PERAN MEDIASI KOMITMEN ORGANISASIONAL PADA PENGARUH BIG FIVE PERSONALITY DAN PERSEPSI DUKUNGAN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
ABDUN SYAKIR B2041171001
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Applied Psychology

 Penelitian ini bertujuan untuk mengetahui Peran Mediasi  Komitmen Organisasional pada Pengaruh Big Five Personality dan Persepsi Dukungan Organisasi Terhadap Organizational Citizenship Behavior. Metode penelitian yang digunakan dalam penelitian ini adalah menggunakan metode deskriptif kuantitatif. Sampel yang digunakan dalam penelitian ini yakni perawat dan bidan pada RSUD Sultan Syarif Mohamad Alkadrie. Data diperoleh dari kuesioner yang kemudian diolah dan dianalisis dengan menggunakan analiais jalur melalui Doftware SPSS 17.00.Hasil penelitian menunjukkan bahwa Big FivePersonality dan Persepsi Dukungan Organisasi berpengaruh signifikan terhadap Komitmen Organisasional. Sementara itu  Big Five Personality dan Persepsi Dukungan Organisasi juga berpengaruh langsung terhadap Organizational Citizenship Behavior. Sementara itu, Komitmen Organisasional berpengaruh terhadap Organizational Citizenship Behavior. Dari hasil analisis jalur diketahui bahwa variabel Komitmen Organisasional merupakan variabel mediasi antara Big FivePersonality dan Persepsi Dukungan Organisasi terhadap Organizational Citizenship Behavior. Kata Kunci : Komitmen Organisasional, Big Five Personality, Persepsi Dukungan Organisasi  dan Organizational  Citizenship BehaviorDAFTAR PUSTAKA Abdullah, I., Omar, R. & Rashid, Y. (2013). Effect of personality on organizational commitment and employees' performance: Empirical evidence from banking sector of Pakistan. World Applied Sciences Journal. 27. 140-147. Ali H. Muhammad, A. H., (2014). Perceived Organizational Support and Organizational Citizenship Behavior: The Case of Kuwait. International Journal of Business Administration, 5(3), 59-72. Ali, F.H., Rizavi, S. S., Ahmed, I., Rasheed, M. (2018). Effects of perceived organizational support on organizational citizenship behavior-Sequential mediation by well-being and work engagement. Journal of the Punjab University Historical Society, 31 (1). Aube, C., Rousseau, V. & Morin, E.M. (2007) "Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy", Journal of Managerial Psychology, 22 (5), 479-495.Chiaburu, D. S., Oh, I.-S., Berry, C. M., Li, N., & Gardner, R. G. (2011). The five- factor model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96, 1140-1166.Denalia & Sunjoyo, “Pengaruh The Big Five Personality dan Komitmen Organanisasional Citizenship”, Jurnal Manajemen, vol. 11, No. 1, (November, 2011), hlm, 25.Donald, F., Hlanganipai, & Richard. (2016). The relationship between perceived organizational support and organizational commitment among academics: The mediating effect of job satisfaction. Investment Management and Financial Innovations, 13, 267-273. Eisenberger, R., Huntington, R., Hutchinson, S. & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, Vol.82 (5), 812-820Erdheim, J., Wang, M., & Zickar, M. J. (2006) Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences, 41, 959-970. Kumar, K., Bakhshi, A. and Rani, E. (2009) Linking the ‘big five’ personality domains to organizational citizenship behavior. International Journal of Psychological Studies 1(2): 73–81.Kuldep, Et. al, “Linking The Big Five Personality to Organizantional Citizenship Behavior”, International Journal of Psychological Studies, vol. 1, No. 2, (Desember, 2009), hlm, 74.Kurniawan Albert, “Pengaruh Komitmen Organisasi Terhadap Organizational Citizenship Behavior” Jurnal Manajemen, vol. 15, No. 1, (November, 2015), hlm, 98.Kreitner, R. and Kinicki, A. (2004). Organizational Behavior. Fifth Edition. McGraw Hill. New York.Kreitner, R. and Kinicki, A. (2014). Perilaku Organisasi. Edisi 9. Penerbit Salemba Empat. JakartaLeephaijaroen, S. (2016). Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand. Kasetsart Journal of Social Sciences Luthan, F (2005). Perilaku Organisasi. Edisi ke 10. Yogyakarta : Penerbit AndiWardani & Suseno (2012). Faktor Kepribadian dan Organizational Citizenship Behavior pada Polisi Pariwisata. Humanitas, 9(2), 193-204.Luthans, F. (2006), Perilaku Organisasi. Edisi Sepuluh, PT. Andi: Yogyakarta.Mushraf, A.M., Al-Saqry, R., & Obaid, H. J. (2015). The Impact of Big FivePersonality Factors on Organizational Citizenship Behaviour.International Journal of Management Science, 2 (5), 93-97Mrs Eta Wahab, E., Quaddus, M. & Nowak, M. (2009). Perceived organizational support and organizational commitment: a study of medium enterprises in malaysia. International Conference on Human Capital Development (ICONHCD 2009), 25-27 May 2009, Kuantan Pahang ISBN 978-967-5080-51-7. Organ, D. W. (1990). The motivational basis of organizational citizen ship behavior. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (pp. 43-72). Greenwich, CT: JAI Press. Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organizational citizenship behavior: Its nature, antecedents, and consequences. Thousand Oaks, CA: SAGE. Pala, Fikri, Eker, Semith dkk. 2008. The Effect Of Demographic Characteristic on Organizational Commitment And Job Satisfaction: An Empirical Study On Turkish Health Care Staff. The Journal of Industrial Relations and Human Resources Vol: 10 No:2 April 2008, ISSN: 1303-286Podsakoff P.M, Michae Ahearne, MacKenzie S.B (1997) Organizational Citizenship Behavior and the Quantity of Work Group Perpormance. American Psychological Association. Vol.82, No. 2, 262-270Priyatno, Duwi. (2011). Buku Saku Analisis Statistik Data. Penerbit Media Kom. YogyakartaRaka, Ketut Sudarma (2015) Pengaruh Persepsi Dukungan Dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior Dengan Komitmen Organisasional Sebagai Variabel Intervening. Management Analysis JournalRhoades, L, Eisenberger, R. And Armeli, S. 2001. Affective Commitmen to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychologi, 86(5): 825-836Robbins, S. P. & A. Judge, T. (2008). Perilaku Organisasi. Jakarta : PT. IndexRobbins, S. P. & A. Judge, T. (2011). Organizational behavior. Fourteenth Edition. Pearson education. New JerseyRoby & Iring, “Pengaruh The Big Five Personality’’, Journal Manajemen dan Akuntansi, vol. 3, No 1, (April, 2014), hlm, 3.Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.

Influence of Perceived Organizational Support, Organizational Commitment on Organizational Citizenship Behavior among Marketing Executives

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
S. DeviMageshkumar
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Marketing Department ◽  
Ex Post ◽  
Marketing Executives

Organizational citizenship behavior is considered as one of the vital element needed in the organizational to increase organizational effectiveness and productivity. The present study aims to study the influence of organizational commitment and perceived organizational support on organizational citizenship behavior among marketing executives. The study is Ex post facto in nature and the sample consists of 113 Male marketing executives from the sales and Marketing department in a Retail Organization with more than one year experience. The age group ranges from 19-32. The tools used in study include Organizational Commitment Questionnaire (Mowday, Porter & Steers, 1979), Perceived Organizational Support Questionnaire (Rhoades & Eisenberger, 2002) and Organizational Citizenship Behavior Questionnaire (Karunanidhi & Manimala, 2009). The statistical method used for the present study is Pearson’s Product Moment Correlation to find out the relationship among variables. Results of the study indicate that there is significant relationship between organizational commitment and organizational citizenship behavior; there is no significant relationship between perceived organizational support and organizational citizenship behavior and there is no significant relationship between perceived organizational support and organizational commitment. From the present study it is concluded that organizational commitment influence organizational citizenship behavior among marketing executives.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. 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 with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

scholarly journals Organizational Citizenship Behavior Guru Sekolah Menengah Atas dan Sederajat di Lingkungan Pondok Pesantren

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Niki Puspita Sari ◽  
Helmi Muhammad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Least Square Approach

The purpose of this study was to determine and analyze the influence of perceived organizational support, job satisfaction, and organizational commitment on Organizational Citizenship Behavior (OCB), and the role of organizational commitment in mediating influence between perceived organizational support and job satisfaction on OCB of teachers of Islamic boarding high school in Tulungagung. This study used a census method by distributing questionnaire to the entire population of 150 teachers. Data was analyzed using a partial least square approach. The results showed that the perceived organizational support does not significantly affect OCB, job satisfaction affects OCB,  perceived organizational support affects organizational commitmet, job satisfaction affects organizational commitment, organizational commitment affects OCB,  perceived organizational support affects OCB through organizational commitment, and job satisfaction affects OCB through organizational commitment.

Does perceived organizational support and employee development influence organizational citizenship behavior?

2020 ◽  
Vol 44 (6/7) ◽  
pp. 637-657
Author(s):  
Khawaja Jehanzeb
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Development ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between perceived organizational support (POS), employee development and organizational citizenship behavior (OCB) while considering the moderating effect of person–organization (P–O) on this association. Design/methodology/approach Using a stratified sampling technique, the data was collected from 331 employees working in different bank branches located in five metropolitan cities of Pakistan. To test the hypotheses, the structural equation modeling technique was applied using AMOS 21.0. Findings The results of the study strongly supported the relationship between POS, employee development and organizational commitment. However, an insignificant relationship was found between POS, employee development and OCB. The results also reported a significant relationship between organizational commitment and OCB. Moreover, the relationship between organizational commitment and OCB was found to be moderated by P–O fit. Research limitations/implications The findings of the study can be useful for banking organizations and policymakers responsible for employee and organizational productivity. The findings of the study can also assist the organizational leaders in working on long-term employee support programs to maximize their commitment to the organization. The study also provides the scope and space for potential scholars and researchers for carrying out further research. Originality/value While there is extensive literature is available on POS, employee development and its impact on OCB. However, it appears that very little work has been done to examine the moderating role of the P–O fit in the relationship between organizational commitment and OCB. Therefore, this study can be considered as original and of great value in understanding its relationships between various constructs in the scenario of Pakistan.

scholarly journals HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

2015 ◽  
Vol 8 (1) ◽  
pp. 41
Author(s):  
Catalia Rafsiah Sari Sari
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Model ◽  
Primary Data ◽  
Citizenship Behavior ◽  
The Impact

<p>This research refers to a previous study conducted by Nicolas Raineri et al., (2012). This research is about “The Impact of Perceived Organizational Support to Organizational Citizenship Behavior mediated by Organizational Commitment on some health centers in Jakarta”. The background of this research is to analyze the Organizational Citizenship Behavior as determining factors of motivation in the health care industry. The purpose of this research<br />was to examine the relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. The design of this research using primary data obtained by distributing questionnaires to 100 employees medical and nonmedical health center in Jakarta.. Data analysis method used in this research is Structural Equation Model (SEM). The results of this research concluded that there is a positive<br />relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment.</p><p>Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment</p>

scholarly journals Antecedents of Organizational Citizenship Behavior Analysis and its Impact Toward Organizational Effectiveness on A Fruit Ice Cream Manufacture

The Winners ◽  
2012 ◽  
Vol 13 (1) ◽  
pp. 66
Author(s):  
Annetta Gunawan ◽  
Natalia Natalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Effectiveness ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Structural Equations ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Internal Factor

To achieve organizational effectiveness, every company needs not only qualified human resources, but also employees who perform organizational citizenship behavior (OCB), which is influenced by individual internal factor i.e. big five personality and its external factor i.e. job satisfaction and organizational commitment. PT Harapan Surya Lestari also needs employees with high OCB level to maintain the sustainability of the company. The purpose of this research is to analyse the effects of big five personality, job satisfaction, and organizational commitment of the employees to organizational citizenship behavior and its impact toward organizational effectiveness on PT Harapan Surya Lestari (HSL). The method used in the research is Path Analysis. The data is obtained from questionnaire disseminated to all the employees of PT HSL in order to measure the level of big five personality, job satisfaction, and organizational commitment of the employees and organizational effectiveness from the perception of each employee, using likert scale. Results from the data analysis obtained structural equations Y = 0,240 X1 + 0,166 X2 + 0,502 X3 + 0,6671 ε1  where simultaneously big five personality, job satisfaction, and organizational commitment contribute significantly to organizational citizenship behavior of 55,5% and Z = 0,461 X2 + 0,374 Y + 0,6921 ε2  where simultaneously job satisfaction and organizational commitment contribute significantly to organizational effectiveness of 52,1%.

scholarly journals THE EFFECT OF SERVANT LEADERSHIP ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE ROLE OF TRUST IN LEADER AS A MEDIATION AND PERCEIVED ORGANIZATIONAL SUPPORT AS A MODERATION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Diah Astrini Amir
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Context ◽  
Citizenship Behavior ◽  
Human Aspects

Current organizational behavior studies emphasize the importance of the human aspect. Therefore, leadership as a study of organizational behavior needs to focus on human aspects. The servant leadership (SL) popularized by Greenleaf in 1970 was in line with the idea. SL is explicitly defined as leadership that focuses on serving the needs of subordinates (human aspects). SL is believed to affect subordinate positive behavior which is indicated by organizational citizenship behavior (OCB). However, in the effect of SL on OCB, there is still debate over whether both of them have a direct or indirect impact. The role of organizational context is also not considered in previous studies. This study aims to examine the role of trust in leaders (TIL) as a mediating variable and perceived organizational support (POS) as a moderating variable on the effect of SL on OCB. A total of 238 respondents were collected in the current study in various regions of Indonesia. The results showed that SL had a significant positive effect on OCB. POS was also reported to significantly moderate the effect of SL on OCB. In addition, it was unexpectedly reported that TIL did not mediate the effect of SL on OCB. POS also reported not moderating the effect of SL on OCB through TIL. The arguments in explaining these results are discussed in more detail in the discussion section of this article.

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