Abstract
This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.
Highlights
Human resources in the current era of globalization is the most important asset in the organization, because it is a source that controls the organization and maintains and develops the organization in facing various demands that exist today
The results of the validity test were conducted on 33 items of this research questions, where the work life balance variable consisted of 8 question items, personality consisted of 9 question items, organizational commitment consisted of 6 question items and organizational citizenship behavior consisted of 10 question items
The results of the validity test on the variable work life balance, Personality, organizational commitment, organizational citizenship behavior in a number of 33 items were declared valid with a significance level of less than 0.05
Summary
Human resources in the current era of globalization is the most important asset in the organization, because it is a source that controls the organization and maintains and develops the organization in facing various demands that exist today. The need to obtain quality human resources is a very difficult thing, given the very large role in an organization. Human resources must be considered, maintained and developed. Human resources is one of the main capital in an organization, which can make an invaluable contribution in the strategy of achieving organizational goals. One example of the importance of the contribution of human resources in a company or organization can be seen from the production process. Where when the company has a strong financial standing, raw materials are met and the latest technology but the absence of good human resources, the production process cannot be carried out smoothly (Syamsuddinnor, 2014). In developing the organization’s human resources, one of the efforts that must be done is to develop extra role behavior (organizational citizenship behavior / OCB), which is discretionary behavior that is not a formal requirement of an employee’s position (Robbins, 2003)
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