scholarly journals Pengaruh Perceived Organizational Support terhadap Organizational Citizenship Behavior dengan Work Engagement sebagai Variabel Pemediasi

2020 ◽  
Vol 2 (1) ◽  
pp. 10
Author(s):  
Indri Wahyuni ◽  
Sulastri Sulastri
Keyword(s):  
Path Analysis ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Mediation Model ◽  
The Relationship

Purpose - This research analyzed: (1) The influence of Perceived organizational suport on work engagement at PT Padang Intermedia Pers (2) The influence of work engagement on organizational citizenship behavior at PT Padang Intermedia Pers (3) The influence of perceived organizational support on organizational citizenship behavior at PT Padang Intermedia Pers (4) The influence of perceived organizational support on organizational citizenship behavior through work engagement at PT Padang Intermedia Pers.Methodology- This research is causal research. The populations were all employee in the PT Padang Intermedia Pers, amounting to 102 people. The number of samples was determined using cluster propotional sampling technique. This research analyzed using path analysis with SmartPLS3.Finding- Regarding the partial mediation model proposed, the data confirm the relationship set out in the hypothesis. This research found that (1) Perceived organizational support has positive and significant effect work engagement in PT Padang Intermedia Pers (2) Work engagement has a positive and significant effect on organizational citizenship behavior in PT Padang Intermedia Pers (3) Perceived organizational support has a positive and significant effect on organizational citizenship behavior in PT Padang Intermedia Pers (4) Work engagement mediates the relationship between perceived organizational support and organizational citizenship behavior. Keywords: Organizational citizenship behavior, Perceived Organizational Support, Work Engagement

scholarly journals Pengaruh Integrative Leadership Terhadap Organizational Citizenship Behavior (OCB) Karyawan pada PT Pelindo Cabang Teluk Bayur Padang dengan Employee Engagement sebagai Variabel Moderasi

2019 ◽  
Vol 1 (4) ◽  
Author(s):  
Larasati Deparas ◽  
Sulastri Sulastri
Keyword(s):  
Path Analysis ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Mediation Model ◽  
Integrative Leadership ◽  
The Relationship

Purpose- This research analyzed: (1) The influence of integrative leadership on employee engagement at PT PELINDO (2) The influence of employee engagement on organizational citizenship behavior at PT PELINDO (3) The influence of integrative leadership on organizational citizenship behavior at PT PELINDO (4) The influence of integrative leadership on organizational citizenship behavior through employee engagement at PT PELINDO.Methodology - This research is descriptive causative research. The population were all employee in the PT PELINDO, amounting to 72 people. The number of samples was determined using total sampling technique. This research analyzed using path analysis with SmartPLS3.Finding - Regarding the partial mediation model proposed, the data confirm the relationship set out in the hypothesis. This research found that (1) integrative leadership has  positive and significant effect employee engagement in PT PELINDO (2) employee engagement has a positive and significant effect on organizational citizenship behavior in PT PELINDO (3) integrative leadership has a positive and significant effect on organizational citizenship behavior in PT PELINDO (4) Employee engagement mediates the relationship between integrative leadership and organizational citizenship behavior. Keywords: Organizational Citizenship Behavior, Integrative Leadership, Employee Engagement

The influence of reward and feedback toward task Performance and the mediation

2019 ◽  
Vol 1 (4) ◽  
pp. 19-26
Author(s):  
Ignatius Soni Kurniawan ◽  
Lusia Tria Hatmanti Hutami
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Experience ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Purposive Sampling

This research aims to test the mediation of organizational citizenship behavior between rewards and recognition toward task performance and the mediation of perceived organizational support between feedbacks from job toward task performance. This research performed on SMEs craft employee in Kasongan, Bantul, with total of 114 respondents. The sampling technique used purposive sampling only to employee with two years work experience and concurrently did not work as an owner. The result showed that organizational citizenship behavior did not mediate rewards and recognition toward task performance, but only perceived organizational support mediated between feedbacks from job toward task performance.

scholarly journals A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support

2020 ◽  
Vol 29 (3) ◽  
pp. 333-345 ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Role Performance ◽  
Content Type ◽  
Workplace Ostracism ◽  
The Relationship

PurposeBased on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.Design/methodology/approachFor this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.FindingsThe results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.Originality/valueThis study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

scholarly journals Perceived organizational support and psychological empowerment on service performance mediated by organizational citizenship behavior Islamic perspective (OCBIP)

2021 ◽  
Vol 10 (1) ◽  
pp. 15-27
Author(s):  
Muafi Muafi ◽  
Marfuatun Marfuatun
Keyword(s):  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Service Performance ◽  
Citizenship Behavior ◽  
Islamic Perspective ◽  
The Relationship

This study aims to determine and analyze the influence of perceived organizational support, psychological empowerment, and organizational citizenship behavior from an Islamic perspective to service performance, as well as the mediation role of organizational citizenship behavior from an Islamic perspective on the relationship between perceived organizational support and psychological empowerment on service performance. The population of this study is all employees of food processing industry companies in Yogyakarta with a number of samples of 112 respondents. Using the quantitative method and primary data from questionnaire distributions, the research model will be analyzed using Structural Equation Modeling (SEM) with AMOS software. The results of this study reveal that perceived organizational support has a positive and significant influence on service performance; psychological empowerment has a positive and significant influence on service performance; organizational citizenship behavior from an Islamic perspective has a positive and significant influence on service performance; organizational citizenship behavior from Islamic perspective mediates the relationship between perceived organizational support on service performance, and organizational citizenship behavior from Islamic perspective mediates the relationship between psychological empowerment on service performance.

scholarly journals A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2018 ◽  
Vol 6 (3) ◽  
pp. 275-292
Author(s):  
Bülent GÜVEN
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Number Of Factors ◽  
One Step ◽  
The Relationship

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

scholarly journals A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Bülent GÜVEN
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Number Of Factors ◽  
One Step ◽  
The Relationship

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

To help or not to help: antecedents of hotel employees’ organizational citizenship behavior

2018 ◽  
Vol 30 (3) ◽  
pp. 1293-1313 ◽  
Author(s):  
You-De Dai ◽  
Yu-Hsiang Hou ◽  
Kuan-Yang Chen ◽  
Wen-Long Zhuang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

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