Abstract
Purpose: This study aims to determine and analyze distributive justice, job satisfaction, and affective commitment to the Organizational Citizenship Behavior (OCB) of employees at a telecommunication company in Indonesia. Methodology/Approach: The population used was employees at a certain public telecommunication company in Indonesia, amounting to 80 people. The sample used the saturated sample method. The data analysis method used the multiple linear regression analysis. Findings: Results indicate that partially positive distributive justice is not significant to OCB. Job Satisfaction has a positive and significant effect on OCB, and Affective Commitment has a positive and significant impact on OCB. In contrast, simultaneously Distributive Justice, Job Satisfaction, and Affective Commitment have a significant effect on OCB of employees. Research Limitation/implication: This research studied at the branch of the telecommunication company in a province level, therefore the results cannot be generalized to represent the opinions of all employees throughout Indonesia. The variables were limited to distributive justice, satisfaction, and affective commitment. The number of operational variables in this model was relatively limited; in fact, several other variables have not been included. Originality/Value of paper: The research finding gives contribution to the human resources management to enhance the company’s competitiveness through maintaining the OCB.
Highlights
Each company should have a strategy to maintain sustainability and existence
This multiple linear regression analysis was applied to analyze Organizational Citizenship Behavior (OCB), which is influenced by Distributive Justice, Job Satisfaction, and Affective Commitment
From the multiple linear regression equation, it can be expressed as follows: 1. The constant value is 1.599, meaning that if there are no variables of Distribution Justice (X1), Job Satisfaction (X2), and Affective Commitment (X3), the consistent value of OCB (Y) is 1.599
Summary
Each company should have a strategy to maintain sustainability and existence. One of the essential things to achieve the objectives of this strategy is the optimum management of human resources (HR). Teamwork and good relations between superiors and subordinates can positively impact the company (Wibowo, 2015). In this good relationship will bring employee behavior has dedication and loyalty to the company's high or known in the OCB (Organizational Citizenship Behavior). This happens in teamwork activities and in other employees' willingness to help out for activities outside the team This behavior can grow when employees have the skills to communicate openly and honestly, cooperate, share information, acknowledge differences, resolve conflicts, and suppress personal goals for common goals (Atmaja and Ratnawati, 2019); so that OCB becomes important in the organization
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 callDisclaimer: 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.
