Effect Of Organizational Citizenship Behavior Research Articles

재개발·재건축 조합원의 조직몰입이 조직성과에 미치는 영향

The purpose of this study is to define the concept from the perspective of the emerging organizational commitment(OC) and organizational citizenship behavior(OCB), and to verify the effect of organizational commitment of redevelopment and reconstruction union members on organizational performance(OP) and the mediating effect of organizational citizenship behavior. This study was empirically analyzed using the questionnaire method for members of the redevelopment association. The results of the analysis are as follows. First, it was analyzed that the OC of redevelopment and reconstruction union members had a positive(+) effect on OP. Second, it was found that the OC of redevelopment and reconstruction union members had a positive(+) effect on OCB. Third, OCBr was found to have a statistically significant impact on OP in the relationship between OCB and OP of redevelopment and reconstruction union members. Fourth, it was verified that the OCB of redevelopment and reconstruction union members played a significant positive(+) complete mediating role in the relationship between OC and OP. It is the significance of this study that the research area in the field of redevelopment and reconstruction unions was expanded by empirically verifying the OC, OCB, and OP of redevelopment and reconstruction union members.

Pengaruh Human Capital, Emotional Inteligence Dan Self Efficacy Terhadap Kinerja Pegawai Dimoderasi Oleh Organizational Citizenship Behavior (OCB)

This research aims to analyze the influence of Human Capital, Emotional Intelligence, and Self-Efficacy on employee performance, with a specific focus on the moderation effect of Organizational Citizenship Behavior (OCB). Data were collected from respondents in various organizations, and regression analysis was employed to examine the relationships between variables. The findings indicate that Human Capital significantly contributes to employee performance, and both Emotional Intelligence and Self-Efficacy also exhibit a positive and significant impact. Furthermore, OCB moderates the relationship between the independent variables and employee performance, suggesting that employees` voluntary behaviors can enhance or diminish the influence of these factors. The results of this study provide insights into how human resource management and organizational culture can enhance employee performance in complex work environments.

The Effect of Organizational Citizenship Behavior, Jobs Characteristic, and Burnout on Turnover Intention

The study aims to determine how the influence of Organizational Citizenship Behavior, Jobs Characteristic, and Burnout on Turnover Intention (Case study Line Carrey Cahil Cavany Main Assy PT Indonesia Epson Industry) The sampling method used is a saturated sampling method with a sample of 75 respondents. Data collection using questionnaires with Likert measurement scales. The method used in this study is using Structural Equation Modeling (SEM) Analysis with Smartpls 3.0 software The tests used are outer model analysis, inner model analysis and hypothesis test. The results of the study explained that organizational citizenship behavior did not significantly affect turnover intention with a p-value of 0.727 t-statistic value 0.350, jobs characteristic had a positive and significant effect on turnover intention with a p-value of 0.000 t-statistic value of 8.225, burnout had a positive and significant effect on Turnover intention with a P-value of 0.012 T-Statistic value of 2.530. Policies related to career development, compensation, and employee welfare need to be improved so that employees feel valued and motivated to stay in the company. This can ultimately reduce the level of turnover intention in the company.

The Effect of Servant Leadership on Teacher Performance and Organizational Citizenship Behavior as Mediation Variables

Teachers are the central point of improving the quality of education, so teachers are expected to provide professional performance. Thus, this study aims to examine the effect of servant leadership on teacher performance, organizational citizenship behavior on teacher performance, servant leadership on organizational citizenship behavior, and servant leadership on teacher performance and organizational citizenship behavior as a mediating variable. The research population were 200 teachers in Mamuju regency with a sample of 132 teachers. This study uses a survey quantitative research method. Data analysis in this study uses path analysis and sobel test. The results of the study discovered that there is a significant and positive effect of servant leadership on teacher performance where the value (p = 0.00), a significant and positive effect of organizational citizenship behavior on teacher performance (p =0.00), there is a significant and positive effect on organizational citizenship behavior with value (p = 0.00), and a significant and positive effect on teacher performanceand organizational citizenship behavior as a mediating variable with a value (p =0.02).Therefore, the OCB can be used as a model in strengthening servant leadership to improve teacher performance.

조직시민행동이 비윤리적 친조직행동에 미치는 영향

Purpose - The purpose of this study was to examine the effect of organizational citizenship behavior on unethical pro-organization behavior considering two sub-dimensions of organizational citizenship behavior such as citizenship behavior for individual and citizenship behavior for organization. In addition to this, this study was to identify of the moderating effect of machiavellism.
 Design/methodology/approach - This study collected 269 sample questionnaires from employees who are working for Korean companies. To examine the hypotheses, this study used hierarchical regression analysis.
 Findings - First, results showed that there is a significant positive effect of citizenship behavior for organization on unethical pro-organization behavior, but citizenship behavior for individual did not have any significant effect on unethical pro-organization behavior. Second, same with the previous results, machiavellism only had its significant moderating effect on the relationship between citizenship behavior for organization and unethical pro-organizational behavior, not on citizenship behavior for individual. The moderating effect strengthened the positive relationship.
 Research implications or Originality - Although organizational citizenship behavior and unethical pro-organization behavior are studied many times, but there is no research examining the relationship between these two concepts. these two concepts share the figure that these behaviors are pro-organizational. The only differences between the two is ethical or not. So, this study identified the relationship and moderating effect of machiavellism. In doing so, this study provided novel implications for the researchers of this filed.

The Effect of Organizational Citizenship Behavior and Leader-member Exchange on Employee Performance of PT Gresik Migas: Employee Commitment as an Intervening Variable

Aims: The purpose of this study is to ascertain the impact of Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB) on PT Gresik Migas employees' performance, as well as the mediating role that LMX and OCB play in employee performance.
 Study Design: This study was carried out with quantitative techniques, and an explanatory analysis was used to examine the data that was collected.
 Place of Study: The target of this research is employee of PT Gresik Migas in Gresik City. The total population in this study is 42 employees.
 Methodology: The personnel of PT Gresik Migas are the subject of this study. 42 employees made up the study's population. Saturated sampling is the method used to take a sample, and 42 employees make up the sample. Likert scale-based questionnaires are distributed as part of the data collecting process, and smartPLS 3.0 is used to process the collected data.
 Results: The results of the validity test state that there are invalid items, namely, 2 OCB items, 2 LMX items, and 2 employee performance items. Then the reliability test results state that everything is reliable. And hypothesis testing states that OCB affects performance because P values are 0.000 < 0.05. LMX affects performance because P values are 0.004 < 0.05. Employee commitment has no effect on performance because P values 0.451 > 0.05. OCB affects employee commitment because P values 0.034 < 0.05. LMX affects employee commitment because P values 0.045 < 0.05. Employee commitment cannot mediate the effect of OCB on performance because P values 0.454 > 0.05. And employee commitment cannot mediate the effect of LMX on performance because P values 0.469 > 0.05.
 Conclusion: This study discovered that LMX and OCB have a big impact on worker performance. The impact of employee dedication on performance is also negligible. Furthermore, the impact of OCB and LMX on employee performance cannot be mitigated by employee dedication.

The effect of organizational citizenship behavior (OCB) on counterproductive work behavior (CWB) in sales employees

The effect of organizational citizenship behavior (OCB) on counterproductive work behavior (CWB) in sales employees

THE MEDIATING EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND COMMITMENT OF PUBLIC ELEMENTARY SCHOOL TEACHERS

The purpose of this study was to determine the mediating effect of organizational citizenship behavior on the relationship between organizational justice and the commitment of public elementary school teachers. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 300 respondents who are public elementary school teachers of North and South Districts, Baganga, Davao Oriental. The researcher utilized a stratified random sampling technique using the face-to-face and online survey modes of data collection. The researcher also utilized the statistical tools Mean, Pearson r, and Medgraph using Sobel z-test. From the results of the study, it was found out that there are very high levels of mean scores for organizational justice, organizational commitment, and citizenship behavior of teachers. Also, results revealed that there is a significant relationship between organizational justice and organizational citizenship behavior, a significant relationship between organizational citizenship behavior and organizational commitment and a significant relationship between organizational justice and organizational commitment of teachers. Further, it was revealed that there was partial mediation on the effect of organizational citizenship behavior on the relationship between organizational justice and the commitment of public elementary school teachers.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0024/a.php" alt="Hit counter" /></p>

DAMPAK MEDIASI ORGANISATIONAL CITIZENSHIP BEHAVIOUR TERHADAP EMPLOYEE PERFORMANCE DENGAN ANTESEDEN CAREER JOURNEY, SELF-EFFICACY DAN QUALITY OF WORK LIFE PADA INSTANSI DIREKTORAT JENDERAL PAJAK

The purpose of this study was to examine the indirect effect of Organizational Citizenship Behavior (OCB) on employee performance by using the antecedents of Career Journey, Self Efficacy and Quality of Work Life. This study also examines the direct role of the variables Career Journey, Self Efficacy and Quality of Work Life on employee performance at the Directorate General of Taxes. This type of research is quantitative using a questionnaire research instrument to collect data. The sample for this research is all employees at the Directorate General of Taxes who are taken using probability sampling. The data analysis method used is Structural Equation Modeling Partial Least Square (SEM-PLS). The results showed that Career Journey, Self Efficacy, Quality of Work Life had a positive effect on Organizational Citizenship Behavior, then Career Journey, Quality of Work Life and OCB also had a positive effect on employee performance, but Self Efficacy had no significant effect on employee performance. In addition, Organizational Citizenship Behavior is also proven to be able to mediate the relationship between Career Journey, Self Efficacy and Quality of Work Life towards employee performance. The findings of this study contribute to the development of theories related to Organizational Citizenship Behavior and the importance of managing career paths, employee self-motivation and the quality of employee work life so that employees can provide maximum performance which will certainly support organizational performance.

First, Be a Good Citizen: Organizational Citizenship Behaviors, Well-Being at Work and the Moderating Role of Leadership Styles.

The study investigates the effect of organizational citizenship behavior (OCB) on well-being at work. The study further examines the moderating role of people and task-focused leadership styles between OCB on well-being at work. Individual-directed organizational citizenship behaviors (OCBI) and organizational-directed organizational citizenship behaviors (OCBO) will also be analyzed. A quantitative study was conducted and convenient sampling was adopted in selecting respondent workers (n = 200) in different Portuguese organizations. The results show that OCBs positively and significantly influence well-being at work. The strength of individual-directed organizational citizenship behaviors (OCBI) on well-being at work is stronger than that of organization-directed organizational citizenship behaviors (OCBO). Contrary to expectations, the relationship between leadership styles and well-being was not statistically significant, offering possibilities for discussion regarding the central importance usually attributed to leadership in the organizational context. However, leadership styles have a moderating effect between OCB and well-being at work, except when the employee adopts OCBO and the leadership style is people-oriented. The present study is innovative because it positions OCB as an antecedent in the relationship with well-being at work and investigates the moderating role of leadership styles in the relationship between organizational citizenship behavior and well-being.

Pengaruh Organizational Citizenship Behavior (Ocb) Dan Komitmen Organisasi Terhadap Kinerja Pegawai Pada Dinas Tenaga Kerja Dan Transmigrasi Provinsi Sumatera Barat

The purpose of this study was to determine and analyze the effect of Organizational Citizenship Behavior (OCB) and organizational commitment on employee performance at the Department of Manpower and Transmigration of West Sumatra Province. The research method used is descriptive quantitative. The sampling technique used was total sampling, so that from this population there were a sample of 79 respondents, the data collection method used was observation, questionnaires and literature study. The data analysis technique used is multiple linear regression, t test, F test and the coefficient of determination. Based on multiple linear analysis, Organizational Citizenship Behavior (OCB) (X1) and organizational commitment (X2) variables on employee performance (Y) at the Office of Manpower and Transmigration of West Sumatra Province obtained Y = 8.357 + 0.359 X1 + 0.198 X2 + e. the results of the t-test conducted found that the variable Organizational Citizenship Behavior (OCB) (X1) has a significant effect on employee performance
 (Y) at the Office of Manpower and Transmigration of West Sumatra Province, the variable organizational commitment (X2) has a significant effect on employee performance (Y) at Office of Manpower and Transmigration of West Sumatra Province. The results of the F test prove that the Organizational Citizenship Behavior (OCB) (X1) and organizational commitment (X2) variables simultaneously have a significant effect on employee performance (Y) at the Office of Manpower and Transmigration of West Sumatra Province. This can be proven by Fcount > Ftable or 19.766 > 3.12 and a significant level of 0.000 <0.05 while the results of the coefficient of determination were 32.9%, while the remaining 67.1% was explained by other variables not examined in this study such as ability and motivation.

PENGARUH KECERDASAN EMOSIONAL DAN ORGANIZATIONAL CITIZIENSHIP BEHAVIOUR (OCB) TERHADAP KINERJA KARYAWAN MUDA DI SURABAYA

This study aims to: 1) determine the effect of emotional intelligence on the performance of young employees; 2) determine the effect of organizational citizenship behavior on the performance of young employees; and 3) determine the effect of emotional intelligence and organizational citizenship behavior on the performance of young employees in the city of Surabaya. Because it seeks to uncover the effect of the independent variable on the dependent variable, the approach used is a quantitative approach. The sample of this research is young employees in the city of Surabaya as many as 106 respondents. Data were collected through questionnaire, which were then analyzed by T-test (partial), F-test (simultaneous), and R2-test (determination) through the IBM SPSS v 25 application. The results of this study indicate that: 1) emotional intelligence affects the performance of young employees in the city of Surabaya; 2) organizational citizenship behavior affects the performance of young employees in the city of Surabaya; and 3) emotional intelligence and organizational citizenship behavior affects the performance of young employees in the city of Surabaya. The ability of the two independent variables to affects employee performance variables simultaneously was 71.8%, with details of emotional intelligence contributed 43.2%, while organizational citizenship behavior contributed 28.6%.Keywords: Emotional Intelligence, Organizational Citizenship Behavior(OCB), Employee Performance, Young Employees.

PENGARUH IKLIM ORGANISASI, ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN ETOS KERJA TERHADAP KINERJA PEGAWAI (STUDI KASUS RSUD dr.H.L.M BAHARUDDIN, M.Kes Kab MUNA)

This study aims to (1) knowing influence organizational climate on employee performance staff at dr.
 H.L.M Baharuddin M.Kes, kab. Muna. (2) knowing the effect of organizational citizenship behavior (ocb) on the performance of employee at dr. H.L.M Baharuddin M.Kes, kab. Muna. (3) knowing the effect of work ethic on employee performance at dr. H.L.M Baharuddin M.Kes, kab. Muna. The objects in this study were nurses at dr. H.L.M Baharuddin M.Kes, Kab. Muna. However, the sampling method was purposive sampling using the slovin formula to obtain a sample of 71 nurses. Data collection methods in this study using questionnaires and documentation. Research data were analyzed using multiple linear regression through SPSS 25 Software. The results showed that (1) partially organizational climate has a significant positive effect on employee performance at dr. H.L.M Baharuddin M.Kes. (2) partially organizational citizenship behavior significant positive effect on employee performance at dr. H.L.M Baharuddin M.Kes. (3) partially work ethic significant positive effect on employee performance at dr.
 H.L.M Baharuddin M.Kes.

Effects of Transformational Leadership on Burnout of College Teachers: The mediating role of Organizational Citizenship Behavior

The main objective of this study was to examine the relationship between transformational leadership and teachers’ burnout and the role of organizational citizenship behavior(OCB). A total of 509 participants were surveyed from universities in East China through the online questionnaire. The multiple regression analysis was used to examine the possible relationships, and it was found that transformational leadership factors of idealized influence, individualized consideration, inspirational motivation and intellectual stimulation were significantly negative related to teachers’ burnout, and were significantly positive related to organizational citizenship behavior. It was also confirmed the mediating effect of organizational citizenship behavior between transformational leadership and employee burnout with the analysis of the four-step mediator variable test method.

PENGARUH ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA PEGAWAI KANTOR DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KABUPATEN MUSI BANYUASIN

ABSTRACT
 This study aims to determine the effect of Organizational Citizenship Behavior on Employee Performance at the Office of Public Works and Spatial Planning in Musi Banyuasin Regency. This study used a quantitative method, this research was conducted on employees of the Office of Public Works and Spatial Planning of Musi Banyuasin Regency, the source of the research data was primary data and secondary data with data collection techniques using questionnaires, observation, questionnaires and documentation. The population in this study were employees of the Public Works and Spatial Planning Office of Musi Banyuasin Regency. The sample in this study was 117 respondents using Sugiyono's theory of probability sampling technique, namely a technique that provides equal opportunities for each element (member) of the population to be selected as a sample. The data processing technique for this research used the SPSS version 22 computer. The results of this study indicate that Organizational citizenship behavior (X) influences employee performance (Y). This is based on a correlation value of 0.408 with a significance level of 1.000, which means Organizational citizenship behavior and employee performance have a moderate relationship. In the t test (hypothesis test), the value of tcount > ttable is 4.785 > 1.980 and is corroborated by sig. T is 0.000 <0.05, which means that Organizationalal citizenship behavior influences employee performance improvement.
 Keywords : Organizational Citizenship Behavior, Employee Performance, Office of Public Works and Spatial Planning of Musi Banyuasin Regency.

Organizational Citizenship Behaviour dan Motivasi Kerja Terhadap Kinerja

The purpose of this study was to determine the effect of organizational citizenship behavior and work motivation on the performance of health workers mediated by burnout at Seto Hasbadi Hospital, Bekasi. The research method used in this research is descriptive with a quantitative approach. The population is 150 people. The sampling technique used total sampling so that the number of samples in this study was 150 respondents. Data analysis technique using path analysis. The results of the study show, a) there is a positive and significant effect of organizational citizenship behavior on performance with tcount > ttable, namely 17,168 > 1,976 and a probability value of 0,000, which is below 0,005; b) there is a positive and significant effect of work motivation on performance with tcount > ttable, namely 9,491 > 1,976 and a probability value of 0,000, which is below 0,005; c) there is a positive and significant effect of burnout on performance with tcount > ttable, namely 10,884 > 1,976 and a probability value of 0,000, which is below 0,005. The conclusions in this study are, a) Organizational Citizenship Behavior has a positive and significant effect on performance; b) Work Motivation has a positive and significant effect on performance; c) Burnout has a positive and significant effect on performance; d) the direct effect of Organizational Citizenship Behavior on performance has a greater value than the indirect effect of Organizational Citizenship Behavior on performance through burnout; e) The indirect effect of work motivation on performance through burnout has a greater value than the direct effect of work motivation on performance.
 Keywords: Burnout, Performance, Work Motivation, Organizational Citizenship Behavior

Effect of Organizational Citizenship Behavior and Knowledge Sharing on Employee Performance

The performance of individual human resources greatly affects the success of an organization. One of the main problems that management always faces is performance, so it is necessary to know the factors that influence it, including organizational citizenship behavior and knowledge sharing. The performance problems faced by PT X Lubuk Basung Branch urged management to always transform the performance of each individual to change for the better. This study aims to measure and analyze the effect of organizational citizenship behavior and knowledge sharing on the performance of employees of PT X Lubuk Basung Branch. Research quantitatively by collecting data through distributing questionnaires to the population, namely all employees with a total of 46 respondents. The data analysis technique used is Structural Equation Modeling (SEM) with Smart-PLS software. The results of the study found that organizational citizenship behavior had a significant positive effect on employee performance. Meanwhile, knowledge sharing has a positive but not significant effect on employee performance. Simultaneously, the variable organizational citizenship behavior and knowledge sharing showed an effect on employee performance by 40.5%.

Pengaruh Keadilan Organisasi Terhadap Kinerja Pegawai : Peran Mediasi Organizational Citizenship Behavior

The purpose of this research to analyze the effect of organizational justice on employee performance. Analyzing the effect of organizational citizenship behavior on employee performance, analyzing the mediating role of organizational citizenship behavior on the effect of distributive justice on employee performance and analyzing the mediating role of organizational citizenship behavior on the effect of procedural justice on employee performance at the Center for the Development of Quality Assurance for Vocational Education in the Field of Building and Electrical Fields, Medan. This type of research is associative. The approach used is associative and quantitative. So based on a population of 150 people, the sample taken is 122 people. Data collection techniques in this study were interviews, questionnaires. This data will be analyzed with a quantitative approach using statistical analysis, namely the partial least square - structural inquiry model (PLS- SEM). The results showed that Distributive Justice had a positive but not significant effect on Organizational Citizenship Behavior. Procedural Justice has a positive and significant effect on Organizational Citizenship Behavior. Distributive Justice has a positive and significant effect on employee performance. Procedural Justice has a positive and significant effect on employee performance. Organizational Citizenship Behavior has a positive and significant effect on employee performance. Organizational Citizenship Behavior cannot mediate or mediate the effect of Distributive Justice on Employee Performance. Organizational Citizenship Behavior mediates or mediates the effect of Procedural Justice on Employee Performance.

Improving Organizational Sustainable Performance of Organizations Through Green Training

It is necessary to equip employees with green abilities as well as to develop their dedication towards green behaviour, in order to improve an organization's environmental performance. The purpose of this research is to evaluate the direct impact of green training on organizational environmental performance (OEP) and the mediating effect of organizational citizenship behaviour on the environment (OCBE). The study is based on responses from 107 employees of the IT sector in India. The findings suggest that green training has a significant positive impact on the organizational environmental performance, and that the impact is strengthened by organizational citizenship behaviour towards the environment. The findings are of particular importance given the growing importance of sustainability in the organizational context.

The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks

The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance level of 0.000, which was less than 0.05, an F-value of 17.569 at a significance level of 0.000. Additionally, the study found that organizational citizenship behavior played a significant moderating role in the relationship between human resource information systems and organizational success, as demonstrated by an increase in the R2 value from the first to the third models. These findings contribute to the existing literature by providing new evidence of the positive impact of human resource information systems on organizational success and the moderation effect of organizational citizenship behavior in the MENA region.