scholarly journals The Role of Organizational Commitment on Organizational Citizenship Behavior in Hotel Industry

2020 ◽  
Vol 24 (3) ◽  
pp. 373
Author(s):  
Endo Wijaya Kartika, Chintya Pienata
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Empirical Test ◽  
Empirical Studies ◽  
Citizenship Behavior ◽  
Continuance Commitment ◽  
Body Of Knowledge

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.

scholarly journals What Role Does Continuance Commitment Play In The Relationship Between Affective Commitment And Organizational Citizenship Behaviour? Case Study Somali Telecommunication Industry Players

2017 ◽  
Vol 9 (1-3) ◽  
Author(s):  
Osman H. Osman ◽  
Azlineer Sarip ◽  
Lily Suriani Mohd Arif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Telecommunication Industry ◽  
Continuance Commitment ◽  
The Relationship

The purpose of the study is to investigate the role of continuance commitment in the relationship between affective commitment and organizational citizenship behaviour (OCB) among the employees of telecommunication industry players in Mogadishu, Somalia. A total of 92 lower managers (supervisors) from three different telecommunication players were involved in this study. The instrument used in the study for affective and continuance commitment was adopted from Natalie J. Allen and John P. Meyer (1990), and for OCB was adopted from Philip M. Podsakoff , Scott B. MacKenzie, Robert H. Moorman, and Richard Fetter (1990). This  quantitative survey method employed stratified random sampling technique. Employees’ attitudes and behaviours were tested for correlation and regression analysis. The findings indicated that there are positive and significant relationship between employees’ affective commitment, continuance commitment and OCB. The highest correlations towards employees’ citizenship behaviour is the mediation role of continuance commitment (r=.362, p< .05), then affective commitment (r=.287, p< .05), followed by the relationship between affective commitment and continuance commitment (r=.249, p< .05), whilst continuance commitment shows the weakest relationship on OCB (r=.144, p< .05). The regression model indicates a predictive significance by employees’ behaviours; thus, the findings support the conclusion that the selected behaviours are predictors of telecommunication industries employees’ OCB. This study revealed the importances of organizational citizenship behaviour (OCB), affective commitment and continuance commitment among the telecommunication industries employees’in Mogadishu, Somalia. These findings also have implications for telecommunication industries and managers to reflect and extend employees’ organizational citizenship behavior (OCB). 

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

scholarly journals The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

2020 ◽  
Vol 9 (3) ◽  
pp. 300-309
Author(s):  
Udhay Iqbal Wilkanandya ◽  
Ketut Sudarma
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Life ◽  
Work Life Balance ◽  
Citizenship Behavior ◽  
Life Balance

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

scholarly journals Organizational Citizenship Behavior on Nurses : The Role of Organizational Climate and Commitment

2021 ◽  
Vol 17 (1) ◽  
pp. 32-41
Author(s):  
Abdhy Aulia Adnans ◽  
Sherry Hadiyani ◽  
Siti Zahreni ◽  
Fahmi Fahmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Quality Health ◽  
Simultaneous Influence ◽  
Quality Health Services

Abstract Hospitals in organizing excellent quality health services require human resources committed to the organization and a positive and conducive organizational climate. This study aims to determine the effect of organizational climate and organizational commitment to organizational citizenship behavior of nurses at USU Hospital. In this study, there are two independent variables: organizational climate and organizational commitment, and one dependent variable: organizational citizenship behavior. This research is quantitative research conducted using samples from the population of nurses at USU Hospital, where a sample of 125 nurses was obtained. The data analysis method used in this study is a statistical analysis with multiple regression analysis methods. Findings. The result of this study indicates a simultaneous influence between organizational climate and organizational commitment to organizational citizenship behavior.

scholarly journals PERAN KOMITMEN ORGANISASI SEBAGAI PREDIKTOR ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA SD SWASTA DI KOTA SERANG

2021 ◽  
Vol 1 (1) ◽  
pp. 319-333
Author(s):  
Ika Pratiwi ◽  
Uli Wildan Nuryanto ◽  
Prof. Muhammad Suparmoko
Keyword(s):  
Elementary School ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Models ◽  
Affective Commitment ◽  
Teacher Performance ◽  
Development Strategies ◽  
Citizenship Behavior ◽  
Dominant Dimension

The duties and responsibilities of a teacher in the current pandemic condition are increasingly difficult, not only carrying out daily tasks but also in developing their qualities to becomes a role models and also preparing digital teaching materials for their students. For that they needed a positive behaviour that can improve teacher performance and that behaviour is organizational citizenship behaviour (OCB)., where OCB itself influenced by other variables such as organizational commitment. For this reason, the study was developing by using 2nd order approach to analysis 248 sample from 29 private elementary school in Serang city. Organizational commitment measured by using 3 dimension and 6 indicators, while organizational citizenship behaviour measured by using 5 dimension and 15 indicators. This research using 9 hypothesis and from the result shown that all of hypothesis was accepted with the magnitude of the influence of commitment organizational on OCB is 79,1%, while the remaining 20,9% influenced by others variable outside the model tested. The affective commitment become is the dominant dimension that influencing organizational commitment, while the sportsmanship dimension is the most influential dimension for OCB. This research expected become a theoretical reference as development strategies to improve the teacher performance in the private elementary school at Serang City

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