scholarly journals The Effect of Procedural Justice, Distributive Justice, Job Satisfaction and Organizational Commitment to Organizational Citizenship Behavior in Pariaman, West Sumatera, Indonesia

2021 ◽  
Vol 1 (1) ◽  
pp. 16-29
Author(s):  
Diane Mary ◽  
Hilda Mary ◽  
Ronny Andri Wijaya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Formal Education ◽  
Citizenship Behavior ◽  
Role Behavior ◽  
Political Perception

Procedural justice, distributive justice, job satisfaction and organizasional commitmen has proven influence the incidence of extra-role behavior in a public organization. This research presents the correlation of procedural justice, distributive justice, job satisfacion, and organization’s commitment to organizational citizenship behavior variables. The population in this research directly sampled with a total 71 peoples ranging from leaders to the staff level within the Region Secretary of Pariaman. The research method is quantitative with data collection through questionnaire. Furthermore, the data obtained were processed using SPSS version 17. From the analysis, we can conclude that there are positive and significant effects of procedural justice and organizational commitment on organizational citizenship behavior on Regional Secretariat of Pariaman. The results showed that the independent variables of the political perception of 59,7%, the balance of 40,3% determined by other variables that not studied. Suggestions that writers can conveys, in order to enhance distributive justice, procedural justice, job satisfaction and organizational commitment can be acquired through commitment, consistency, intense communication, discussion, work culture, performance and reward; and it also necessary to develop and increase self-employees through formal education, technical training, structural and functional, seminars, discussions, lectures, and procurement of books relating to the implementation of tasks in order to achieve its objectives effectively and efficiently.

scholarly journals Peran Komitmen Organisasional Sebagai Mediator Pengaruh Keadilan Prosedural dan Kepuasan Kerja Terhadap Organizational Citizenship Behaviour Karyawan PT Patrari Jaya Utama

2021 ◽  
Vol 4 (2) ◽  
pp. 235-248
Author(s):  
Sumijan Sumijan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Citizenship Behavior ◽  
Analysis Tool

The purpose of this study was to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Commitment; to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior; to test and analyze the effect of Organizational Commitment on Organizational Citizenship Behavior; to test and analyze which influence is greater between the direct influence of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior through Organizational Commitment with or indirect influence. In this study, the research sample will be the population of all employees of PT Patrari Jaya Utama, so the technique used in this study is a census of 65 employees. The analysis tool used is Multiple Linear Regression Analysis and Path Analysis. The results showed that there was a significant influence between Procedural Justice and Job Satisfaction on Organizational Commitment: There was a significant influence between Procedural Justice on Organizational Citizenship Behavior; There is no influence between job satisfaction on Organizational Citizenship Behavior; There is a significant influence between Organizational Commitment to Organizational Citizenship Behavior.

scholarly journals THE ROLE OF ORGANIZATIONAL COMMITMENT IN MODERATING THE INFLUENCE OF PROCEDURAL JUSTICE, DISTRIBUTIVE JUSTICE, INTERACTIONAL JUSTICE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 1 (1) ◽  
pp. 29-42
Author(s):  
Suhartini ◽  
Amanto Sulaya
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
One Year

This research aims to determine the influence of procedural justice, distributive justice and interactional justice on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. Respondents in this research were 98 employees of Bank MandiriDiponegoro Yogyakarta with a work period of more than one year. The data collection method uses a questionnaire, which is measured using a Likert scale. The analytical method uses regression analysis and path analysis. The result of this research indicate that firstly, procedural justice, distributive justice, and interactional justice have a significant influence on organizational commitment, simultaneously. Secondly, procedural justice and distributive justice have a significant influence on OCB, partially. Thirdly, interactional justice does not have a significant influence on OCB partially. Fourthly, procedural justice, distributive justice, and interactional justice have a significant influence on OCB, partially and simultaneously. Fifthly, organizational commitment has a significant influence on OCB. Sixthly, the direct influence (the influence of procedural justice, distributive justice and interactional justice on OCB) is greater than the indirect influence (the influence of procedural justice, distributive justice, and interactional justice on OCB through organizational commitment). The result of this research can be used as a reference for Bank Mandiri in creating and improving OCB. This can be realized by providing fair procedures, improving the benefits system, and increasing interaction between employees for the better.

scholarly journals A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

2005 ◽  
Vol 7 (2) ◽  
pp. 131 ◽  
Author(s):  
Harif Amali Rifai
Keyword(s):  
Job Satisfaction ◽  
Theoretical Model ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Goodness Of Fit ◽  
Affective Commitment ◽  
Sem Analysis ◽  
Citizenship Behavior

This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB) through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

scholarly journals Job Satisfaction as a Mediator of Justice towards Organizational Citizenship Behavior

2017 ◽  
Vol 2 (2) ◽  
pp. 125
Author(s):  
Alfato Yusnar Kharismasyah ◽  
Bima Cinintya Pratama ◽  
Fatmah Bagis
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Survey Method

Time goes rapidly and competition is getting tougher. It demands employees to give high performance in order to exceed work standard determined by the company. work system innovation in banking companies provide stimuli for employees both from basic employees to management level to always be active in and have advantages in understanding the job desk. Extra ordinary behavior, which is usually called. Organizational Citizenship Behavior, is expected to change mindset where employees do not only master one ability, but several abilities or skills beyond their job description. Therefore, the purpose of this study is to analyze the influence of Distributive and Procedural Justice on OCB through Job satisfaction. This research is descriptive and verivicative analysis. Descriptive research was conducted to obtain a description of Distributive Justice, Procedural Justice, Job satisfaction, and OCB. While verivicative research is done to know the relationship between variables through the calculation - statistical calculation. The method used is survey method. While the sampling technique is Saturated / Census Samples with 65 respondents. Data analysis in this study using the analysis of PLS (Partial Least Square) and found that the Distributive Justice, Procedural Justice has a significant influence on Job Satisfaction that impact on OCB. There are several researchers who have researched OCB from a human resource point of view. Contribution of this research is to help managers to formulate strategies and policy implementation related to the proper management of Human Resources And create new Human Resources with all the best ability to play an extra role in doing the job.

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 An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

Sign in / Sign up

Export Citation Format

Share Document