On Organizational Citizenship Behavior Research Articles

The Influence of Leader-Member Exchange and Affective Commitment on Organizational Citizenship Behavior

This study uniquely focuses on the impact of Leader-Member Exchange (LMX) and affective commitment on Organizational Citizenship Behavior (OCB) at the Yamaha Flagship Shop, a prominent company in the automotive sector, located in the vibrant city of Bandung. OCB, which refers to the voluntary actions of employees that contribute to the business's effectiveness, is a key area of investigation. The research methodology is a quantitative technique combining descriptive and verification methods. The study collected samples from 35 respondents who were employees of the Yamaha Flagship Shop in the Bandung City branch. The data and information utilized in this study consist of primary data acquired directly from companies, as well as secondary data sourced from books, journals, and the Central Bureau of Statistics (BPS). The findings of this study are significant as they indicate a robust correlation of 0.832 between the Leader-Member Exchange variable and the Affective Commitment variable at the Bandung City branch of the Yamaha Flagship Shop. This correlation is statistically significant with a p-value of 0.000. The Leader-Member Exchange variable has a positive and statistically significant effect of 0.410 on Organizational Citizenship Behavior. The Affective Commitment variable shows a positive and statistically significant effect of 0.569 on Organizational Citizenship Behavior. The direct impact of Leader-Member Exchange and Affective Commitment on Organizational Citizenship Behavior is 16.8% and 32.4%, respectively. Each of the indirect effects accounted for 19.4% of the total, resulting in a cumulative total of 88%. These findings underscore the substantial impact of Leader-Member Exchange and Affective Commitment on the Organizational Citizenship Behavior of the Yamaha Flagship Shop in the Bandung City Branch, providing valuable insights into organizational behavior.

Analysis of the Influence of Transformational Leadership on Organizational Citizenship Behavior of Professional and Non-Professional Staff in Hospitals

This study aims to analyze the effect of transformational leadership on organizational citizenship behavior (OCB) in professional and non-professional staff in hospitals in North Sumatra. The research method uses a quantitative approach by distributing questionnaires to professional and non-professional staff working in several hospitals in North Sumatra. Data analysis was carried out using the regression method to see the significance of the effect of transformational leadership on OCB in both groups of respondents. The number of samples used was 190 respondents, as determined by the convenience sampling method. The study's results confirmed that transformational leadership positively and significantly affects organizational citizenship behavior. The results of this study are expected to contribute to hospital management in designing effective leadership strategies to encourage increased OCB. The right transformational leadership style can increase workforce engagement and overall hospital performance.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) KARYAWAN BERBASIS EFIKASI DIRI DAN BUDAYA ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

The research objectives are to examine the influence of self-efficacy and organizational culture on organizational citizenship behavior (OCB) with organizational commitment as an intervening variable. A sample of 100 respondents used the purposive sampling method. Data research methods use descriptive, verification, and path analysis. This study found that self-efficacy has a direct positive and significant effect on organizational commitment, organizational culture has a direct positive and significant impact on organizational commitment, organizational commitment has a direct positive and significant effect on employee OCB, self-efficacy has a direct positive and significant impact on OCB employees, organizational culture has a direct positive and significant effect on employee OCB, organizational commitment is able to mediate the influence of self-efficacy on employee OCB, and organizational commitment is able to mediate the impact of organizational culture on employee OCB. Keywords: Self Efficacy; Organizational Culture; Organizational Citizenship Behavior; Organizational Commitment

The Influence of Transformational Leadership, Job Satisfaction on Organizational Citizenship Behavior Mediated by Employee Engagement at Bank Sumsel Babel

This article examines the effect of transformational leadership and job satisfaction on Organizational Citizenship Behavior (OCB) with employee engagement as the mediation at Bank Sumsel Babel. This study uses a quantitative approach with data collection through employee surveys. The results of the analysis indicate that transformational leadership and job satisfaction have a significant positive effect on OCB. In addition, employee engagement is proven to mediate the relationship between transformational leadership, job satisfaction, and OCB. These findings underscore the importance of strengthening employee engagement in improving constructive organizational behavior, with implications for human resource management practices in the banking sector.

OCB Mediation: The Influence of Transformational Leadership and Work Commitment on Employee Performance

Civil Servants (PNS) are the main assets of the government in efforts to improve public services. Therefore, the composition and management of PNS are crucial factors in policy reforms aimed at improving government performance. With the increasing demands of the community for better public services, state civil servants need to be ready to carry out government duties and national development. This study aims to analyze the effect of transformational leadership and work commitment on organizational citizenship behavior (OCB) and employee performance, and to evaluate the effect of both on employee performance through OCB. This study uses an explanatory/confirmatory research approach. The population studied includes all employees in the Village Offices throughout Jember Regency, with a sampling technique using the saturated sample method. Hypothesis testing was carried out using Structural Equation Modeling (SEM) with the help of the SmartPLS statistical tool. The results of the study indicate that transformational leadership and work commitment have a significant effect on OCB. In addition, OCB plays a significant role in improving employee performance. Transformational leadership and work commitment also have a positive and significant effect on employee performance through OCB.

Pengaruh High Perfomance Human Resource Management Practices Terhadap Organizational Citizenship Behavior Yang Dimediasi Work Engagement

This study uses a quantitative method with a descriptive and explanatory survey approach. The research was conducted at the Land Office of Kampar Regency, with the aim of examining the effect of high-performance human resource management practices on organizational citizenship behavior (OCB) mediated by work engagement. The population of this study consists of all employees of the Land Office of Kampar Regency, totaling 144 people. Based on this population size, according to the Krejcie and Morgan table (1970), the sample size for this study is 103 people. The sampling method used in this study is Systematic Random Sampling. All respondents will be used to collect primary data related to the variables, which will be gathered through a questionnaire with a 5-point Likert scale. The high-performance HR practices variable is measured using indicators from Wei et al. (2011). The work engagement variable is measured using indicators from Schaufeli and Bakker (2004). Organizational citizenship behavior is measured based on the OCB-C Checklist by Spector, P. E., Bauer, J. A., & Fox, S. (2010). All data collected will be analyzed using Structural Equation Modeling (SEM) with the Smart PLS 3.0 analysis tool. This study found that (a). High-performance HR practices have a positive effect on organizational citizenship behavior; (b). High-performance HR practices have a positive effect on work engagement; (c). Work engagement has a positive effect on organizational citizenship behavior; and (d). Work engagement mediates the effect of high-performance HR practices on organizational citizenship behavior.

Analisis Pengaruh Budaya Organisasi dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening

This study aims to determine the Analysis of the Influence of Organizational Culture and Organizational Justice on Organizational Citizenship Behavior (OCB) with Organizational Commitment as an Intervening Variable. (Study on Employees of the Mataram City Health Office). This study used primary and secondary data obtained through the distribution of questionnaires to respondents who were employees of the Mataram City Health Office. The population in this study is 76 employees of the Mataram City Health Office. This research is a quantitative research. The analysis method uses Partial Least Squares Structural Equation Modeling (PLS-SEM) using the SmartPLS v.4.0 tool. The results of the study show that Organizational Culture has a significant positive effect on Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment, Organizational Justice has a positive and significant effect on Organizational Commitment, Organizational Commitment has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB).

To lead or not to lead? A cultural examination of leadership in independent hotels

PurposeThis study explores the impact of ethical and authentic leadership on employees' workplace perceptions, focusing on organisational citizenship behaviour (OCB), trust in leader, commitment, employee voice and empowerment in independent hotels across two contrasting Global Leadership and Organizational Behaviour Effectiveness (GLOBE) clusters: Germanic and Middle-Eastern clusters. It examines how national culture influences these relationships in the hospitality industry.Design/methodology/approachData were collected from 1,678 employees in independent hotels in the Germanic European cluster (Germany and the Netherlands) and the Middle-Eastern cluster (Qatar and Turkey) using selective and snowball sampling techniques. Hypotheses were tested using two-stage structural equation modelling.FindingsEthical leadership significantly affects employee voice in Germany and the Netherlands but not in Qatar and Turkey. Authentic leadership positively influences employee voice in Qatar, Turkey and Germany but does not significantly impact trust in leader in any of the four countries. The study underscores the role of cultural dimensions, particularly power distance, in shaping these relationships.Originality/valueThis research contributes to the literature by investigating the effects of ethical and authentic leadership on key organisational variables in culturally diverse contexts within the hospitality industry. The findings highlight the necessity of considering national culture in leadership practices and suggest practical implications for independent hotels to adapt their leadership approaches to enhance employee outcomes. Future research should explore cultural dimensions as moderators in organisational relationships.

PENGARUH GAYA KEPEMIMPINAN DAN MOTIVASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) RUMAH SAKIT PERTAMINA CIREBON

This research aims to determine the influence of autocratic leadership style and work motivation on Organizational Citizenship Behavior (OCB) at Pertamina Hospital Cirebon Distribution.Respondents in this study were employees of Pertamina Hospital Cirebon Distribution using multiple linear regression methods and SPSS analysis tools.The results of this research show that autocratic leadership style influences Organizational Citizenship Behavior (OCB) and work motivation also influences Organizational Citizenship Behavior (OCB).

시민행동 압력이 공무원의 조직시민행동에 미치는 영향 - 비선형 관계를 중심으로

This study aims to clarify the effect of Citizenship Pressure (CP) on Organizational Citizenship Behavior (OCB). CP is a complex concept that induces OCB while also causing negative effects such as work-family conflict and stress. We applied Social Learning Theory and Conservation of Resource Theory to capture these dynamics. OCB towards Individuals (OCBI) and OCB towards the Organization (OCBO) were set as dependent variables, CP was set as the independent variable, and control variables were established with factors that have been verified to affect OCB. Data were obtained through a survey of 400 public officials in the Republic of Korea. The results showed that with a weak level of CP, both OCBI and OCBO decreased, but as the level of CP increased beyond a certain point, both OCBI and OCBO increased, illustrating a U-shaped effect. Specifically, the inflection point where CP’s effect turns from negative to positive occurred sooner in OCBI than in OCBO. Therefore, this study further claims that the direction of the effect of CP on OCB can differ according to its degree and the types of OCB, which has been predominantly discussed in terms of a linear relationship. Theoretical implications and practical points are suggested based on the results.

Organizational Citizenship Behavior Reduction: The Role of Transformational Leadership, Job Satisfaction, Organizational Commitment, and Organizational Culture on Employees at The Java Heritage Hotel Purwokerto

This study attempts to ascertain the result of transformational leadership, job satisfaction, organizational commitment, and organizational culture on organizational citizenship behavior (OCB) in the Java Heritage Hotel employees of Purwokerto. The research method used in this research was all 143 employees of Java Heritage Purwokerto, and 143 employees used saturated sampling techniques. These results indicate transformational leadership, job satisfaction, and organizational commitment do not affect OCB. However organizational culture has a positive and significant influence on OCB. The anticipated outcomes of this investigation should offer benefits for the leaders and employees of the Java Heritage Hotel Purwokerto.

The effect of organizational justice and job involvement on organizational citizenship behavior (OCB) with organizational commitment as mediation variable

A hospital is a non- profit health service organization profit oriented, and own various specifications, specifically related with human resources. In this context, hospitals are often mentioned as an organization that is intensive in human resources, this is because it is in a hospital there are various professions and types of work that have specifications and tasks different principal. Apart from that, hospitals are also known as solid organizations regulations and intensive technology and science. Technology and science intensive knowledge because there is technology and sophisticated medical equipment as well the rapid development of science as a result of education and study in in House Sick. Congested regulations because in House Sick there is Lots regulation and terms service Which must obeyed by all over element Which There is At home Sick. This research aims to investigate influencing factors OCB to nurses at Samarinda Medika Citra Hospital. This research uses OCB as a dependent variable which influences Organizational Justice, Job involvement and Organizational Commitment as mediating variables. This research is categorized as explanatory research. The respondents in this study were nurses at Samarinda Medika Citra Hospital who had worked for more than 2 years and determining the sample size in this study used a saturated sample technique with a total sample of 172 respondents. The data collection method uses a questionnaire, and the data is analyzed using SEM-PLS. The findings from this research show that organizational justice, job involvement and organizational commitment have significant effects on OCB. Organizational Commitment also plays a role in mediating the relationship between organizational justice and work engagement hope OCB.

Factor Contributing To Organizational Citizenship Behavior

This study explores the interplay between organizational culture and servant leadership and their collective impact on organizational citizenship behavior (OCB). The purpose of this research is to ascertain and analyze how organizational culture and servant leadership affect organizational citizenship behavior at PT. Surya Furniture Indonesia. There is a quantitative study type that is conducted. Furthermore, using associative techniques to determine the ways in which Organizational Culture and Servant Leadership impact Organizational Citizenship Behavior. There were seventy-three subjects in this investigation, and nonprobability sampling with saturated sample techniques was used to identify the samples. In line with the respondent company, PT. Surya Furniture Indonesia. Instruments employ a Likert scale. To find out how much organizational culture and servant leadership influence organizational citizenship behavior, a multiple regression analysis was carried out with SPSS 26.0. Organizational Culture was found to have a substantial beneficial impact on Organizational Citizenship Behavior (p=0.032, t=2,190). Servant leadership significantly improves organizational citizenship behavior (p-value = 0.000, t-count = 27688). Organizational culture and servant leadership both demonstrated a strong positive impact on organizational citizenship behavior, with a p-value of 0.000 and an f-count of 378,058. The findings suggest that a positive organizational culture significantly enhances the effectiveness of servant leadership practices, which in turn, fosters higher levels of OCB among employees.

Perilaku Kewargaan Organisasi (OCB): Perspektif Keadilan Prosedural

This study aims to draw conclusive findings and provide a detailed overview of the investigated phenomenon using data collected at a single point in time. The survey was conducted through the distribution of questionnaires among employees working at a manufacturing company in Jepara Regency. The sampling technique used was stratified random sampling based on employee positions to ensure that all employee groups were represented, with a sample size of 108 respondents. The authors ensured that responses from each employee position had equal representation in the analysis. The coded data were then imported into SmartPLS 3 software for comprehensive analysis. The analysis results show that there is a positive and significant relationship between procedural justice and employee job satisfaction. Additionally, employee job satisfaction has a significant positive impact on organizational citizenship behavior (OCB). Mediation analysis revealed that job satisfaction fully mediates the relationship between procedural justice and OCB, where the direct path between procedural justice and OCB becomes insignificant when job satisfaction is included as a mediator. The managerial implications of these findings are that companies should focus on improving employee job satisfaction through effective implementation of procedural justice to encourage OCB. From an academic contribution perspective, this study enhances the understanding of the mediating role of job satisfaction in the relationship between procedural justice and OCB, and supports previous research highlighting the importance of organizational justice in enhancing job satisfaction.

Research Trend on Organizational Citizenship Behavior (OCB) through Bibliometric Analysis

Research Trend on Organizational Citizenship Behavior (OCB) through Bibliometric Analysis

Antecedents of Organizational Citizenship Behaviour among primary school teachers in Alor Setar

Discussion on organizational citizenship behavior (OCB) among teachers has gained much interest among scholars. However, a review of past literature indicates lack of study towards the antecednts of teachers’ OCB in Malaysia. The study aims to explore the often-overlooked informal relationships between teachers’ Organizational Citizenship Behaviour (OCB), the school environment, their level of competency, empowerment, and commitment to the team. It also seeks to understand the impact of specific elements of job satisfaction and organizational commitment on the overall benefit teachers bring to their communities. The focus of this research is to ascertain the real-world implications of these factors on OCB and their organizational effects among teachers in Alor Setar schools. To understand these interactions and their influence on teachers’ OCB, relevant hypotheses were formulated, tested, and further examined. As part of this research, 400 primary school teachers in Alor Setar were given a set of questionnaires. The regression analysis results indicated that factors such as the school environment, competency level, empowerment, and team commitment have a significant impact on teachers’ OCB. This study holds importance as it delves into the OCB of teachers and their contribution to the increasingly crucial education sector in Malaysia. The findings of this study can guide policymaking in the education sector, particularly in enhancing teachers’ OCB and school administrators can use these insights to foster a culture that promotes OCB, thereby improving overall school performance. In the school context, OCBs were found to play a role in student achievement and increase school effectiveness. They free up resources for more productive purposes, help coordinate organisational activities, and are more effective at environmental change.

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

The Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) in Lombok Timur Company Employees

The Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) in Lombok Timur Company Employees

THE INFLUENCE OF KNOWLEDGE MANAGEMENT AND WORK-LIFE BALANCE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH JOB SATISFACTION

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

Pengaruh Komitmen Organisasi dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior (OCB) pada Unit Kerja Pengadaan Barang dan Jasa (UKPBJ) Sekretariat Daerah Kabupaten Lanny Jaya

This research aims to determine the effect of organizational commitment (X1) and job satisfaction (X2) on OCB (Y). This research adopted quantitative methods with a descriptive approach—data collected through questionnaire distribution techniques. Data analysis techniques prioritize numerical analysis, from data preparation and tabulation to the hypothesis testing stage. Through linear regression analysis techniques, the results obtained show that if organizational commitment (X1) and job satisfaction (X2) increase, OCB (Y) also increases. The results of testing the coefficient of determination (R2) also show that OCB (Y) is influenced by organizational commitment (X1). And Job satisfaction (X2) is 95%. In comparison, the remaining 5% is influenced by other variables outside this research. At the same time, the correlation test proves that there is a powerful influence between organizational commitment (X1) and job satisfaction (X2) for OCB (Y). This evidence is also in line with the results of the t-test, where there is a partial influence of Organizational Commitment (X1) and Job Satisfaction (X2) on OCB (Y). Then, the f-test shows the simultaneous influence of Organizational Commitment (X1) and Job Satisfaction (X2) on OCB (Y). In conclusion, there is an influence of organizational commitment and job satisfaction on organizational citizenship behavior (OCB) in the goods and services procurement work unit (UKPBJ) of the regional secretariat of the Lanny Jaya district Keywords: Job satisfaction, organizational commitment, OCB