On Organizational Citizenship Behavior Research Articles

Pengaruh Perceived Organizational Support dan Kepuasan Kerja Sebagai Mediator Terhadap OCB Karyawan Bank X Jakarta

Competition in the world of work today is becoming tighter, particularly in the banking industry, where companies employ strategies to maintain their existence and gain acceptance from the community. An important key to maintaining and improving the quality and output of the organization is human resources. Company goals can be achieved when employees perform their tasks according to their job descriptions and are willing to take on additional responsibilities beyond their designated roles. This study aims to examine the impact of perceived organizational support and job satisfaction as mediators on organizational citizenship behavior (OCB). The research approach utilized in this study is non-experimental quantitative, employing the Structural Equation Model (SEM) technique through the AMOS program. The research type is multivariate regression analysis. For sampling, the purposive sampling technique was used, considering employees with a minimum of five years of service from the front office, general banking, and operations departments of Bank X. Data collection involved the use of scales to measure perceived organizational support, job satisfaction, and organizational citizenship behavior. The data analysis technique involved the use of Structural Equation Model (SEM) with path analysis through the AMOS program. The results demonstrated that the effect of perceived organizational support and job satisfaction on OCB, with job satisfaction as a mediator, aligns with the empirical data. Additionally, it was found that perceived organizational support has a positive and significant impact on OCB.

Effects of Materialist Values and Work Centrality on Organizational Citizenship Behaviors

The current study investigates the effects of work centrality and materialistic values on organizational citizenship behaviors (OCBs). The importance of organizational citizenship behaviors has been well documented in the management literature. Although OCBs are hard to define, researchers emphasize that these behaviors are more or less discretionary, less likely to be formally linked with organizational rewards and contribute to the organization by promoting a positive social and psychological climate. Although the accumulation of research on OCBs and related constructs is vast, materialistic values as an antecedent have received scant attention. In the current study, materialistic values and work centrality are investigated as predictors of OCB, which have inverse effects on the construct. In a cross-sectional design, 439 employees from various companies in Turkey participated in an online survey. The findings support the claim that inverse effects from work centrality and materialistic values influenced OCB. Upon deconstructing the antecedents’ impact on the dimensions of OCB, the results revealed a positive predictive effect of work centrality on helping and civic virtue. In contrast, materialistic values exerted a negative influence only on helping behaviors. Implications and future research directions are discussed in line with the findings.

The Influence of Rewards and Job Embeddedness on Organizational Citizenship Behavior (OCB) in PT Employees. Inalum PLTA Office

Employees who behave OCB are certainly assets that can support the company's prospects. OCB behavior must be maintained and fostered by the company with the presence of a reward system. The creation of a pleasant organization and environment also attracts employees to have job embeddedness, which gives them the opportunity to survive and play a role in the company. This research aims to determine the effect of rewards and job embeddedness on OCB in PT employees. Inalum PLTA Office. The analysis technique used is multiple linear regression analysis with statistical tests processed using IBM SPSS 26. The research results show that rewards and job embeddedness have a positive and significant effect on OCB

How Does Transformational Leadership, Work Motivation on Organizational Citizenship Behaviour (OCB) and Job Satisfaction as Mediating Variables in SME’s

This study aims to analyze the effect of transformational leadership style and work motivation on employee organizational citizenship behavior (OCB) mediated by employee job satisfaction. The object of the research is employees of SME’s company with a sample of 95 people. Methods of data collection using questionnaire data collection and library research. Data analysis method using Smart PLS. The result of this study show that (1) transformational leadership has a positive but not significant effect on organizational citizenship behavior (OCB); (2) work motivation has a positive and significant effect on organizational citizenship behavior (OCB); (3) transformational leadership has a positive and significant effect on job satisfaction; (4) work motivation has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive but not significant effect on organizational citizenship behavior (OCB); (6) job satisfaction in mediating transformational leadership on organizational citizenship behavior (OCB) has a positive but not significant effect; and (7) job satisfaction in mediating work motivation on organizational citizenship behavior (OCB) has a positive and significant effect.

The Impact of Human Resource Management Practices and Organizational Culture on Organizational Citizenship Behavior in Indonesian Sharia Banks

The Impact of Human Resource Management Practices and Organizational Culture on Organizational Citizenship Behavior in Indonesian Sharia Banks

The Effect of Job Characteristics on Organizational Citizenship Behavior (OCB) with Employee Job Satisfaction as an Intervening Variable in The Banking Sector

The aim of this research is to determine the influence of job characteristics on organizational citizenship behavior which is mediated by job satisfaction in the banking sector in Malang City, namely PT. Bank Rakyat Indonesia, Kawi Malang Branch. This type of research uses a quantitative approach with a sample of 95 respondents. The source of data obtained in this research was obtained from distributing questionnaires (primary data). Meanwhile, the data analysis technique used in this research uses path analysis. The research results show that job characteristics have a positive and significant effect on organizational citizenship behavior. Job characteristics have a positive and significant effect on employee job satisfaction. Likewise, employee job satisfaction has a positive and significant effect on organizational citizenship behavior. In addition, job satisfaction is proven to mediate the relationship between job characteristics and organizational citizenship behavior.

Pengaruh Emotional Intelligence Terhadap Organizational Citizenship Behavior (OCB) Pada Perawat Di Kota Makassar

The purpose of this study was to see the influence of emotional intelligence on Organizational Citizenship Behavior (OCB) in nurses. Respondents used in this study were nurses in Makassar City, totaling 180 people. This research uses quantitative methods. The data collection method was carried out using an adapted emotional intelligence scale and organizational citizenship behavior (OCB) scale. The analytical method used in this research is a spearman rho test. The results of this study indicate that there is a positive influence of emotional intelligence on organizational citizenship behavior (OCB) of 64,1% in nurses in Makassar City.

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.

Does mental health really matter? The dynamics of emotion and organizational behavior

This research investigates the intricate relationship between mental health and workplace behaviors, specifically focusing on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). OCB and CWB are recognized as significant components of organizational behavior, with employees displaying these behaviors when they experience either job satisfaction or perceived threats. However, the factors influencing the choice of these behaviors remain elusive. This study contends that emotional states, shaped by the complex interplay of individual mental health, organizational climate, and culture, play a pivotal role in determining an employee's propensity to engage in OCB or CWB. Anxiety, stress, and depression are natural emotional responses to workplace situations, and they can both trigger and be triggered by OCB and CWB. This article aims to comprehensively investigate the impact of these emotional states on OCB and CWB behaviors. Furthermore, it explores the application of the conservation of resources (COR) theory in understanding these dynamics. The article underscores the necessity for further research in this area to enhance our comprehension of the intricate relationships among mental health, emotions, and workplace behaviors. This study contributes to the growing body of knowledge at the intersection of psychology and organizational behavior.

Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Organizational Citizenship Behavior (OCB) pada Baitulmaal Muamalat Medan


 The research was conducted at Baitulmaal Muamalat with the aim of knowing the effect of job satisfaction and organizational commitment on Organizational Citizenship Behavior (OCB) carried out by Baitulmaal Muamalat employees. This study uses quantitative methods and data collection is carried out using primary data derived from questionnaires. Research results reveal that job satisfaction has a positive influence on Organizational Citizenship Behavior (OCB) behavior. It is shown from the results of the t test where t count > t table (2,114 > 2.026) and a significance value of 0.041 <0.05. Organizational commitment variable also has a positive influence on Organizational citizenship behavior (OCB) where t count > t table (2,621 > 2.026) and a significance value of 0.013 <0.05. The results of the F test obtained that the variables of job satisfaction and joint organizational commitment significantly influence Organizational Citizenship Behavior (OCB) towards Baitulmaal Muamalat Medan where the Sig value is 0.008 <0.05. R2 test results R2 number of 0.232. This shows that 23.2% interest in Organizational Citizenship Behavior (OCB) is influenced by job satisfaction and organizational commitment
 Key Points: Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior (OCB)

Intrinsic Motivation as Mediation Between Organizational Justice and Organizational Citizenship Behavior (Study on Employees of PDAM Tirta Anom, Banjar City)

The purpose of this research is to determine the influence of procedural justice, interactional justice, and intrinsic motivation on Organizational Citizenship Behavior (OCB). The respondents in this study are employees of PDAM Tirta Anom Kota Banjar. The number of respondents in this study was determined using the Slovin method, and a total of 73 respondents were included. Based on the research findings and data analysis using multiple regression, the following conclusions can be drawn: (1) procedural justice does not have an effect on intrinsic motivation, (2) interactional justice does not have an effect on intrinsic motivation, (3) procedural justice has a positive effect on OCB, (4) interactional justice does not have an effect on OCB, (5) intrinsic motivation does not mediate the relationship between procedural justice and OCB, (6) intrinsic motivation does not mediate the relationship between interactional justice and OCB. Considering these results, there is a need for improvement in treating employees fairly. This fairness can be in the form of both procedural and interactional justice. This will enhance employees' perception of fairness and encourage positive behavior. Additionally, the company should create a conducive work environment, including favorable working conditions and mutual support among employees, in order to enhance positive employee behavior that supports the company's performance.

Transformational leadership and organizational citizenship behavior: new mediating roles for trustworthiness and trust in team leaders

This study investigates the pivotal role of trust in bridging the effects of transformational leadership on organizational citizenship behavior (OCB). The study was conducted using a multilevel longitudinal approach with 276 employees in 71 teams from private medium-sized organizations in Kuala Lumpur, Malaysia. Transformational leadership was found to be positively related to: (1) three facets of trustworthiness (ability, benevolence, and integrity); (2) trust in the leader; and (3) OCB. All three facets of trustworthiness mediated the relationship between transformational leadership and trust in leaders. In addition, trust in the leader mediated only the relationship between the benevolence facet of trustworthiness and OCB. As OCB is inherently benevolent, these findings not only are consistent with the principle of compatibility, but they also contribute to theorizing about ‘how’ trust plays an important role in the influence of transformational leadership on employees.

The Effect of Organizational Climate on Organizational Citizenship Behavior (OCB) Through Work Engagement as an Intervening Variable: A Case Study of Employees of the Regional Office of the Directorate General of Treasury of South Kalimantan Province

This research was conducted to analyze the effect of organizational climate on organizational citizenship behavior (OCB), with work engagement as an intervening variable. The phenomenon is that many employees lack discipline in fingerprinting, so they are required to pay more attention to attendance lists to achieve good organizational goals. The research sample was 42 people who were all employees of the Regional Office of the Directorate General of Treasury of South Kalimantan Province. Data collection was carried out through a questionnaire with the aim of providing an assessment of the organizational climate (X), to test how well the level of employee engagement is at work (Z), and to measure how big the OCB of employees is in the organization. (Y). The data analysis method used is partial least square (PLS) version 4.0. The results showed that organizational climate had no significant effect on organizational citizenship behavior (OCB), while organizational climate had a significant positive effect on work engagement, then work engagement had a positive and significant effect on organizational citizenship behavior (OCB). Furthermore, the organizational climate has a positive and significant effect on employee organizational citizenship behavior (OCB), both indirectly through the intervening variable, namely work engagement.

The Influence of Servant Leadership and Organizational Commitment on Organizational Citizenship Behavior (OCB) of Employee of Minhajul Haq Islamic Boarding School Purwakarta

Organizational citizenship behavior (OCB) is a work behavior that is highly expected to achieve goals in the organization. In its implementation in the workplace, organizational citizenship behavior can affect the atmosphere of a rigid organization or institution into a pleasant and comfortable atmosphere among fellow employees with a strong teamwork atmosphere. This study aims to determine the effect of servant leadership and organizational commitment on OCB. The research method used in this research is descriptive and verification with a quantitative approach. The subjects studied were employees of the Minhajul Haq Islamic Boarding School with a total sample of 78 people using a stratified random sampling technique. The results showed that partially servant leadership had no significant effect on organizational citizenship behavior. However, simultaneously servant leadership and organizational commitment have a significant influence on the organizational citizenship behavior (OCB) of Minhajul Haq Islamic boarding school employees. Organizational commitment has a more dominant influence which is the accumulation of the influencing variables (51.9%).

The Effect Of High Performance Work Systems On Organizational Citizenship Behavior, With Psychological Well-Being, Organizational Commitment And Job Satisfaction As Intervening Variables

The State Civil Apparatus (ASN) is required to have high performance. High Performance Work Systems (HPWS) can improve organizational and employee performance. This study aims to examine the effect of HPWS on Organizational Citizenship Behavior (OCB); find out how far Psychological Wellbeing (PWB) affects Job Satisfaction; and exploring PWB, Organizational Commitment and Job Satisfaction as a mediator for the HPWS-OCB relationship with ASN in 42 Regional Apparatus Organizations (OPD) DKI Jakarta Provincial Government. Determination of the sample by purposive sampling, with the criteria of an active civil servant who has worked for at least 1 year. Data collection used a survey, by distributing 33 questionnaires in the google-form via Whatsapp, to 185 respondents in June 2023. Data was analyzed using the Structural Equation Model Partial Least Square (SEM-PLS). The result is that HPWS has a significant positive effect on PWB and organizational commitment. The direct relationship between HPWS-OCB was positive but not significant, PWB was able to fully mediate positive HPWS-OCB. PWB has a significant positive effect on organizational commitment and will increase OCB. HPWS through PWB mediation and organizational commitment has a significant effect on job satisfaction, without HPWS mediation it has no significant effect on job satisfaction. Organizational commitment does not mediate the HPWS-OCB relationship and job satisfaction does not significantly affect OCB. The better government organizations implement HPWS in ASN management, the ASN's OCB will increase and ultimately lead to an increase in excellent service quality and organizational performance.

Dampak Kepuasan Kerja dan Kepemimpinan Transformasional Terhadap Organizational Citizenship Behavior di Lembaga Riset Perguruan Tinggi

Objective: This research aims to analyze the influence of job satisfaction and transformational leadership on organizational citizenship behavior (OCB) among employees at the Center for Development Dynamics Research, Universitas Padjadjaran.Methods: Quantitative method was used in this study, with a sample comprising all employees at the Center for Development Dynamics Research, Universitas Padjadjaran, totaling 46 respondents. Data were collected through a census using questionnaires, and the data were analyzed using multiple linear regression.Results: The results indicate a positive and significant simultaneous influence of job satisfaction and transformational leadership on organizational citizenship behavior. The variables of job satisfaction and transformational leadership together account for 71.9% of the variance in organizational citizenship behavior, while the remaining 28.1% can be attributed to other factors.Limitations: This research has several limitations, including a limited number of respondents and being conducted solely at the Center for Development Dynamics Research, Universitas Padjadjaran. Therefore, caution is needed when generalizing the results to other settings.Keywords: job satisfaction, transformational leadership, organizational citizenship behavior.

Role of Personality on Psychological Well-being in Public Services: Theorizing the Self-Determination Theory Perspective

Public services constitute an important aspect in government functioning. The well-being of such employees becomes increasingly important, as they play a crucial role in national level decisionmaking. The study is focused on two objectives, that is whether individual resources lead to positive organizational outcomes and whether the organizational outcomes lead to creating positive workplaces. In order to explore the above objectives, two hypotheses are drawn: (a) Individual personality variables (individual resources) will lead to a positive impact on organizational citizenship behaviour (OCB) and (b) OCB will mediate the relationship between personality and perceived well- being (PWB) (conceptualized as primary component to happy workplaces). Data were collected on 399 employees from the Indian Ministry of Commerce and Industry. The results showed that OCB fully mediated the relationship between agreeableness, conscientiousness and intellect, with PWB, while OCB partially mediated the relationship between extraversion and neuroticism, with PWB. The results are explained in juxtaposition with Self-Determination Theory (SDT) to provide a new theoretical perspective of eudemonic well-being in the public sector. The study highlights the importance of personality of the employees to be considered for selection in public services, which is an important determinant for their discretionary behaviour towards organization and their well-being.

Organizational Inclusion and OCB: The Moderating Role of Inclusive Leadership

Diversity and inclusion are considered to be critical for organizational success. Increased workforce diversity due to multicultural organizations also increases the importance of maintaining harmony and productivity in the workplace. In light of the above, this research article aimed to find the effect of perception of inclusion practices in the workplace on organizational citizenship behaviour (OCB). Further, the moderating role of a leader was examined in the study to understand if the presence of an inclusive leader affects the relationship between organizational inclusion (OI) and OCB. Primary data was collected from 352 working professionals from 47 information technology companies in India indexed in BSE S&P (Bombay Stock Exchange) through a self-administered questionnaire. Statistical technique of Structural Equation Modelling (SEM) was applied to analyse the data using AMOS 18. The study found that OI is positively associated with OCB. This indicated that if organizations initiate and manage inclusion in the workplace through their policies and practices, it will positively impact the organizational outcome. In a diverse country like India, the study is one of its kind to examine the interrelationships between inclusion, OCB and inclusive leadership. The study has strong policy implications highlighting the role of an inclusive leader, which is a niche research area.

The Effect Of Organizational Climate And Organizational Commitment On Organizational Citizenship Behavior (Ocb) At Bpbd Lebong

The purpose of this study was to determine the effect of organizational climate and organizational commitment on Organizational Citizenship Behavior (OCB) of employees at BPBD Lebong. The sample in this study was 36 people consisting of 16 civil servants and 20 honorary people. Data collection using a questionnaire and the method of analysis used is multiple linear regression, determination test and hypothesis testing.The results of the regression equation are Y = 9.470 + 0.421X1 + 0.370X2+ 5,292 (e) meaning that organizational climate and organizational commitment have a positive influence on Organizational Citizenship Behavior (OCB) of employees at BPBD Lebong. This illustrates that if the variables of organizational climate and organizational commitment increase, the Organizational Citizenship Behavior (OCB) of employees will also increase. The result of the determination test is 0.521 or (52.1%). This shows that organizational climate and organizational commitment affect organizational citizenship behavior (OCB) of employees at BPBD Lebong by 52.1%, while the rest (100 - 52.1% = 47.9%) are explained or influenced by other variables that are not researched. Organizational climate and organizational commitment together have an influence on Organizational citizenship behavior (OCB) of BPBD Lebong employees with a significant value of 0.000 less than 0.05. Organizational climate has a positive and significant effect on Organizational Citizenship Behavior (OCB) of employees at BPBD Lebong, because the significant value is 0.009 less than 0.05. Organizational commitment has a positive and significant effect on Organizational Citizenship Behavior (OCB) of employees at BPBD Lebong, with a significant value of 0.014 less than 0.05.

The Factors affecting Organizational Citizenship Behavior: Role of Organizational Commitment and Job Satisfaction

This research was conducted to determine how much influence job satisfaction and organizational commitment have on the (OCB). The methodology that used in this study is a quantitative research method with descriptive analysis and verification analysis approaches. The sample used was 42 employees. The results showed that job satisfaction and organizational commitment had a significant effect on (OCB) which. Job satisfaction has a significant effect on (OCB), while organizational commitment has a significant effect on Organizational Citizenship Behavior (OCB). The results showed that organizational commitment contributes more to Organizational Citizenship Behavior (OCB) than job satisfaction.