses are acceptable and show significant results

Aims: The relative importance of Organizational Citizenship Behaviors (OCB) in organizations is established. Organizational culture has been proven to influence OCB. However, less have studied the interaction of the two organizational variables among local government units. This study intends to describe the city government of Digos’ organizational culture and organizational citizenship behavior and examine the relationship between them. This research also endeavors to investigate the influence of profile variables namely employees’ age, sex, position, department and years of service on the organizational citizenship behavior.&#x0D; Study Design: This study adopts the quantitative, non-experimental research design particularly the causal-correlational design. The independent variable is the organizational culture with the dimensions dominant characteristics, employee management, organizational leadership, organizational glue, strategic emphasis and criteria of success. The dependent variable on the other hand is organizational citizenship behavior with the indicators altruism, courtesy, sportsmanship, conscientiousness and civic virtue&#x0D; Place and duration of Study: This study was conducted in the City Government of Digos City, Province of Davao del Sur, Region XI, Philippines from the period January 2018 to June 2018.&#x0D; Methodology: Two questionnaires were utilized namely the Organizational Culture Assessment Instrument (OCAI) and the 25-item organizational citizenship behavior scale. These were administered to 196 employees of the City Hall of Digos. Following the correlational research design, the study made use of the mean, Pearson product moment correlation coefficient and the general linear model as statistical tools to address the objectives of the study.&#x0D; Results: For organizational citizenship behavior of the city government of Digos, results indicate that the dimensions namely altruism, courtesy and sportsmanship were found to be high while conscientiousness and civic virtue were found to be very high. Elements of organizational culture had significant correlation with particular dimensions of organizational citizenship behavior. It was found that the dominant characteristic have significant correlation to courtesy. The organizational leadership was also found to significantly correlate with conscientiousness. The employee management culture was also found to significantly correlate with. The strategic emphasis culture also significantly correlates with civic virtue. The criteria for success scenario significantly correlated with altruism. The results of the analysis using the general linear model to identify profile variables that significantly influence the different organizational citizenship behavior indicators. It was found that the employees’ sex had a significant influence of altruism. Courtesy and sportsmanship was significantly influenced by employees’ department and sex. Conscientiousness and civic virtue were affected by employees’ department.&#x0D; Conclusion: Prevailing organizational culture of the city government of Digos under the context of dominant characteristics, organizational leadership, management of employees, organizational glue, strategic emphasis and criteria of success were found. The level of organizational behavior was also described as high for the indicator’s altruism, courtesy and sportsmanship, while conscientiousness and civic virtue of the organization were described as very high. Significant relationships also existed among various organizational culture scenarios and indicators of organizational citizenship behavior. Finally, it was found that employees’ sex and department significantly influenced specific indicators of organizational citizenship behavior.

Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention: The Moderating Role of Leadership Behavior

<em>This research seeks to investigate the relationship between organizational culture variables, work environment, organizational citizenship behavior, motivation and performance in the star-typed hotel industry at Malang and Batu. This research was purposed to assess the differences of organizational culture, work environment, organizational citizenship behavior, motivation and performance based on the characteristic of respondents. This research was categorized as survey one using cross-sectional study to 15 star-typed hotels at Batu and Malang. The result of investigation using SEM technique indicated that the model developed had moderate fit level. The result of Goodness of fit indices showed moderate result to all construct in the model. Partially, the construct developed showed good outcome in goodness of fit evaluation. Generally, all exogenous variables (organizational culture and work environment) significantly affected the performance of employee. Some hypotheses expected on this research were supported, and some of these were not supported. Organizational culture significantly affected organizational citizenship behavior and employee performance, but insignificantly affected motivation. Work environment significantly influenced organizational citizenship behavior but insignificantly affected motivation. Organizational citizenship behavior insignificantly affected motivation, but motivation significantly affected the employee performance.</em>

The purpose of this study was to determine the effect of leadership style, organizational culture, and organizational climate on organizational citizenship behaviour (OCB) which was mediated by job satisfaction and to prove the hypothesis regarding the relationship of research variables: leadership style, organizational culture, organizational climate, job satisfaction, and organizational citizenship behaviour. The population of this study is all employees in marketing department of PT EVI and employs 212 employees. The statistical method used in this study is Structural Equation Modelling (SEM), which was operated through the LISREL Program. This study showed that leadership style was the strongest predictor and has the biggest influence on organizational citizenship behaviour, which was mediated by job satisfaction

Emotional intelligence and job satisfaction have become increasingly important in today's workplace, offering significant benefits in personal and professional development. However, there is limited research available on these topics within the Indian healthcare context, especially regarding nurses. Specifically, this paper seeks to assess nurses' emotional intelligence levels, evaluate their job satisfaction, and determine how emotional intelligence influences workplace satisfaction. Emotional intelligence is essential for nurses in managing stress, fostering effective patient interactions, and maintaining a positive work environment. Likewise, job satisfaction impacts motivation, retention, and overall performance. By exploring these factors, the study aims to provide insights into their interconnectedness and contribute to strategies that enhance nurse well-being and improve healthcare service quality. A descriptive research design with a quantitative approach was employed in this study. Using a simple random sampling technique, 100 staff nurses were selected as participants. To assess emotional intelligence and job satisfaction, the study utilized the Emotional Intelligence Inventory Scale and the Minnesota Job Satisfaction Questionnaire. The researcher administered the questionnaire to the staff nurses, allowing them 15-20 minutes to complete the questions. Data analysis was performed using descriptive and inferential statistics to summarize the findings and identify relationships between emotional intelligence and job satisfaction. This approach provided a comprehensive understanding of the nurses' emotional intelligence and job satisfaction levels. Among 100 staff nurses, the majority (58%; n=58) were aged 20-30 years, were female (70%; n=70), were married (64%; n=64%), and had 1-10 years of hospital experience(68%; n=68). Most (60%; n=60) earned a monthly salary of Rs. 10,000-20,000, and (52%; n=52) had GNM qualifications. A majority of 79 (79%) worked as staff nurses, with 47 (47%) in general wards. Emotional intelligence levels were very high among 77 (77%) nurses, while 63 (63%) were highly satisfied with their jobs. The mean emotional intelligence score was 191.59 (S.D. 18.0264), and the mean job satisfaction score was 75.14 (S.D. 11.9974). A significant positive correlation (r = 0.4059, p = 0.000002) was observed between emotional intelligence and job satisfaction. The findings suggest that nurses with higher emotional intelligence tend to experience greater job satisfaction. This highlights the critical role emotional intelligence plays in influencing job satisfaction levels. By promoting emotional intelligence in nursing practice, hospital management can create a more positive work environment, which may lead to improved nurse satisfaction, better patient care, and reduced turnover rates. The results emphasize the importance of investing in emotional intelligence development as a key strategy for enhancing nurse well-being and overall hospital performance.

This study aims to examine and analyze the influence of Political Organization, Organizational Climate, and Organizational Culture on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an intervening variable at Liquor Distributor. The object of this research is the employees of Liquor Distributor as many as 45 respondents. The approach used in this research is the Component or Variance Based Structural Equation Model with Smart-PLS analysis tools. The results Showed that the Political Organization had no significant effect on Job Satisfaction on the employees of Liquor Distributor. Organizational Climate has a significant positive effect on Job Satisfaction on Liquor Distributor. Organizational Culture has a significant positive effect on Job Satisfaction on Liquor Distributor. Political Organizational positive significant effect on Organizational Citizenship Behavior (OCB) on employees of Liquor Distributor Organizational Climate has a significant positive effect on Organizational Citizenship Behavior (OCB) for employees of Liquor Distributor. Significantly positive effect Organizational Culture on Organizational Citizenship Behavior (OCB) on employees of Liquor Distributor. Job Satisfaction has a significant positive effect on Organizational Citizenship Behavior (OCB) for employees of Liquor Distributor . Keywords: Political Organization, Organizational Climate, Organizational Culture, Organizational Citizenship Behavior. Job satisfaction DOI: 10.7176/EJBM/12-13-08 Publication date: May 31 st 2020