Citizenship Behavior Of Employees Research Articles

Hubungan Iklim Organisasi dengan Organizational Citizenship Behavior (OCB) pada Karyawan Bank Nagari Kantor Pusat Padang

Productivity and effectiveness of the company to achieve a target or goal must have human resources or employees who can behave positively and can also create a good and comfortable atmosphere. The purpose of this study was to determine the relationship between organizational climate and organizational citizenship behavior (OCB) in Bank Nagari Employees, Padang head office. The independent variable in this study is organizational climate and the dependent variable is organizational citizenship behavior (OCB). The measurement tools used in this study are the organizational climate scale and the Organizational Citizenship Behavior (OCB) scale. The sampling technique is probability sampling. The sample in this study is based on the table from Issac and Michael with an error rate of 10%. So that the number of samples in this study were 130 people. The test results show that the validity coefficient on organizational climate moves from 0.403 to 0.849, while the reliability coefficient is 0.955, and the validity coefficient on Organizational Citizenship Behavior moves from 0.303 to 0.887, while the reliability coefficient is 0.941. Based on data analysis, a correlation value of 0.777 was obtained with a significance level of 0.000, which means that the hypothesis is accepted. This shows that there is a significant relationship between organizational climate and organizational citizenship Behavior of employees who work at Bank Nagari Padang Head Office. The effective contribution of organizational climate with organizational citizenship behavior for employees working at Bank Nagari Head Office is 60.5%.

Embedding Corporate Meetings with a Social Responsibility Orientation into Community-Based Tourism: Understanding Employee Attitudes

This article examines a unique aspect of the business travel industry whereby organizations worldwide are conducting corporate meetings within a socially responsible context. The aim of this study is to identify drivers of employee citizenship behaviors for staff participating in a novel program called MICE for COMMUNITY in Thailand. A mixed method approach included interviews and a self-report questionnaire of 245 employees visiting a rural community. Interview findings found that community understanding, self-esteem, and community fit were critical aspects of a positive staff experience. The strongest predictors of positive word of mouth and positive attitude toward revisiting the host community were community understanding and perceived community value. Novel predictors tested extend our understanding of employee citizenship. Key recommendations are made for government agencies involved in facilitating corporate meetings with a social responsibility orientation, nongovernment organizations, and corporate policy-makers involved in corporate social responsibility (CSR) programs.

JOB INVOLVEMENT AND SERVANT LEADERSHIP INFLUENCE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN EMPLOYEES

This study aims to test job involvement and servant leadership influence on Organizational Citizenship Behavior (OCB) in employees. Participant in this research was 70 permanent employees in an "X" Automotive company in Yogyakarta who had worked a minimum of one year. The data collection used OCB, job involvement, and servant leadership scales. The research data were analyzed using multiple linear regression assisted by SPSS program V.21. The result of simultaneous data analysis indicates that job involvement and servant leadership could influence Organizational Citizenship Behavior (OCB) (F = 406.135, p = 0.000). The partial data analysis shows job involvement (Standardized Coefficients = 0.536, p = 0.000) and servant leadership (Standardized Coefficients = 0.440, p = 0.000), respectively, influence on Organizational Citizenship Behavior (OCB). Job involvement and servant leadership simultaneously contribute as much as 92 % to Organizational Citizenship Behavior (OCB). Job involvement contributes 51%, and servant leadership contributes 41%. Therefore, it can be concluded that an internal factor, job involvement, and an external factor, servant leadership, influence the formation of Organizational Citizenship Behavior (OCB). The internal factor of job involvement is more dominant than the external factor of servant leadership in affecting Organizational Citizenship Behavior (OCB).

Person-Organization Fit dan Organizational Citizenship Behavior Karyawan Bagian Produksi PT. X

Employees are a company's assets, and as employees they should always develop the resources they have. OCB is an important behavior that every employee must have in an effort to create the best work performance for a company. This research aims to see whether there is a relationship between person organization fit and organization citizenship behavior (OCB) in production employees at PT. The independent variable in this research is person organization fit and the dependent variable is organization citizenship behavior (OCB). The measuring instruments used in this research are the organization citizenship behavior (OCB) scale and person organization fit. The sampling technique in this research used a simple random sampling technique. The sample in this study was 84 production employees at PT. X. validity and reliability test in this study using the alpha cronbach technique where the results of the validity coefficient of the organization fitting coefficient moved from Rix= 0,357 to RIX= 0,726 with a reliability coefficient of α= 0,922 while on the scale of the organization citizenship from rix=0,331 to rix=0,753 with a reliability coefficient of α=0,943. Based on data analysis, a correlation value of 0,758 was obtained with a significance level of 0,000, which means the hypothesis was accepted. This shows that there is a positive and significant relationship between person. This shows that there is a positive and significant relationship between person organization fit and organization citizenship behavior (OCB) of production employees at PT. X. The contribution of the person organization fit variable to organization citizenship behavior (OCB) is 57%.

Pengaruh Kompensasi Finansial Dan Lingkungan Kerja Terhadap Organizational Citizenship Behavior (OCB) Karyawan Bagian Produksi Pada PT Sinar Jaya Inti Mulya Kota Metro

The purpose of research to determine the influence of financial compensation and workenvironment on organizational citizenship behavior (OCB) of production division employeesat PT Sinar Jaya Inti Mulya, Metro, Lampung. The type of research that used is descriptiveresearch with a quantitative approach with the object of research is financial compensation,work environment and organizational citizenship behavior (OCB). The population of thisresearch is all employees of the Production Department at PT Sinar Jaya Inti Mulya MetroLampung City with a total sample of 65 respondents The technique of collecting data usingquestionnaires and literature study. Analyzer uses multiple linear regression analysis. Theresults showed that partially or simultaneously there is a positive and significant effect offinancial compensation and work environment on the Organizational Citizenship Behavior(OCB) of Production Section Employees at PT Sinar Jaya Inti Mulya, Metro City, Lampung.

The mediating role of organisational learning capabilities between workplace happiness and organisational citizenship behaviour

PurposeThis paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting learning capabilities in organisations, thus investigating the mediating role of organisational learning capabilities (OLC).Design/methodology/approachThis study was conducted on knowledge-intensive workers (employees of EdTech companies) in India. Responses were collected via questionnaire in online mode, and after discarding the incomplete responses, 500 replies were considered for data analysis with PLS-SEM technique.FindingsThe outcomes reveal that the HAW has a significant influence on OCB. The outcomes also reveal that this impact is further enhanced with the presence of OLC, thus confirming that OLC operates as a mediator in the link connecting HAW and OCB.Originality/valueThis study makes a distinctive contribution by bringing out the significance of workplace learning in the connection between the workplace happiness and citizenship behaviour of employees that will provide impetus to the practitioners to formulate strategies in such a manner that the employees voluntarily perform the actions beyond their designated roles.

PENGARUH MOTIVASI KERJA DAN IKLIM ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR MELALUI KEPUASAN PEGAWAI

The purpose of carrying out this research is to describe motivation, organizational climate, job satisfaction, and organizational citizenship behavior of employees at the Pasuruan City Education and Culture Office. To analyze the influence between motivation and organizational climate on job satisfaction. To analyze the effect of motivation, organizational climate and job satisfaction on organizational citizenship behavior. To analyze the effect of motivation and organizational climate on organizational citizenship behavior of Pasuruan City Education and Culture Office employees through job satisfaction. This research is included in the category of quantitative research. The population in this study were all employees of the Education and Culture Office of Pasuruan City, totaling 55 people. The sample was determined as many as 55 people with a sampling technique using total sampling. Data analysis technique was the Path Analysis Structural Equational Modeling (SEM) technique using the Smart-PLS software. Based on the results of the analysis it can be concluded that motivation, organizational climate, job satisfaction, and organizational citizenship behavior of employees at the Pasuruan City Education and Culture Office are all in good condition. Motivation has no significant effect on job satisfaction. Organizational climate has a significant effect on job satisfaction. Motivation has no significant effect on organizational citizenship behavior. Organizational climate has a significant effect on organizational citizenship behavior. Job satisfaction has a significant effect on organizational citizenship behavior. Motivation has no significant effect on organizational citizenship behavior through job satisfaction. Organizational climate has a significant effect on organizational citizenship behavior through job satisfaction.

PENGARUH KEPUASAN KERJA DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN DIVISI KAPAL NIAGA PT X

Abstract. Companies need support of employees who are reliable and and demonstrate commitment to their work so that the company's vision and mission can be achieved. One way to achieve this is by willingly doing tasks beyond their responsibility for the progress of the company (extra role) or commonly known as organizational citizenship behavior. The purpose of this study was to determine the effect of job satisfaction and organizational culture on organizational citizenship behavior in employees of the Commercial Ship Division of PT PAL Indonesia (Persero). A total of 152 employees were selected as respondents using a non-probability sampling technique with accidental sampling method. The results showed that there was a simultaneous effect of job satisfaction and organizational culture variables on organizational citizenship behavior variables, with an effect size of 98.6%.

The Influence of Transformational Leadership on Employee Performance Through Organizational Citizenship Behavior (OCB) With Intensity Utilization of Social Media as a Moderating Variable (Study on MSMEs in Padang City)

This study aims to examine and analyze the effect of: (1) transformational leadership on the performance of MSME employees in Padang City (2) transformational leadership on Organizational Citizenship Behavior of MSME employees in Padang City (3) Organizational Citizenship Behavior) on MSME employee performance in Padang City ( 4) transformational leadership on employee performance mediated by Organizational Citizenship Behavior of MSME employees in Padang City (5) the role of the intensity of using social media strengthens/weakens the effect of transformational leadership on Organizational Citizenship Behavior of MSME employees in Padang City. This research is a causal study with a population of 100 employees of micro, small and medium units in the city of Padang in the sub-districts of Padang Utara, Nanggalo, Koto Tangah and Pauh which work in micro, small and medium units of food and handicrafts. The sampling technique was taken using stratified random sampling and purposive sampling. Collecting data using a questionnaire with a Likert scale. The analysis technique used is SmartPLS 4 software. The results of data processing in this study indicate that: (1) Transformational leadership has a significant positive effect on the performance of MSME employees in Padang City (2) Transformational leadership has a significant positive effect on Organizational Citizenship Behavior (OCB) of MSME employees in Padang City (3) Organizational Citizenship Behavior (OCB) has a significant positive effect on the performance of MSME employees in Padang City (4) Transformational leadership has a significant positive effect on the performance of MSME employees in Padang City through Organizational Citizenship Behavior (OCB) (5) Intensity of media utilization social strengthens the relationship between transformational leadership has a significant effect on Organizational Citizenship Behavior. 

Predictors of Organizational Citizenship Behaviour (OCB) of Mature Age Employees during the Covid-19 Pandemic: A Systematic Review

Predictors of Organizational Citizenship Behaviour (OCB) of Mature Age Employees during the Covid-19 Pandemic: A Systematic Review

Impact of Leadership Style and Perceived Organizational Support on the Organizational Citizenship Behaviour of Librarians in Indian Universities

This paper aims to analyse the Organizational Citizenship Behaviour (OCB) of librarian employees in Indian university. Further, with the support of the organization and the transformational leadership style (TL) how the employee perceives their values and replicate them in the organization. This study reveals the influence of the social exchange theory on employee reciprocity and behaviour. Transformational leadership enhance the citizenship behaviour of librarian in the university and the employee perceive that the organizational support (POS) their initiation and decision they reciprocally show their citizenship behaviour. The data was received from 121 university librarians at an Indian institution. To analyse the structural relationships in the study framework, a partial least squares approach was employed. The findings show that TL has a positive impact on organisational citizenship behaviour, and POS mediates the impact of organisational citizenship and transformational leadership. Furthermore, when organisations and leaders encourage and value their employees’ efforts, the employee exhibit citizenship behaviours in the organisation. The theoretical and practical implications are discussed.

The Influence of Rewards and Job Embeddedness on Organizational Citizenship Behavior (OCB) in PT Employees. Inalum PLTA Office

Employees who behave OCB are certainly assets that can support the company's prospects. OCB behavior must be maintained and fostered by the company with the presence of a reward system. The creation of a pleasant organization and environment also attracts employees to have job embeddedness, which gives them the opportunity to survive and play a role in the company. This research aims to determine the effect of rewards and job embeddedness on OCB in PT employees. Inalum PLTA Office. The analysis technique used is multiple linear regression analysis with statistical tests processed using IBM SPSS 26. The research results show that rewards and job embeddedness have a positive and significant effect on OCB

Building Organizational Citizenship Behavior with Work Motivation: The Role of Job Satisfaction as a Mediating Variable

This study aims to investigate the influence of work motivation in encouraging organizational citizenship behavior in contract employees at PKU Muhammadiyah Gombong Hospital. This study also investigates the role of job satisfaction in mediating the relationship between work motivation and organizational citizenship behavior. This study was carried out using a survey method of 60 contract employees at the PKU Muhammadiyah Gombong Hospital. The data was tested using the SEM-PLS method. The results of the analysis show that work motivation directly influences job satisfaction in a positive direction; Organizational citizenship behavior is significantly influenced by work motivation and job satisfaction in a positive direction. The results of this study also provide empirical evidence that job satisfaction plays a significant role in mediating the relationship between work motivation and organizational citizenship behavior.

Influence Commitment Organization, Transformational Leadership On Performance Through Organizational Citizenship Behavior RSUD Bhakti Dharma Husada Surabaya

Regional Public Hospital (RSUD) Bhakti Dharma Husada Surabaya City is one form of facility in an effort to develop and improve services in the health sector. Initial indications found at the Bhakti Dharma Husada Hospital in Surabaya City indicate that there are still deficiencies in providing services which indicate the lack of maximum performance of existing employees. The purpose of this study was to examine and analyze the influence of Organizational Commitment and Transformational Leadership on Employee Performance through Organizational Citizenship Behavior in Employees of Bhakti Dharma Husada Hospital, Surabaya City. The sample population is employees at the Bhakti Dharma Husada Hospital in Surabaya City with a total of 113 employees. The sampling technique used is saturated sampling technique. Source of data used is primary data. The research method uses quantitative methods. Data collection techniques using a questionnaire. The analysis technique chosen to analyze the data is The SEM using PLS. The results of the study show that Organizational Commitment and Transformational Leadership affect Employee Performance and Organizational Citizenship Behavior at Bhakti Dharma Husada Hospital, Surabaya City; Organizational Citizenship Behavior has a significant effect on Employee Performance; while Organizational Commitment and Transformational Leadership have a significant influence on Employee Performance through Organizational Citizenship Behavior at RSUD Bhakti.

Factors that Trigger the Organizational Citizenship Behavior of Millennial Generation Employees

The millennial generation is often referred to as Generation Y. Researchers are still debating the year they were born, but most estimate that this generation was born in the last 22-40 years. This generation has now reached maturity, their talents have colored the world of work, especially in the business sector. Generation Y grew up with technological developments, making it easier to find information, faster to learn, aggressive, creative, and innovative than the previous generation. They are seen as having unique characteristics, expectations, priorities, and work ethic so they are not afraid of change. This unique character is very important for organizations to manifest Organizational Citizenship Behavior. This is important to support organizational performance, namely increasing the organizational ability to adapt to environmental changes such as and improve quality in a sustainable manner. The purpose of this study is to analyze the factors that can trigger the emergence of Organizational Citizenship Behavior. The research object is focused on employees who are included in the millennial generation. The sample is determined purposively from the population with certain criteria. Data collection was carried out using a questionnaire via Google Forms. Data analysis used multiple regression analysis techniques. The research findings conclude that the Adversity Quotient has no effect on Organizational Citizenship Behavior, but Transformational Leadership, Organizational Commitment, and Job Satisfaction are stated to have a significant positive effect on Organizational Citizenship Behavior.

Impact of Psychological Empowerment of Organizational Citizenship Behaviour: A Study of Private Insurance Companies in the Northern Province, Sri Lanka

Organizational citizenship behaviour of employees is one of the main factors for successful operations of insurance businesses and thus there is a need for examining the determinants of organizational citizenship behaviour. This study aims to investigate psychological empowerment as a determinant of organizational citizenship behaviour among employees in the insurance sector in the Northern Province of Sri Lanka. A survey strategy was employed in a cross-sectional time horizon. The present study was explanatory and a sample of 192 employees working in the private insurance companies in the Northern Province of Sri Lanka was selected based on convenience sampling technique. Confirmatory factor analysis was performed to ascertain validity and reliability and the validated measurement models of the study constructs were integrated in the structural equation model using AMOS software. The results of structural model revealed that the meaning cognition and the competence cognition of psychological empowerment positively impact organizational citizenship behaviour and the impact of competence cognition is high than the meaning cognition. The findings stress the need for empowerment of employees for promoting organizational citizenship behaviour among the employees of insurance sector. The insurance sector administrators will be able to apply the study’s findings for improving employees’ organizational citizenship behaviour.

The Role of Job Satisfaction as a Moderating Variable on the Relationship between Organizational Climate and Organizational Commitment on Organizational Citizenship Behavior

With work satisfaction acting as a moderating variable, this study is helpful in determining the impact of organizational climate and organizational commitment on Organizational Citizenship Behavior (OCB) in employees of PT Karya Abadi Ekspres Logistik. Quantitative descriptive research is what this study is. 82 PT Karya Abadi Ekspres Logistik personnel made up the study’s sample. Purposive sampling was utilized as the sample method in this investigation. All PT Karya Abadi Ekspres Logistik employees, excluding those in the operational division, who had never completed an OCB pre-survey made up the study’s sample. SEM-PLS (Partial Least Squares) is the data analysis approach applied in this study. The findings of this study suggest that job satisfaction, organizational commitment, organizational climate, and organizational commitment all influence organizational citizenship behavior. Organizational climate also influences organizational commitment, and organizational commitment also influences organizational citizenship behavior, with job satisfaction acting as a moderating variable.

IMPROVING ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH ORGANIZATIONAL CLIMATE, PERSONALITY AND JOB SATISFACTION OF FUNCTIONAL POSITION EMPLOYEES

Organizational citizenship behavior is critical since employees with a high level of it are considered to be more innovate, provide their best service, and can create a comfortable atmosphere in the organization. Moreover, organizations that have employees with high levels of organizational citizenship behavior will tend to have high performance and more easily achieve organizational goals. This research aims to empirically examine the relationship between organizational climate, personality, and job satisfaction variables with organizational citizenship behavior (OCB) of functional employees of Immigration Office. This research uses job satisfaction as an intervening variable. This research is sequential explanatory, which combining qualitative and quantitative analysis. The sample in this research was selected using a proportional random sampling method with a total of 268 respondents. The data collection was conducted by distributing questionnaires, focus group discussions (FGD), and triangulation of human resource experts. The results shows that organizational climate, personality, and job satisfaction have a positive and significant influence on OCB. In addition, the results also indicated that the role of job satisfaction variables as intervening was not significant in influencing the relationship between organizational climate and personality to improve the OCB.

Organizational Citizenship Behavior Predictors: A Mediation Analysis on Savings and Loan Cooperative

Purpose: This study aims to identify the influence of LMX (Leader-Member Exchange), POS (Perceived Organizational Support), and OC (Organizational Commitment) on OCB (Organizational Citizenship Behavior) within the setting of savings and loan cooperatives in Indonesia. Method : The research method involves collecting data from 150 employees working in savings and loan cooperatives using a questionnaire. PLS-SEM (Partial Least Squares Structural Equation Modeling) is used as the statistical method to analyze the data. Results and Conclusion: The research findings indicate that there is a direct positive relationship between LMX and OCB, but no direct positive relationship between POS and OCB. Additionally, there is a direct relationship between LMX and POS with OC. The study also found that OC acts as a mediator in the relationship between LMX and OCB, as well as the relationship between POS and OCB. Research Implications: The results of this study have significant implications for the management of savings and loan cooperatives in Indonesia. Cooperative leaders can pay more attention to the quality of leader-member exchange (LMX) and perceived organizational support (POS) as both directly influence the organizational citizenship behavior (OCB) of employees. Moreover, understanding the role of OC as a mediator can help enhance the effectiveness of employee behavior development programs within cooperatives. Top of Form Originatity/Values: This research represents a pioneering effort to study organizational citizenship behavior in the unique Indonesian context of savings and loan cooperatives. The new insights gleaned from this research make valuable contributions to the existing literature, open opportunities for further research, and offer workable guidance for cooperative management to optimize employee performance and organizational effectiveness.

The Effect of Job Satisfaction and Work Motivation on the Organizational Citizenship Behavior of Freelance Daily Worker Employees at the Secretariat of the DPRD of Solok Regency

Organizational Citizenship Behavior is the attitude of an employee that exceeds the duties and obligations that are not directly or explicitly recognized by the official reward system. This study aims to measure the magnitude of the effect of job satisfaction and work motivation on OCB in employees of the Solok Regency DPRD Secretariat Thl. The population of this study were Thl employees who worked at the DPRD secretariat which opened 62 respondents, using a saturated sampling technique. The data analysis technique used validity, reliability and TCR tests for questionnaires and multiple linear regression analysis for variable tests. The results showed that there was a positive and significant influence on work on the Organizational Citizenship Behavior (OCB) of Employees at the DPRD Secretariat of Solok Regency and there was a positive and significant influence on work motivation on the Organizational Citizenship Behavior (OCB) of employees at the DPRD Secretariat of Solok Regency. While the F test shows that the level of significant value is 0.000 < 0.050 and with a fcount of 362.605, it can be said that Ho is rejected and accepted, meaning work motivation (X2), and simultaneously has a positive and significant effect on Organizational Citizenship Behavior (Y).