Abstract
Our study examined variable JS, OC, and OCB on QQ within the context of Indonesian digital start-ups. A survey was conducted on 269 employees from digital start-ups in various sectors, such as transportation and logistics, food delivery, e-commerce, fintech, digital payments and wallets, and online learning platforms. Quantitative analysis with SmartPLS 4.0 was used to process the primary data and obtain the SEM. It showed that six out of seven hypotheses were accepted. The direct effect simulation revealed that JS and OC significantly influenced OCB and QQ. Additionally, OCB significantly impacted QQ and mediated the effect of OC on QQ but failed to mediate the relationship between JS and QQ. This research indicates that mitigating the QQ phenomenon requires a comprehensive focus on improving JS, fostering OC, and encouraging OCB. In addition, the findings can be leveraged to devise more effective human resource strategies, including competitive compensation packages, performance-based bonuses, and market-aligned salaries to increase JS. Also, the study underscores the need for promoting a positive work culture and employee development opportunities to augment OC and OCB. Ultimately, these insights guide the creation of human resource policies that can enhance employee performance and commitment, thereby contributing to a company’s overall success and productivity.
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