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 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

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI VILLA KUBU MANGGALA SEMINYAK

2017 ◽  
Vol 7 (2) ◽  
pp. 614
Author(s):  
Made Satwika Dwi Cahyadi ◽  
I Gusti Bagus Honor satrya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
T Test ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
F Test ◽  
Normality Test

One of the factors that must be considered in managing human resources is the volunteerism of employees in helping co-workers outside of their responsibilities (Organizational Citizenship Behavior). The symptoms of problems associated with low OCB are due to the low transformational leadership and organizational commitment. The purpose of this study was to determine the effect of transformational leadership and organizational commitment to OCB at Villa Kubu Manggala Seminyak. This research was conducted at Villa Kubu Manggala Seminyak by using census method that is 30 respondents. The data was collected by distributing questionnaires using a 5-point likert scale to measure 12 statement items. Tests conducted using the classical assumption test that is normality test, multicollinearity test, heteroscedasticity test, f test and t test. The results of the analysis show that transformational leadership has a positive and significant effect on OCB and organizational commitment has a positive and significant impact on OCB. To improve the OCB's behavior within the organization, companies should pay more attention to normative commitment and promotion opportunities.

Perceived Transformational Leadership, Organizational Commitment, and Citizenship Behavior: A Case Study in Intercollegiate Athletics

2001 ◽  
Vol 15 (2) ◽  
pp. 135-159 ◽  
Author(s):  
Aubrey Kent ◽  
Packianathan Chelladurai
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Intercollegiate Athletics ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Leadership Behaviors ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Member Exchange ◽  
Assistant Athletic Directors

This study tested the propositions that (a) perceived leader-member exchange quality (LMX) between second level managers (e.g., associate, assistant athletic directors) and their subordinates would be associated with perceived transformational leadership behaviors (TL) of the athletic director, and (b) subordinates' organizational commitment (OC) and organizational citizenship behavior (OCB) would be correlated with both perceived TL and LMX. Seventy-five third tier employees of a large Midwestern university responded to the Multifactor Leadership Questionnaire-MLQ (Bass, 1985); LMX-7 (Graen, Novak, & Sommerkamp, 1982), an organizational citizenship scale (MacKenzie, Podsakoff, & Fetter, 1991); and an organizational commitment scale (Meyer & Allen, 1997). Correlational and regression analyses showed that the three dimensions of TL were significantly correlated with LMX. Additionally, the dimensions of TL and LMX were differentially related to OC and OCB.

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

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.

scholarly journals POLITIK ORGANISASI DAN KOMITMEN ORGANISASIONAL SERTA DAMPAKNYA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) PEGAWAI APARATUR SIPIL NEGARA ( STUDI KASUS ASN DI LINGKUP SATUAN ORGANISASI PERANGKAT DAERAH KABUPATEN BOALEMO)

2021 ◽  
Vol 7 (3) ◽  
Author(s):  
Nur Rahmi ◽  
Nur Lazimatul H. Sholehah
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Random Sampling ◽  
Regression Coefficient ◽  
Simple Random Sampling ◽  
Political Organization ◽  
Citizenship Behavior ◽  
Independent Variable

The research aimed to determine the influences of Political Organization  and Organizational Commitment to the Organizational Citizenship Behavior (OCB ) (case study on employees of state civil apparatus in the  govermental organization regional units in Boalemo district). This research is causality research  use of quantitative technique. The samples collection is done by using the method probability sampling by taking simple  random sampling methods. The data collected through questionnaires.  Some questionnaires  distributed directly and some others distributed  by online sistem caused by the Covid-19’s effect. The variables research consists of 3 variables are Political Organization ( X1 ) Organizational Commitment ( X2 ) as  an independent variable and Organizational Citizenship  Behavior  (Y) as a dependent variable.  Data analyzed by multiple regression technique using SPSS 20 version software . The research results shown that  Political Organization ( X1) and Organizational Commitment ( X2 ) simultaneously have had a positive impact and significantly to  Organizational Citizenship  Behavior (OCB ). The significance value,s  score  0,000 and also  F count >F table so it can be concluded that the both Political Organization and Organizational Commitment  have influences to the Organizational Citizenship Behavior (OCB). The value of the coefficient of determination ( R2 ) resulting also show that there was strong correlation between the independents variables and dependent variable. Political Organization ( X1 ) partially has not been affecting the Organizational  Citizenship Behavior (Y)  to employees of state civil apparatus in the  govermental organization regional units in Boalemo district.  It can be seen from the value of the regression coefficient that is produced the value of significance  is 0.65> 0,000 and also  T-count wasproduced 0,563> T- table namely 0,454. Organizational Commitment ( X2 ) have a negative effects and significant impact on Citizenship Organizational Behavior (Y). The value of significance amount of 0,000 showed the presence of the influence of the independent variable dependent on variables. The value of the regression coefficient negative show a correlation in  negative ways, it means the higher organizational commitment the more one is low organizational behavior of citizenship, and likewise also on contrary.Keywords: Political Organization, Organisasional Commitment, Organizational Citizenship Behavior ABSTRAK: Penelitian ini dilakukan untuk mengetahui  pengaruh politik organisasi dan komitmen organisasional terhadap Organizational Citizenship Behavior   (OCB) dengan Studi Kasus pegawai Aparatur Sipil Negara (ASN ) di Lingkup Satuan Organisasi Perangkat Daerah (SOPD) kabupatan Boalemo. Penelitian bersifat  penelitian kausal yaitu penelitian yang bersifat sebab akibat, dengan pendekatan kuantitatif  menggunakan metode survey. Tekhnik pengambilan sampel dilakukan dengan menggunakan metode Probability Sampling dengan mengambil metode Simple Random Sampling. Data dikumpulkan melalui kuisioner sebagian kuisioner disebarkan secara langsung dan sisanya disebarkan secara online karena terkendala Covid-19.. Variabel penelitian yang terdiri atas 3 variabel yakni 2 variabel bebas yakni Politik Organisasi (X1) dan Komitmen Organisasional (X2) dan 1 variabel terikat yaitu variabel Organisational Citizenship Behavior  (Y). Data dianalisis dengan teknik analisis data berupa analisis Regresi Linear Berganda (Multiple Analysis Regression)  dengan menggunakan bantuan software SPSS versi 20. Hasil penelitian menunjukkan bahwa Politik Organisasi (X1) dan Komitmen Organisasional (X2) secara simultan berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior (Y) terhadap pegawai ASN dalam lingkup SOPD Kabupaten Boalemo. Nilai signifikansi  yang diperoleh sebesar 0,000 serta nilai fhitung> f tabel sehingga dapat disimpulkan bahwa ada pengaruh kedua variabel independen terhadap variabel dependen. Nilai koefisien determinasi (R2) yang dihasilkan juga menunjukkan bahwa ada korelasi yang kuat antara variabel independen dan variabel dependen. Variabel Politik Organisasi (X1) secara parsial tidak  berpengaruh terhadap Organizational Citizenship Behavior (Y) para pegawai ASN dalam lingkup SOPD Kabupaten Boalemo. Terlihat dari nilai koefisien regresi yang dihasilkan dengan nilai signifikansi sebesar 0,65> 0,000 dan juga nilai t hitung yang dihasilkan  sebesar 0,563> lebih besar dari t tabel yaitu 0,454. Komitmen Organisasional (X2) secara parsial berpengaruh negatif dan signifikan terhadap Organizational Citizenship Behavior (Y). Nilai signifikansi dengan angka 0,000 menunjukkan adanya pengaruh variabel independen terhadap variabel dependen. Nilai koefisien regresi yang negatif menunjukkan korelasi yang negatif, artinya semakin tinggi Komitmen Organisasional maka akan semakin rendah Organizational Citizenship Behavior dari para pegawai ASN dilingkup Kabupaten Boalemo, dan begitupun sebaliknya.Kata kunci: Politik Organisasi, Komitmen Organisasional, Organizational Citizenship Behavior

scholarly journals A Study on Career Plateauing, Organizational Commitment and Organizational Citizenship Behavior of Taiwan-Based Expatriates: A Holistic Approach to International Mobility

2016 ◽  
Vol 6 (2) ◽  
pp. 134 ◽  
Author(s):  
Kemo Badiane
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Holistic Approach ◽  
Two Dimensions ◽  
Citizenship Behavior ◽  
International Mobility ◽  
Test Analysis ◽  
Career Plateauing

The purpose of this research was to examine relationships among Career Plateauing, Organizational Commitment and Organization Citizenship Behavior. Two dimensions of career plateauing were measured subjectively from Milliman. Organizational commitment was measured using measures from Meyer and Allen. Organizational citizenship behavior was measured using the tools developed by Organ. Online and pen-and-paper based surveys were used to collect data. Mean, Standard Deviation, t-Test, Analysis of Variance, and Pearson's Correlation were used to analyze data; a total of 102 questionnaires were collected. The findings summarized as follows: Career plateauing and job content plateauing were significantly and negatively correlated with affective commitment, but not continuous commitment. The strength of the correlation is medium. Career plateauing was not significantly correlated with Organizational Citizenship. Significant and negative correlation was found between Sportsmanship and Continuous Commitment. Significant and positive correlation found between Courtesy and Affective Commitment. The strength of the correlations was low. 

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 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.

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