Utilizing flexible working arrangement into organizational citizenship behavior: a double mediation model

Work problems for millennial employees are increasingly complex and the values accepted by the generation tend to conflict with organizational citizenship behavior (OCB). Therefore, this research aimed to create and evaluate a theoretical framework that elucidated the impact of organizational climate on the OCB of millennial workers, with work-life balance as a moderator. A total of 384 millennial employees were obtained using purposive quota sampling. The data obtained were related to organizational climate, OCB, and work-life balance. Additionally, a quantitative method was adopted using data analysis through a structural equation model (SEM) and partial least squares path modeling (PLS-SEM). The results showed that the proposed model concerning the influence of organizational climate on citizenship behavior, with work-life balance serving as a moderating variable was consistent with empirical evidence. Organizational climate and work-life balance had a positive and highly significant impact on citizenship behavior. Furthermore, work-life balance effectively moderated the relationship between organizational climate and citizenship behavior of millennial employees. The implications of this research suggested that the model served as a valuable reference and could be implemented to address the challenges associated with OCB.

This study to determine whether Quality The Work Life and empowerment have an effect in Organizational Citizenship and Job Satisfaction as mediating variables for supporting staff for Perda and Perkada enforcement activities in the Satpol PP Agency of Pekalongan City. The method used is a quantitative method with 120 members of the Satpol PP research subject. Linear regression in Software version 19 was used as a data analysis method. From this research, it shows that there is a positive and significant effect of Quality of Work Life (QWL) on Job Satisfaction in the Satpol PP Agencies of Pekalongan City. There is a positive and significant effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) in the Satpol PP Agency of Pekalongan City, there is a positive and insignificant effect of Empowerment on Organizational Citizenship Behavior (OCB), Job Satisfaction has a positive and significant effect on Organizational Citizenship Behavior (OCB). From the results of the Sobel test, Job Satisfaction mediates the effect of Quality The Work Life (QWL) on Organizational Citizenship Behavior (OCB). And for the Empowerment of Organizational Citizenship Behavior (OCB) mediated by job satisfaction, because empowerment is not significant to Organizational Citizenship Behavior (OCB), job satisfaction mediates the total effect of Empowerment on OCB with Job Satisfaction results being able to mediate the relationship between the two effects

The purpose of this research is to investigate the relationship between transformational leadership variables and organizational citizenship behavior (OCB) variables, investigate the relationship between job satisfaction variables and organizational citizenship behavior (OCB), and investigate the relationship between organizational commitment variables and organizational citizenship behavior (OCB). This research method uses quantitative methods. In this study, the researchers used a simple random sampling technique with a sample size of 368 SMEs employee. The data collection method for this research is by distributing an online questionnaire designed using a Likert scale of 1 to 7. The data analysis technique uses Partial Least Square—Structural Equation Modeling (PLS-SEM) and data analysis tools use SmartPLS software version 3.0. The stages of data analysis are validity testing, reliability testing and hypothesis testing. The independent variables in this research are transformational leadership, job satisfaction and organizational commitment, while the dependent variable is organizational citizenship behavior (OCB). The results of this research are that transformational leadership has a positive influence on organizational citizenship behavior (OCB), Job Satisfaction has a positive influence on organizational citizenship behavior (OCB) and organizational commitment has a positive influence on organizational citizenship behavior (OCB). The theoretical implications of this research support the results of previous research that transformational leadership, job satisfaction, and organizational commitment make a positive contribution to increasing organizational citizenship behavior in SME employees. The practical implication of this research is that SME owners apply transformational leadership, create work breadth and create organizational commitment within the SME organization to support increasing employee organizational citizenship behavior so that it can encourage increased performance and competitiveness of SMEs.

This research aims to analyze the role of knowledge sharing in moderating the influence of competence and work-life balance on Organizational Citizenship Behavior (OCB)_ in BKD Central Java Province. The research population was 145 people, all of whom were BKD employees of Central Java Province. The sampling technique was carried out using purposive sampling, based on the criteria of employees with a minimum education of Diploma III and work experience of at least (3) three years, a total of 106 employees. The SPSS version 22 program was used for data analysis in the form of multiple linear regression. The research results show that competence has a positive and significant effect on OCB, work-life balance has no effect on OCB, knowledge sharing is not a variable that moderates the effect of competence on OCB but acts as a moderating variable on the effect of work-life balance on OCB. Knowledge sharing strengthens the influence of work-life balance on OCB

This study aims to analyze and test whether there is influence of work discipline and career development on the performance of employees of PT. NOK Indonesia. Work discipline is an attitude of willingness and willingness of a person to obey and comply with the regulations that apply around him (Singodimedjo, 2002). Career development affects employee performance, where career development is a formal approach taken by the organization to ensure that employees with the right qualifications and experience are available when needed. This type of research is to use a quantitative research type, the population of NOK Indonesia employees and a sample of 83 employees. This study uses the Structural Equation Modeling (SEM) analysis model to determine how much independent influence the dependent variable has through the intervening variables, carried out using the Lisrel 8.8 program. The research results show that Discipline has no significant effect on Organizational Citizenship Behavior (OCB). Career development has a significant effect on Organizational Citizenship Behavior (OCB). Discipline has no significant effect on performance. Discipline has a significant effect on performance. Organizational Citizenship Behavior (OCB) has a significant effect on performance. Discipline and career development have a significant effect on Organizational Citizenship Behavior (OCB). Discipline and career development, and Organizational Citizenship Behavior (OCB) have a significant effect on performance. Discipline can improve performance both directly and indirectly. And career development can improve performance directly and indirectly through Organizational Citizenship Behavior (OCB).

Purpose: Organizational effectiveness and sustainability are increasingly linked to employee well-being and discretionary behaviors that go beyond formal job requirements. Quality of Work Life (QWL), reflects employees’ perceptions of a supportive and fulfilling work environment, plays a crucial role in fostering such positive behaviors. While prior studies have examined the direct effects of QWL on Organizational Citizenship Behavior (OCB), the psychological mechanisms underlying this relationship remain underexplored. This study aims to investigate job involvement (JI) as a mediating variable in the relationship between QWL and OCB, within the context of a public sector organization in Pakistan.Design: A cross-sectional survey was conducted using an online questionnaire distributed to employees of the Khyber Pakhtunkhwa Education Monitoring Authority (KPEMA), Pakistan. A total of 265 responses were collected from 14 districts across the province.Methods: To examine the mediating effect of job involvement between QWL and OCB, Hayes’ PROCESS Macro (Model 4) was applied using SPSS Version 20. However, AMOS 26 was used for confirmatory factor analysis. The model allowed for the assessment of both direct and indirect effects within the hypothesized framework.Findings: The results revealed a significant positive relationship between QWL and OCB. Moreover, job involvement significantly mediated this relationship, indicating that employees who perceive higher quality of work life are more likely to become psychologically engaged in their roles, which subsequently enhances their organizational citizenship behavior.Conclusions: The findings of the study underline that enhancing the QWL fosters greater JI. Moreover JI in turn promotes OCB. This chain of influence highlights JI as an important psychological mechanism through which QWL shapes positive discretionary behaviors in the workplace.Implications: The study provides valuable insight for public sector organizations. Specifically, those organizations who are seeking to enhance employee driven organizational performance. By prioritizing QWL initiatives like fair compensation, career growth, work life balance and safe work environment, managers can cultivate a more engaged workforce. Such workforce is more likely to exhibit higher levels of OCB. This can ultimately contribute to a more collaborative and productive work environment in an organization.

This study aims to determine the state of psychological capital, knowledge sharing and organizational citizenship behavior (OCB) and to find the amount of influence of psychological capital and knowledge sharing on organizational citizenship behavior in PT XYZ employees, both partially and simultaneously. The method used in this research is descriptive and verification with a quantitative approach. The population used in this study were all employees of PT XYZ, which amounted to a population of 55 respondents using non-probability sampling techniques, namely saturated sampling of 55 respondents using the Slovin formula. Based on the results obtained that respondents' responses regarding Psychological Capital are included in the sufficient category, Knowledge Sharing is included in the sufficient category and Organizational Citizenship Behavior (OCB) is included in the sufficient category. Based on the results of determination testing, it is found that Psychological Capital has an effect of 0.471 or 47.1% on Organizational Citizenship Behavior (OCB), Knowledge Sharing has an effect of 0.634 or 63.4% on Organizational Citizenship Behavior (OCB), Psychological Capital and Knowledge Sharing have an effect of 0.624 or 62.4% on Organizational Citizenship Behavior (OCB). Based on the results of partial hypothesis testing, it shows that Psychological Capital has no effect on Organizational Citizenship Behavior (OCB), Knowledge Sharing affects Organizational Citizenship Behavior (OCB). Based on the results of hypothesis testing simultaneously Psychological Capital and Knowledge Sharing affect Organizational Citizenship Behavior (OCB).

The purpose of this study was to analyze the effect of work motivation, work environment and job satisfaction on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. The research respondents were employees at the Bank Indonesia Branch Office of Riau Island Province. Data collection is done by questionnaire. Data analysis using simultaneous multiple regression techniques with two regression equations with SPSS data processor version 20. The results of the analysis show that the variables of work motivation, work environment and job satisfaction have a positive and significant effect on organizational commitment and organizational commitment has a positive and significant effect on OCB. Work motivation, work environment and job satisfaction influence OCB through organizational commitment. The research results on the influence of work motivation on organizational commitment are significant. The influence of Organizational Commitment on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of the Work Environment on Organizational Commitment is significant. The influence of the Work Environment on Organizational Citizenship Behavior (OCB) is significant. The influence of Job Satisfaction on Organizational Commitment is significant.The influence of Job Satisfaction on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) is significant. Organizational Commitment can bridge the influence between Organizational Commitment and Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of the Work Environment on Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB).

Regional Drinking Water Company (PDAM) is a local government company. Bermuda PDAM Tirtamarta must be able to provide the best service to meet the community's clean water needs. This is not easy to achieve without proper human resource management. One of them is to identify the impact of information technology on organizational citizenship behaviour (OCB), the place of control on organizational citizenship behaviour (OCB), and the impact of information technology on team member performance and identify its effects. Identifying areas for controlling team member performance. Recognizing the implications of OCB on team member performance. Placing OCB in mediating the impact of information technology on team member performance. Identifying Organizational Citizenship Behavior (OCB) in Intermediary Management of Perumda PDAM. This study uses probability sampling proportional stratified random sampling with the Slovin formula received by the staff of Perumda PDAM Tirtamarta as many as 1 Three respondents. The data was then processed using the Structural Equalization Model (SEM) analysis tool through the SPSS AMOS version 26 application. Using the Cronbach alpha standard, the validity test was > 0.3, and the reliability test was > 0.7. . Research has shown that information technology has a positive and significant impact on team member organizational citizenship behaviour (OCB). The influence of the control location is positive and significant on team member organization citizenship behaviour (OCB). The positive impact of information technology on team member performance is not substantial. However, the influence of the control location is positive and significant on team member performance. The effect of Organizational Citizenship Behavior (OCB) is positive and effective on the performance of Bermuda PDAM Tirta Malta employees, Yogyakarta City. Organizational Citizenship Behavior (OCB) can communicate the impact of information technology on team member performance. Organizational Citizenship Behavior (OCB) can share the control result on the performance of Perumda PDAM Tirtamarta employees, Yogyakarta City.

The purpose of this study was to find out and analyze the description of emotional intelligence, organizational commitment, and Organizational Citizenship Behavior (OCB) at Prasetya Bunda Tasikmalaya Hospital. The effect of emotional intelligence and organizational commitment simultaneously on Organizational Citizenship Behavior (OCB) of Prasetya Bunda Tasikmalaya Hospital. The effect of emotional intelligence partially on Organizational Citizenship Behavior (OCB) Prasetya Bunda Tasikmalaya Hospital. Partial influence of organizational commitment to Organizational Citizenship Behavior (OCB) of Prasetya Bunda Tasikmalaya Hospital. This research includes quantitative research in the sense that in this study it uses numbers, starting from data collection to interpreting data with statistical tests. The data collection technique used was a survey method. The data analysis technique used was descriptive statistical analysis and multiple linear regression tests. The results showed that emotional intelligence was in the very good category, organizational commitment was in the good category, and Organizational Citizenship Behavior (OCB) among Prasetya Bunda Tasikmalaya Hospital employees was in the good category. There is a significant simultaneous influence of emotional intelligence and organizational commitment to Organizational Citizenship Behavior (OCB) on Prasetya Bunda Tasikmalaya Hospital employees. There is a partial significant effect of emotional intelligence on Organizational Citizenship Behavior (OCB) in Prasetya Bunda Tasikmalaya Hospital employees. There is a partial significant effect of organizational commitment to Organizational Citizenship Behavior (OCB) on Prasetya Bunda Tasikmalaya Hospital employees.

Abstrak: penelitian ini bertujuan untuk mengetahui secara empiris hubungan antara kecerdasan emosi, kepuasan kerja terhadap Organizational Citizenship Behavior (OCB) serta dampaknya pada Kinerja Pegawai UIN SU Medan. Penelitian ini menggunakan metode kualitatif dengan merumuskan hipotesis, mencari korelasi antar variabel dengan menggunakan analisis Path(Path Analisis)Teknik analisis jalur ini akan digunakan dalam menguji besarnya sumbangan (kontribusi) yang ditunjukkan oleh koefisien jalur pada setiap diagram jalur dari hubungan kausal antar variabel X1, X2 dan X3 tehadap Y serta dampaknya kepada Z dan dilakukan pengujian statistik untuk menerima atau menolak hipotesis. Hasil penelitian menunjukkan bahwa Kecerdasan emosional dan kepuasan kerja berpengaruh langsung terhadap Organizational Citizenship Behavior (OCB) Pegawai UINSU. Kecerdasan emosional, kepuasan kerja, danOrganizational Citizenship Behavior (OCB) berpengaruh langsung terhadap kinerja Pegawai UIN-SU. Kata Kunci: kecerdasan emosi, kepuasan kerja, Organizational Citizenship Behavior (OCB)

The concept of work-life balance developed on the premise that career and personal life should not be seen as competing concerns but as balanced components of one’s overall existence. Initiatives to promote work-life balance become mandatory requirements for employees to maximize productivity and retain talent. This study examines the effect of work-life balance initiatives on organizational citizenship behavior in the case of commercial bank branches in Werabe (Ethiopia). Descriptive and explanatory research designs were employed by using a quantitative research approach. The data was collected through a standard questionnaire. The study used the census method. 150 employees from nine different commercial bank branches in Worabe town were selected to provide the study’s primary data. The collected data were analyzed using descriptive and inferential statistical tools. The study found that most employees’ perceptions were low for all significant work-life balance initiative variables included in this study; they were also medium in perceiving organizational citizenship behavior. Among the independent variables under investigation, three of them (flexible work arrangements, work leave programs, and dependent care initiatives) have positive and significant effects on organizational citizenship behavior. In contrast, the other two (working hours and workload) negatively and significantly affect organizational citizenship behavior. The beta coefficients of this study indicated that flexible work arrangements have a high effect on organizational citizenship behavior, followed by work leave programs. Therefore, it is better to adopt them in the organization. The influence of the abovementioned variables on organizational citizenship behavior is significant. This study fills this gap and extends the understanding of the role of variables. The bank’s management needs to offer initiatives by allowing employees to schedule their time and assisting and advising them on childcare costs and responsibilities such as schools, offering extended leave if something goes wrong, and sharing charges for education.

This research was conducted with the aim of analiyzing the influence of Knowledge Management (KM) and Work-Life Balance (WLB) on Organizational Citizenship Behavior (OCB) through Job Satisfaction (JS) at Surabaya City of Government, Regional Secretariat. The research was carried out by distributing questionnaires related to the KM, WLB, JS and OCB variables to respondents. The number of respondents taken was 192 people from 368 total of employees. Structural Equation Model Partial Least Square (SEM PLS) is used as methodology and the data processed using Smart PLS 3. The research results show that KM and JS have a positive effect on OCB, but WLB does not have a significant effect on OCB. Furthermore for indirect relationships, JS acts as a mediator for the relationship between KM and OCB and WLB and OCB. Hopefully, this research can be taken into consideration by Surabaya City of Government, Regional Secretariat in improving the implementation both of KM and WLB, in order to improving OCB.

<p>ABSTRACT</p><p>This research has a purpose to find out: the effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect of Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta. Data analysis method used is Structural Equation Model (SEM) by using Amos software. Respondents in this study were employees of the Polytechnic LP3I Jakarta totaling 201 samples using the technique of making samplel Probability sampling.The results of this study indicate that there is a positive and significant effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta.</p><p>Keywords: Quality Of Work Life, Organizational Climate, Job Satisfaction and OCB</p>

This study aims to analyze the effect of Emotional Intelligence and Work-Life Balance on Organizational Citizenship Behavior (OCB) in Civil Servants (PNS) in Regional Apparatus Organizations (OPD) of Lahat Regency. OCB is an extra-role behavior that is needed to support organizational effectiveness, while emotional intelligence and balance between personal life and work are considered important factors that contribute to this behavior. This study uses a quantitative approach with a survey method. Data were collected through questionnaires from 20 respondents, who were civil servants in OPD of Lahat Regency. Data analysis was carried out using Structural Equation Modeling (SEM) through AMOS software to test the relationship between variables. The results showed that Emotional Intelligence had a positive and significant effect on OCB, which means that the higher the emotional intelligence of employees, the higher the OCB behavior shown. Work-Life Balance was also shown to have a positive and significant effect on OCB, indicating that employees who are able to maintain a balance between work demands and personal life tend to be more willing to carry out extra-role behavior in the organization. The implications of this study underline the importance of developing emotional intelligence and organizational policies that support work-life balance in order to improve employee OCB. The recommendation of this study is for OPDs in Lahat Regency to consider emotional intelligence development programs and employee welfare policies to support the creation of better OCB behavior.