Variable Job Research Articles

PENGARUH FASILITAS KERJA DAN KOMUNIKASI TERHADAP SEMANGAT KERJA PEGAWAI PADA KANTOR PAGAR GUNUNG KABUPATEN LAHAT

Results of the discussion obtained value Y = 11.202 + 0.176 + 0.419. Constant value of 11.202 means that if the independent variables are ignored then the value of the Job Morval (Y) variable is 11.202. Value of Working Facilities (X1) variable is 0,176 which means if Working Facilities (X1) variable is increased 0,176 it will increase work spirit variable (Y) equal to 0,176. The value of the communication variable (X2) is 0.419 which means if the communication variable (X2) is increased by 0.419 then it will increase the work spirit variable (Y) by 0.419
 The result of the coefficient value is 0.255 or 25%. This means that the independent variables have contribution to the dependent variable of 25% and the remaining 75% is influenced by other factors not examined by the writer. The results of the table above also explains the value of Adjusted R Square of 0.199 this means the independent variables have a relationship with the dependent variable of 0.199.
 The simultaneous test results obtained F calculated value of 4.609, with a significant level of 0.019 then obtained Sig value of 0.019, which means Sig 0.019 <0.05 then Ho is rejected and Ha accepted. This means that the Working Facilities (X1), and Communication (X2) variables influence the work spirit (Y)
 Testing the influence of work facility variables (X1) on the spirit of work (Y). The result of the above table with partial test is obtained value t_hitung for work facility variable (X1) obtained value of Sig = 0,371 which mean Sig 0,371> 0,05 meaning work facility variable (X1) have insignificant effect to variable (Y), hence Accepted and Ha rejected, so the hypothesis in this study is not proven to show there is significant influence of Working Facilities (X1) variable to the dependent variable Job Spirit (Y). Testing the influence of variables Communication (X2) to the Spirit of Work (Y). With the test partially obtained value t_hitung for communication variables (X2) obtained value Sig = 0.045 which means Sig 0.045 <0.05 which means the communication variable (X2) has a significant effect on the variable Spirit Work (Y), then Ho is rejected and Ha accepted, So the hypothesis in this study proved to show there is a significant influence of communication (X2) variable to the dependent variable Job Spirit (Y)

Effect of Job Satisfaction on Moonlighting Intentions: Mediating Effect of Organizational Commitment

Online platform working, Gig working, E lancing and Moonlighting have become synonymous in the Industry 4.0. Searching for and practicing alternative employments is an important phase in recording the sequence of employees’ withdrawal cognitions (WC). WC have been studied in the past majorly in relation with job attitudes for the ultimate consequence of turnover but in this virtual era, it is equally considerable to investigate the relationship of job attitudes with this important cognition sequenced before turnover stage, i.e. moonlighting, which may ultimately lead to turnover. This paper proposes to conduit the research gap of investigating the effect of Job Satisfaction on Moonlighting Intentions and the mediating effect of Organizational Commitment between these two variables. SmartPLS 3.0 software has been used to execute partial least squares structural equation modeling (PLS-SEM) for the research framework on a sample of 161 IT professionals working in the North Indian IT hubs of N.C.R. Delhi and Chandigarh. In the present study, four hypotheses have been employed for examining the relationships among the variables Job Satisfaction, Organizational Commitment and Moonlighting Intentions. PLS –SEM supported all of them. Organizational Commitment has a mediating effect between Job Satisfaction & Moonlighting Intentions while Job Satisfaction puts a very high positive impact on Organizational Commitment. In addition, Organizational Commitment shows a very significant inversely proportionate relationship with Moonlighting Intentions.

Pengaruh kompensasi terhadap kepuasan kerja karyawan pada PT. Sumber Hijau Permai (SHP) Jambi

This study aims to obtain an overview of employees' compensation and job satisfaction at the PT. Sumber Hijau Permai (SHP) Jambi. Furthermore, to explain the effect of payment on employee job satisfaction. The study population was employees at the PT. Sumber Hijau Permai (SHP) Jambi totaling 87 people. The sampling method uses the census method, meaning that all present population was sampled. Based on the research objectives, the type of research is explanatory research (explanatory research) done to explain the causal relationship between research variables through hypothesis testing. The hypothesis is tested using a simple linear regression equation using SPSS 17.0 for Windows. Descriptive results of this study indicate that the compensation received by employees is categorized as entirely reasonable and employee satisfaction in the work. Employees feel pretty satisfied in his job. Furthermore, the magnitude role or contribution of variable compensation can explain the variable job satisfaction of employees is 56,2%. At the same time, the remaining 43,8% is influenced by other factors which are not disclosed in this study.

PENGARUH KOMITMEN DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DI PT. WAHANA SEMESTER LINGGAU (HARIAN PAGI LINGGAU POS)

The purpose of this study was to determine the effect of commitment and job satisfaction on employee performance at PT. Wahana Semester Linggau (Daily Morning Linggau Pos) Lubuklinggau City. The method used is quantitative. The sample consisted of 32 people. The results of the study are the results of data analysis and discussion that has been described in the previous chapter, it can be concluded that 1) The results of the t test above can explain that the variable Commitment to Employee Performance at PT. Wahana Semester Linggau shows that tcount = 4.336 is greater than ttable = 2.042 with dk = 32 and a significant level of sig = 0.004, this means that partially the commitment variable has a significant effect on employee performance at PT. Linggau Semester rides. This proves the hypothesis in the research is proven and the hypothesis is accepted. 2) The results of the t test explain that the variable job satisfaction on employee performance at PT. Wahana Semester Linggau shows that tcount = 5.388 is greater than ttable = 2.042 with dk = 32 and a significant level of sig = 0.001, this means that partially the Job Satisfaction variable has a significant effect on Employee Performance at PT. Linggau Semester rides. This proves the hypothesis in the research is proven and the hypothesis is accepted. 3) The value of Fcount> Ftable means that Ho is rejected and Ha is accepted, meaning that the Commitment variable (X1) and the Job Satisfaction variable (X2) have a significant effect on Employee Performance (Y) at PT. Linggau Semester rides.

The Effect of Job Characteristics and Work Life Balance on Performance through Job Satisfaction as Interverning Variables (Studies on Female Partners on Gojek Services in Mataram City)

This study examined the influence of job characteristics and work life balance on job satisfaction and performance of female partners in Gojek Service in Mataram City. Specifically the purpose of this study was to determine the significance of the influence of job characteristics, work life balance, and job satisfaction on the performance of female partners, to know the significance of job characteristics and work life balance on job satisfaction, and to know the mediating role of variable job satisfaction in female partners in Gojek Service in Mataram City. The study population was 46 female partners in Gojek Service in Mataram City. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that job characteristics and job satisfaction had a significant positive effect on the performance of female partners, while work life balance did not significantly affect performance. Job characteristics and work life balance have a significant positive effect on job satisfaction. For the influence of mediation on job satisfaction, there is a full mediating role in the influence of work life balance on female partners performance, while the influence of job characteristics on the performance of female partners is found to have a partial mediation effect.

Effects of a Yoga Program in Reducing Cardiovascular Disease Risk Factors in Workers of Small Workplaces: A Pilot Test

The purpose of this study was to evaluate the effects of a yoga program provided to workers in small businesses to reduce cardiovascular disease (CVD) risk factors. A nonequivalent control group pre/post-test design was used. The experimental group (n = 31) was assigned a yoga program consisting of yoga postures designed for meditation, strengthening, stretching, and balancing, given twice weekly for 12 weeks. The control group (n = 38) was given no other intervention. The mean age was 48.1 years old in the experimental group and 47.7 years old in the control group. Three trained investigators collected the questionnaires and one month after completing the 12-week yoga program, the same questionnaires that were administered at baseline were again administered. Psychosocial variables (depressive symptoms and job stress), health promotion behaviors, and body measurements (weight and waist circumference) were measured for the program evaluation. The yoga program was effective in improving waist circumference (from 81.8 to 79.2, p < 0.001) and diastolic blood pressure (from 81.0 to 79.1, p = 0.004) as compared to the control group. Furthermore, the experimental group’s job stress score decreased from 1.38 to 1.02, but it was not statistically significant (p = 0.240). A yoga program could be a useful intervention for workers with CVD risk factors, but it was not effective in psychological factors such as job stress and depression. A long-term intervention approach is important to confirm the psychosocial effect. Therefore, future research is needed to investigate the long-term outcomes of such interventions.

Effect of accounting information systems on financial decisions of commercial establishments in Tulkarm

This study sought to highlight the effect of information accounting systems on the financial decisions(fund decisions, investment decisions, deviance earning decisions, special decisions) of commercial establishments in Tulkarm Governorate and to show which variables have the greater impact on these decisions. The researcher conducted the study using a questionnaire. He distributed questionnaires covering 300 accountants and auditors depending on the statistics of Tulkarm Chamber of Commerce and Trade in 2019. The study sample composed of 50 accountants and auditors in October 2019. To achieve the end of the study, the researcher employed arithmetic means and standard deviation. The study reached many findings; there is a great effect of information accounting systems on taking financial, investment and funding decisions and profit distribution in commercial establishments owing to the accounting information provided by the accounting system. Also there is no statistically significant difference in the degree of using information accounting systems in these commercial establishments that can be attributed to demographic variables (educational qualification, job, specialization and years of experience). In light of this, the researcher made some recommendations including urging the Palestinian commercial establishments to adopt modern information accounting systems in making financial decisions regarding funding and investment decisions and profit distribution. Bedsides, these establishments' financial decisions need to be based more on information extracted from the information accounting systems. Finally, these establishments need to raise the awareness of their accounting staff working in the financial department of the importance of mastering information accounting systems.

Effect of accounting information systems on financial decisions of commercial establishments in Tulkarm

This study sought to highlight the effect of information accounting systems on the financial decisions(fund decisions, investment decisions, deviance earning decisions, special decisions) of commercial establishments in Tulkarm Governorate and to show which variables have the greater impact on these decisions. The researcher conducted the study using a questionnaire. He distributed questionnaires covering 300 accountants and auditors depending on the statistics of Tulkarm Chamber of Commerce and Trade in 2019. The study sample composed of 50 accountants and auditors in October 2019. To achieve the end of the study, the researcher employed arithmetic means and standard deviation. The study reached many findings; there is a great effect of information accounting systems on taking financial, investment and funding decisions and profit distribution in commercial establishments owing to the accounting information provided by the accounting system. Also there is no statistically significant difference in the degree of using information accounting systems in these commercial establishments that can be attributed to demographic variables (educational qualification, job, specialization and years of experience). In light of this, the researcher made some recommendations including urging the Palestinian commercial establishments to adopt modern information accounting systems in making financial decisions regarding funding and investment decisions and profit distribution. Bedsides, these establishments' financial decisions need to be based more on information extracted from the information accounting systems. Finally, these establishments need to raise the awareness of their accounting staff working in the financial department of the importance of mastering information accounting systems.

Increasing Employee Job Satisfaction Through Spiritual Leadership and Islamic Organizational Culture

The development of sharia-based hotels has become a popular business and it is believed that the development of sharia hotels will experience a drastic increase due to the level of business awareness of sharia concepts. This study aims to improve employee job satisfaction through spiritual leadership and Islamic organizational culture. This study uses a descriptive qualitative approach. The unit of analysis is employees who work at Sharia Hotels in Padang. The results showed that partially Spiritual Leadership variables had a positive and significant effect on Job Satisfaction and Islamic Organizational Culture variables had a positive and significant effect on Job Satisfaction variables. Simultaneously the Spiritual Leadership and Islamic Organizational Culture has a positive and significant effect on Employee Job Satisfaction with an adjusted R2 value of 0.204 This shows that the magnitude of the influence of the Islamic Organizational Spiritual Leadership and Culture on the variable Job satisfaction is 20.4%.

The Costs of Store Sales for Retail Workers.

In the context of economic stagnation and recession, retailers face fierce competition and experience enormous pressure to increase their sales. In this study, we focus on the potential costs of higher store sales for retail workers by examining its effect on work engagement. Drawing on work intensification literature and the job demand-resources model, we study how job variety and workload, two job characteristics, mediate the relationship between store sales and engagement. Store revenue data and survey data of 525 sales employees, embedded in 110 stores of a large Dutch retail organization were used, to perform mixed models analyses. The analyses demonstrate that store sales is negatively related to job variety and positively related to workload. In turn, job variety positively affects work engagement, while workload negatively affects work engagement. Based on multi-source, multilevel data it is thus shown that there are negative effects of store sales in retail. More insight is created into the job characteristics that explain the negative link between store sales and engagement. As it is empirically demonstrated that there are indeed costs associated with improved performance in retail, it is crucial that organizations ensure investments in maintaining resourceful work environments.

Model of Organizational Learning Culture on Knowledge Sharing Behavior

The old research revealed that job attitudes were not correlated by a knowledge sharing behavior. This research develops to investigate the role organizational learning culture in context relations forming knowledge sharing behavior. Using a survey, 100 person graduates from Work Training Center involved as a respondent in this project from periods 2019 to 2020. This research was conducted with a quantitative method’s include variables job attitude, OCB, organizational learning culture, and knowledge sharing behavior. The data were measured by likert scale from 1 to 5 and collected by using a questionnaire measure. Research model develops with job attitudes as an independent variable, OCB as a mediation variable, organizational learning culture as a moderator variable and knowledge sharing behavior as a dependent variable was supported by SmartPLS3. The output investigation reveals that job attitude is a significantly factor linked to knowledge sharing behavior, and also correlated to organizational citizenship behavior. The other situation create that organizational citizenship behavior was not a significant variable on knowledge sharing behavior, and also OCB was not a mediation variable for knowledge sharing behavior. The exploration discloses that organizational learning culture has a moderate significant weather OCB towards knowledge sharing behavior or job attitude towards OCB, but insignificant for job attitudes on knowledge sharing behavior. Study concluded that job attitude has a significant outcome on OCB and knowledge sharing behavior. Organizational learning culture provides a strengthening of the association between job attitudes towards OCB and the association between OCB and knowledge sharing behavior. The study gives a new contribution that job attitudes affect both on OCB and on knowledge sharing behavior and organizational learning culture moderate job attitudes on OCB and OCB on knowledge sharing behavior, but not moderate job attitudes on knowledge sharing behavior. This study has limitations on several indicators of OCB and organizational learning culture while there are still other indicators, so the researcher recommends the necessity to practice other indicator that are not covered as a new research agenda in future. The results of the study indicate the direct effect of job attitudes on knowledge sharing behavior is still weak, so the researcher suggested a future research to test the organizational learning culture as a moderator variable that can provide strengthening of knowledge sharing behavior in other sectors such as in business or public sectors.

Pengaruh Kepuasan Kerja, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan

This article aims to explain the effect of job satisfaction, organizational culture and organizational commitment on employee performance. The research method uses multiple linear regression analysis. The number of respondents 80 people taken based on the Slovin formula was used as the sample of this study. Based on the analysis results obtained by the linear equation Y = 1.031 + 0.076X1 + 0.368X2 + 0.297X3. From the results of the analysis it was found that the value of the test variable job satisfaction shows a significance value of 0.325> 0.05, then job satisfaction does not have a significant effect on employee performance. Tsig test value of organizational commitment variable shows a significance value of 0.002 <0.05, then organizational commitment has a significant effect on employee performance. And the test value of the organizational culture variable shows a significance value of 0.009 <0.05, the organizational culture has a significant effect on employee performance. Adjusted R Square value of 0.294. This means that the variable Job Satisfaction, Organizational Commitment and Organizational Culture affect Employee Performance at the Cut Meutia Hospital in Langsa City by 0.294 or 29.4%, while the remaining 70.6% It can be concluded that the variables X1, X2 and X3 simultaneously have a significant effect simultaneously on the Y variable. This means that the variables of job satisfaction, organizational commitment and organizational culture together have a significant influence on employee performance

THE EFFECT OF CAREER DEVELOPMENT AND MOTIVATION ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION IN PT JABAR JAYA PERKASA

This study aims to: 1) To find out and analyze the effect of career development and motivation on job satisfaction, 2) To know and analyze the effect of career development and motivation on employee performance, 3) To find out and analyze the effect of job satisfaction on employee performance, 4) To find out and analyze the influence of career development and motivation on employee performance through job satisfaction PT. Jabar Jaya Perkasa. The study was conducted at PT. Jabar Jaya Perkasa with a research sample of 58 respondents. The sampling technique uses saturated samples. The data analysis method uses descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there was an influence on career development and motivation on job satisfaction, 2) there was an influence on career development and motivation on employee performance, 3) there was an effect on job satisfaction on employee performance and 4) there was no influence on career development and motivation on performance employees through job satisfaction PT. Jabar Jaya Perkasa. This means that the direct effect is greater than the indirect effect, the variable job satisfaction cannot mediate between motivation and job satisfaction on employee performance at PT. Jabar Jaya Perkasa.

Investigate the Organizational factors affecting staff organizational health of Omidiyeh-Aghajari Oil Company

Objective: Organizational health includes the organization's ability to grow and improve constantly. This study aims to explore the organizational health status and identify the factors affecting it, investigated the staff of Omidiyeh-Aghajari Oil Company. Methodology: The research method was survey. Organizational health standard questionnaire and researcher made questionnaire (organizational factors) are research tools. The samples of this study, were all employees of Omidiyeh- Aghajari Oil Company who were 4008 people. Of these, according to Cochran formula 278 employees were selected as sample size. Results: Hypotheses were analyzed using SPSS software. And to prove the hypotheses, Pearson correlation and regression were used. Also to determine the coefficient of determination for each of the independent variables on dependent variables path analysis was used. Hypotheses test showed that there is a significant positive relationship between the variables job security, role clarity, organizational participation and job satisfaction with the dependent variable organizational health. Conclusion: Based on the standard values of beta it can be judged that the variables job satisfaction, role clarity, organizational participation and job security, have respectively the highest to the lowest power to predict organizational health.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SEOILINDO PRIMATAMA BEKASI

This study aims to: 1) To find out and analyze the influence of organizational culture and organizational commitment to job satisfaction, 2) To know and analyze the influence of organizational culture and organizational commitment on employee performance, 3) To find out and analyze the effect of job satisfaction on employee performance, 4) To find out and analyze the influence of organizational culture and organizational commitment to employee performance through job satisfaction of PT. Seoilindo Primatama Bekasi. The study was conducted at PT. Seoilindo Primatama Bekasi with 73 research samples. The sampling technique uses saturated samples. The data analysis method uses descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an influence of organizational culture and organizational commitment to job satisfaction, 2) there is an influence of organizational culture and organizational commitment to employee performance, 3) there is an influence of job satisfaction on employee performance, and 4) there is no influence of organizational culture and commitment organization of employee performance through job satisfaction PT. Seoilindo Primatama Bekasi. This means that the direct effect is greater than the indirect effect, the variable job satisfaction cannot mediate between organizational commitment and job satisfaction on employee performance at PT. Seoilindo Primatama Bekasi.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SEOILINDO PRIMATAMA BEKASI

This study aims to: 1) To find out and analyze the influence of organizational culture and organizational commitment to job satisfaction, 2) To know and analyze the influence of organizational culture and organizational commitment on employee performance, 3) To find out and analyze the effect of job satisfaction on employee performance, 4) To find out and analyze the influence of organizational culture and organizational commitment to employee performance through job satisfaction of PT. Seoilindo Primatama Bekasi. The study was conducted at PT. Seoilindo Primatama Bekasi with 73 research samples. The sampling technique uses saturated samples. The data analysis method uses descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an influence of organizational culture and organizational commitment to job satisfaction, 2) there is an influence of organizational culture and organizational commitment to employee performance, 3) there is an influence of job satisfaction on employee performance, and 4) there is no influence of organizational culture and commitment organization of employee performance through job satisfaction PT. Seoilindo Primatama Bekasi. This means that the direct effect is greater than the indirect effect, the variable job satisfaction cannot mediate between organizational commitment and job satisfaction on employee performance at PT. Seoilindo Primatama Bekasi.

PENGARUH BEBAN KERJA DAN KOMPENSASI TERHADAP KEPUASAN KERJA DI PT BINA COMPUTINDO PRIMA MANGGA DUA JAKARTA

Companies should pay attention to providing workload to employees in accordance with the abilities and expertise of each employee, in order to spur employees to improve their performance and is expected to be able to make employees feel at home and loyal. The company also should not give excessive workload to its employees so that employees can feel more comfortable in doing their jobs. And the Company should also pay attention to the provision of compensation in the form of salaries to match the work provided by the Company and meet the stipulated salary standards. The purpose of this study is to determine the effect of workload and compensation on job satisfaction. This study took place at PT Bina Computindo Prima with a total of 49 employees. Data analysis technique used to test the hypothesis is multiple linear regression analysis to determine the effect of workload and compensation variables on the variable job satisfaction. Based on the results of data analysis, it is known that the workload variable has a negative effect on job satisfaction of PT Bina Computindo Prima employees, while the compensation variable has a positive effect on job satisfaction at PT Bina Computindo Prima and also results in that the compensation variable has a greater effect than the workload variable.

PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA PRAJURIT MELALUI KEPUASAN KERJA PRAJURIT PADA SATUAN KAPAL SELAM KOARMADA II

This study is to determine how the conditions of organizational culture, work motivation, job satisfaction and performance of soldiers in the Submarine Unit of Koarmada II Surabaya. Furthermore, to see and analyze both partially and simultaneously performance, work motivation, job satisfaction, organizational culture, work motivation on performance at the Koarmada II Submarine Unit Surabaya. This type of research is an explanatory study with a sample of 82 soldiers in the Koarmada II Submarine Unit in Surabaya. The results showed that the variables of job satisfaction, organizational culture and work motivation on achievement amounted to 0.648 or 64.8%, while the remaining 0.352 or 35.8% other variables were not included in this study. The direct effect of the variable job satisfaction on employees is obtained by the Beta Standard Coefficient value of 0.279 and the significance value is 0.014. The satisfaction level of the job satisfaction variable on the soldier's performance is 0.2792 = 0.078 or 7.8%. Organizational culture has a significant effect on job satisfaction at the Koarmada II Surabaya Submarine Unit.Keywords: job satisfaction, organizational culture, work motivation, soldier performance

The impact of job content on employability and job performance in public organizations

PurposeThe increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?Design/methodology/approachThe paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).FindingsIt was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.Originality/valueThe study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

INFLUENCE OF ORGANIZATIONAL COMMITMENT, WORK SATISFACTION, WORK MOTIVATION TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR

The purpose of this study was to measure the effect of organizational commitment, job satisfaction and work motivation on organizational citizenship behavior in SMK Satria Srengseng teachers, this research is quantitative. The population is all teaching teachers and staff. The technique in taking samples uses nonrandom sampling in the form of saturated samples with a total of 70 teachers. Data obtained from the results of the study were analyzed using multiple linear regression. T-test results for the variable organizational commitment, job satisfaction and partial work motivation are positive and significant for organizational citizenship behavior (OCB). F-test results for the variable organizational commitment, job satisfaction and work motivation together are significant for organizational citizenship behavior (OCB). Suggestions for further research are to include other variables that also have a strong influence in shaping organizational citizenship behavior (OCB).