scholarly journals The Effect of Servant Leadership on Employee Performance with Employee Engagement and Organizational Citizenship Behavior (OCB) As A Mediation Variable in Mandiri Inhealthth

2019 ◽  
Vol 2 (3) ◽  
pp. 13-25
Author(s):  
Pardi Simamora ◽  
I Ketut Sudiarditha ◽  
Corry Yohana
Keyword(s):  
Servant Leadership ◽  
Employee Engagement ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Business World

Many companies in this era of openness and globalization offer products and services with relatively the same characteristics. This condition creates increasingly high competition in the business world, causing the business world to become very competitive, a business climate that is always changing and uncertain . This study analyzes the effect of servant leadership on employee performance with employee engagement and organizational citizenship behavior as mediating variables in Mandiri Inhealth companies. Determination of the sample using proportionate stratified random sampling method . The sample in the study amounted to at least 154 respondents but collected 206 respondents were analyzed usingStructural Equation Modeling (SEM). The results of the study are there is a direct effect on servant leadership on employee performance, there is a direct effect on servant leadership on employee engagement , there is a direct effect on employee engagement on employee performance, there is a direct effect on servant leadership on organizational citizenship behavior , there is a direct effect on organizational citizenship behavior on employee performance, there is no indirect effect of servant leadership on employee performance through employee engagement mediation , there is an indirect effect of servant leadership on employee performance through mediating organizational citizenship behavior.

scholarly journals The Role of OCB in Mediating The Effect of Employee Engagement and Organizational Commitment on Employee Performance: Contract vs Permanent Employees

2018 ◽  
Vol 6 (08) ◽  
Author(s):  
Mahmud Fatoni ◽  
Dewi Prihatini ◽  
Ika Barokah Suryaningsih
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Permanent Employees ◽  
Significant Direct Effect

Banking industry is one of sector that relies its employees on its quality of human capital. In facing the organizational change in the form of digitaliation, the performances of employees are really challenged.  This study seeks to test the role of Organizational Citizenship Behavior (OCB) as mediator of the effect of employee engagement and organizational commitment  on the employees performance at PT. BCA, Tbk Jember branch, Indonesia.  This study used quantitative approach. As many as 162 employees are involved as respondents. We differ them based on their employee types, those are contract and permanent employees. The analytical tool used is path analysis. We report that there is a significant indirect effect of employee engagement and organizational commitment on employees performance through OCB. The role of OCB as mediator is significant in both of effects. We also found that employee engagement and organizational commitment have a significant direct effect on employee performance, employee engagement and organizational commitment have a significant direct effect on OCB, and OCB has a significant direct impact on employee performance.

scholarly journals Pengaruh Self Efficacy, Employee Engagement, dan Servant Leadership Terhadap Organizational Citizenship Behaviour Dalam Meningkatkan Kinerja Tenaga Kependidikan Perguruan Tinggi Swasta di Purwokerto

2018 ◽  
Vol 1 (1) ◽  
Author(s):  
Amin Budiastuti ◽  
Susanti Budiastuti
Keyword(s):  
Job Performance ◽  
Servant Leadership ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Software Analysis

The aims of the research were to examine the influence of self efficacy, employee engagement, servant leadership, and organizational citizenship behavior  on educational staffs’ job performance. The research problem was how to increase the job performance of educational staffs through self efficacy, employee engagement, servant leadership, and organizational citizenship behavior. This research was conducted at the Private Higher Education in Purwokerto by the member of respondents was 150 which was determined by employing cluster random sampling method. Data were collected by distributing a questionnaire.  Processing data used Structural Equation Modeling (SEM) by the software Analysis of Moment Structure (AMOS). The result of analysis could be summarized as follows: Self efficacy, employee engagement, servant leadership and organizational citizenship behavior positively and significantly influenced to the job performance of staffs education. Implication of the findings indicated that to increase staffs education’ job performance, the management should more increase self efficacy, employee engagement, servant leadership, and organizational citizenship behavior.

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

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.

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.

The Role of Organizational Citizenship Behavior as a Mediator on The Effect of Employee Engagement and Organizational Culture on Employee Perfomance in BPJS Ketenagakerjaan

2020 ◽  
Vol 8 (05) ◽  
pp. 1761-1765
Author(s):  
Aghnia Ilmi Sadida Nurzam
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Analysis Method ◽  
The Relationship ◽  
Performance Scale

The study aims to find out and analyze the relationship between employee engagement, organizational culture, organizational citizenship behavior (OCB), and employee performance. The author administered 224 participants employee engagement scale, organizational culture scale, OCB scale, and employee performance scale in BPJS Ketenagakerjaan East Java area. The data is analyzed by path analysis method in SPSS program. The result indicated that employee engagement and organizational culture affects positive significantly on OCB. Employee engagement, organizational culture and OCB also affects positive significantly on employee performance.

scholarly journals Pengaruh Kepuasan Kerja Terhadap Kinerja Karyawan Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening

2021 ◽  
Vol 5 (1) ◽  
pp. 22
Author(s):  
Teguh Wicaksono ◽  
Muhammad Gazali
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Analysis Method ◽  
Study Population

This study aims to examine and analyze the effect of job satisfaction on organizational citizenship behavior, both on the direct and indirect effect on employees of favehotel Ahmad Yani Banjarmasin. This study uses an explanatory research method with a quantitative approach. The data analysis method used is descriptive analysis and path analysis. The study population was all employees of favehotel ahmad yani Banjarmasin and a sample of 67 respondents. The results of this study indicate that Job Satisfaction has a significant effect on Organizational Citizenship Behavior with a path coefficient value of 0.604. Organizational Citizenship Behavior has a significant effect on employee performance with a path coefficient value of 0.320. Job Satisfaction has a significant effect on Employee Performance with a path coefficient value of 0.280. Organizational Citizenship Behavior does not mediate job satisfaction on employee performance with a direct effect value that is greater than the indirect effect.

scholarly journals Organizational Citizenship Behavior while mediating Self-Efficacy, Servant Leadership and Organization Culture on Employee Performance

2021 ◽  
Vol 6 (1) ◽  
pp. 225-231
Author(s):  
Lintang Arum Pratiwi ◽  
Lenny Christina Nawangsari
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Employee Performance ◽  
Negative Influence ◽  
Organization Culture ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior

This study aims to examine and analyze the effect of Self-efficacy, Servant Leadership, Organization Culture on Employee Performance with Organizational Citizenship Behavior as mediation variables in a more in-depth and comprehensive at Kharisma Potensia Indonesia. This study uses the Partial Least Square (PLS) analysis method with SmartPLS system assistance. And based on the results of studies with through a questionnaire to 52 employees then found the result that Servant Leadership has a positive effect and not significant to the Employee Performance. Organizational Citizenship Behavior has not been proven to mediate Self-Efficacy, Servant Leadership, Organizational Culture on Employee Performance. Self-efficacy has a positive and significant effect on Organizational Citizenship Behavior. Servant Leadership has a negative influence and not significant to Organizational Citizenship Behavior. Organization Culture has a positive and significant effect on Organizational Citizenship Behavior. Self-Efficacy has a positive and significant effect on Employee Performance. Organization Culture has a significant influence on Employee Performance. Organizational Citizenship Behavior has a negative influence and not significant to the Employee Performance in Kharisma Potensia Indonesia.

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