scholarly journals Apa Peran Jarak Kekuasaan Dalam Hubungan Antara Kepemimpinan Dan Perilaku Ekstra Warga Organisasi?

2021 ◽  
Vol 12 (1) ◽  
pp. 1-8
Author(s):  
Didik Subiyanto ◽  
Susanto
Keyword(s):  
Transformational Leadership ◽  
Human Resource Management ◽  
Human Resource ◽  
Transactional Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Citizenship Behavior ◽  
Positive Effect

The extra role of employees will have a very significant impact on the good or bad of the organization. If the extra role of employees is high, it will be an advantage for the organization, and vice versa. The purpose of this study was to examine in depth the role of Transformational Leadership and Transactional Leadership in Organizations Citizenship Behavior (OCB), by involving Power Distance as moderation. The sample was taken as many as 65 employees from the hotel industry in the Special Region of Yogyakarta who were randomly assigned using the FormsApp.. The collected data were processed using the SPSS program. The processed data has met the data quality requirements. The results of the study provide an explanation that Transformational Leadership has a significant positive effect on Organizational Citizenship Behavior (OCB), while Transactional Leadership has been empirically confirmed to have a positive effect on a weak level of significance on Organizational Citizenship Behavior (OCB). Furthermore, the analysis results show that Power Distance as a moderating variable weakens the influence of Transformational Leadership and Transactional Leadership on Organizational Citizenship Behavior. The implication of the results of this study provides a clear picture where if there are human resource management practices that create a wider distance between superiors and subordinates, it will have a negative impact on organizational performance because of the low extra roles that employees have. Therefore the results of this study can provide information and strategic direction in human resource management in an effort to increase the extra role of employees.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI DI DENPASAR

2020 ◽  
Vol 9 (1) ◽  
pp. 321
Author(s):  
I Made Bayu Permana ◽  
I Gusti Salit Ketut Netra
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Data Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Sampling Techniques ◽  
Positive Effect

The era of globalization is one of the driving factors for a change in an organization. The purpose of the study was to analyze the effect of transformational leadership on job satisfaction, analyze the influence of transformational leadership and job satisfaction on OCB and the role of job satisfaction in mediating the effect of transformational leadership on OCB employees of PBF PT Banyumas. Samples were determined as many as 39 people with saturated sampling techniques. Data collection is done by distributing questionnaires directly to PBF employees. PT. Banyumas and analyzed using calculative descriptive statistics and descriptive statistics in the form of classic assumption tests and path analysis. The results of data analysis show that transformational leadership variables have a positive effect on job satisfaction, job satisfaction and transformational leadership variables have a positive effect on OCB, job satisfaction variables have a positive and significant effect in mediating partially the effect of transformational leadership on OCB at PT Banyumas PBF. Keyword : Transformational leadership, job satisfaction, ocb.  

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN TRANSAKSIONAL PADA ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KEPUASAN KERJA SEBAGAI PEMEDIASI

2015 ◽  
Vol 11 (2) ◽  
pp. 161
Author(s):  
Wahyu Rusdiyanto ◽  
Asri Laksmi Riani
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Hypothesis Test ◽  
Citizenship Behavior ◽  
Significance Level ◽  
Positive Effect

Abstrak: Pengaruh Kepemimpinan Transformasional dan Transaksional Terhadap Kepuasan Kerja dan Organizational Citizenship Behavior. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional, gaya kepemimpinan transaksional, kepuasan kerja terhadap organizational citizenship behavior (OCB). Penelitian ini merupakan penelitian deskriptif kuantitatif dengan jumlah sampel 87 karyawan FIS dan FE UNY. Teknik pengumpulan data menggunakan kuesioner. Uji hipotesis menggunakan analisis regresi. Uji variabel mediasi menggunakan metode Baron and Kenny. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kepuasan kerja, kepemimpinan transaksional berpengaruh positif dan signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh positif dan signifikan terhadap OCB, dan kepuasan kerja berperan sebagai mediator pengaruh kepemimpinan transformasional dan kepemimpinan transaksional pada OCB karyawan.Kata kunci: Gaya kepemimpinan, Kepuasan Kerja, Organizational Citizenship BehaviorAbstract: The influence of Transformational and Transactional Leadership to Job Satisfaction and Organizational Citizenship Behavior. The purpose of the study was to analyze the influence and the relationship among transformational leadership style, transactional leadership style, and job satisfaction on organizational citizenship behavior (OCB) of Social Science Faculty and Economics Faculty Yogyakarta State University employees. This study was classified as descriptive qualitative research with a sample of 87 participants. The data were collected through the distribution of questionnaires. Hypothesis test was using the regression analysis with a significance level of 0.05. Variable meditation test was using the method of Baron and Kenny. The result showed that transformational leadership had a positive effect on the job satisfaction, transactional leadership had a positive effect on job satisfaction, job satisfaction has a positive effect on the OCB, and job satisfaction was a mediator to the effect to the transformational leadership and transactional leadership on the OCB employees.Keywords: Leadership style, job satisfaction, organizational citizenship behavior

scholarly journals The Effect of Positive Leadership on Organizational Citizenship Behavior based on Self-determination theory

CONVERTER ◽  
2021 ◽  
pp. 501-515
Author(s):  
Yunneng Fu Et al.
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Mediating Effect ◽  
Self Determination ◽  
Citizenship Behavior ◽  
Positive Leadership ◽  
Positive Effect

Based on the theory of self-determination and the related literature of positive leadership, we explore the internal mechanism of the influence of positive leadership on organizational citizenship behavior, especially the mediating role of intrinsic motivation and the moderating role of right distance. Through the statistical test and analysis of 281 data in China, we use SPSS 23.0 and Mplus7.0 to test our research hypothesis. Consistent with our hypothesis, the results show that positive leadership can have a significant positive effect on intrinsic motivation. Positive leadership can have an indirect positive impact on organizational citizenship behavior partly through the transmission of intrinsic motivation. Power distance can weaken the positive effect of positive leadership on intrinsic motivation, that is, for employees with high power distance, the positive effect of positive leadership on intrinsic motivation is weaker, on the contrary, the positive effect of positive leadership on intrinsic motivation of employees with low power distance is stronger. Power distance can adjust the mediating effect of intrinsic motivation between positive leadership and organizational citizenship behavior, that is, the stronger the power distance of employees, the weaker the indirect relationship between positive leadership and organizational citizenship behavior through intrinsic motivation.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

Corporate social responsibility and employee organizational citizenship behavior

2017 ◽  
Vol 55 (2) ◽  
pp. 294-309 ◽  
Author(s):  
Yongqiang Gao ◽  
Wei He
Keyword(s):  
Corporate Social Responsibility ◽  
Distributive Justice ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Corporate Social ◽  
Positive Effect

Purpose An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but little attention has been paid to the mechanisms and boundary conditions underlying this effect. The purpose of this paper is to propose a trickle-down model and examine the mediating role of supervisor ethical leadership and the moderating role of perceived organizational distributive justice in the CSR-OCB relationship. Design/methodology/approach To test the arguments, the authors collected field data in four companies located in a central city of China. Through a multi-wave data collection design, a total of 187 employees reported their perceptions toward firms’ CSR and organizational justice at Time 1, and reported their direct supervisors’ ethical leadership behaviors, and their own OCBs at Time 2 (four weeks later). Findings Empirical findings demonstrated that CSR had a positive effect on employee OCB, as mediated by supervisors’ ethical leadership. In addition, this mediation effect was found to be moderated by perceived organizational distributive justice such that the mediation relationship was stronger when perceived organizational distributive justice was lower than when it was higher. Originality/value The present study makes three major contributions. First, it contributes to the CSR literature by revealing the underlying mechanism of ethical leadership through which CSR will lead to increased employee OCB in the workplace. Second, the moderation findings of the study add a new piece of empirical evidence suggesting the boundary condition of organizational distributive justice affecting the positive effect of CSR on employee OCB. Finally, the trickle-down theoretical model demonstrates the pivotal role of leadership in transforming CSR into positive employee outcomes, providing valuable insights into future research that examines why CSR motivates in-organization employees at work.

scholarly journals Examining The Relationship Between Human Resource Managemnt Practices And Organizational Citizenship Behavior For Environment Among Administrative Staff In A Thailand University

2019 ◽  
Vol 11 (2-2) ◽  
Author(s):  
Lubna Niyomdecha ◽  
Khulida Kirana Yahya
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Management Practices ◽  
Training And Development ◽  
Citizenship Behavior ◽  
Human Resource Management Practices

This study examines the influence of three human resource management practices which are training and development, performance appraisal, and compensation and benefit on organizational citizenship behavior for environment (OCBE) among administrative staffs at Prince of Songkla University (PSU, Hatyai campus. A total of 231 administrative staffs participated in this study. Regression analysis was performed to test the research hypothesis. The results revealed that the two dimensions of human resource management practices which are performance appraisal and compensation and benefit did not have significant relationship with organizational citizenship behavior for environment (OCBE). However, training and development was found to have positive significant relationship with organizational citizenship behavior for environment (OCBE)

scholarly journals Double-Edged Effects of Socially Responsible Human Resource Management on Employee Task Performance and Organizational Citizenship Behavior: Mediating by Role Ambiguity and Moderating by Prosocial Motivation

2019 ◽  
Vol 11 (8) ◽  
pp. 2271 ◽  
Author(s):  
Danping Shao ◽  
Erhua Zhou ◽  
Peiran Gao ◽  
Lirong Long ◽  
Jie Xiong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Task Performance ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Ambiguity ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Prosocial Motivation

Previous literature has explored the positive effects of socially responsible human resource management (SRHRM) on employees, leaving potential dark sides largely ignored. By integrating situational-strength theory and motivation literature, this study investigates the double-edged effects of SRHRM on employee performance. Based on a sample of 314 employee–supervisor dyads from three companies, we found that SRHRM could increase employees’ organizational citizenship behavior (OCB) while decreasing their task performance through role-ambiguity mediation. Interestingly, prosocial motivation serves as a significant moderator in strengthening the positive relationship between SRHRM and OCB and the negative association between SRHRM and task performance. Finally, we discuss the theoretical and practical implications of how managers should conduct SRHRM practices among employees.

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

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