Organizational Citizenship Behavior Variables Research Articles

Pengaruh Kepemimpinan Transformasional terhadap Kinerja Karyawan dengan Kepuasan Kerja dan Organizational Citizenship Behavior sebagai Variabel Mediasi

Correct and good management of human resources (HR) will get employees who have high skills and are reliable, so that the performance of the company's employees will be better and can achieve company goals optimally. This research aims to analyze the influence of transformational leadership, job satisfaction, and organizational citizenship behavior. The number of samples used was 237 respondents in BPD Bali Province. The data analysis technique was carried out using Path Analysis (SEM PLS). The results of the research prove that transformational leadership has a positive and significant influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee satisfaction, organizational citizenship behavior has a significant positive influence on employee performance, transformational leadership has a significant positive influence on organizational citizenship behavior, the influence of transformational leadership on employee performance is not mediated by job satisfaction and transformational leadership has a positive and significant influence on employee performance which is mediated by the organizational citizenship behavior variable.

Pengaruh Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan Melalui Organizational Citizenship Behavior pada Savana Hotel & Convention Malang

This research aims to examine the variables that influence employee performance and their influence on service sector employees at Savana Hotel and Convention Malang. The type of research used is quantitative with an explanatory approach. Primary data in this study used a questionnaire which was distributed using a questionnaire sheet. The population in this study were employees of the Savana Hotel and Convention Malang and a sample of 100 respondents. Using the Partial Least Square (PLS) analysis method 4. Based on the research results, it shows that the variables of organizational culture and organizational commitment have a significant effect on employee performance at the Savana Hotel and Convention. And the organizational citizenship behavior (OCB) variable is able to mediate organizational culture and organizational commitment on employee performance for Savana Hotel and Convention employees. It can be concluded that if organizational culture improves it will support the formation of organizational commitment then these two variables will encourage high levels of organizational citizenship behavior (OCB), this is usually called employee loyalty, this will increase employee performance.

Perilaku Organizational Citizenship Behavior pada Karyawan

Every company is required to be able to improve company performance maximally and effectively, especially to improve individual performance. The low quality of human resources will certainly have a negative impact on the company, while successful companies need employees who are willing to do more than just their formal duties and are willing to provide performance that exceeds expectations. The purpose of this research is to determine organizational citizenship behavior in employees. This research was conducted on 72 permanent employee subjects. The research uses a quantitative approach with saturated sampling techniques. The data collection technique uses a questionnaire with measurements based on organizational citizenship behavior variables. The data analysis technique uses descriptive analysis and determines the calculated average for each aspect. The results of data processing show that the minimum value for the organizational citizenship behavior variable is 82.00 with a maximum value of 134.00 and a mean value of 108.36. The standard deviation value is 10.57809. As for aspects of organizational citizenship behavior, the average obtained was the altruism aspect of 3.15. The average courtesy aspect is 3.31. The average sportsmanship aspect is 3.18. The average conscientiousness aspect is 3.21. The Civic Virtue aspect averages 3.09.

INFLUENCE OF CULTURAL INTELLIGENCE AND EMOTIONAL INTELLIGENCE ON EMPLOYEE PERFORMANCE USING ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Human resources (HR) are one of the important assets in an organization consisting of individuals who work to achieve common goals. The research method in this study is a quantitative method, the sample size is 50 employees. The aim of the research is to determine respondents' responses about cultural intelligence, emotional intelligence on employee performance at the South Medan Upt Samsat Office using Organizational Citizenship Behavior (OCB) as an intervening variable. The R2 value is 0.72, which means that 72% of the OCB variables and employee performance can be explained by the cultural intelligence and emotional intelligence variables, while the remaining 28% can be explained by other factors outside this research. The z value for the cultural intelligence variable is 2.10 and because The z value obtained was 2.10 > 1.96 (5% level, namely 1.96), proving that cultural intelligence is able to mediate the relationship between the influence of work morale on employee performance. JEL Classification: M10, M14

Person Job Fit, Job Crafting, Dan Work Engagement Dan Pengaruhnya Terhadap Organizational Citizenship Behavior Pada Perusahaan Daerah Air Minum Surya Sembada Kota Surabaya

This research is intended to determine the influence of Person Job Fit, Job Crafting and Work Engagement on Organizational Citizenship Behavior in Employees of Regional Drinking Water Company (PDAM) Surya Sembada Surabaya City by involving 65 employees of PDAM Surya Sembada Surabaya City as respondents in this research. The research results prove that Person Job Fit has a positive and significant effect on Organizational Citizenship Behavior. This means that if the employees have the appropriate Person Job Fit, a sense of mutual help behavior will be created between employees. Job Crafting has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees apply Job Crafting, it will increase Organizational Citizenship Behavior. Work Engagement has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees feel work engagement, it will also increase Organizational Citizenship Behavior. Simultaneously Person Job Fit, Job Crafting and Work Engagement have a positive and significant effect on Organizational Citizenship Behavior with coefficient of determination of 0,96 or 96%, this indicates that the Organizational Citizenship Behavior variable can be explained by the Person Job Fit, Job Crafting and Work Engagement variables by 96%.

The Mediating Role of Intrinsic Motivation in the Relationship Between Paternalistic Leadership and Organizational Citizenship Behavior

This study aims to investigate the effect of paternalistic leadership on organizational citizenship behavior through intrinsic motivation. Hypotheses were developed within the scope of leader-member exchange theory to determine these relationships. The research was conducted with 292 people working in both public and private sectors in Erzincan province by using the survey method. The data obtained in the research were analyzed with SPSS 21 program. It was found that all hypotheses put forward in the research were supported. Paternalistic leadership has a significant and positive relationship with intrinsic motivation. Paternalistic leadership variable was found to have a positive relationship with intrinsic motivation variable. Paternalistic leadership variable was found to have a positive relationship with organizational citizenship variable. Organizational citizenship behavior and intrinsic motivation variables were also found to have a significant and positive relationship. In addition, the mediating effect of intrinsic motivation was determined as a result of the analyzes.

The Effect Analysis of Organizational Citizenship Behavior on Employee Performance

The behavior expected by companies today extends beyond in-role behavior (according to job descriptions) to include extra-role behavior. The behaviors described above, exceeding the prescribed role descriptions within a company, are referred to as Organizational Citizenship Behavior or OCB. This research aims to investigate the influence of OCB dimensions, consisting of altruism, conscientiousness, civic virtue, courtesy, and sportsmanship, on employee performance, so that we can make sure is it really important to be a super loyal employee who works extra miles to the company, or it actually has nothing to do with the performance and only burdens employees without adding self-value. This research employs a quantitative approach with the primary data collection method being a Likert scale questionnaire, with employee performance as the dependent variable and 5 dimensions of Organizational Citizenship Behavior (OCB) as independent variables. The results indicate that all independent variables of OCB have a significant positive impact on employee performance, except for Conscientiousness, which does not influence employee performance. The overall illustration of the research findings suggests that when employees exhibit OCB or behavior that is willing to exert extra effort beyond the job description, their performance will also improve. This indicates that the positive contributions made by employees beyond their direct responsibilities can contribute to an overall performance enhancement.

The Influence of Participative Leadership Style on Job Satisfaction with Organizational Citizenship Behavior as a Moderating Variable

Researchers believe that a leadership style that involves subordinates/employees in deciding things, is interactive with subordinates, has good closeness, and gives trust to employees can increase employee job satisfaction. Therefore, this research aims to analyze the influence of Participative Leadership Style on employee job satisfaction. Different from previous research, this research adds the Organizational Citizenship Behavior variable as a moderating variable which researchers believe can strengthen the influence of the Participative Leadership Style variable on Job Satisfaction. This research is quantitative research with an explanatory approach. The data used in this research is classified as primary data because the data collection method uses a questionnaire method which is distributed online to 300 Bank Permata employees spread throughout Indonesia. These data are used using the smart PLS 4.0 analysis tool. The result in this article show that Participative Leadership Style variable has a positive relationship and a significant influence on Job Satisfaction because the P-Values results are positive and are below the 0.05 significance level, namely 0.006. Apart from that, the Organizational Citizenship Behavior variable can moderate the influence of the Participative Leadership Style variable on job satisfaction because the positive p-values are below 0.05, namely 0.000. Even smaller than direct testing, 0.006. Thus, the first and second hypotheses in this research can be accepted and proven.

Examining the Role of Dimensions and Components of the Employee Compensation System in Explaining the Variance of Organizational Citizenship Behavior (Case Study: General Tax Office of Kerman Province)

Objective: The aim of this study was to examine the role of the dimensions and components of the employee compensation system in explaining the variance of organizational citizenship behavior (OCB) (Case Study: General Tax Office of Kerman Province). Methodology: This research was applied in purpose and descriptive-correlational in terms of method. Data were collected through standardized questionnaires. The compensation system questionnaire included four dimensions: managerial, organizational, psychological, and social. The OCB questionnaire included 15 dimensions, both using a 5-point Likert scale. The statistical population consisted of all employees of the General Tax Office of Kerman Province, and random sampling was used to select the participants. Findings: The results showed a significant and positive relationship between the dimensions of the compensation system (managerial, organizational, psychological, and social) and OCB. These dimensions simultaneously explained 39.5% of the variance in OCB. Moreover, psychological and managerial components had the greatest impact on OCB. Conclusion: This study demonstrated that the employee compensation system, particularly its psychological and managerial dimensions, has a direct influence on enhancing organizational citizenship behavior. Organizations that focus on improving their compensation systems can expect an increase in extra-role behaviors and greater employee participation. It is recommended that organizations pay special attention to designing and implementing fair and supportive compensation systems.

PENGARUH KEPUASAN KERJA DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN DIVISI KAPAL NIAGA PT X

Abstract. Companies need support of employees who are reliable and and demonstrate commitment to their work so that the company's vision and mission can be achieved. One way to achieve this is by willingly doing tasks beyond their responsibility for the progress of the company (extra role) or commonly known as organizational citizenship behavior. The purpose of this study was to determine the effect of job satisfaction and organizational culture on organizational citizenship behavior in employees of the Commercial Ship Division of PT PAL Indonesia (Persero). A total of 152 employees were selected as respondents using a non-probability sampling technique with accidental sampling method. The results showed that there was a simultaneous effect of job satisfaction and organizational culture variables on organizational citizenship behavior variables, with an effect size of 98.6%.

THE INFLUENCE OF WORK MOTIVATION, WORK ENVIRONMENT, AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE IN EMPLOYEES IN THE REPRESENTATIVE OFFICE OF BANK INDONESIA, RIAU ISLANDS PROVIN

The purpose of this study was to analyze the effect of work motivation, work environment and job satisfaction on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. The research respondents were employees at the Bank Indonesia Branch Office of Riau Island Province. Data collection is done by questionnaire. Data analysis using simultaneous multiple regression techniques with two regression equations with SPSS data processor version 20. The results of the analysis show that the variables of work motivation, work environment and job satisfaction have a positive and significant effect on organizational commitment and organizational commitment has a positive and significant effect on OCB. Work motivation, work environment and job satisfaction influence OCB through organizational commitment. The research results on the influence of work motivation on organizational commitment are significant. The influence of Organizational Commitment on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of the Work Environment on Organizational Commitment is significant. The influence of the Work Environment on Organizational Citizenship Behavior (OCB) is significant. The influence of Job Satisfaction on Organizational Commitment is significant.The influence of Job Satisfaction on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) is significant. Organizational Commitment can bridge the influence between Organizational Commitment and Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of the Work Environment on Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB).

Analisis Pengaruh Kepuasan Kerja dan Stres Kerja Terhadap Kinerja Dimediasi oleh Organizatonal Citizenship Behavior (OCB) pada Karyawan Bank Jatim Cabang Pacitan

The aim of study aimed to analyze the influence of job satisfaction and job stress on performance mediated by organizational citizenship behavior (OCB) on Bank Jatim Pacitan branch employees. The method used in this study is quantitative, emphasizing its analysis of numerical data (numbers) processed by statistical methods. Data in the form of numbers in this study were obtained from the results of filling out questionnaires, namely surveys conducted by collecting information using questionnaires by distributing questionnaires, tests, structured interviews, and so on. Based on the processing of the variable test shows that job satisfaction has a positive effect on OCB and employee performance. Job stress variable hurts OCB and employee performance. And the OCB variable can mediate this research so that it produces significant results. This shows that the employees of the Pacitan Branch of Bank Jatim have good employee performance and a supportive environment. Thus, forming OCB. The attitude of mutual help among employees is very strong so that the target of the Pacitan Branch of the Bank Jatim company is achieved. Following the conditions in the field, the target of the Bank Jatim Pacitan Branch was achieved by more than 100%. This research contributes to improving the performance of company employees and offers solutions that can be used to increase employee productivity.

Pengaruh Kecerdasan Emosional dan Organizational Citizhensip Behavior Terhadap Kinerja Tenaga Kesehatan pada Puskesmas Bola Kabupaten Sikka

The background of this research is health workers’ performance at Bola Health Center in Sikka Regency was not optimal. This study aimed to (1) describe health workers performance, emotional intelligence, and organizational citizenship behavior. (2) analyzing chiter partailly or simultaneously the influence of emotional intelligence and organizational citizenship behavior on the work performance of health workers at Bola Health Center Sikka Regency. The population in this study were health workers at Bola Health Center in Sikka Regency, totaling 64 people. This research was conducted through census or saturated sampling due limited population. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hy pothesis testing in done through the t test and and F test. The results of the descriptive analysis revealed that the performance variabels of health workers, emotionaal intelligence, and organizational citizenship behavior were categorized as good. The results of the t-test statistics showed that partially the variabels of emotional intelligence and organizational citizenship behavior had a positive and significant influence on health workers performance. The statisticial results of the F test showed that simultancously the variables of emotional intelligence and organizational citizenship behavior had a significant influence on health workers performance. The results of the determination analysis showed that the contribution of emotional intelligence and organizational citizenship behavior on health workers performance in Bola Health Center wa 21,3%.

The Effect Of Motivation And Compensation On Employee Performance Mediated By Organizational Citizenship Behavior (Study On Sinergia Group Indonesia)

This research was conducted aiming to determine the effect of motivation and compensation on employee performance mediated by organizational citizenship behavior at Sinergia Group Indonesia. This research was conducted because it saw the phenomenon of declining employee performance at Sinergia Group Indonesia. Employee performance can be influenced by factors such as personal factors, leadership factors, team factors, system factors, contextual/situational factors. The sampling method used is saturated sampling, because the entire population is used as a sample. This study used a sample of 40 people, using multiple linear regression techniques, path analysis and causal steps. The conclusions of this study are (1) the variable of motivation has a positive and significant effect on organizational citizenship behavior, (2) the variable of compensation has a positive and insignificant effect on organizational citizenship behavior, (3) motivation has a negative and insignificant effect on employee performance, (4) compensation variables have a positive and insignificant effect on employee performance, (5) organizational citizenship behavior variables have a positive and significant effect on employee performance, (6) organizational citizenship behavior variables are able to fully mediate the influence between motivational variables on employee performance, (7) organizational citizenship variables behavior is able to fully mediate the influence between compensation variables on employee performance.

Inventory System Analysis: A Case Study At Apotek Setia Farma, Bekasi

This research was conducted aiming to determine the effect of motivation and compensation on employee performance mediated by organizational citizenship behavior at Sinergia Group Indonesia. This research was conducted because it saw the phenomenon of declining employee performance at Sinergia Group Indonesia. Employee performance can be influenced by factors such as personal factors, leadership factors, team factors, system factors, contextual/situational factors. The sampling method used is saturated sampling, because the entire population is used as a sample. This study used a sample of 40 people, using multiple linear regression techniques, path analysis and causal steps. The conclusions of this study are (1) the variable of motivation has a positive and significant effect on organizational citizenship behavior, (2) the variable of compensation has a positive and insignificant effect on organizational citizenship behavior, (3) motivation has a negative and insignificant effect on employee performance, (4) compensation variables have a positive and insignificant effect on employee performance, (5) organizational citizenship behavior variables have a positive and significant effect on employee performance, (6) organizational citizenship behavior variables are able to fully mediate the influence between motivational variables on employee performance, (7) organizational citizenship variables behavior is able to fully mediate the influence between compensation variables on employee 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.

The Effect of Transformational Leadership on Job Satisfaction Mediated by Organizational Citizenship Behavior (OCB)

This study aims to determine how transformational leadership influences employee performance, and whether OCB variables can mediate the relationship between transformational leadership style and employee performance. This research was conducted on employees of the General Sector of the Probolinggo Regency Food Security and Agriculture Service with a total of 30 respondents. The sampling technique in this study used saturated sampling where all populations were sampled. Data collection in this study used a questionnaire which was analyzed with a scale range and Partial Least Square (PLS) 4.0. The results of calculating this scale range show that transformational leadership is at a high level, employee performance is in the high category, and Organizational Citizenship Behavior is in the strong category. The results of this study indicate that transformational leadership has a positive and significant effect on employee performance. Transformational leadership has a positive and significant effect OCB. Organizational citizenship behavior (OCB) has a positive and significant effect on employee performance and is able to mediate the effect of the relationship between transformational leadership on employee performance.

Pengaruh Disiplin Kerja Dan Organizational Citizenship Behavior (OCB) Terhadap Kinerja Karyawan PT PLN (Persero) ULP Rantepao

Research shows that Work Discipline and Organizational Citizenship Behavior (OCB) together have a positive and significant effect on employee performance. By testing the coefficient of determination, the R-Square value is 0.402 or 40.2%. Which means that the influence of the Work Discipline (X1) and Organizational Citizenship Behavior (OCB) (X2) variables on the dependent variable Employee Performance (Y) is 40.2% and the remaining 59.8% is influenced by other variables outside the regression or other factors not examined in this study. Partially, the work discipline variable has a significant influence on employee performance with a t-test value of 3.400 > 1.998 ttable. Partially the results of the Organizational Citizenship Behavior (OCB) variable have a significant influence on Employee Performance with a t-count of 3.008 > 1.998 t-table. Meanwhile, based on the results of the simultaneous test obtained from this study on the variables of Work Discipline and Organizational Citizenship Behavior (OCB) it has been obtained that the calculated F value is 20.850 > 3.15 F table and sig 0.000 <0.05.

Relationship between Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of Public Junior High School Teachers in North Banjarmasin District

The purpose of this study is to analyze the direct and indirect relationship between Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District. The research design used in this study is descriptive correlational using a path analysis model to analyze the pattern of relationships between variables. The study population was 273 teachers from 10 junior high schools in North Banjarmasin District, Banjarmasin City, and 163 respondents were taken as research samples using the Probability Simple Random Sampling technique. Data collection using questionnaire instruments and data analysis using descriptive analysis, classical assumption testing, hypothesis testing and path analysis. The results of the analysis of the regression coefficient of the variables Self Efficacy and Organizational Citizenship Behavior (OCB) amounted to 0.276, the variables of Organizational Climate and Organizational Citizenship Behavior (OCB) amounted to 0.332, the variables of work commitment and Organizational Citizenship Behavior (OCB) amounted to 0.311, the variables of Self Efficacy and Work Commitment amounted to 0.442, the variables of Organizational Climate and teacher work commitment amounted to 0.544, variables of Self Efficacy and Organizational Citizenship Behavior (OCB) through work commitment of 0.137 and variables of Organizational Climate and Organizational Citizenship Behavior (OCB) through a commitment of 0.169. The conclusion of this study is that the variables of Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District are all included in the high category. There is a partial direct relationship between Self Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District. There is an indirect relationship between Self Efficacy, Organizational Climate and Organizational Citizenship Behavior (OCB) through work commitment at SMPN North Banjarmasin District, Banajrmasin City. Suggestions for an increase in self-efficacy variables still need to be improved in organizational climate variables, work commitment and Organizational Citizenship Behavior (OCB).

Korelasi Kinerja Dosen Dengan Organizational Citizenship Behaviour (OCB) di IAIN Kediri

Organizational commitment is personal responsibility and involvement in the organization, which includes trust, support for organizational objectives and values, and sincerity for the organization's formed interests. Through emotional and ongoing commitment, OCB is a unique aspect of individual functioning at work, such as the desire to cooperate, assist each other, advise, actively participate, provide additional services for those who use services, and make efficient use of one's working time. This study examines the relationship between organizational commitment and organizational citizenship behavior (OCB) and the performance of lecturers at IAIN Kediri. The findings of this study revealed a number of conclusions. 1) There is a link between organizational commitment and lecturer performance at IAIN Kédiri; 2) there is a link between organizational citizenship behavior (OCB) and IAIN Kediri teacher performance; and 3) there is a link between organizational commitment, organizational citizenship behavior (OCB), and speaker performance. Therefore, empirical evidence suggests that lecturer performance will be influenced by organizational commitment and organizational citizenship behavior variables.