On Organizational Citizenship Behavior Research Articles

The Effect of Trust, Spirituality, and Interpersonal Communication on Organizational Citizenship Behaviour Certified Lecturer

This article analyses the effect of Belief, Spirituality, and Interpersonal Communication on organizational citizenship behaviour (OCB). The research was conducted on seventy-two certified lecturers using path analysis. The results of the study show that there are direct and indirect effects of; 1) trust on the organizational citizenship behaviour of certified lecturers, 2) spirituality on the organizational citizenship behaviour of certified lecturers, 3) interpersonal communication on the organizational citizenship behaviour of certified lecturers; 4) belief in spirituality; 5) trust in interpersonal communication; 6) trust in organizational citizenship behaviour of certified lecturers through spirituality; 7) trust in organizational citizenship behaviour of certified lecturers through interpersonal communication. The results of this study confirm that high levels of trust, spirituality, and interpersonal communication influence any change in the organizational citizenship behaviour of certified lecturers. Therefore, these three variables must be considered in creating and improving the organizational citizenship behaviour of certified lecturers.

The effects of host country language proficiency on the relationship between psychological contract breach, violation, and work behaviors: A moderated mediation model

As self-initiated expatriates (SIEs) often struggle to communicate in the common corporate language and/or host country language, the aim of this study is to determine if host country language proficiency (HCLP) facilitates communication. As a corollary HCLP might reduce the negative impact of psychological contract (PC) breach on PC violation, and ultimately the positive impact on counterproductive work behaviors (CWB) and the negative impact on organizational citizenship behaviors (OCB). This study uses a repeated-measurement design with three measurement points from 300 SIEs. Using a moderated mediation path model, we found that PC breach at T1 is positively associated with CWB and negatively associated with OCB at T3 through PC violation at T2. Furthermore, HCLP at T1 moderates the positive PC breach–PC violation relationship. Specifically, HCLP amplifies the indirect relationships between PC breach, CWB, and OCB for participants with poor levels of HCLP. This study demonstrates the need of improving HCLP of SIEs. We discuss additional implications for theory, practice and future research.

Organization Citizenship Behavior: The Role of Spiritual Leadership, Self Efficacy, Locus of Control and Job Satisfaction

Purpose – This research aimed to investigate and analyze the direct and indirect impact of spiritual leadership, self-efficacy, locus of control, and the job satisfaction of PT. Pelabuhan Indonesia I (Persero) employees on organizational citizenship behavior (OCB). Methodology – This quantitative research was conducted involving data from 61 employees through questionnaires. The data were analyzed using the Structural Equation Model SMART PLS 3.0. Findings – The findings demonstrated that OCB is significantly positively influenced by spiritual leadership, self-efficacy, locus of control, and job satisfaction. Meanwhile, job satisfaction is significantly positively impacted by spiritual leadership, self-efficacy, locus of control, and OCB. This parameter also mediated the relationship between self-efficacy and locus of control with OCB. Originality – This research examined OCB, which has a broad and significant impact on company performance. It also provided better comprehension concerning the relationship of spiritual leadership, self-efficacy, locus of control, and job satisfaction on this indicator.

The Influence of Organizational Environment and Career Development on Organizational Citizenship Behaviour (OCB) in Employees with Organizational Commitment as An Intervening Variable

Organizational environment and career development are the factors that can realize organizational commitment and Organizational Citizenship Behavior (OCB). The purpose of this study was to see the influence of organizational environment and career development on organizational citizenship behavior (OCB) in employees with organizational commitment as an intervening variable. The category of this research is analytical descriptive with Path Analysis approach and analysis technique using SEM with PLS 3.0 application. Respondents in this study were employees at companies located in Jabodetabek with a total of 122 respondents. From the results of the study it was found that the work environment has no effect on organizational commitment, career development has an effect on organizational commitment, organizational commitment has an effect on Organizational Citizenship Behavior (OCB), organizational environment has no effect on employee OCB through organizational commitment, and career development has a significant effect on Organizational Citizenship Employee Behavior (OCB) through organizational commitment.

The Impacts of Green Human Resource Management Practices on Employees’ Organizational Citizenship Behavior

This study aims to investigate the impact of green human resource management (GHRM) practices on organizational citizenship behavior (OCB) and to explore the potential benefits of implementing GHRM practices in organizations across the world. The study adopts a quantitative research design and collects data from 299 organizations that have implemented GHRM practices. The data are gathered through a survey that includes four variables, namely, independent variables, mediating variables, and dependent variables, with 44 constructs adopted from existing literature. The study reveals that human resource departments play a crucial role in promoting GHRM practices in organizations. The research also highlights the importance of GHRM practices, including green collective commitment, collective job satisfaction, and green performance management, in promoting OCB. Additionally, the study introduces the concept of green functions, which adds to the current literature on GHRM practices. The study provides recommendations for implementing effective GHRM practices to promote green practices in organizations. This study adds to the existing literature by examining the mediating effects of collective job satisfaction and Green Collective Commitment between green performance management and OCB in the public education sector of Pakistan. The research provides detailed insights into the implementation of GHRM practices in the education sector, which is a relatively underexplored area. The study's findings can be valuable for organizations worldwide that aim to promote green practices and create a better work environment for their employees.

Pengaruh Budaya Organisasi, Kepemimpinan Transformasional, dan Disiplin Kerja terhadap Organizational Citizenship Behavior (OCB) (Studi pada PT. Derma Beauty Indonesia)

This study aims to determine and examine the influence of organizational culture, transformational leadership, and work discipline on organizational citizenship behavior (OCB) at PT. Derma Beauty Indonesia. The population used in this study were employees of PT. Derma Beauty Indonesia with a total sample of 55 respondents. The sample used is saturated sampling, which means that all members of the population are sampled in this study. Data collection by using a questionnaire. The data analysis technique used is multiple linear regression analysis which aims to calculate the magnitude of the regression coefficient to show the magnitude of the influence of organizational culture, transformational leadership, and work discipline on organizational citizenship behavior (OCB). While the feasibility test of the model shows that the variables of organizational culture, transformational leadership, and work discipline together have a significant effect on organizational citizenship behavior (OCB) at PT. Derma Beauty Indonesia. The results of this study indicate that: (1) organizational culture has a significant effect on OCB; (2) transformational leadership has a significant effect on OCB; (3) work discipline has a significant effect on OCB; (4) organizational culture, transformational leadership, and work discipline have a significant effect against OCB.

The Role of Work Engagement in Mediating Perceived Organizational Support and Organizational Commitment Relationship to Organizational Citizenship Behavior

This paper reviews the important role ofwork engagement (WE) in bridging the relationship between perceived organizational support (POS) and organizational commitment (OC) on organizational citizenship behavior (OCB) to private university lecturers. WE is one of the positive behaviors in the form of positive engagement cognitively, emotionally, and physically to increase productivity and morale. High WE is the main capital in creating lecturer OCB.Several previous studies have shown that high POS and OC have not consistently resulted in good OCB.With these considerations in mind, this study presents a WE thatbelieved to be able to strengthen POS and OC relations with OCB. It is hoped that this paper will provide a new perspective on the role of WE and other factors that can improve OCB for lecturers at private tertiary institutions. This study uses a quantitative approach and descriptive design. The research respondents were lecturers spread across 7 tertiary institutions in Baubau City. While data collection was carried out using digital instruments in the form of google forms which were distributed and managed to collect a sample of 257 respondents. The results of this study indicate thatWE has a significant positive influence in bridging the relationship between POS and OC towards OCB.This study suggests paying more attention to WE and OC because they have been proven to significantly contribute to increasing OCB in private university lecturers.

The Effect of Sense of Meaningfulness and Job Satisfaction on Organizational Citizenship Behavior (OCB) and its Implications on The Performance of Members At Kodam Iskandar Muda Aceh

The Effect of Sense of Meaningfulness and Job Satisfaction on Organizational Citizenship Behavior (OCB) and its Implications on The Performance of Members At Kodam Iskandar Muda Aceh

Factors Affecting Organizational Effectiveness at Employees of PT. CIMB Merchant Bank

In this study, we focus on Organizational Citizenship Behavior (OCB) as an extra role behavior and seek to examine the moderation of Organizational Citizenship Behavior mediated to Organizational Citizenship Behavior in the context of developing countries. This study aims to analyze the effect of Organizational Effectiveness, Organizational Citizenship Behavior, Happiness at Work, and Self-Efficacy, on employees of PT Bank Cimb Niaga, Tbk in Jakarta. This research was carried out in the form of a field study and used SPSS Amos data because the data was collected only at one time to look for relationships between variables. This sample was taken from employees of Private Banking Services, West Jakarta, in the customer, teller, marketing, finance, accounting, and IT department as respondents. The population studied is 240 employees in Private Banking Services in West Jakarta. The description of data describes the respondents' characteristics based on the questionnaire's criteria. Male and female respondents have the same number because the sampling was conducted in the customer service, teller, marketing, finance, accounting, and IT divisions. Happiness at Work positively and significantly affects Organizational Citizenship Behavior at PT. Bank Cimb Niaga, Tbk in Jakarta. Self Efficacy has a positive and significant effect on Organizational Citizenship Behavior at PT. Bank Cimb Niaga, Tbk in Jakarta. Organizational Citizenship Behavior has a positive effect on Organizational Effectiveness at PT. Bank Cimb Niaga, Tbk in Jakarta.

The Influence of Transformational Leadership and Adversity Quotient on Teachers' Organizational Citizenship Behavior

The purpose of this study is to analyze the influence of Transformational Leadership (TL) on Organizational Citizenship Behavior (OCB), the influence of Adversity Quotient (AQ) on teachers' Organizational Citizenship Behavior (OCB), and the influence of Transformational Leadership (TL) on Adversity Quotient (AQ) of state high school teachers in Kalideres sub-district, West Jakarta. This study takes a casual quantitative approach while using the survey method. Data collection, namely employing a questionnaire that the teacher who served as the responder responded to directly, primary data source comes from school principals in Ponorogo district, to obtain data related to teacher management that has been carried out and existing constraints. The population in this study were civil servant teachers at State Senior High School, Kalideres District, West Jakarta City for the 2021/2022 Academic Year, a total of 167 teachers. The samples taken were 118 teachers. The sampling technique of this study used simple random sampling. The results of the study show that: t (1) Transformational leadership has a direct positive effect on organizational citizenship behavior (OCB). In other words, good transformational leadership can increase organizational citizenship behavior. (2) The adversity quotient has a positive direct effect on organizational citizenship behavior (OCB). That is, a good adversity quotient can increase organizational citizenship behavior (OCB). (3) Transformational leadership has a positive direct effect on the adversity quotient. That is, good transformational leadership can increase the adversity quotient.

The Effect of Work Life Balance, Subjective Well Being, Distributive Justice and Self-Efficacy on Organizational Citizenship Behavior (OCB) And Employee Performance at Pt Zaman Group

Performance is a condition that must be known and confirmed by certain parties to determine the level of achievement of an agency's results related to the vision carried out by an organization or company and to know the positive and negative impacts of an operational policy. The purpose of this research is to analyze and interpret the effect of work life balance, subjective wellbeing, distributive justice and self-efficacy on organizational citizenship behavior and employee performance. The population in this study were 75 employees of PT Zaman Trans Indonesia using a saturated sample so that 75 employees were determined as the sample in the research and data analysis in this study used SmartPLS software. The results in this study explain that work life balance and self-efficacy have a significant effect on organizational citizenship behavior while subjective well-being and distributive justice do not have a significant effect on organizational citizenship behavior. Variables work life balance subjective well-being, distributive justice, self-efficacy and organizational citizenship behavior have a significant effect on employee performance.

The Effect of Work Life Balance, Subjective Well Being, Distributive Justice and Self-Efficacy on Organizational Citizenship Behavior (OCB) And Employee Performance at Pt Zaman Group

The Effect of Work Life Balance, Subjective Well Being, Distributive Justice and Self-Efficacy on Organizational Citizenship Behavior (OCB) And Employee Performance at Pt Zaman Group

The Impact of Organizational Justice on the Organizational Citizenship Behavior of Contract Workers in Indonesia: The Role of Exchange Quality and Multifocal Trust

This study aims to examine the role of the double mediation of cognition-based trust and affect-based trust, along with the quality of the exchanges (perceived organi­zational support/POS and leader-member exchange/LMX), on the influence of organi­zational justice on organizational citizenship behavior (OCB). The survey involved 182 contract lecturers from the five top Muhammadiyah universities in Indonesia. Using structural equation models, this study has succeeded in demonstrating that the quality of the individual exchanges between supervisors and subordinates (LMX and affective-based trust) successfully mediate the sources of justice from the supervisors (interactional and informational justice). The quality of the individual exchanges with organizations (cogni­tive-based trust and POS) successfully mediate the sources of the organization (procedur­al justice). Implications for the theory and practice are discussed.

THE EFFECT OF WORK DISCIPLINE, MOTIVATION, AND ORGANIZATIONAL CULTURE ON EMPLOYEE'S ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AT HIGH SCHOOL, BOGOR DISTRICT

This study aims to determine and analyze the influence of work discipline, motivation, and organizational culture on OCB of employees in Bogor Regency High School. We used primary data from school interviews and questionnaires on a 1-5 Likert scale. Secondary data were collected from journals, books, and other publications. Respondents were all employees or teachers of State Senior High School 2 Gunung Puteri Bogor Regency Indonesia. The sampling method is probability sampling using the entire population of 60 teachers and staff. Data analysis with the SmartPLS3 application. The results of this quantitative study indicate that the hypothesis is accepted, meaning that work discipline has a positive and significant effect on organizational citizenship behavior (OCB), motivation has a positive and significant effect on organizational citizenship behavior (OCB), and organizational culture has a positive and significant effect on organizational citizenship behavior (OCB). In some cases, work discipline, motivation and organizational culture have a positive and significant effect on organizational citizenship behavior (OCB) of Bogor Regency high school employees. KEYWORDS: Discipline, Motivation, Organizational culture Organizational Citizenship Behavior (OCB)

The Influence of Leadership, Organizational Commitment on Organizational Citizenship Behavior Moderated by Job Satisfaction

The purpose of this study was to determine the influence of leadership, organizational commitment, on Organizational Citizenship Behavior (OCB) moderated by job satisfaction at the National Unity and Politics Agency of West Sumatra Province, Agam Regency, and West Pasaman Regency. This study used structural equations of quality with the conception of the research model path analysis which is used to analyze relationship patterns between variables with the purposed to know the direct and indirect influence of independent variables (exogenous) on the dependent variable (endogenous). The results of this study are 1) Leadership has a positive and significant influence on Organizational citizenship behavior; 2) Organizational Commitment has a positive and significant influence on Organizational citizenship behavior; 3) Job Satisfaction has a positive and significant influence on Organizational citizenship behavior; 4) Leadership has a positive and significant influence on job satisfaction; 5) Organizational Commitment has a positive and significant influence on Job Satisfaction; 6) Leadership has an indirect influence on Organizational citizenship behavior through Job Satisfaction; 7) Organizational Commitment has an indirect influence on Organizational citizenship behavior through Job Satisfaction.

Effect of Self-Efficacy on Organizational Citizenship Behavior (OCB) of Science Teacher Candidates in Technology-Based Learning

The 21st century requires science teacher candidates to be skilled in using technology in learning. Science teacher candidate who is carrying out field practice experiences by applying technology-based learning must also have high self-efficacy and OCB. This study aimed to analyze self-efficacy's effect on the Organizational Citizenship Behavior (OCB) of science teacher candidates in technology-based learning. This research was conducted among the candidate of science teachers at Mataram Universitas Islam Negeri Mataram as many as 78 science teachers. The sampling technique used is probability sampling. The data collection used is the distribution of self-efficacy and OCB questionnaires. Data analysis used descriptive and inferential statistics in simple linear regression tests in the form of t-tests and significance. To measure self-efficacy using indicators of magnitude, generality, and strength, while to measure Organizational Citizenship Behavior using indicators of Altruism, Conscientiousness, Sportsmanship, Courtesy, and Civic Virtue. The results showed that the t-count value of 6.284 was greater than the t-table of 1.665. The significance value also shows 0.03. This shows that the significance value is smaller than the value of 0.05. The results of the hypothesis test indicate that the self-efficacy of science teacher candidates has a significant effect on Organizational Citizenship Behavior in technology-based learning

Pengaruh Employee Engagement Dan Leader Member Exchange Terhadap Organizational Citizenship Behavior Dengan Mediasi Modal Sosial (Studi Pada Pegawai Yayasan XYZ)

Background - The high level of competition in the field of educational services requires tertiary institutions to continue to improve the quality of human resources, in order to survive in the era of globalization. Organizations really need loyal and highly committed employees in order to survive and develop, therefore researchers are interested in studying the variables Employee Engagement, LMX and OCB.
 Aim - This study aims to analyze the effect of Employee Engagement and Leader Member Exchange (LMX) on Organizational Citizenship Behavior (OCB) by mediating social capital on employees of the XYZ Foundation. 
 Design / Methodology / Approach – Population in this study were 177 employees of the XYZ Foundation, using a purposive proportional sampling technique, only using a sample of 109 employees. Research testing was carried out by testing validity, reliability, multiple regression analysis, t test, R2 test and moderation test using SPSS 22. 
 Findings – The results showed that: (1) Employee Engagement and LMX have a positive effect on Social Capital and OCB (2) Social Capital positive effect on OCB (3) Social capital mediates the effect of Employee Engagement on OCB, and (4) Social capital mediates the effect of LMX on OCB. 
 Conclusion - The empirical test results identify that the positive attitude resulting from Employee Engagement, LMX and social capital that exists in each employee will foster cooperation between fellow employees and superiors with the aim of personal success, other people and the organization. 
 Research Implication - This research is expected to make a positive contribution to further research, and to become a reference for organizations regarding the influence of employee engagement, LMX and mediation of social capital on OCB.
 Limitation - The object of this research only took the XYZ Foundation with lecturers, teachers and employees as respondents who were still actively working at the XYZ Foundation.

The role of leadership skills in organisational citizenship behaviour at Vietnamese libraries: organisational culture as a mediator

Purpose This research aims to explore the influence of leadership skills (technical, human and conceptual) on organisational citizenship behaviour (OCB) with the mediating role of organisational culture in Vietnamese libraries. Design/methodology/approach A quantitative methodology was selected to achieve the objective of this research. Data were gathered through paper/pencil surveys from 201 participants working in various Vietnamese libraries. The convergent validity, consistency reliability and discriminant validity of measures were validated challenged via Stata 15.1 software. The findings of the proposed hypotheses were examined via regression analysis. Findings The results partially supported the hypothesis that leadership skills significantly predict OCB. Regarding the relationship between leadership skills and organisational culture, only human skill significantly affected bureaucracy culture. In turn, only bureaucracy culture significantly affected the OCB of individuals (OCBI) and OCB of organisations (OCBO). Finally, bureaucracy culture significantly mediated the relationship between human skill, OCBI and OCBO. Originality/value This study opens the scope of research on leadership skills in Vietnamese libraries by exploring three main gaps in the extant studies of leadership approach, namely, the influence of three leadership skills on OCB, the role of leadership in promoting organisational culture and the underlying mechanism through which leadership skills contribute to OCB with the mediation of organisational culture. The implications of the research are discussed.

Quality of Work Life and Work Environment on Organizational Citizenship Behavior with Job Satisfaction as Mediation

This study aims to analyze the influence of the quality of work life and work environment on organizational citizenship behavior (OCB) with job satisfaction as mediation in the state civil apparatus in Hulu Sungai Selatan district. The population in this study was 15,017 people with a sample of 220 people in government agencies. The sampling technique used purposive sampling with the criteria of employees having a structural position of more than 3 years. This type of research is quantitative and data collection uses a questionnaire. The data analysis technique used in this study is Structural Equation Modeling (SEM). The novelty of this research is that the object of research is government employees, so it is different from previous research conducted on non-government employees. The results of this study indicate that the quality of work life and work environment have a significant effect on organizational citizenship behavior (OCB) with job satisfaction as mediation. Employees who are satisfied with what they have done are supported by a good work environment and quality of work life will be able to create organizational citizenship behavior (OCB), namely doing work outside their job description according to the job description without having to be forced or coerced. do it voluntarily.

Investigating the role digital transformation and human resource management on the performance of the universitie

This study aims to analyze the effect of transformational leadership (TL) on organizational citizenship behavior (OCB), the relationship between TL and performance, TL and IWB, Leader member exchange (LMX) and OCB, LMX and performance, LMX and innovative work behavior ( IWB), organizational commitment (OC) and OCB, OC and performance, OC and IWB, digital transformation (DT) and OCB, DT and performance, DT and IWB, QWL and OCB, QWL and performance, QWL and IWB, OCB and performance, and the relationship between IWB and performance. The method of this research is quantitative and the population in this study were 341 private universities while the number of samples used in this study were 181 private universities. The sampling technique in this study used multistage random sampling. In this study the study used a seven-point Likert scale. The study uses SmartPLS software as a data processing tool. Validity testing is applied to all question items in each variable and there are several stages of testing that will be carried out, namely through convergent validity testing, average variance extracted (AVE) testing, and discriminant validity testing. There is a positive and significant relationship between TL and OCB, a positive relationship between TL and the performance of private universities. There is also a positive and significant relationship between TL and IWB, a positive and significant relationship between LMX and OCB. However, there is no significant relationship between LMX and university performance. There is a positive and significant relationship between LMX and IWB, a positive and significant relationship between OC and OCB, a positive and significant relationship between OC and university performance, and a positive and significant relationship between OC and IWB. There is also a positive and significant relationship between DT and OCB, an insignificant relationship between DT and university performance. This means that DT cannot directly affect performance. There is an insignificant relationship between DT and IWB, a positive and significant relationship between QWL and OCB. There is a non-significant relationship between QWL and university performance. There is a positive and significant relationship between QWL and IWB as well as between OCB and university performance and also between IWB and university performance.