Employee Engagement Sebagai Variabel Mediasi Pengaruh Organizational Citizenship Behavior Terhadap Commitment Organizational

This study aims to determine whether there is an effect of OCB on Employee Engagement, OCB on Organizational Commitment, Employee Engagement on Organizational Commitment, and whether there is evidence that Employee Engagement as mediation effects Organizational Citizenship Behavior on Organizational Commitment. With the help of literature, the current study develops four hypotheses regarding Organizational Citizenship Behavior, Employee Engagement, and Organizational Commitment. The distribution of questionnaires was used for data collection at the Pasuruan City Financial and Asset Management Agency and the Pasuruan City Regional Revenue Agency with 59 employees and a sample of 50 employees. Using Partial Least Square as a data analysis method, the results show that OCB has a significant effect on Employee Engagement, OCB has a significant effect on Organizational Commitment, Employee Engagement has a significant effect on Organizational Commitment and OCB indirectly through Employee Engagement as an intervening variable has no significant effect on Commitment. Organizational

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DOES ORGANIZATIONAL COMMITMENT MATTER? LINKING TRANSFORMATIONAL LEADERSHIP WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

Jurnal Aplikasi Manajemen ◽

10.21776/ub.jam.2021.019.02.09 ◽

2021 ◽

Vol 19 (2) ◽

pp. 335-345

Author(s):

Khusnul Rofida Novianti ◽

Keyword(s):

Transformational Leadership ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Banking Sector ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Normative Commitment ◽

Organizational Outcome

This research was conducted to identify the antecedents dimension of organizational commitment that consist of affective, continuance, and normative commitment to mediate transformational leadership on organizational citizenship behavior (OCB) in the salespeople’s banking sector in Malang, East Java. The population of this research was the employees in the banking sector that provides insurance and investment services in Malang city. The sampling technique used was non-probability sampling. A questionnaire was used as a research instrument. 118 responses were analyzed using Smart Partial Least Square software (Smart-PLS). The study result revealed that organizational commitment does not significantly affect OCB. The affective commitment was the best predictor in mediating the effect of transformational leadership on OCB. In contrast, continuance and normative commitment have an insignificant effect both directly and indirectly on OCB. This study was expected to be a reference for further research in the area of organizational outcome focused on organizational commitment and provide more information for decision making about the importance of leadership styles such as transformational leadership and organizational citizenship behavior.

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Increasing Organizational Citizenship Behavior Through Quality of Work Life and Organizational Commitment

AFEBI Management and Business Review ◽

10.47312/ambr.v6i1.421 ◽

2021 ◽

Vol 6 (1) ◽

pp. 45

Author(s):

Endang Susilawati ◽

Shofia Amin ◽

Musnaini Musnaini

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Life ◽

Partial Least Square ◽

Least Square ◽

Quality Of Work Life ◽

Citizenship Behavior ◽

Quality Of Work

This study aims to examine the effect of Quality of Work Life on Organizational Citizenship Behavior through Organizational Commitment as a mediating variable. The population in this study were all permanent employees of PT. Petro China International Jabung Ltd with a sample of 120 respondents. The data collection method uses questionnaire method which is measured using Likert scale and the hypotheses was tested by using the PLS (Partial Least Square) program. The results showed that the quality of work life has positive and significant effect on Organizational Citizenship Behavior, the quality of work life is proven to have positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on Organizational Citizenship Behavior, and organizational commitment partially mediates the relationship between the quality of work life and Organizational Citizenship Behavior. The implication of this research is that the increasing quality of work life will increase organizational commitment so that it can improve Organizational Citizenship Behavior. The company must continuously improve the quality of work life program to increase the employee performance with objective and systematic procedures.

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

RELEVANCE Journal of Management and Business ◽

10.22515/relevance.v2i2.1928 ◽

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.

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Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

International Journal of Applied Business Research ◽

10.35313/ijabr.v3i2.152 ◽

2021 ◽

pp. 63-80

Author(s):

Ahmad Azmy

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Partial Least Square ◽

Least Square ◽

Professional Organizations ◽

Citizenship Behavior ◽

Successful Implementation

This study analyzes the successful implementation of Organizational Citizenship Behavior (OCB) through the roles of job satisfaction, organizational culture, and organizational commitment. The research was conducted at the Indonesian Electrical Contractors Associations using the Partial Least Square (PLS) method. A number of 100 respondents were asked to fill in a questionnaire distributed via a google form. The results explain that both organizational commitment and organizational culture affect positive behavior (OCB) while job satisfaction does not. These three variables have implications for behavior change represented by culture, job satisfaction, and commitment. Thus, it is possible to deduce that the success of organizational citizenship behavior (OCB) is influenced by organizational commitment and culture that shape employee professionalism. As for job satisfaction, it must be improved through a competitive salary system, support among employees, and a conducive work environment.

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Analyze The Factors of Organizational Citizenship Behavior on Starbucks’ Manager in Surabaya

Jurnal Ekonomi ◽

10.29138/je.v20i3.115 ◽

2021 ◽

Vol 20 (3) ◽

pp. 122-129

Author(s):

Hellen Windiawatty Andahara Basary

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Employee Communication ◽

Independent Variables

The objective of this study is to examine the influence of factors on OCB on Starbucks' Managers in Surabaya. The population is the managers of Starbucks Surabaya. Data collected by 30 questionnaires. Structural Equation Model (SEM) – PLS (Partial Least Square) has been employed to analyze the data. The results showed that 3 (three) hypotheses are accepted and 9 (nine) hypotheses are rejected. Five independent variables (employee development, employee communication, rewards and recognition, and leadership) had no significant effect on OCB with employee engagement as an intervening variable.

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The Impact Of Leadership To Serve And Organizational Commitments To Employee Performance With Behavior Organizational Citizenship as Mediation Variable

Journal of Business Management Review ◽

10.47153/jbmr.v1i1.8 ◽

2020 ◽

Vol 1 (1) ◽

pp. 028-041

Author(s):

Eni Istikhomah Sholikhah ◽

Septi Kurnia Prastiwi

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Significant Influence ◽

Organizational Citizenship Behavior ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Impact

The aim of this study was to determine the influence of servant leadership and organizational commitment on employee performance with Organizational Citizenship Behavior (OCB) as a mediating variable (case study of the Center for Social Rehabilitation Prof. Dr. Soeharso Surakarta). The population in this study were employees of civil servants BBRSBD Prof. Dr. Soeharso Surakarta. With a sample used as many as 100 respondent. The technique of taking sample used is saturated sampling, where all populations are sampled entirely. Data collection techniques by distributing questionnaires. Data analysis techniques using Structural Equation Modeling (SEM) with the help of Partial Least Square (PLS) version 3.0. The results of the study show that 1) there is no significant influence of leadership variables that serve organizational citizenship behavior; 2) There is a significant influence of organizational commitment variables on organizational citizenship behavior; 3) There is influence of leadership variables that serve employee performance; 4) There is no influence on organizational commitment variables on employee performance; 5) There is an influence of organizational citizenship behavior variables on employee performance.

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EFFECT OF LEADER MEMBER EXCHANGE, ORGANIZATIONAL CULTURE AND EMPLOYEE ENGAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (CASE STUDY GEN Y IN PERUM LPPNPI)

Dinasti International Journal of Economics, Finance & Accounting ◽

10.38035/dijefa.v1i1.224 ◽

2020 ◽

Vol 1 (1) ◽

pp. 71-82

Author(s):

Budi Mahmudi ◽

Farida Elmi

Keyword(s):

Organizational Culture ◽

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Equation Modeling ◽

Leader Member Exchange ◽

Member Exchange

This study aims to determine the effect of the leader member exchange, organizational culture, employee engagement on organizational citizenship behavior. This type of research is descriptive verification method. The population of all employees of Perum LPPNPI, decision-probability sampling technique with a sample of 200 employees. Data Analysis Structural Equation Modeling (SEM) method Partial Least Square (PLS) with 6.0 WarpPLS program. The results showed that the leader member exchange have a significant effect on employee engagement, organizational culture have a significant effect on employee engagement, employee engagement significantly influence the organizational citizenship behavior, leader member exchange have a significant effect on organizational citizenship behavior, and organizational culture significant effect on organizational citizenship behavior.

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

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/586 ◽

2018 ◽

Vol 9 (08) ◽

pp. 21014-21025 ◽

Cited By ~ 1

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

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Competency Analysis, Work Rusteristics, Work Environment, Spiritual Quotient, Organizational Commitment, Organizational Citizenship Behavior and Employee Performance

DiE: Jurnal Ilmu Ekonomi dan Manajemen ◽

10.30996/die.v12i2.5594 ◽

2021 ◽

Vol 12 (2) ◽

pp. 61-85

Author(s):

Ety Retno Setyowati

Keyword(s):

Organizational Commitment ◽

Work Environment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Employee Performance ◽

Positive Influence ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Laboratory Installation

This research aims to prove and analyze the influence of competence,work characteristics, work environment, spiritual quotient, onorganizational commitment, organizational citizenship behavior (OCB)and employee performance in the Laboratory Installation of RSUD PatutPatuh Patju West Lombok. This study is a causal explanatory study. Asample of 38 respondents, data analysis with Partial Least Square (PLS).The results showed there was a significant positive influence on:competence to OCB and employee performance; rusteristic work towardsorganizational commitment; work environment to organizationalcommitment; organizational commitment to OCB and employeeperformance; OCB on employee performance. Gained insignificantinfluence on: competence to organizational commitment; rusteristic ofemployment against OCB and employee performance; work environmenttowards OCB and employee performance; Spiritual quotient toorganizational commitment, OCB and employee performance. Theconclusion of the results of the study is that there are seven hypothesesthat can be accepted and there are eight hypotheses that are rejected.

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THE EFFECT OF JOB SATISFACTION, JOB ENVIRONMENT AND ORGANIZATIONAL COMMITMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AND ITS IMPACT ON PERFORMANCE

Journal of Management and Business ◽

10.24123/jmb.v14i2.318 ◽

2015 ◽

Vol 14 (2) ◽

Author(s):

Praptono Soeharto ◽

Tantri Widiastuti

Keyword(s):

High School ◽

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior

The purpose of this research was to analyze the effect of Job Satisfaction, JobEnvironment and Organizational Commitment on Organizational Citizenship Behavior (OCB)and its impact on Employee Performance. The population in this research were all teacherson Terang Bangsa Christian Junior High School and Senior High School Semarang totaling 103 teachers. The entire population was used as sample. The analysis technique used was Structural Equation Model (SEM) with Partial Least Square (PLS) approach. This result of this research showed that Job Satisfaction, Job Environment and Organizational Commitment had positive and significant effect on Organizational Citizenship Behavior (OCB). Job Satisfaction. Job Environment and Organizational Commitment did not effect Employee Performance. Organizational Citizenship Behavior (OCB) had positive and significant effect on Employee Performance.

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