Journal articles on the topic 'Organizational behavior Indonesia'
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1
Syafaat Ariful Huda. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHERS IN INDONESIA." JISAE: Journal of Indonesian Student Assessment and Evaluation 5, no. 2 (October 2, 2019): 13–25. http://dx.doi.org/10.21009/jisae.v5i2.12461.
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Purpose: In this study, we investigated the effects of organizational justice and trust directed at the organization as a whole on OCB. Also investigated were the influence between organizational justice and OCB, and the influence between trust and OCB.
Design/Methodology/Approach: From a sample of 273 teachers from 305 Private Junior High Schools in Tangerang District, we tested the hypothesized model using structural equation models.
Findings: The main findings are as follows: Findings show that organizational justice and trust have a positive effect on teacher’s OCB and OCB is also positively related to trust.
Originality/value: The results of the study show that teachers could be engaged in organizational citizenship behavior when they perceive fairness of the equality, needs, rights of opinion, transparency, neutrality and acknowledging the same position of the organizational process.
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Syafaat Ariful Huda. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHERS IN INDONESIA." JISAE: JOURNAL OF INDONESIAN STUDENT ASSESMENT AND EVALUATION 5, no. 2 (October 2, 2019): 13–25. http://dx.doi.org/10.21009/jisae.052.02.
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Purpose: In this study, we investigated the effects of organizational justice and trust directed at the organization as a whole on OCB. Also investigated were the influence between organizational justice and OCB, and the influence between trust and OCB.
Design/Methodology/Approach: From a sample of 273 teachers from 305 Private Junior High Schools in Tangerang District, we tested the hypothesized model using structural equation models.
Findings: The main findings are as follows: Findings show that organizational justice and trust have a positive effect on teacher’s OCB and OCB is also positively related to trust.
Originality/value: The results of the study show that teachers could be engaged in organizational citizenship behavior when they perceive fairness of the equality, needs, rights of opinion, transparency, neutrality and acknowledging the same position of the organizational process.
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Suharnomo, Suharnomo, and Fathyah Hashim. "Differences in organization citizenship behavior between “serumpun” countries (Indonesia – Malaysia)." Journal of Asia Business Studies 13, no. 3 (July 8, 2019): 349–61. http://dx.doi.org/10.1108/jabs-12-2016-0178.
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Purpose This paper aims to examine the effect of job motivation and commitment on organizational citizenship behavior (OCB) of Indonesian and Malaysian employees. Organizational and national cultures are introduced as moderators and OCB as a mediator to investigate their relationships in the context of job performance. Design/methodology/approach The sample was drawn from employees using a purposive sampling method. A total of 264 valid questionnaires were obtained from employees. The data were analyzed using regression analysis. Findings The results show that job commitment and job motivation positively affect OCB in Indonesia but not Malaysia. The results also reveal that job motivation affects OCB in both countries. In Indonesia, organizational culture and national culture partially moderate the influence of job commitment and motivation on OCB, except the commitment to the organization's culture. However, roles of these moderators in job commitment and motivation are not evident in Malaysia. The result of this study also shows that OCB affects performance in Malaysia but not Indonesia. Practical implications The results of this study can be used to explore Indonesian and Malaysian employees. Although the culture of these two countries is originated from the same roots which cause many similarities among them, there are differences in terms of OCB and employee’s performance that can affect organizational performance and also ways in dealing business with Indonesian and Malaysian companies. Originality/value This study is one of the first studies to examine cross-cultural dimensions in two Southeast Asian countries. The findings contribute to the current OCB literature by confirming the roles of OCB and culture in the effects of job motivation and commitment on job performance.
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Chintya Pienata, Endo Wijaya Kartika,. "The Role of Organizational Commitment on Organizational Citizenship Behavior in Hotel Industry." Jurnal Manajemen 24, no. 3 (October 1, 2020): 373. http://dx.doi.org/10.24912/jm.v24i3.674.
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There are many studies that focused on the role of organizational commitment on Organizational Citizenship Behavior (OCB) specifically conducted in Indonesia. However, few of studies emphasize on the role of three conceptual constructs of organizational commitment namely affective, normative, and continuance on OCB in Indonesian context. Several empirical studies still remain inconclusive due to the inconsistency results. This research is intended as an empirical test to examine the role of three conceptual dimensions of commitment on OCB, and also tested to add body of knowledge about the results of this empirical study in Indonesia especially in hospitality industry. This is a quantitative causal research with 73 three-starred hotels’ employees as the respondents. The data is processed using SmartPLS 2.0 as the statistical tools, and as the result it is found that affective commitment affects positively and significantly toward OCB; normative commitment affects positively and significantly toward OCB; and lastly continuance commitment affects positively and significantly toward OCB.
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Mahmudah, Hadi, and Supeni A. Mapuasari. "KOMITMEN ORGANISASI, AKUNTABILITAS DAN ORGANIZATION CITIZENSHIP BEHAVIOR INSTITUSI MILITER, (Studi Empiris Di Angkatan Udara Republik Indonesia)." Jurnal Manajemen 19, no. 3 (February 28, 2017): 438. http://dx.doi.org/10.24912/jm.v19i3.34.
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Riset ini mengevaluasi efek dari komitmen organisasi dan akuntabilitas terhadap perilaku organisasi di organisasi militer di Indonesia. Survei disebarkan kepada Tentara Nasional Angkatan Udara Republik Indonesia yang berlokasi di Yogyakarta. Dari seratus kuesioner yang tersebar, tingkat pengembalian 100%. Hasil penelitian menunjukkan bahwa komitmen organisasi mempengaruhi perilaku kerja. Selain itu, akuntabilitas memediasi hubungan antara komitmen organisasi dan perilaku kerja. Riset ini terinspirasi oleh fenomena sedikitnya riset serupa di dunia kemiliteran yang terkait dengan akuntabilitas, baik di Indonesia maupun di dunia. Oleh sebab itu, riset ini diharapkan dapat memberikan kontribusi literatur yang signifikan, yaitu kontribusi yang berbasiskan bukti empiris yang terjadi di Tentara Nasional Republik Indonesia. This research evaluates the effect of organizational commitment and accountability towards organizational citizenship behavior in Military Institution in Indonesia. Data was collected by survey method in Indonesian Airforce located in Yogyakarta. One hundred questionaires gathered and analized with smart PLS. The result of this research shows that organizational commitment influences organization citizenship behaviour. In addition, accountability mediates the relationship of organizational commitment and organization citizenship behaviour. This research inspired by the phenomenon that there is little research on military area regarding accountability, either in Indonesia or in the world. Thus, this research will give a siginificant literature contribution based on the empirical data analyzes in Military Institution in Indonesia.
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Said, Mustopa, Ayus Ahmad Yusuf, and Robi Awaluddin. "Pengaruh Komitmen Organisasi dan Organizational Citizenship Behavior Terhadap Kinerja Karyawan KOPTI Kabupaten Kuningan." MASTER: Jurnal Manajemen Strategik Kewirausahaan 1, no. 2 (December 31, 2021): 185–92. http://dx.doi.org/10.37366/master.v1i2.229.
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Penelitian ini bertujuan untuk mengetahui: (1) Pengaruh komitmen organisasi terhadap kinerja karyawan koperasi produsen tempe tahu indonesia (KOPTI) Kabupaten Kuningan (2) Pengaruh organizational citizenship behavior terhadap kinerja karyawan koperasi produsen tempe tahu Indonesia (KOPTI) Kabupaten Kuningan (3) Pengaruh komitmen organisasi dan organizational citizenship behavior terhadap kinerja karyawan koperasi produsen tempe tahu indonesia (KOPTI) Kabupaten Kuningan. Jenis penelitian ini menggunakan metode deskriptif dan verifikatif dengan pendekatan kuantitatif. Populasi dalam penelitian ini adalah seluruh karyawan yang ada di Koperasi Produsen Tempe Tahu Indonesia (KOPTI) Kabupaten Kuningan sebanyak 37 orang, dengan Teknik pengambilan sampel menggunakan teknik sampling jenuh. Data yang digunakan adalah data primer dan sekunder. Hasil dari penelitian ini menunjukkan bahwa: (1) Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan. (2) organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja karyawan.
The purpose of this study was to determine the effect of organizational commitment and organizational citizenship behavior on employee performance. The method used is descriptive method with a quantitative approach. The population in this study were 37 employees of the Indonesian Kuningan Tofu and Tempe cooperative. The sampling technique was saturated sampling so that the samples obtained were all 37 employees of the Indonesian Tofu and Tempe Cooperative. The data processing technique used is multiple linear regression and hypothesis testing. The results of this study are organizational commitment and organizational citizenship behavior have a positive and significant effect on employee performance.
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Dinniaty, Nisa Mutia, and Dyah Fitriani. "PENGARUH KEPUASAN KERJA, KOMITMEN ORGANISASI DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Jurnal Fokus Manajemen Bisnis 9, no. 2 (January 15, 2020): 229. http://dx.doi.org/10.12928/fokus.v9i2.1561.
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This research aims to examine the effect of job satisfaction, commitment organization and organizational culture of organizational citizenship behavior partially at PT. Telkom Indonesia Yogyakarta, this research conducted in 2 places, namely PT. Telkom Indonesia Kota Baru and PT. Telkom Indonesia Pugeran. For the distribution of questionnaires as many as 98 respondents consisting from permanent employees through two stages, namely, the first to do the distribution of validity test questionnaires of 30 respondents, and the second did the distribution of analysis test questionnaires of 68 respondents. Sampling technique in this study using Multiple Linear Regression. Validity and realibility test of the questionnaire which was used as a tool showed that the questionnare is valid and reliable for use. Test result shows the variable Job Satisfaction has a significant effect on Organizational Citizenship Behavior for PT. Telkom Indonesia. Variable Organizational Commitment has a significant effect on Organizational Citizenship Behavior for PT. Telkom Indonesia. Organizational Culture Variable significant effect on Organizational Citizenship Behavior on employees PT. Telkom Indonesia.
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Edwar, Rizka Cintya, and Sulastri Sulastri. "Pengaruh leader member exchange terhadap organizational citizenship behavior dengan employee engagement sebagai pemediasi." Jurnal Kajian Manajemen dan Wirausaha 2, no. 3 (June 20, 2020): 117. http://dx.doi.org/10.24036/jkmw02100300.
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Purposed - This research analized: (1) the influence of leader member exchange on Organizational Citizenship Behavior at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur (2) the influence Leader member exchange on employee engagement at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur(3) the influence of employee engagement on Organizational Citizenship Behavior at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk (4) the influence of Leader Member Exchange on Organizational Citizenship Behavior through Employee Engagement at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur.Methodology - The study is causal research. The population were all non-managerial employees of PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, totaling 101 people. The number of samples determined using Slovin collected samples obtained by 78 people taken using proportional cluster random sampling. Collecting data using a questionnaire with Likert scale. The analysis technique used is SEM use SmartPLS analysis.Finding – This research found that: (1) Leader Member Exchange has positive and significant effect on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, (2) Leader Member Exchange has positive and significant effect on Employee Engagement in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, (3) Employee Engagement has positive and significant effect on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Branch Teluk Bayur, (4) Employee Engagement has significantly mediate the relationship between Leader Member Exchange on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur. Keywords: Leader member exchange, organizational citizenship behavior, and employee engagement.
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Grasiaswaty, Novika. "Reviu Sistematik Penelitian Organizational Citizenship Behavior (OCB) di Indonesia." Buletin Psikologi 29, no. 1 (June 28, 2021): 28. http://dx.doi.org/10.22146/buletinpsikologi.48004.
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Penelitian mengenai Organizational Citizenship Behavior (OCB) telah berkembang pesat di Barat dan merumuskan beberapa reviu literatur maupun meta-analisis yang pada akhirnya membentuk konstruk ini menjadi lebih ajek dan menentukan arah penelitian selanjutnya. Berbeda dengan penelitian OCB di Indonesia, meskipun juga populer, tetapi kajian literatur mengenainya masih belum ditemui. Kajian literatur kali ini dilakukan pada artikel yang meneliti OCB di Indonesia pada rentang sepuluh tahun terakhir (2009-2019). Didapatkan beberapa artikel dan hasil dari reviu yang menunjukkan jika penelitian OCB di Indonesia : (1) Konstruk yang digunakan terfokus pada beberapa konstruk arus utama dan pada responden kerah putih serta (2) metode penelitian sebagian besar masih menggunakan paper and pencil questionnaire dan (3) sumber data didapat dari satu sumber primer untuk dua atau lebih variabel sehingga rentan dengan common method variance. Reviu diakhiri dengan usulan untuk penelitian mengenai OCB di Indonesia ke depannya.
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Baety, Nur, and Rojuaniah Rojuaniah. "Servant Leadership, Organizational Culture and Organizational Citizenship Behavior on Innovative Work Behavior." Management Analysis Journal 11, no. 1 (March 29, 2022): 83–94. http://dx.doi.org/10.15294/maj.v11i1.54626.
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This study aims to identify the relationship between servant leadership and organizational culture with innovative work behavior through organizational citizenship behavior . This research was conducted through a survey of 179 employees at one of the consumer goods industrial companies in Bekasi, Indonesia in November 2021, who had worked for more than one year from staff to management positions, by distributing questions electronically. The Smart PLS structural equation model is used to analyze the data. The results of the analysis show that servant leadership and organizational culture had positive effect on organizational citizenship behavior, servant leadership has an indirect relationship in increasing innovative work behavior, organizational culture and organizational citizenship behavior had positive effect to increase innovative work behavior in consumer goods industry employees. It is hoped that this research can be used as a reference in developing further research on the influence of servant leadership and organizational culture to increase innovative work behavior through organizational citizenship behavior and can be used as a consideration in implementing effective human resources.
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Atikah, Atik. "FAKTOR-FAKTOR YANG MEMPENGARUHI ORGANIZATION CITIZENSHIP BEHAVIOUR (OCB) DI PT. CHING LUH INDONESIA." Value : Jurnal Manajemen dan Akuntansi 15, no. 2 (July 7, 2020): 281–94. http://dx.doi.org/10.32534/jv.v15i2.1531.
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The purpose of this study was to determine the effect of Organizational Commitment, Job Satisfaction, and Organizational Culture on Organization Citizenship Behavior (OCB) either partially or simultaneously at PT. Ching Luh Indonesia. This study uses an associative method with a quantitative approach. Sampling was 99 people. Data collection techniques and tools are literature study, observation and questionnaires or questionnaires. The data analysis technique used is descriptive analysis to determine the description of respondents' responses and data distribution, while inferential statistics are used for hypothesis testing. Data processing is assisted by Microsoft Excel and SPSS software version 23. If it is projected that the higher the value of Organizational Commitment (X1), Job Satisfaction (X2) and Organizational Culture (X3) at a certain value simultaneously, it will increase Organizational Citizenship Behavior (Y) at a certain value as well. Partially Job Satisfaction has a positive and significant effect on Organizational Citizenship Behavior (Y). While Organizational Commitment (X1) and Organizational Culture (X3) have no significant positive effect on Organizational Citizenship Behavior (Y).
Keywords: Organizational Commitment, Job Satisfaction, Organizational Culture, Organizational Citizenship Behavior
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Hatta, Priska C., and Paulina Paulina. "Pengaruh Perceive Organizational Support dan Core Self Evaluation terhadap Job Per-formance Melalui Job Engagement dan Organizational Citizenship Behavior (Studi pa-da: Karyawan Tetap PT. Anomali Coffee Indonesia)." Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) 5, no. 1 (March 3, 2020): 18. http://dx.doi.org/10.35384/jemp.v5i1.168.
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Indonesia as the largest coffee producer in the world, but Indonesia citizens prefer to consume coffee from other countries rather than Indonesia coffee. The purpose of this study is to know the influence of per-ceived organizational support and core self-evaluation on job performance through job engagement and organizational citizenship behaviour. This research is categorized as survey research with descriptive analysis method by taking a sample and using a questionnaire as the main data. The sample has been col-lect 142 employees from 250 employees of PT. Anomali Coffee Indonesia. The respondents are chosen by using non-probability sampling and convenience sampling techniques. The results of the analysis using Structural Equation Modeling (SEM) and its result would be summarized as below: 1). Perceive Organiza-tional has positive and significant Job Engagement 2). Core Self Evaluation has positive and significant to Job Engagement 3). Job Engagement has positive and significant to Organizational Citizenship Behavior 4). Organizational Citizenship Behavior has positive and significant to Job Performance.
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PUTRA, EKI DWI, and Harlina Nurtjahjanti. "HUBUNGAN ANTARA KECERDASAN SOSIAL DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT. TELKOM INDONESIA REGIONAL IV JAWA TENGAH DAN DI YOGYAKARTA." Jurnal EMPATI 6, no. 4 (March 26, 2018): 209–30. http://dx.doi.org/10.14710/empati.2017.20034.
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Keberhasilan suatu perusahaan memerlukan dukungan penuh sumber daya manusia yang ditandai dengan Organizational Citizenship Behavior (OCB). Karyawan perusahaan dapat menciptakan lingkungan pekerjaan yang kondusif dengan kecerdasan sosial sehingga dapat berperilaku OCB. Teknik pengambilan sampel yang digunakan dalam penelitian ini adalah teknik simple random sampling, dengan jumlah sampel 107 karyawan. Alat ukur yang digunakan pada penelitian ini adalah Skala Organizational Citizenship Behavior (30 aitem, α = 0,886) dan Skala Kecerdasan Sosial (35 aitem, α =0,928). Metode analisis data yang digunakan pada penelitian ini dengan analisis regresi linier sederhana. Hasil penelitian menunjukkan bahwa ada hubungan positif signifikan antara kecerdasan sosial dengan Organizational Citizenship Behavior pada karyawan PT. Telkom Indonesia Regional IV (r= 0,681; p< 0,00). Hal tersebut menunjukan bahwa hipotesis yang diajukan peneliti, yaitu hubungan antara Kecerdasan Sosial dengan Organizational Citizenship Behavior pada Karyawan PT. Telkom Indonesia Regional IV dapat diterima. Semakin tinggi kecerdasan sosial maka semakin tinggi Organizational Citizenship Behavior pada karyawan PT. Telkom Indonesia Regional IV, sebaliknya semakin rendah kecerdasan sosial maka semakin rendah Organizational Citizenship Behavior pada karyawan PT. Telkom Indonesia Regional IV. Variabel kecerdasan sosial memberikan sumbangan efektif sebesar 46,4% terhadap Organizational Citizenship Behavior, 53,6% sisanya ditentukan oleh faktor lain yangtidak diteliti dalam penelitian ini.
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Lestari, Ikawati. "The Effect of Organizational Culture, Transformational Leadership, and Job Satisfaction of the National Library Republic of Indonesia on Organizational Citizenship Behavior (OCB)." Archives of Business Research 9, no. 7 (July 30, 2021): 100–115. http://dx.doi.org/10.14738/abr.97.10559.
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ABSTRACT
The library is the builder of all libraries in Indonesia (Law No.43 of the Republic of Indonesia Year 2007). As a coach, the National Library of Indonesia faces challenges that must be met so that organizational performance needs to be improved. If every employee has organizational citizenship behavior (OCB), can achieve good government. The end of this study is to realize the effects of corporate culture, transformational leadership, and job satisfaction on organizational citizenship behavior (OCB) of the National Library of Indonesia. The resource persons in this study involved 280 ASN informants who had served at the National Library for at least three years—used linear regression method to analyze the data and SPSS version 17.0 for data analysis. The results of the analysis of this study instruct organizational culture, transformational leadership, and organizational citizenship behavior (OCB).
Keywords: Organizational Culture, Transformational Leadership, Job Satisfaction, Organizational Citizenship Behavior (OCB)
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Mawardi, Mawardi, and Ropikoh Sri Windari. "Pengaruh Big Five Personality Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Karyawan Pada Pt. Indonesia Pratama Di Kecamatan Tabang." Jurnal Ekonomi & Manajemen Indonesia 21, no. 1 (June 12, 2021): 129–47. http://dx.doi.org/10.53640/jemi.v21i1.884.
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The purpose of this study was to determine whether the big five variables personality and organizational commitment significantly influence organizational citizenship behavior of employees at PT. Indonesia Pratama in Tabang District and to find out, which of these variables has the most dominant influence on organizational citizenship behavior of employees at PT. Indonesia Pratama in Tabang District. The total population in this study amounted to 53 employees in the production section and the number of samples used was 53 employees. The analytical tool in this research is multiple regression. The research results show that the Big Five Personality (X1) and Organizational Commitment (X2) variables simultaneously or collectively have a significant effect on the Employee Organizational Citizenship Behavior variable at PT.Indonesia Pratama in Tabang District. The Big Five Personality (X1) variable has a partial effect on the Organizational Citizenship Behavior of Employees at PT. Indonesia Pratama In Tabang District. Variable Organizational Commitment (X2) partially affects the Organizational Citizenship Behavior of Employees at PT. Indonesi Pratama in Tabang District. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the most dominant variable influencing the Organizational Citizenship Behavior of Employees at PT. Indonesia. Primary In Tabang District.
Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior
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Moningka, Clara, and Samantha June. "PRO-ENVIRONMENTAL BEHAVIOR AMONG BODY SHOP EMPLOYEES IN INDONESIA." Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta 6, no. 2 (October 30, 2022): 673. http://dx.doi.org/10.22441/biopsikososial.v6i2.17120.
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Body Shop Indonesia is a company that upholds environmental values. These pro-environmental values are also applied in their organizational culture, including in existing regulations or policies. In this study, researchers are interested in describing the employee’s pro-environmental behavior who have instilled pro-environmental values. This research was conducted in industries that promote pro-environmental behavior. With a culture that focuses on environmental sustainability, the pro-environmental behavior of its employees will be more visible.Previous research was conducted in a particular area or organization in general. Measurement of pro-environmental behavior uses the Pro-Environmental Behavior (PEB) scale constructed by Blok, et al and adopted in the organizational context by Sanyal and Pal. The reliability of this scale is 0.810. Research on 150 employee respondents shows that they have a pro-environment that tends to be high. The results of this research can be used as a reference or basis for implementing a pro-environmental organizational culture
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Lay, Yohanes, Sautma Ronni Basana, and Togar Wiliater Soaloon Panjaitan. "The Effect of Organizational Trust and Organizational Citizenship Behavior on Employee Performance." SHS Web of Conferences 76 (2020): 01058. http://dx.doi.org/10.1051/shsconf/20207601058.
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Trust given by the company to each of the employees can motivate them to contribute to the company development. Employees got to motivate themselves internally to improve their role in the organization for winning the competition. The purpose of this research is to investigate the effect of organizational trust and organizational citizenship behavior towards employee performance in Fave Hotel Rungkut Surabaya, Indonesia. Fave Hotel needs to empower the employee to improve their competitiveness. The surveys were distributed to permanent employees who have been working for at least one year. There were 52 persons who filled the surveys. The surveys used a Likert scale. The data was processed using Partial Least Square software. First, the results indicated that organizational trust affects organizational citizenship behaviors. Second, organizational trust affects company performance. Third, organizational citizenship behavior affects employee performance. Fourth, organizational citizenship as an intervening variable can improve organizational trust for employee performance. Fave Hotel commits to empower their employee through organizational trust and improves employee’s role with organizational citizenship behavior.
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Sutarjo, Puteri Sari Dewi Anjani, Cahyono Cahyono, and Haeruddin Saleh. "PENGARUH STRES KERJA, ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN PT JAPFA COMFEED INDONESIA Tbk. UNIT CORN DRYER SIDRAP." Indonesian Journal of Business and Management 2, no. 2 (January 7, 2021): 63–70. http://dx.doi.org/10.35965/jbm.v2i2.331.
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Penelitian ini bertujuan untuk menganalisis pengaruh stress kerja terhadap kinerja karyawan, pengaruh organizational citizenship behavior, terhadap kinerja karyawan, pengaruh komitmen organisasi terhadap kinerja karyawan dan pengaruh stress kerja, organizational citizenship behavior, dan komitmen organisasi terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. Desain penelitian ini menggunakan metode penelitian kuantitatif dengan menggunakan metode survey. Jumlah sampel dalam penelitian ini 83 orang. Penelitian ini menggunakan teknik analisis kuantitatif yang dianalisis dengan bantuan software SPSS 25. Hasil penelitian menunjukkan bahwa stress kerja berpengaruh negatif dan tidak signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. Hal ini dapat dilihat nilai koefeisien stres kerja sebesar -0,022 dengan tingkat signifikan 0,330. Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. Hal ini dapat dilihat nilai koefeisien Organizational Citizenship Behavior sebesar 0,186 dengan tingkat signifikan 0,000. Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. Hal ini dapat dilihat nilai koefeisien komitmen organisasi sebesar 0,801 dengan tingkat signifikan 0,000. Stres Kerja, Organizational Citizenship Behavior dan komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia. Hal ini dapat dilihat dari hasil perhitungan secara simultan nilai F hitung sebesar 297,112 dengan tingkat signifikan 0,000. This study aims to examine and analyze 1. The effect of work stress on employee performance; 2. The effect of organizational citizenship behavior on employee performance; 3. The influence of organizational commitment to employee performance; 4. The influence of work stress, organizational citizenship behavior, and organizational commitment on the employee performance in PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. The research design used is a quantitative research approach using survey method. The number of samples in this study was 83 people. This research uses quantitative analysis techniques that are analyzed with the help of SPSS 25 software. The conclusions from the results of this study are 1. Work Stress has a negative and not significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. It can be seen that the coefficient of work stress is -0.022 with a significant level of 0.330; 2. Organizational Citizenship Behavior has a positive and significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. This can be seen from the Organizational Citizenship Behavior coefficient value of 0.186 with a significant level of 0,000; 3. Organizational commitment has a positive and significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. It can be seen that the coefficient value of organizational commitment is 0.801 with a significant level of 0.000; 4. Job Structure, Organizational Citizenship Behavior and Organizational Commitment have a positive and significant effect on the Employee Performance of PT JapfaComfeed Indonesia. This can be seen from the results of the simultaneous calculation of the calculated F value of 297,112 with a significant level of 0,000.
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Gunarto, Muji, Dedy Ansari Harahap, Purwanto Purwanto, Dita Amanah, and Khoirul Umam. "Membangun Organizational Citizenship Behavior pada Karyawan Perbankan Syariah di Indonesia." Jurnal Manajemen 11, no. 2 (December 1, 2020): 179. http://dx.doi.org/10.32832/jm-uika.v11i2.3484.
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<p><span>The development of Islamic Commercial Banks (ICB) in Indonesia is quite rapid, but the performance of Islamic banks is not optimal when compared to conventional banks. One of the advantages of Islamic banks is that employees have the same faith, so that Islamic values play an important role in organizational life. The purpose of this study was to determine whether the Organizational Citizenship Behavior (OCB) can be implemented and how to build OCB in Islamic banking so as to improve organizational performance. The survey was conducted on 300 employees of Islamic banking in Indonesia (Medan, Palembang, Jakarta, Bandung and Surabaya). The sampling technique was carried out by proportional random sampling. The data analysis technique was carried out by using the structural equation modeling (SEM) approach with the LISREL program application. The results of the analysis show that Islamic work ethic, Islamic personality and competence are the determining factors for building OCB for employees in Islamic banking. Employees who show work enthusiasm, hard work, sincere work, gratefulness, commitment and professionalism will produce quality, participatory performance, desire and have the ability to help, respect and maintain the organization. Employees with Islamic personalities, having a strong and humble belief will be better at work and care for their colleagues, leaders and also the organization. The willingness and willingness of employees in conveying ideas, sharing knowledge, giving mutual advice and tausyiah can increase employee gratitude, cooperation, sincerity and trust so that the OCB of employees at Islamic banks is increasing.</span></p>
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Siregar, Edison, Muchlis R. Luddin, and Thomas Suyatno. "The Effect of Organizational Commitment and Organizational Citizenship Behavior Toward Service Quality at Universitas Kristen Indonesia." IJHCM (International Journal of Human Capital Management) 3, no. 1 (July 22, 2019): 58–73. http://dx.doi.org/10.21009/ijhcm.03.01.06.
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The objective of this research is to find out the effect organizational commitment and organizational citizenship behavior towards service quality at Universitas Kristen Indonesia. The research method used was a quantitative method wiht using path analysed design. In collecting the data, 71 employees were chosen from 243 employees randomly to be the sample of this research. The data of the this research were obtained by distrubuting questiinnaires and analyzed them using path analysis. The result shows that there exists a positive direct effect of (1) organizational commitment towards service quality, (2) organizational citizenship behavior towards service quality, and (3) organizational commitment towards organizational citizenship behavior. Therefore, as the conclussion to this research, to improve the service quality of the employee at Universitas Kristen Indonesia, the organizational commitment, and organizational citizenship behavior should be improved.
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Borsalino, Melky Victor, Surati Surati, and Sri Wahyulina. "PENGARUH PERILAKU KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DI PT. INDONESIA POWER - PLTU JERANJANG LOMBOK." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 10, no. 1A (January 14, 2021): 13. http://dx.doi.org/10.29303/jmm.v10i1a.591.
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This study aims to determine the effect of leadership behavior and organizational culture on the performance of employees of PT Indonesia Power-PLTU Jeranjang OMU. The population in this study were all organic employees from the executive level to the executive who worked at PT Indonesia Power - PLTU Jeranjang OMU. The findings of this study are that leadership behavior has a positive and significant effect on performance, and organizational culture also has a positive and significant effect on the performance of employees of PT Indonesia Power - PLTU Jeranjang OMU.Keyword : Leadership Behavior, Organizational Culture, Employee Performance
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Musriha, Musriha, and Siti Rosyafah. "The influence of Leadership Competencies, Organizational Commitment and Job Climate on Organizational citizenship behavior (OCB) and impact Employee Performance at PT Japfa Comfeed Indonesia Tbk." Ekonika : Jurnal Ekonomi Universitas Kadiri 7, no. 1 (April 20, 2022): 1. http://dx.doi.org/10.30737/ekonika.v7i1.2738.
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This research discusses, the influence of leadership competensies, organizational commitment and job climate on Organizational citizenship behavior and impact employee performance at PT. Japfa Comfeed Indonesia Tbk. The respondent being analyzed are 116 employee at PT. Japfa Comfeed Indonesia Tbk. The tool used for analyzing is the path analysis obtained through the software PPS. To Sum up, the result show that: (1) Leadership competencies no significant effect on Organizational citizenship behavior (OCB); (2) Significantly influence the organizational commitment Organizational citizenship behavior (OCB); (3) Significantly influence the working climate of Organizational citizenship behavior (OCB); (4) Leadership competencies no significant effect on employee performance; (5) Organizational commitment has no significant effect on employee performance; (6) Climate significant effect on employee performance; (7) Organizational citizenship behavior (OCB) significantly affects the performance of employees; (8) The results showed a variable working climate is the dominant influence on Organizational citizenship behavior (OCB) and the performance of employees
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Kamil, Insan, and Harif Amali Rivai. "Pengaruh Budaya Organisasi dan Keadilan organisasi terhadap Organizational Citizenship Behavior (OCB) dengan Komitmen Organisasi sebagai Variabel Mediasi." JMK (Jurnal Manajemen dan Kewirausahaan) 6, no. 3 (September 19, 2021): 49. http://dx.doi.org/10.32503/jmk.v6i3.1924.
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Abstrak
This study aims to conduct a test where organizational commitment mediates the influence of organizational culture and organizational justice on organizational citizenship behavior (OCB) studies on employees of PT. Telekomunikasi Indonesia (TELKOM) in the city of Padang, so that it can help PT. Telekomunikasi Indonesia (TELKOM) in Padang City to address OCB issues and organizational commitment. The sampling technique was carried out by saturated sampling which made the entire population as a sample obtained as many as 70 employees. The data analysis used in this study is Smart PLS 3.3 which is useful for finding the influence between variables with mediation. The results of this study are organizational culture, organizational justice and organizational commitment have a positive and significant effect on organizational citizenship behavior (OCB).
Keywords : organizational culture, organizational justice, organizational commitment, organizational citizenship behavior (OCB).
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Ardana, Alin, and Dian Ekowati. "Organizational Citizenship Behavior Ditinjau dari Organizational Justice dan Job Satisfaction." PERWIRA - Jurnal Pendidikan Kewirausahaan Indonesia 5, no. 2 (November 21, 2022): 89–107. http://dx.doi.org/10.21632/perwira.5.2.89-107.
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Anteraja is one of the express logistics companies, which already has of ± 400,000 branches throughout Indonesia. And has more than 500,000 packages in a day. The phenomenon raised in this study is about organizational citizenship behavior in Anteraja can be perceived by the level of organizational justice received by individual. This study aims to analyze the effect of organizational justice (distributive, procedural, and interactional) on organizational citizenship behavior by looking at the mediating role of job satisfaction. This study used a sample of 232 Anteraja employees in Jakarta Head Office. Statistical testing in this study using the help of software SmartPLS 3 version 3.2.9. The results in this study are quite interesting that one form of organizational justice, specifically distributive justice, has no significant effect on job satisfaction. In addition, it was also found that job satisfaction did not mediate the effect of distributive justice on organizational citizenship behavior.
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Wahda, Mursalim, Fauziah, and Asty. "Extra-role behavior improvement model: Organizational learning culture, organizational trust, and organizational justice approach." International Journal of Engineering Business Management 12 (January 1, 2020): 184797902096377. http://dx.doi.org/10.1177/1847979020963774.
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One form of employee integrity can be seen from his desire to perform extra-role behavior. The purpose of this study is to analyze the influence of Organizational Trust to Organizational Learning Culture directly or indirectly through Organizational Justice, the influence of Organizational Trust and Organizational Justice to Extra-Role Behavior directly or indirectly through Organizational Learning Culture, and the influence of Organizational Learning Culture on Extra-Role Behavior for employees of government hospitals in Makassar. This research was conducted at 7 Government Hospitals in Makassar City, South Sulawesi, Indonesia with Proportional random sampling. The analysis method that is used to test the research hypothesis is Partial Least Square (PLS) by using SmartPLS. The results showed that Organizational Trust directly and indirectly through Organizational Justice had a positive and significant influence on the Organizational Learning Culture for employees of government hospitals in Makassar. The direct relationship of Organizational Justice, Organizational Trust, and Organizational Learning Culture toward Extra-Role Behavior is positive but specifically Organizational Trust is not significant. Organizational Trust and Organizational Justice indirectly through Organizational Learning Culture had a positive and significant influence on Extra-Role Behavior for employees of government hospitals in Makassar.
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Ramadhan, Nabilah, Ismail Solihin, and Vina Silviani Marinda. "The Influence of Organizational Citizenship Behavior on the Kindergarten Teacher’s Performance in Cimahi, West Java, Indonesia." International Journal of Psychosocial Rehabilitation 24, no. 02 (February 13, 2020): 3514–20. http://dx.doi.org/10.37200/ijpr/v24i2/pr200671.
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Setyawasih, Rianti, Hamidah ., and Agung Dharmawan Buchdadi. "Organizational Culture and Innovative Work Behavior in Manufacturing Company: The Role of Employee Engagement as a Mediator." International Journal of Research and Review 9, no. 1 (January 21, 2022): 360–71. http://dx.doi.org/10.52403/ijrr.20220143.
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This study aims to examine and analyze the innovative work behavior shaped by organizational culture and employee engagement in Manufacturing Company on Indonesia. The study also aimed to examine the mediating effect of employee engagement. The research design uses primary data collected from 254 respondents who work in Manufacturing Company on Indonesia. The data were analyzed using a structural equation model using AMOS software. The results show that organizational culture and employee engagement have a direct positive effect on innovative work behavior and organizational culture has a direct positive effect on employee engagement. Furthermore, employee engagement partially mediates the relationship between organizational culture and innovative work behavior. Keywords: Organizational Culture, Innovative Work Behavior, Employee Engagement.
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Ponumbol, Mega Wati Indah, Victor P. K. Lengkong, and Mac D. B. Walangitan. "PENGARUH KOMITMEN ORGANISASI TERHADAP JOB SATISFACTION DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) SEBAGAI VARIABEL INTERVENING PADA PT. SHIELD ON SERVICE INDONESIA CABANG MANADO." Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi 10, no. 3 (September 26, 2022): 1037. http://dx.doi.org/10.35794/emba.v10i3.43703.
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Pada dasarnya setiap perusahaan atau organisasi pasti menuntut karyawannya untuk bekerja efektif dan efisien dalam menjalankan tugas dan tanggung jawabnya. Maka dari itu setiap organisasi membutuhkan organizational citizenship behavior yang tertanam pada diri karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh komitmen orgnisasi terhadap job satisfaction dengan OCB sebagai variabel intervening pada PT. Shield On Service Indonesia Cabang Manado. Metode penelitian yang digunakan yaitu asosiatif dengan teknik analisis data menggunakan PLS. Teknik pengumpulan data yang digunakan didalam penelitian ini adalah kusioner dengan 54 responden. Hasil penelitian menunjukkan bahwa (1) Komitmen organisasi tidak berpengaruh signifikan terhadap job satisfaction pada PT. Shield On Service Indonesia Cabang Manado, (2) Komitmen organisasi berpengaruh signifikan terhadap organizational citizenship behavior pada PT. Shield On Service Indonesia Cabang Manado, (3) organizational citizenship behavior berpengaruh signifikan terhadap job satisfaction pada PT. Shield On Service Indonesia Cabang Manado. Perusahaan sebaiknya lebih memperhatikan karyawan agar memiliki komitmen yang tinggi sehingga akan ada rasa kepuasan dalam bekerja. Kata kunci: komitmen organisasi, job satisfaction, organizational citizenship behavior
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Priskila, Ellen, Melitina Tecoalu, Saparso, and Hery Winoto Tj. "The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior." Journal of Sosial Science 2, no. 3 (May 27, 2021): 258–65. http://dx.doi.org/10.46799/jsss.v2i3.129.
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The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering the era of demographic bonuses, the condition makes this research interesting to do in millennials. The purpose of this study is to test the influence of employee engagement in mediating perceived organizational support to the organizational citizenship behavior of 83 millennial employees of PT Tatalogam Lestari. Structural Equation Modelling (SEM) analysis techniques using SmartPLS were used in this study. The results of the analysis stated that there is an influence perceived organizational support, employee engagement and organizational citizenship behavior. Employee engagement is also proven to mediate the influence of perceived organizational support on organizational citizenship behavior. This study found that the higher the perception of organizational support in employees, the higher the sense of attachment of employees with the organization, so as to encourage the occurrence of organizational citizenship behavior in employees.
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Ariani, Dorothea Wahyu. "Relationship Personality, Job Satisfaction, Organizational Commitment and Organizational Citizenship Behavior of Service Industries in Indonesia." Research Journal of Business Management 8, no. 3 (June 15, 2014): 262–83. http://dx.doi.org/10.3923/rjbm.2014.262.283.
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Sudarti, Ken, Olivia Fachrunnisa, and Alifah Ratnawati. "Can the sense of ta’awun behavior reduce voluntarily job turnover in Indonesia?" Journal of Islamic Accounting and Business Research 12, no. 6 (August 3, 2021): 831–48. http://dx.doi.org/10.1108/jiabr-07-2019-0130.
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Purpose This study aims to examine the role of ta’awun in reducing voluntary turnover intention. The authors defined ta’awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta’awun. Design/methodology/approach This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings Job embeddedness and organizational identification can improve ta’awun behavior. Ta’awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications Ta’awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta’awun behavior. Originality/value The Ta’awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta’awun behavior is more effective in reducing the intention of voluntary displacement.
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Mardiyanti, Ira, and Suharnomo Suharnomo. "The moderating role of organizational culture on the effect of organizational justice on organizational citizenship behavior." Diponegoro International Journal of Business 1, no. 1 (April 23, 2018): 49. http://dx.doi.org/10.14710/dijb.1.1.2018.49-54.
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The main objective of this study is to examine the effect of distributive justice and procedural justice on organizational citizenship behavior (OCB) with organizational culture as a moderating variable. The data in this study were collected from questionnaires distributed to 94 permanent employees of PT Telekomunikasi Indonesia (Telkom) Tbk. Regional Division IV. Hypotheses testing shows that distributive and procedural justice positively affects OCB. Organizational culture is also found to be the moderator on the effect of procedural justice on OCB. However, our prediction that organizational culture could be the moderator on the effect of distributive justice on OCB is not supported. Further results and discussion are explained.
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Hasyim, Aditya Fuad, and Palupiningdyah Palupiningdyah. "Organizational Justice and Organizational Citizenship Behavior: The Mediating Roles of Organizational Commitment and Leader Member Exchange." Management Analysis Journal 10, no. 1 (April 15, 2021): 1–10. http://dx.doi.org/10.15294/maj.v10i1.43916.
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This study aims to examine the effect of organizational justice on organizational citizenship behavior with organizational commitment and leader-member exchange as mediating variables for sewing employees of PT. Apparel One Indonesia 1. The sample used is 92 respondents with the sampling technique using purposive sampling. The data collection method used a questionnaire. Methods of data analysis using descriptive statistical tests with analysis tools, namely SmartPLS 3.0. The conclusion of this study is that organizational justice cannot improve organizational citizenship behavior either directly or through organizational commitment. However, organizational justice can increase organizational citizenship behavior only when through mediation of leader-member exchange. Recommendations for companies are that during the recruitment process, it is better to choose employees who are truly competent so that tasks can be distributed according to the employees' abilities. In addition, employees must be involved in every decision making so that employees will feel needed and recognized which in turn will bring out commitment to employees.
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Pratiwi, Lintang Arum, and Lenny Christina Nawangsari. "Organizational Citizenship Behavior while mediating Self-Efficacy, Servant Leadership and Organization Culture on Employee Performance." European Journal of Business and Management Research 6, no. 1 (February 25, 2021): 225–31. http://dx.doi.org/10.24018/ejbmr.2021.6.1.713.
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This study aims to examine and analyze the effect of Self-efficacy, Servant Leadership, Organization Culture on Employee Performance with Organizational Citizenship Behavior as mediation variables in a more in-depth and comprehensive at Kharisma Potensia Indonesia. This study uses the Partial Least Square (PLS) analysis method with SmartPLS system assistance. And based on the results of studies with through a questionnaire to 52 employees then found the result that Servant Leadership has a positive effect and not significant to the Employee Performance. Organizational Citizenship Behavior has not been proven to mediate Self-Efficacy, Servant Leadership, Organizational Culture on Employee Performance. Self-efficacy has a positive and significant effect on Organizational Citizenship Behavior. Servant Leadership has a negative influence and not significant to Organizational Citizenship Behavior. Organization Culture has a positive and significant effect on Organizational Citizenship Behavior. Self-Efficacy has a positive and significant effect on Employee Performance. Organization Culture has a significant influence on Employee Performance. Organizational Citizenship Behavior has a negative influence and not significant to the Employee Performance in Kharisma Potensia Indonesia.
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Aprila, Nila, and Eka Sepriani. "GAYA KEPEMIMPINAN, KOMITMEN ORGANISASI DAN AKUNTABILITAS TERHADAP ORGANIZATION CITIZENSHIP BEHAVIOR DI INSTITUSI MILITER (TNI-AD) KOTA BENGKULU." Jurnal Akuntansi 7, no. 1 (June 16, 2019): 13–34. http://dx.doi.org/10.33369/j.akuntansi.7.1.13-34.
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This research evaluates the effect of leadership style, organizational commitment and accountability towards organizational behavior in Military Institution in Indonesia. Data was collected by survey method in TNI-AD located in Kota Bengkulu. One hundred seventy questionaires gathered and analized with smartPLS. The result of this research shows that leadership style, organizational commitment and accountability influences organization citizeship behavior. This research inspired by the phenomenon that there is little research on military area regarding accountability, either in Indonesia or in the world. Thus, this research will give a siginificant literature contribution based on the empirical data analyzes in Military Institution in Indonesia.Keywords: leadership style, organizational commitment, accountability and organization citizenship behavior.
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Perdhana, Mirwan Surya, and Rizka Melinda Dewi. "Demographic Factors and Organizational Citizenship Behavior in Indonesia: Are They Related?" Advanced Science Letters 23, no. 8 (August 1, 2017): 7292–94. http://dx.doi.org/10.1166/asl.2017.9354.
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Sekolah Tinggi Ilmu Ekonomi Y.A.I, Lies Kantinia Rohma, and Alex Zami Sekolah Tinggi Ilmu Ekonomi Y.A.I. "JUMPA Vol. 4 No. 1, Feb 2017 PENGARUH KEPRIBADIAN DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KARYAWAN PT. POS INDONESIA (PERSERO) WILAYAH BEKASI." Jurnal Manajemen dan Perbankan (JUMPA) 4, no. 1 (February 28, 2017): 72–91. http://dx.doi.org/10.55963/jumpa.v4i1.207.
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In this research is studied the influence of organizational culture on personality and Organizational Citizenship Behavior(OCB) to theemployees of PT. POS INDONESIA (Persero) BEKASI AREA. The independent variablesin this studyis the personality and culture of the organization, while the dependent variable Organizational Citizenship Behavior (OCB). This study aimsto determine the effectof personality and organizational culture both partial and together the Organizational Citizenship Behavior (OCB) to theemployees of PT. POS INDONESIA(Persero) BEKASI AREA.
The method usedin this research isdescriptive and verification methods. Givena population of 60 people, the method use disproportional random sampling. Methods of data analysis using SPSS software Ver. 21:00.
The results of this study proveeitherpartially or jointlypersonality and organizational culturepositive and significant impacton Organizatinal Citizenship Behavior, where Fhitung9.295>Ftabel3.16 and a significance levelof 0.000<0.05 so the research hypothesis H1, H2 and H3 accepted,it is also supported by theRsquare valueof 24.6%. It shows the contribution of personality and influence of organizational culture on Organization Citizenship Behaviorat 24.6%.
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Dwiyanti, Retno, Pambudi Rahardjo, Imam Faisal Hamzah, and Siti Aisyah Binti Panatik. "The Effect of Psychological Contracts: Transactional, Relational, Balance on Organizational Citizenship Behaviors University Staff in Indonesia and Malaysia." International Journal of Scientific Research and Management 9, no. 02 (February 23, 2021): 550–54. http://dx.doi.org/10.18535/ijsrm/v9i2.sh01.
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Organization Citizenship Behavior is an extra-role individual behavior that is discretionary which is not directly recognized by the formal reward system and will jointly encourage organizational functions. Psychological contracts and their fulfillment are linked to employee responses consisting of intra-role and extra-role performance. The purpose of this study was to determine the effect of the transactional contract, relational contract, and balance contract on organizational citizenship behavior. The sample in this study was 313 university staff in Indonesia and universities in Malaysia. Data collection used a psychological contract scale and a scale of organizational citizenship behavior. The result of this study is that there is a significant influence between the relational contract and balance contract on organizational citizenship behavior. Meanwhile, there is no effect of the transactional contract on organizational citizenship behavior.
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Kartika Dewi, Sintya, Kusuma Chandra Kirana, and Didik Subiyanto. "Pengaruh Kepemimpinan Demokratis, Budaya Organisasi Dan Motivasi Kerja Terhadap Organization Citizenship Behavior Pada Pt Diamondfit Garment Indonesia." Reslaj : Religion Education Social Laa Roiba Journal 5, no. 2 (August 16, 2022): 444–55. http://dx.doi.org/10.47467/reslaj.v5i2.1535.
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This study aims to examine the effect of democratic leadership, organizational culture and work motivation on organizational citizenship behavior. The study took samples at a garment company located in Boyolali Regency, Central Java. This type of research is quantitative research with non-probability sampling method and sampling technique using saturated sample. Data was collected through interviews using a questionnaire. The number of questionnaires that were processed were 62 questionnaires. Data were analyzed using SPSS 23 software. Based on the results of this study, it shows that democratic leadership has an effect on OCB, organizational culture has an effect on OCB, work motivation has an effect on OCB, simultaneously democratic leadership, organizational culture and work motivation have an effect on organizational citizenship behavior.
Keywords: Democratic leadership, Organizational culture, Work motivation, Organizational citizenship behavior, OCB
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Sahrah, Alimatus. "PERCEIVED ORGANIZATIONAL SUPPORT DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PERAWAT RUMAH SAKIT." Insight: Jurnal Ilmiah Psikologi 19, no. 1 (October 23, 2018): 40. http://dx.doi.org/10.26486/psikologi.v19i1.598.
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Upaya terhadap menciptakan kepuasan terhadap pasien merupakan hal utama untuk diwujudkan di setiap Rumah Sakit. Penelitian ini ingin melihat adanya hubungan antara Perceived Organizational Support (POS) dengan Organizational Citizenship Behavior (OCB) pada para perawat di ruang inap Rumah Sakit DK di Yogyakarta, Indonesia. Subjek penelitian ini berjumlah 72 orang perawat. Karakteristik dari subjek penelitian adalah berumur 20 tahun sampai dengan 50 tahun, dan memiliki tingkat pendidikan minimal Diploma 3. Metode untuk pengumpulan data penelitian adalah menggunakan metode skala, yaitu menggunakan Skala POS dan skala OCB, dengan reliabilitas 0,950 dan 0,905 dan daya beda item total berkisar antara 0,31 s/d 0,80 dan 0,292 s/d 0,806. Analisis data penelitian menggunakan analisis korelasi product moment dan analisis regresi ganda. Dari penelitian ini dapat disimpulkan bahwa ada hubungan antara POS dengan OCB pada para perawat rawat inap RS. Aspek POS yang menyatakan bahwa perawat merasakan adanya dukungan organisasi terhadap ide-ide karyawannya dan adanya dukungan organisasi terhadap kesejahteraan karyawannya, adalah aspek POS yang signifikan berpengaruh terhadap timbulnya Organizational Citizenship Behavior pada para perawat Rumah Sakit.
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Margaretha, Meily. "Motivation and Job Burnout: The Mediating Role of Organizational Citizenship Behavior." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 5, no. 4 (2019): 27–33. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.54.1004.
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The occurrence of a change in work motivation and loss of enthusiasm was experienced by workers associated with excessive stress or disappointment experienced in work situations. Workers with more intrinsic and extrinsic motivations are likely to experience less burnout. This study aimed to examine and analyze whether intrinsic and extrinsic motivations significantly influence job burnout. Additionally, this research investigated the individual factors associated with the effects of intrinsic/extrinsic motivation on burnout; specifically, it explored the mediating role of organizational citizenship behavior (OCB) in the relationship of employees’ job motivation with burnout. Data were collected from 97 employees from several private clinics in Jakarta, Indonesia, through questionnaires. The result of the study found that motivation (intrinsic and extrinsic) has a significant effect on job burnout. Lastly, OCB had a mediating effect on the relationship between intrinsic motivation and job burnout. The results of the study provide valuable insights into the effects of motivation on job burnout. Managerial implications exist, as managers could balance the fulfillment of employee needs that would trigger the emergence of intrinsic and extrinsic motivation; hence, it is expected to prevent the occurrence of the desire of job burnout on employees.
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Veneta, Febyola, and Sholihati Amalia. "Pengaruh Kepemimpinan Transformasional Terhadap Organizational Citizenship Behaviour (Studi Kasus PT Komatsu Undercarriage Indonesia)." Jurnal Riset Bisnis dan Investasi 4, no. 3 (February 6, 2019): 23–33. http://dx.doi.org/10.35313/jrbi.v4i3.1254.
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The purpose of this research is to analyze the influence of transformational leadership on organizational citizenship behavior. This research uses quantitave descriptive method. The sample in this study was 150 employees of Komatsu Undercarriage Indonesia Ltd, using non-probability sampling - saturation sampling. The collection of information in this study was conducted by providing questionnaires to employees and analyzed by using descriptive analysis, correlation, regression, coefficient of determination, and hypothesis testing. The results of this study indicate that transformational leadership affects organizational citizenship behavior by 31,5% and the rest is influenced by other factors. Analysis results show that transformational leadership has a significant effect on organizational citizenship behavior.
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Veneta, Febyola, and Sholihati Amalia. "Pengaruh Kepemimpinan Transformasional Terhadap Organizational Citizenship Behaviour (Studi Kasus PT Komatsu Undercarriage Indonesia)." Jurnal Riset Bisnis dan Investasi 4, no. 3 (February 6, 2019): 23. http://dx.doi.org/10.35697/jrbi.v4i3.1254.
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The purpose of this research is to analyze the influence of transformational leadership on organizational citizenship behavior. This research uses quantitave descriptive method. The sample in this study was 150 employees of Komatsu Undercarriage Indonesia Ltd, using non-probability sampling - saturation sampling. The collection of information in this study was conducted by providing questionnaires to employees and analyzed by using descriptive analysis, correlation, regression, coefficient of determination, and hypothesis testing. The results of this study indicate that transformational leadership affects organizational citizenship behavior by 31,5% and the rest is influenced by other factors. Analysis results show that transformational leadership has a significant effect on organizational citizenship behavior.
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Astuti, Pretty Pure, and Achmad Mujab Masykur. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR DITINJAU DARI KEPUASAN KERJA PADA KARYAWAN SALES PT ANDALAN FINANCE INDONESIA DI SEMARANG." Jurnal EMPATI 4, no. 3 (August 31, 2015): 189–93. http://dx.doi.org/10.14710/empati.2015.12998.
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Konstruksi ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) sangat terkenal dalam perilaku organisasi saat pertama kali diperkenalkan, dengan dasar teori kepribadian. Dasar kepribadian untuk OCB ini merefleksikan ciri atau trait predisposisi karyawan yang kooperatif, suka menolong, perhatian, dan bersungguh-sungguh. Penelitian ini bertujuan untuk menguji secara empirik hubungan antara kepuasan kerja dengan ORGANIZATIONAL CITIZENSHIP BEHAVIOR pada karyawan bagian sales PT. Andalan Finance Indonesia di Semarang. Populasi dalam penelitian ini adalah karyawan bagian sales PT. Andalan Finance Indonesia di Semarang.Teknik pengambilan sampelnya adalah simple random sampling. Alat pengumpulan datanya adalah skala ORGANIZATIONAL CITIZENSHIP BEHAVIOR (Organ, dalam Jahangir dkk, 2004, h.79) dan skala kepuasan kerja. Metode analisis data yang digunakan adalah analisis regresi sederhana. Hasil yang diperoleh dari pengujian hipotesis menunjukkan bahwa terdapat hubungan positif yang sangat signifikan antara kepuasan kerja dengan organizational citizenship behavior. Hasil tersebut ditunjukkan dengan angka koefisien korelasi sebesar 0,560 dengan nilai p= 0,000 (p<0,01), artinya bahwa hipotesis yang diajukan dalam penelitian ini dapat diterima. Nilai R Square sebesar 0,314 mengandung pengertian bahwa dalam penelitian ini, kepuasan kerja memiliki sumbangan efektif sebesar 31,4% terhadap organizational citizenship behavior. Kondisi tersebut menunjukkan bahwa tingkat konsistensi ORGANIZATIONAL CITIZENSHIP BEHAVIOR sebesar 31,4% dapat diprediksi oleh variabel kepuasan kerja, sisanya sebesar 68,6% dijelaskan oleh faktor-faktor lain yang tidak diungkap dalam penelitian ini.
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Nasution, Muhammad Syafril, and Sulaiman . "The Effect of Work Behavior and Knowledge Management toward Organizational Performance through Employee Performance at PT Bank Aceh Syariah, Aceh-Indonesia." International Journal of Research and Review 8, no. 9 (September 16, 2021): 165–75. http://dx.doi.org/10.52403/ijrr.20210923.
Full textAbstract:
This study examined the effect of work behavior and knowledge management on employee performance and organizational performance, the effect of employee performance on organizational performance, and the mediation effect of employee performance between work behavior and knowledge management on organizational performance at PT Bank Aceh Syariah. The sample used in this study was 120 respondents using the Census method. The analytical tool used was path analysis with the help of SEM Amos 21. The results showed that work behavior and knowledge management had a positive and significant effect on employee performance. Work behavior and knowledge management had a positive and significant effect on organizational performance. In addition, employee performance had a positive and significant influence on organizational performance. The result of the mediation effect analysis revealed that employee performance fully mediated the effect of work behavior on organizational performance, and employee performance fully mediated knowledge management on organizational performance. Keywords: Work Behavior, Knowledge Management, Employee Performance and Organizational Performance.
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Suryana, Alean Kistiani Hegy, and Milka Susana Theorupun. "Upaya Meningkatkan Perilaku Organizational Citizenship Behavior (OCB) Pada Karyawan Pt. Pos Indonesia Persero Surakarta." ProBank 3, no. 2 (November 18, 2018): 95–107. http://dx.doi.org/10.36587/probank.v3i2.386.
Full textAbstract:
The purpose of this study was to analyze the Influence Emotional Intelligent and Work Motivation on Organizational Citizenship Behavior (OCB) with Job Satisfaction as a Mediating variable (Study at employees PT. Pos Indonesia Persero Surakarta). This study used 168 employees of PT. Pos Indonesia Persero Surakarta. The sampling technique was done by using probability sampling. In this study a model of analysis was Regression Analysis with path analysis. Hypothesis Test Results show Emotional Intelligence has a significant effect on Job Satisfaction, Work Motivation has a significant effect on Job Satisfaction, Job Satisfaction has a significant effect on Organizational Citizenship Behavior, Emotional Intelligence has a significant effect on OCB, Work Motivation has a significant on OCB, Job Satisfaction mediates Emotional Intelligence towards OCB, Job Satisfaction mediates Work Motivation towards Organizational Citizenship Behavior (OCB). F test results are known the value of F = 125,764 significance of 0.000 <0.05, with the conclusion of the variables Emotional Intelligence, Work Motivation and Job Satisfaction have a significant effect on Organizational Citizenship Behavior (OCB). The total coefficient of determination (R2) of 0.798 can be interpreted as variation in OCB Employees at PT. Pos Indonesia Persero Surakarta explained by the variables Emotional Intelligence, Work Motivation and Job Satisfaction of 79.8% and the remaining 20.2% is explained by other variables outside the variables studied in this study.Keyword: Emotional Intelligent, Work Motivation, Job Satisfaction, and Organizational Citizenship Behavior.
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Suryana, Alean Kistiani Hegy, and Milka Susana Theorupun. "Upaya Meningkatkan Perilaku Organizational Citizenship Behavior (OCB) Pada Karyawan Pt. Pos Indonesia Persero Surakarta." ProBank 3, no. 2 (November 18, 2018): 95–107. http://dx.doi.org/10.36587/probank.v3i2.386.
Full textAbstract:
The purpose of this study was to analyze the Influence Emotional Intelligent and Work Motivation on Organizational Citizenship Behavior (OCB) with Job Satisfaction as a Mediating variable (Study at employees PT. Pos Indonesia Persero Surakarta). This study used 168 employees of PT. Pos Indonesia Persero Surakarta. The sampling technique was done by using probability sampling. In this study a model of analysis was Regression Analysis with path analysis. Hypothesis Test Results show Emotional Intelligence has a significant effect on Job Satisfaction, Work Motivation has a significant effect on Job Satisfaction, Job Satisfaction has a significant effect on Organizational Citizenship Behavior, Emotional Intelligence has a significant effect on OCB, Work Motivation has a significant on OCB, Job Satisfaction mediates Emotional Intelligence towards OCB, Job Satisfaction mediates Work Motivation towards Organizational Citizenship Behavior (OCB). F test results are known the value of F = 125,764 significance of 0.000 <0.05, with the conclusion of the variables Emotional Intelligence, Work Motivation and Job Satisfaction have a significant effect on Organizational Citizenship Behavior (OCB). The total coefficient of determination (R2) of 0.798 can be interpreted as variation in OCB Employees at PT. Pos Indonesia Persero Surakarta explained by the variables Emotional Intelligence, Work Motivation and Job Satisfaction of 79.8% and the remaining 20.2% is explained by other variables outside the variables studied in this study.Keyword: Emotional Intelligent, Work Motivation, Job Satisfaction, and Organizational Citizenship Behavior.
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Ghista Dilla and Yulihardi. "Workplace Loneliness and OCB: The Mediation Role of Affective Commitment." SAINS ORGANISASI 1, no. 1 (January 27, 2022): 41–50. http://dx.doi.org/10.55356/so.v1i1.10.
Full textAbstract:
This study aims to determine whether loneliness at work and OCB affect the Mediation Role of Affective Commitment. The location of this research was conducted at PT. Green Planet Indonesia branch Pekanbaru, Riau. While the time of the study was carried out from April to June 2021. The source of this research data is the respondent PT. Green Planet Indonesia. With 50 respondents as the research sample. The data analysis used in this paper is PLS Structural Equation Modeling (SEM) which is operated through the SmartPLS program. The results of this paper indicate that Workplace Loneliness has a negative and significant effect on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia. Workplace Loneliness has a negative and significant effect on Affective Commitment to employees at a private company PT. Green Planet Indonesia. Affective commitment has a positive and significant effect on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia. Affective commitment is not able to mediate workplace loneliness on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia.
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Sunaryo, Sinto, Hunik Sri Runing Sawitri, Joko Suyono, Lilik Wahyudi, and Sarwoto. "Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia." Problems and Perspectives in Management 20, no. 3 (September 22, 2022): 411–24. http://dx.doi.org/10.21511/ppm.20(3).2022.33.
Full textAbstract:
The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.
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Acanthus, Elaine Violche, and Putri Mega Desiana. "Peran Mediasi Ethical Behavior pada Pengembangan Organizational Citizenship Behaviors Auditor Publik." Journal of Government and Politics (JGOP) 4, no. 1 (July 29, 2022): 91. http://dx.doi.org/10.31764/jgop.v4i1.5362.
Full textAbstract:
Auditor publik diharapkan untuk meningkatkan kualitas layanan dan bekerja melampaui apa yang ditugaskan serta lebih altruistik dibandingkan auditor di sektor swasta. Selain peraturan, auditor juga memiliki kode etik, etika profesi dan pertimbangan professional. Oleh karena itu, disarankan agar organizational citizenship behaviors (OCB) para auditor didorong melalui organizational justice, affective commitment dan affective commitment untuk memastikan akuntabilitas laporan audit. Oleh karena itu, penelitian ini bertujuan untuk menentukan hubungan antar variable-variabel tersebut, serta melihat peran mediasi dari ethical behavior terhadap pembentukan OCB. Penelitian ini melihat bahwa etika merupakan atribusi positif yang harus dimiliki oleh auditor selain kompetensi profesional. Responden penelitan adalah 305 orang auditor dari Badan Pemeriksa Keuangan Republik Indonesia, dan data diolah menggunakan structural equation modelling (SEM). Berbeda dengan penelitian sebelumnya, penelitian ini menunjukkan bahwa organizational justice dan affective commitment tidak berpengaruh positif terhadap OCB melainkan harus dimediasi oleh affective commitment. Karakteristik auditor mempengaruhi peran penting affective commitment sebagai mediator untuk meningkatkan pengembangan OCB pada auditor public. Hasil ini menunjukkan bahwa selain kompetensi professional, affective commitment merupakan persyaratan utama bagi seorang auditor