Influence Of Organizational Citizenship Behavior Research Articles

The Influence of Organizational Citizenship Behavior on Nurse Performance in the Inpatient Department at Ibnu Sina Hospital Makassar

The Influence of Organizational Citizenship Behavior on Nurse Performance in the Inpatient Department at Ibnu Sina Hospital Makassar

THE EFFECT OF TRAINING AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON EMPLOYEE PERFORMANCE CLARION BREAD AND CAKE LAMPUNG

The main purpose of this study is to identify the effect of training on employee performance, identify the influence of organizational citizenship behavior (OCB) on employee performance and identify the impact of training and organizational citizenship behavior (OCB) on employee performance. The quantitative method applied here using a saturated sampling technique involved all members of the population, considering the limited sample size of the study, researchers selected 60 participants from Clarion bread and cake Lampung employees. Windows version 25 of SPSS is used for data analysis. Multiple linear regression tests, reliability and validity tests, hypothesis tests (partial T tests) and (simultaneous F tests), and coefficients of determination are some of the tests performed. The data collection is collected through a google form questionnaire. The findings of this study show that training has a considerable positive influence in partially improving employee performance (t-test), and shows that organizational citizenship behavior has a considerable positive influence in partially improving employee performance (t-test). Then simultaneous testing of training and organizational citizenship behavior (Test F) also showed a significant effect on employee performance.

Work Engagement as a Mediator of Organizational Citizenship Behavior towards Patient Safety Culture at Hospital X Jakarta

The aim of this research is to obtain empirical evidence of the influence of psychological capital and organizational citizenship behavior on patient safety culture with work engagement as an intervening variable. This research uses an explanatory causality method with. The population of all health workers at Hospital X Jakarta is 108 people. The sampling technique uses the Non-Probability Sampling method, by distributing questionnaires to all samples, which are then analyzed using Structural Equation Modeling (SEM). The test results show that psychological capital, organizational citizenship behavior, and work engagement simultaneously influence patient safety culture at RS X Jakarta. Psychological capital and work engagement have been proven to influence patient safety culture. However, organizational citizenship behavior has no effect on patient safety culture at Hospital X Jakarta. Psychological capital and organizational citizenship behavior have a significant effect on work engagement at RS X Jakarta. Work engagement is proven to be a mediator in the influence of organizational citizenship behavior on patient safety culture. The novelty of this research is a study contribution to fill the gap that occurs from work engagement as a mediation from Organizational Citizenship Behavior to Patient Safety Culture

The Influence of Organizational Citizenship Behavior (OCB) and Organizational Commitment on Employee Performance in the Representative Office of BKKBN of Bangka Belitung Islands Province

The Influence of Organizational Citizenship Behavior (OCB) and Organizational Commitment on Employee Performance in the Representative Office of BKKBN of Bangka Belitung Islands Province

PENGARUH KNOWLEDGE MANAGEMENT DAN SELF DEVELOPMENT TERHADAP JOB SATISFACTION MELALUI ORGANIZATIONAL CITIZENSHIP BEHAVIOR KARYAWAN PT PRIMA MULTI PERALATAN CABANG TPK BELAWAN

This study aims to analyze and determine the influence of knowledge management and self development on job satisfaction through organizational citizenship behavior of employees. The study used a quantitative descriptive approach with a sample of 65 employees of PT Prima Multi Peralatan Branch TPK Belawan. Data collection techniques using questionnaires and data analysis techniques using the Partial Least Square-Structural Equestion Model (PLS-SEM). The results of testing from the concept framework in the form of the influence of knowledge management on job satisfaction, the influence of self development on job satisfaction, the influence of organizational citizenship behavior on job satisfaction, the influence of knowledge management on organizational citizenship behavior, the influence of self development on organizational citizenship behavior, the influence of knowledge management on job satisfaction through organizational citizenship behavior, the influence of self development on job Satisfaction through organizational citizenship behavior, expressed as all have a positive and significant influence .

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.

PENGARUH ORGANISATION CITIZENSHIP BEHAVIOR, PERILAKU INOVATIF, DAN LOYALITAS TERHADAP KINERJA KARYAWAN

The purpose of this research is to analyze the influence of Organizational Citizenship Behavior, Innovation Behavior, and Loyalty on Employee Performance at PT Talindo. The advantage of this research is that it can be used as input for preparing and determining appropriate human resource management strategies to achieve results that further optimize employee performance in an organization. The research population consisted of all 86 PT Tarindo employees, and non-probability sampling techniques were used to take a sample of 86 PT Tarindo respondents. Saturation sampling (census). Analysis of this research data uses multiple regression analysis of the SPSS version 24 program, and the results of the analysis and discussion show that Organizational Citizenship Behavior has a partially positive and significant effect on employee performance; Innovative behavior is proven to have a positive and significant influence. . Employee performance and loyalty have a positive and significant influence on the performance of PT Tarindo employees

Peran Organizational Citizenship Behavior Memediasi Iklim Organisasi terhadap Kinerja Pegawai

Every organization or agency needs human resources to achieve its goals. In realizing these goals, performance is something that needs to be paid attention to by the organization or agency. Performance is related to several aspects such as organizational climate and organizational citizenship behavior. The purpose of this research is to test the influence of organizational climate on employee performance, test the influence of organizational climate on organizational citizenship behavior, test the influence of organizational citizenship behavior on employee performance, and test the influence of organizational climate on employee performance with organizational citizenship behavior as an intervening variable. The population in this study were Civil Servants of the Purworejo Regency Environment and Fisheries Service. The sampling technique in this research used saturated samples and a sample of 91 respondents was obtained. The data collection instrument uses a questionnaire and answers are assessed using a Likert scale. To determine the accuracy of the measurements and the stability of the questionnaire parameters, a validity and reliability test was first carried out. Data analysis using the SmartPLS 3.0 for Windows tool. The results of this research show that organizational climate has a positive effect on employee performance, organizational climate has a positive effect on organizational citizenship behavior, organizational citizenship behavior has a positive effect on employee performance, and organizational citizenship behavior mediates the effect of organizational climate on employee performance.

Do psychological capital and transformational leadership make differences in organizational citizenship behavior?

This research is proposed to determine factors affecting organizational citizenship behavior (OCB), tested on counselors, totaling 156 respondents. This study applied three waves in data collection with an interval of 30 days and a multigroup analysis to validate OCB. The analysis technique used is the Structural Equation Modeling (SEM) method using the IBM SPSS AMOS v26. The results showed that transformational leadership and psychological capital could, directly and indirectly, influence OCB and substantially affect work engagement as the mediator. Furthermore, male counselors with OCB were more dominantly influenced by work engagement, whereas female counselors were by transformational leadership. The results of this study can be used as a basis for policy recommendations by organizational management, especially organizations in the public service. This research has strengthened the empirical foundation on voluntary extra-role behavior and initiatives that can improve organizational effectiveness. This behavior can be manifested by strengthening psychological capital, transformational leadership, and work engagement.

The Influence of Human Resource Information Systems and Organizational Citizenship Behavior on Innovation Through Creativity at Private Universities in Kendari City

This study examines the influence of human resource information systems and organizational citizenship behavior on Innovation through Creativity at private universities in Kendari City. This type of research is explanatory research. The population in the study was 9 Private Universities in Kendari City. The number of samples determined was 206 at 9 Private Universities in Kendari City. The lecturer data from samples/respondents were analyzed using structural equation modeling (SEM) using the AMOS 4.01 program package to obtain the results of causality relationships between variables developed in the Model. The test results of the Influence of Human Resource Information Systems and Organizational Citizenship Behavior on Innovation through Creativity at Private Universities in Kendari City, are as follows; the influence of human resource information systems on creativity with a path coefficient value of 0.74 with a probability level of 0.02 (p < value 0.05), the influence of Organizational Citizenship Behavior towards Creativity with a path coefficient value of 0.71 with a probability level of 0.00 (p < value 0.05), the influence of human resource information systems on Innovation with a path coefficient value of 0.03 with a probability level of 0.68 (p > value 0.05), the influence of Organizational Citizenship Behavior to Innovation with a path coefficient value of 0.21 with a probability level of 0.19 (p > value 0.05), the influence of Creativity on Innovation with a path coefficient value of 0.86 with a probability level of 0.00 (p < value 0.05), the role of creativity in mediating the influence of human resource information systems on Innovation with an indirect influence value of 0.63 more significant than the direct influence value of 0.03, The role of creativity in mediating the influence of Organizational Citizenship Behavior on Innovation with an indirect influence value of 0.61 is greater than the direct influence value of 0.21. The benefits that can be gleaned from this research are the development of science, especially in the paradigm The influence of human resource information systems and organizational citizenship behavior on Innovation through Creativity at private universities in Kendari City. The development of science and organizational Citizenship Behavior is a variable that can influence and increase the Creativity of Private Universities in Kendari City. Higher Education Creativity is an influential variable in mediating the influence of Organizational Citizenship Behavior on the Innovation of Private Universities in Kendari City.

Influence of Organizational Citizenship Behavior (OCB), Motivation and Work Discipline on Employee Performance (Case study at The Lumajang Regency BPBD Office)

Under the guidelines of the National Disaster Management Agency (BNPB), BPBD is a non-ministerial government agency that carries out disaster management tasks in regions, provinces, or cities or districts. In addition, the BPBD of Lumajang Regency was established in 2011. This study examin the influence of OCB, motivation, and work discipline on employee performance (a case study of the Lumajang Regency BPBD Office). This study uses a quantitative approach. This study invoved 46 non-ASN respondents, who were collected throught distributed questionnaires. The sampling technique uses a census or saturated sampling. Thr hypothesis was tested by multiple regression analysis. The result of the hypothesis test or t test are as follows: 1) OCB significantly affects the performance of BPBD Lumajang Regency employees; 2) Motivation significantly affects the performance of BPBD Lumajang Regency employees; 3) The performance of employees at the Lumajang Regency BPBD Office is strongly influenced by work discipline; 4) OCB, motivation, and work discipline are variables that give a coefficient of determination (R2) of 0,727 or 72.7% of employee performance.

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.

Employee Performance in Terms of Organizational Commitment and Work Motivation: The Mediating Role of Organization Citizenship Behaviors

By using organizational citizenship behavior as a mediation, this study tries to show empirically how employee performance is influenced by organizational commitment and job motivation. Up to 84 workers from Probolinggo City's Food Security, Agriculture, and Fisheries Office served as the study's subjects. Because there were less than 100 people in each sample, the census approach was used for all of them. While data analysis employs path analysis, the data employed are primary data derived from the responses to questionnaires sent to respondents. The findings indicated that employee performance is influenced by organizational commitment and job motivation. Additionally, it was discovered that job motivation and organizational commitment both influence organizational citizenship behavior. Additionally, research has shown that organizational citizenship behavior influences employee performance while also acting as a buffer between organizational commitment and job motivation, and employee performance. The findings of this study suggest that organizational citizenship behavior may be utilized to predict employee performance using independent factors such as organizational commitment and job motivation.

Dampak Work-Life Balance Karyawan Terhadap Kinerja Melalui Organizational Citizenship Behavior

Background – Companies that pay attention to the work-life balance of employees will improve performance and cause organizational citizenship behavior. Work-life balance and organizational citizenship behavior of employee can one of factors to impact their performance. So, its can impact to corporate image in society.
 Aim – This study aims to determine the influence of work - life balance and organizational citizenship behavior on employee performance, the influence of organizational citizenship behavior on employee performance, and the influence of work-life balance on employee performance of Bank Jatim Madiun Branch Office through organizational citizenship behavior as a mediating variable
 Design / methodology / approach – The research population is all employees of the Bank Jatim Madiun Branch Office in 2022, totaling 141 people. Sample of 59 people was obtained which was determined by simple random sampling technique. The research instrument used a questionnaire. The data analysis technique uses path analysis method with SmartPLS version 3.0 software.
 Findings – The results showed: 1) Work-life balance affects the performance of employees of Bank Jatim Madiun Branch Office, 2) Work-life balance affects organizational citizenship behavior of employees of Bank Jatim Madiun Branch Office, 3) Organizational citizenship behavior affects the performance of employees of Bank Jatim Office Madiun Branch, 4) Work-life balance affects the performance of Bank Jatim Madiun Branch Office employees through organizational citizenship behavior as a mediating variable.
 Conclusion - The test variables in this article have a significant influence and can explain these conditions in the internal environment of the Bank Jatim Madiun Branch Office.
 Research implication – This research add knowledge about factors of employee performance. So, this result can reference for entrepreneur to more pay attention their employee, especially work-life balance and organizational citizenship behavior of employee. Both of them can concerned to increasing and optimizing performance of employee continually. 
 Limitations – This research only examine about work-life balance, organizational citizenship, and employee performance in Bank Jatim Madiun Branch Office.

The Influence of Organizational Citizenship Behavior, Job Characteristics, Job Satisfaction and Organizational Commitment on Employee Performance in Banking Industry

The goal of the study was to ascertain how the performance of employees of Islamic Bank was impacted by job characteristics, organizational commitment, job satisfaction, and organizational citizenship behavior. Data for this quantitative study were gathered through distributing questionnaires and using library records. This study's sample is a saturated sample. 42 people participated in the survey as responders in total. Multiple linear regression is the method of data analysis that has been applied. The study's findings revealed that organizational citizenship behavior, work happiness, organizational commitment, and job characteristics all have a major impact on how well employees of Islamic Bank perform. Additionally, this study demonstrates that organizational citizenship behavior, work happiness, organizational commitment, and job characteristics all have a substantial impact on the performance of Islamic Bank personnel. The percentage indicates that the factors of work qualities, organizational commitment, job happiness, and organizational citizenship behavior may account for 55.5% of the performance variable. While other elements or variables not included in this research account for the remaining 44.5%.

Exploring Factors that Influence Organizational Citizenship Behavior in the Advertising Industry

Advertising is presenting intriguing content or messages to the public through mass media to promote a company's products or services. In its development, the use of outdoor advertising media slowly began to shift to digital media marketing. Digital marketing is an effort to market a product or promote a brand using digital media or the internet. This research aims to examine the relationship between Organizational Communication and Perception of Organizational Support on Organizational Citizenship Behavior mediated by Work Motivation. Research design, all employees were sampled 125 employees and the analysis used was quantitative analysis using questionnaire data collection methods. Structural Equation Model was used as an analytical method, and Smart Partial least square was used as an analytical tool. Results, demonstrate that organizational communication and perceptions of organizational support have a major impact on organizational citizenship behavior, and Organizational Communication and Perceptions of Organizational Support on Organizational Citizenship Behavior can be mediated by motivation. Findings, massively prominent motivation affects employee behavior that is voluntary outside the job description and is not regulated by company regulations. However, it is incredibly valuable for the corporation since it may boost the organization's effectiveness and efficiency.

The Influence Of Organizational Citizenship Behavior (Ocb) And Work Motivation On Employee Performance In Seluma Regency Regional Financial Board

The success of an organization is strongly affected by the performance of thecompany or individual employees. Every organization is always trying to improve employee performance to achieve the goals set. Performance is still a problem that is always faced by management, so management needs to know the factors that affect the performance of these employees. This study aims to determine the effect of Organizational Citizenship Behavior (OCB) and work motivation on employee performance in the Regional Financial Agency of Seluma Regency. The samples in this study were 30 employees the Regional Financial Agency of Seluma Regency who had become State Civil Apparatuses (ASN). Data collection using a questionnaire and the method of analysis used is multiple linear regression, determination test and hypothesis testing. Organizational Citizenship Behavior (OCB) has a significant influence on employee performance in the Regional Financial Agency of Seluma Regency. This illustrates that the increasing Organizational Citizenship Behavior (OCB) style of the head of the Regional Financial Agency of Seluma Regency, the employee's performance will also increase. Motivation has a significant influence on employee performance at the in the Regional Financial Agency of Seluma Regency. This illustrates that the increasing work of employees, the performance of employees of in the Regional Financial Agency of Seluma Regency will also increase. Simultaneously the Organizational Citizenship Behavior (OCB) variables and motivation have a joint influence on employee performance in the Regional Financial Agency of Seluma Regency.

Analysis of The Influence of Organizational Citizenship Behavior in Mediating Personality, Organizational Culture, and Organizational Commitment on Employee Performance of Human Capital Management System (HCMS) 46 of PT. PLN (Persero) Aceh Regional Main Unit

This research aims to test the Organizational Citizenship Behavior (OCB) in Mediating Personality, Organizational Culture, and Organizational Commitment effect on Employee Performance. In this study, the population was all Human Capital Management System (HCMS) 46 employees at PT. PLN Aceh Regional Main Unit (PLN Aceh), with a total of 199 employees. Data were tested thru Structural Modeling (SEM) technique. The result concludes that in the HCMS 46-unit employees of PLN Aceh, Personality affects OCB, Culture affects OCB, commitment affects OCB, Personality affects Performance, Culture affects Performance, Commitment affects Performance, OCB affects Performance, Personality affects Performance Thru OCB, Culture affects Performance Thru OCB, and Commitment affects Performance Thru OCB. The findings in the model test also prove that OCB is verified as a partial mediator, especially for the H8, H9, and H10 models. So, these findings explain that the model for increasing employee performance in HCMS 46 of PLN Aceh is a function of improving Personality to make it better, adjusting culture, strengthening commitment, and implementing OCB well.

Identification of Factors that Influence Organisational Citizenship Behavior Teachers and Educational Personnel at Madrasah Aliyah State in Mataram City, Indonesia

Effective resource management produces good performance. Organizations that want to achieve goals must properly utilize and manage their resources. This research was conducted to determine what factors influence the Organizational Citizenship Behavior of teachers and education personnel at Madrasah Aliyah Negeri in Mataram city. This study uses a quantitative descriptive method with a sample of 95 respondents, the entire population of teachers and education personnel at MAN Mataram City. The analysis used is factor analysis with the Guttman scale. It can be concluded that the factors that influence Organizational Citizenship Behavior dominantly in teachers and education personnel are; factors of job satisfaction, motivation, organizational culture, and gender.

PENGARUH SERVANT LEADERSHIP TERHADAP BUDAYA ORGANISASI, ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN KINERJA KARYAWAN (STUDI PADA KARYAWAN PT. PRIMA ZIRANG UTAMA SEMARANG)

Entering the industrial revolution 4.0, the paradigm of competition that is material in nature shifts to the paradigm of competition that is knowledge development. Thus, the aspect of human resources plays a central role in achieving competitive advantage. Servant Leadership is a form of leadership that is considered the best form of leadership in order to create a competitive advantage based on human resources. This study aims to determine the effect of servant leadership on employee performance, the influence of servant leadership on organizational citizenship behavior, the influence of servant leadership on organizational culture, the influence of organizational culture on organizational citizenship behavior, and the influence of organizational citizenship behavior on employee performance. The approach used in this study is a quantitative approach with data collection techniques through surveys. The results show that there is a positive and significant influence between servant leadership on employee performance, a positive and significant influence between servant leadership on organizational citizenship behavior, a positive and significant influence between servant leadership on organizational culture, a positive and significant influence between organizational culture on organizational citizenship behavior, positive and significant influence between organizational culture on employee performance, positive and significant influence between organizational citizenship behavior on employee performance.