scholarly journals The Role of OCB as a Mediator in Improving Employees Performance

2020 ◽  
Vol 5 (2) ◽  
pp. 123-134
Author(s):  
Ana Kadarningsih ◽  
Vicky Oktavia ◽  
Amjad Ali
Keyword(s):  
Work Environment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Education Department ◽  
The Relationship ◽  
A Company

Employee performance is a measure of the quality of human resources in a company, because employee performance is one important factor for the achievement of a company's goals. Employee performance can be influenced by several factors, such as training, work environment and organizational citizenship behavior (OCB). The purpose of this research is to determine the influence of training and work environment to employee’s performance with Organizational Citizenship Behavior (OCB) as the intervening. This research was conducted at the Semarang City Education Department by taking a sample of 115 respondents registered as active officials of the Semarang City Education Department. Data collection method is done through a questionnaire. Data analysis uses path analysis. The results of the study concluded that there is an influence of training and work environment on OCB, the influence of OCB on employee performance and OCB is able to mediate the relationship between training and work environment on employee performance.

The Role of Organizational Citizenship Behavior as a Mediator on The Effect of Employee Engagement and Organizational Culture on Employee Perfomance in BPJS Ketenagakerjaan

2020 ◽  
Vol 8 (05) ◽  
pp. 1761-1765
Author(s):  
Aghnia Ilmi Sadida Nurzam
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Analysis Method ◽  
The Relationship ◽  
Performance Scale

The study aims to find out and analyze the relationship between employee engagement, organizational culture, organizational citizenship behavior (OCB), and employee performance. The author administered 224 participants employee engagement scale, organizational culture scale, OCB scale, and employee performance scale in BPJS Ketenagakerjaan East Java area. The data is analyzed by path analysis method in SPSS program. The result indicated that employee engagement and organizational culture affects positive significantly on OCB. Employee engagement, organizational culture and OCB also affects positive significantly on employee performance.

Mediation effect of quality of worklife, job involvement, and organizational citizenship behavior in relationship between transglobal leadership to employee performance

2017 ◽  
Vol 59 (6) ◽  
pp. 1143-1158 ◽  
Author(s):  
Adya Hermawati ◽  
Nasharuddin Mas
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Job Involvement ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

Purpose The purpose of this paper is to obtain empirical evidence, analyze and explain the mediating effect of the quality of work life (QWL), job-retention engagement and organizational citizenship behavior (OCB) on the relationship between transglobal leadership and employee performance. Design/methodology/approach The population in this research is all employees of the most outstanding cooperatives in East Java Province. The method used to analyze the data in this study is generalized structural component analysis. Findings The main findings of this research show that the effects of mediation variables of QWL, job involvement and OCB in transglobal leadership influence employee performance in cooperatives in East Java. These findings are not in line with the Theory of Leadership by Sharkey et al. (2012), and explains the link between behaviors of transglobal leadership and employee performance. The study finds a need for attention in intervening/mediating variables such as QWL, job involvement and OCB as regard the relationship between transglobal leadership and employee performance. Research limitations/implications Transglobal leadership directly affects the QWL, job involvement and OCB: the higher the transglobal leadership, the higher the effect on QWL, job involvement and OCB. However, transglobal leadership has no direct effect on employee performance. Then, QWL, job involvement and OCB are mediating variables between the effects of transglobal leadership on full-mediation employee performance. Social implications To improve the performance of employees of cooperatives, some improvements are needed such as an increase in the quality of a leader’s cooperative approach, especially with transglobal leadership style. However, particularly in the approach, factor of quality of work life, job involvement and OCB cannot be ignored or overriden. Improved leadership capacity, priority for improved business intelligence main factor, while the quality of work-life priorities take precedence in the growth and development factors. Job involvement of preferred priority on self-esteem factor performances, while the main priority organizational citizenship behavior on altruism factor. Employee performance will be improved with the aforementioned ideal conditions, especially on the work factor result. Originality/value Mediation effect of job involvement and OCB, using Sobel test, for assessing the relationship between translgobal leadership and employee performance has not been studied before.

scholarly journals Analisis Efek Organizational Citizenship Behavior dan Komunikasi Organisasi Terhadap Stres Kerja

2019 ◽  
Vol 17 (1) ◽  
pp. 30
Author(s):  
Andreanus Pungkas Rubiyandono
Keyword(s):  
Organizational Communication ◽  
Job Stress ◽  
Work Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Perception Of Quality ◽  
The Relationship

Abstract Basically Organizational Communication should have an effect on work stress, but from the results of previous research shows that it is inversely proportional to the existing concept. Therefore, the researcher conducted additional mediation variabels that would examine the relationship between organizational communication and work stress, namely Organizational Citizenship Behavior (OCB) which was reviewed by Perception of Quality of Interaction Interaction - Subordinate. Organizations with employees who have good OCB will have better performance than other organizations. The researcher was interested in examining the influence of Organizational Communication on Job Stress in manufacturing companies in the city of Semarang with the role of Organizational Citizenship Behavior (OCB) which was viewed by Perceptions of the Quality of Interaction of Superiors and Subordinates as mediators. The result shows that organizational communication is an individual perception of communication conducted by superiors in job descriptions, commitment and coordination to subordinates does not affect the individual's perception of interpersonal relations in terms of willingness to help without coercion between superiors and subordinates. This happens because companies already have a culture that directly makes employees or employees in the work environment willing to help, not willing to help because of the interaction process in that environment. So from that the role of Organizational Citizenship Behavior (OCB) reviewed by Perception of Quality Interaction - Subordinate has not become a mediator in the relationship of Organizational Communication to Job Stress. Abstrak Pada dasarnya Komunikasi Organisasi seharusnya memiliki efek terhadap stress kerja, namun dari hasil riset terdahulu tidak konsisten dengan konsep yang ada. Maka dari itu penelitian ini melakukan penambahan variabel mediasi yang akan mengkaji hubungan antara komunikasi organisasi dengan stress kerja yaitu Organizational Citizenship Behavior (OCB) yang ditinjau Persepsi Kualitas Interaksi Atasan – Bawahan. Organisasi dengan karyawan yang memiliki OCB yang baik, akan memiliki kinerja yang lebih baik dari organisasi lain. Peneliti tertarik untuk meneliti pengaruh Komunikasi Organisasi terhadap Stres Kerja pada perusahaan manufaktur di kota Semarang dengan peran Organizational Citizenship Behavior (OCB) yang ditinjau Persepsi Kualitas Interaksi Atasan dan Bawahan sebagai mediator. Hasilnya menunjukan komunikasi organisasi merupakan persepsi individu terhadap komunikasi yang dilakukan oleh atasan dalam deskripsi pekerjaan, komitmen maupun koordinasi kepada bawahan tidak berpengaruh terhadap persepsi individu tentang hubungan interpersonal dalam hal kerelaan membantu tanpa adanya paksaan diantara atasan dan bawahan. Hal tersebut terjadi dikarenakan perusahaan sudah memiliki budaya yang secara langsung membuat pegawai atau karyawan dalam lingkungan kerja tersebut bersikap rela membantu, bukan sikap rela membantu yang dikarenakan proses interaksi dalam lingkungan tersebut. Pada dasarnya Komunikasi Organisasi seharusnya memiliki efek terhadap stress kerja, namun dari hasil riset terdahulu tidak konsisten dengan konsep yang ada. Maka dari itu peran Organizational Citizenship Behavior (OCB) yang ditinjau Persepsi Kualitas Interaksi Atasan – Bawahan belum menjadi mediator dalam hubungan Komunikasi Organisasi terhadap Stres Kerja.

scholarly journals THE ROLE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) TOWARDS GROWTH AND DEVELOPMENT OF THE COMPANY

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Helisia Margahana
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Growth And Development ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Strategic Role ◽  
Happy Mood ◽  
Growth Development ◽  
A Company

In a company, employees play a very strategic role and are the most valuable assets for the company's growth and development. Employee performance is getting better and has high loyalty if in a company there is a harmonious relationship between employees and the company. For this reason the company has an obligation to always pay attention to the welfare of all employees for the performance that has been given to the company. In carrying out the task, in reality there are a variety of behaviors that are caused by employees, especially if the employee is in a happy mood which in turn makes the company more effective, such behavior is helping colleagues, avoiding conflicts, participating in work groups, this behavior is called with the term Organizational Citizenship Behavior (OCB). This OCB will greatly benefit every company, because the company will become more effective and efficient. If the company has employees who behave OCB certainly the company will get better. For this reason, OCB has a very important role in the growth and development of the company. Keywords: Role, Organizational Citizenship Behavior, Growth, Development.

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

Impact of organizational citizenship behavior on job performance in Indian healthcare industries

2017 ◽  
Vol 66 (6) ◽  
pp. 780-796 ◽  
Author(s):  
Eeman Basu ◽  
Rabindra Kumar Pradhan ◽  
Hare Ram Tewari
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Superior Performance ◽  
Citizenship Behavior ◽  
Healthcare Organizations ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

scholarly journals The effects of Psychological Contract Breach on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 589-606
Author(s):  
Jieun Park ◽  
Wonkung Oh ◽  
MinSoo Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Positive Affectivity ◽  
Contract Breach ◽  
The Relationship

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

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