Abstract
The purpose of this study was to measure, analyze and explain (1) the influence of Servant Leadership on Organizational Citizenship Behavior (OCB) of the Supervisor of the Infrastructure Project Manager in Tojo Una-Una Regency; (2) the influence of HR Competence on Organizational Citizenship Behavior (OCB); (3) the effect of Organizational Commitment on Organizational Citizenship Behavior (OCB); (4) the influence of Organizational Citizenship Behavior (OCB) on Performance; (5) the influence of Servant Leadership on Supervisory Performance; (6) the influence of HR Competence on Supervisory Performance; (7) the effect of organizational commitment on supervisory performance; (8) Influence of Servant Leadership on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable; (9) The influence of HR competence on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB); and (10) the effect of organizational commitment on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB). This research is classified as an Explanatory or Confirmatory Research type. The data analysis method used the Structural Equation Model (PLS-SEM). The number of samples is 144 respondents. The results of the analysis show that (1) Servant Leadership has a significant effect on Organizational Citizenship Behavior (OCB); (2) HR competence has a significant effect on Organizational Citizenship Behavior (OCB). (3) Organizational Commitment has a significant effect on Organizational Citizenship Behavior (OCB). (4) Organizational Citizenship Behavior (OCB) has a significant effect on Supervision Performance (KP). (5) Servant Leadership has a significant but negative direction on Supervision Performance; (6 HR competencies have a significant effect on supervisory performance; (7) organizational commitment has a significant effect on supervisory performance; (8) Servant Leadership has a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variables; (9) HR competencies have a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable, and (10) Organizational commitment has an effect but not significant on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable. (5) Servant Leadership has a significant but negative direction on Supervision Performance; (6 HR competencies have a significant effect on supervisory performance; (7) organizational commitment has a significant effect on supervisory performance; (8) Servant Leadership has a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variables; (9) HR competencies have a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable, and (10) Organizational commitment has an effect but not significant on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable. (5) Servant Leadership has a significant but negative direction on Supervision Performance; (6 HR competencies have a significant effect on supervisory performance; (7) organizational commitment has a significant effect on supervisory performance; (8) Servant Leadership has a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variables; (9) HR competencies have a significant effect on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable, and (10) Organizational commitment has an effect but not significant on supervisory performance mediated by Organizational Citizenship Behavior (OCB) variable. (7) Organizational commitment has a significant effect on Supervision Performance; (8) Servant Leadership has a significant effect on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB); (9) HR competence has a significant effect on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB); and (10) Organizational commitment but not significant effect on the performance of supervision mediated by the variable Organizational Citizenship Behavior (OCB). (7) Organizational commitment has a significant effect on Supervision Performance; (8) Servant Leadership has a significant effect on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB); (9) HR competence has a significant effect on supervisory performance mediated by the variable Organizational Citizenship Behavior (OCB); and (10) Organizational commitment but not significant effect on the performance of supervision mediated by the variable Organizational Citizenship Behavior (OCB).rotocols provide defined and direct mixing aliquots to be used in PCR mixtures for good amplification outcomes when working with DNA of varying concentrations.
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