Abstract
This study aims to examine the effect of job satisfaction and personality on organizational citizenship behavior through the organizational commitment of employees in the production section of PT Timatex Salatiga. This type of research used in this research is quantitative research. The number of samples used was 100 respondents. The sampling technique used random sampling. The analytical method used is the instrument test (validity and reliability), descriptive analysis test, regression test and path analysis with the SPSS version 23 program. Data collection methods are by means of interviews, observations and questionnaires. The results of this study indicate that job satisfaction and personality have a positive and significant effect on organizational commitment. Job satisfaction and personality have a positive and significant effect on organizational citizenship behavior. Organizational commitment is able to mediate the relationship between job satisfaction and personality on organizational citizenship behavior. Suggestions from this research are that company management needs to reinforce rules and give verbal sanctions to gradual warning letters to employees who are often late, also applies to employees who leave work before the due time.
Highlights
Human resources are part of an advancement in science, development and technology, in the current era, technology and civilization are very advanced, requiring competent human resources to face increasingly fierce competition between companies, so that organizations are required to make adjustments. in all aspects that exist in the organization (Prihantoro, 2012)
The differences in the results of this study indicate that employee personality is one of the factors that need to be further investigated about its effect on Organizational Citizenship Behavior (OCB), especially for structural employees by using the five major personality factors
The results of this study indicate that the personality possessed by employees can lead to organizational commitment in which committed employees will bring out OCB behavior
Summary
Human resources are part of an advancement in science, development and technology, in the current era, technology and civilization are very advanced, requiring competent human resources to face increasingly fierce competition between companies, so that organizations are required to make adjustments. in all aspects that exist in the organization (Prihantoro, 2012). According to Ningsih and Arsanti (2014) the emergence of OCB in employees can be caused by the characteristics of employees such as great compassion for others and discipline, so that the desire to help friends who have not finished their work targets is the reason for someone to act extra / role Undisciplined employees such as absences, alpha and being late will reduce the number of working hours that should be used to complete work programs and company activities that can affect work results, both the quality of work and the number (Meilany & Ibrahim, 2015) This is supported by Phopal (2012) who states that, when the average attendance rate is 2% -3%, it can be said that the organization is running well, but if the attendance is more than 3% it will indicate an indication of problems in the organization
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