scholarly journals Pengaruh Organizational Citizenship Behavior pada Performance dengan Service Quality, Satisfaction dan Behavior Intention Sebagai Anteseden

2015 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Joko Suyono ◽  
Sinto Sunaryo
Keyword(s):  
Service Quality ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Private Hospital ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Behavior Intention ◽  
And Behavior

The purpose of the study is to observe the influence of organizational citizen behavior to performance. Organizational citizen behavior is affected by three variables namely satisfaction, service quality and behavior intention. The study was conducted on 12 nurses, 128 patients, and 10 nursing supervisor at a private hospital in Surakarta, Jawa Tengah. Stratified random sampling technique was applied to determine the number of sample. The result was based on structural equation modeling (SEM) method that showed there is no relationship between OCB and satisfaction and OCB to behavior intention. On the other hand, OCB to customer satisfaction, OCB to performance and satisfaction to performance are proved to be significant.

The Effect of Communication and Employee Engagement on Organizational Citizenship Behavior and Employee Performance in Employees Pt. Pln (Persero) Distribution of Bali

2018 ◽  
Vol 9 (08) ◽  
pp. 21014-21025 ◽  
Author(s):  
I Gusti Agung Maya Prabasari ◽  
Luh Kadek Budi Martini ◽  
Nengah Suardika
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Equation Modeling

Communication is the performance and interpretation of messages between communication units that are part of a particular organization. Employee engagement is the degree to which people are known from their work, actively participate in them, and consider their achievements important to self-esteem. Organizational citizenship behavior is an optional behavior that is not part of an employee's formal work obligations, but supports the functioning of the organization effectively. Employee performance is the work quality and quantity achieved by a person in carrying out his function in accordance with the responsibilities given to him. The purpose of this study was to examine and analyze the effect of communication and employee engagement on organizational citizenship behavior and employee performance at PT. PLN (Persero) Distribution of Bali. The sampling technique used was proportional random sampling. The sample in this study were 62 employees. Data analysis method used is SEM (Structural Equation Modeling) analysis based on component or variance, namely PLS (Partial Least Square). The results of the study stated that the communication variable had a positive effect on organizational citizenship behavior, while employee engagement had no effect on organizational citizenship behavior. Communication has a positive and significant effect on employee performance both partially and through mediating organizational citizenship behavior. Employee engagement has a positive and significant effect on employee performance, while employee engagement does not affect employee performance through mediating organizational citizenship behavior. Organizational citizenship behavior has a positive and significant effect on employee performance

scholarly journals Membangun Organizational Citizenship Behavior pada Karyawan Perbankan Syariah di Indonesia

2020 ◽  
Vol 11 (2) ◽  
pp. 179
Author(s):  
Muji Gunarto ◽  
Dedy Ansari Harahap ◽  
Purwanto Purwanto ◽  
Dita Amanah ◽  
Khoirul Umam
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Islamic Banking ◽  
Islamic Banks ◽  
Islamic Work Ethic

<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>

scholarly journals TRANSFORMATIONAL LEADERSHIP'S EFFECT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ORGANIZATIONAL COMMITMENT BY MEDIATION JOB SATISFACTION IN GROUP OF AWARENESS TOUR OF HOME FLOATING BANGSRING UNDERWATER BANYUWANGI

2018 ◽  
Vol 8 (1) ◽  
Author(s):  
Susanto Sukiman ◽  
Sukesi Sukesi ◽  
Hasyim Wahid ◽  
Indrarini Dasaad Gustaman
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Significance Level

This study aims to determine the effect of leadership transformational to organizational citizenship behavior and organizational commitment to mediation and job satisfaction of Group Tourism Awareness (Pokdarwis) Underwater Bangsring Banyuwangi. The respondents numbered 100 members Travel Awareness Group (Pokdarwis) Underwater Bangsring Banyuwangi with the status of permanent members and non-permanent members which have a minimum term of THREE years. The sampling technique using proportional random sampling, and analysis techniques using Structural Equation Modeling (SEM) with the help of AMOS version 21. The program will measure and model analysis proving the hypothesis by testing Standardized regression weight on the output table AMOS program. If there the value estimate of the indicator - an indicator that has a significance level of ≤ 0.05, the indicator can not describe constructs. The results showed that transformational leadership has a positive and significant effect on organizational citizenship behavior, transformational leadership has a positive effect but no significant effect on job satisfaction, transformational leadership has positive and significant impact on organizational commitment, job satisfaction positive and significant effect on organizational citizenship behavior, job satisfaction affects positive but not significant to organizational commitment. Managerial implications of this research are the group leader should evaluate and improve the implementation of transformational leadership to improve the behavior of organizational citizenship behavior and organizational commitment of the members of the Travel Awareness Group (Pokdarwis) Underwater Bangsring Banyuwangi.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

scholarly journals The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

2018 ◽  
Vol 14 (5) ◽  
pp. 60
Author(s):  
Amphaphorn Leelamanothum ◽  
Khahan Na-Nan ◽  
Sungworn Ngudgratoke
Keyword(s):  
Organizational Citizenship ◽  
Generation X ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
University Of Technology ◽  
Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization. 

scholarly journals How Is Cultural Intelligence Related to Human Behavior?

2022 ◽  
Vol 10 (1) ◽  
pp. 3
Author(s):  
Moh. Alifuddin ◽  
Widodo Widodo
Keyword(s):  
Interpersonal Communication ◽  
Organizational Citizenship ◽  
Junior High School ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Cultural Intelligence ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Junior High School Teachers ◽  
The Relationship

Cultural intelligence is an individual’s ability to recognize, understand, and adapt to cross-cultural contexts in order to change his or her self-capacity. Hence, this study explores the relationship between cultural intelligence and interpersonal communication, psychological capital (PsyCap), and organizational citizenship behavior (OCB) among teachers in Indonesia and investigates the possibility of finding relevant new models. A Likert questionnaire was used to collect research data. The research participants included 450 Indonesian junior high school teachers selected by accidental sampling. Structural equation modeling (SEM) was used for data analysis, supported by descriptive statistics and correlational matrices. The results indicate that cultural intelligence is significantly related to teachers’ interpersonal communication, PsyCap, and OCB. Additionally, this study also produces a new model regarding the relationship between cultural intelligence and a teacher’s OCB, mediated by interpersonal communication and PsyCap. Therefore, researchers and practitioners can discuss and adopt a new empirical model to increase cultural intelligence.

scholarly journals The Increase of Organizational Citizenship Behaviour (OCB) Through Islamic Work Ethics, Affective Commitment, and Organizational Identity

2019 ◽  
Vol 12 (2) ◽  
pp. 181 ◽  
Author(s):  
Wuryanti Kuncoro ◽  
Gunadi Wibowo
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Structural Equation ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Work Ethics ◽  
Productivity Increase

An employee who is willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, can be defined as organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicates that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.

scholarly journals PENGARUH MOTIVASI PELAYANAN PUBLIK, PERCEIVED ORGANIZATIONAL SUPPORT DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA ORGANISASI SEKTOR PUBLIK DI KOTA TANGERANG

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Andi Kusuma Negara ◽  
Riska Wahyu Febrianti
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling

Usaha yang dilakukan Pemerintah Kota Tangerang membenahi akuntanbilitas dan transparansi penyelenggaraan pemerintahan cukup berhasil. Penelitian ini bertujuan menganalisis faktor-faktor motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior yang berpengaruh terhadap peningkatan kinerja organisasi publik di Kota Tangerang. Kecenderungan motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior diduga dapat mendorong peningkatan kinerja organisasi. Dalam rangka menganalisis faktor-faktor tersebut, maka dikembangkanlah model penelitian yang dibentuk dari telaah pustaka. Model ini memiliki tiga hipotesis dengan empat variabel: motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior dan kinerja organisasi. Analisis data terhadap 115 individu yang telah berstatus pegawai tetap pada institusi publik.di Kota Tangerang dilakukan dengan menggunakan Structural Equation Modeling (SEM) sebagai alat analisis menggunakan program LISREL 8.8. Pada akhirnya, penelitian ini juga diharapkan dapat menghubungkan hasil penelitian dengan implikasi teoritis dan implikasi kebijakan manajemen Pemerintah Kota Tangerang.Kata Kunci : Motivasi Pelayanan Publik , Perceived Organizational Support, Organizational Citizenship Behavior, Kinerja Organisasi

Organizational citizenship behavior in relation to employees’ intention to stay in Indian organizations

2018 ◽  
Vol 24 (6) ◽  
pp. 1355-1366 ◽  
Author(s):  
Meera Shanker
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Original Research ◽  
Intention To Stay ◽  
Business World ◽  
Content Type ◽  
Indian Setting

Purpose The purpose of this paper is to find out dimensions of organizational citizenship behavior (OCB) in Indian setting and to further examine the role of OCB that impacts employees’ intention to stay, with a view to draw on the deeper influences it carries on the quality work of the organization. Design/methodology/approach Experimental research design was used to find out the causal relationship between these constructs, i.e., dimensions of OCB and intention to stay. Probability sampling method was used to obtain the sample. In total, 475 respondents were approached for data collection. Data were collected using questionnaire method. Findings Factor analysis result revealed five factors of OCB, namely: sportsmanship, altruism, courtesy, civic virtue and conscientiousness, having the reliability of 0.93, 0.89, 0.81, 0.82 and 0.69, respectively, single factor of intention to stay having the reliability 0.87. The findings of Pearson’s correlation, regression and structural equation modeling revealed unequivocal influence of OCB over employees’ intention to stay, suggesting a maneuvering capability of OCB with its influence over employees’ intention to stay in their present organizations. Research limitations/implications Since this study was conducted in India, to establish the external validity has to be judged carefully. The organizations approached for the study were of the MNC level. Practical implications This study is important to understand the citizenship behavior of employees in relation with intention to stay in Indians setting in particular and the world in general. When individual does work, without any expectation, stay with the organization for longer time inculcating, imbibing working culture of the organization which enriches his experiences, utilized in increasing productivity and prosperity of the organizations. Social implications Overall, organizations are facing increased competition day by day; employees are expected to stretch themselves to be in the competition. After certain point of time, employees stop extending themselves, resulting in deteriorating the quality, performance and product. Retaining employees along with maintaining the quality becomes an important concern and issue for organizations. Importance of OCB is considered extensively in Industries in this regard. Originality/value This is an original research in Indian Setting, much researches are not available finding the relationship between OCB and intention to stay in turn which improves the quality of organizations. This research is valuable for business world, are facing problems of retaining the employees which affects their efficiency, productivity and profitability.

Predicting organizational citizenship behavior in a multicultural environment: The role of cultural intelligence and cultural distance

2021 ◽  
pp. 147059582110515
Author(s):  
Raavee Kadam ◽  
Sreejith Balasubramanian ◽  
Waheed Kareem Abdul ◽  
Shazi S Jabeen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Cultural Intelligence ◽  
Positive Impact ◽  
Cultural Distance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Human Resource Managers ◽  
Multicultural Environment

Cross-cultural research in organizational citizenship behavior (OCB) has primarily focused on testing the generalizability of various OCB dimensions in different cultures, while attempting to unearth any culture-specific OCB notions that may arise from the values of a particular culture. But with the contemporary workplace becoming increasingly multicultural, this research attempts to move beyond the study of OCB in culturally homogenous environments and investigates its manifestation in a multicultural context. This study proposes cultural intelligence (CQ) as one of the antecedents of OCB, which enables individuals in foreign cultures to understand the perceptions of OCB in that particular culture, and posits that individuals with high levels of CQ exhibit OCB in multicultural environments. Furthermore, this study investigates the moderating effect of cultural distance (CD) on the relationship between CQ and OCB to test whether culturally similar or different environments strengthen or weaken this relationship. The study draws upon the trait activation theory to test the hypotheses under investigation. Data for this study were collected from 513 expatriates of 31 different nationalities working in a multicultural environment and analyzed using structural equation modeling. The results indicated that CQ had a positive impact on OCB, but CD did not have any impact on the CQ-OCB relationship. The findings of this study have important implications for human resource managers managing a culturally diverse workforce.

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