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

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.

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 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.

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 ◽

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.

THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR (A Study of the Permanent Lecturers at University of Lambung Mangkurat, Banjarmasin)

Journal of Indonesian Economy and Business ◽

10.22146/jieb.17761 ◽

2018 ◽

Vol 33 (1) ◽

pp. 23 ◽

Cited By ~ 2

Author(s):

Meiske Claudia

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Organizational Support ◽

Educational Institution ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior

The population in this research is all of the permanent lecturers employed at University of Lambung Mangkurat (ULM). The respondents are taken from 4 academic ranks, which are represented by Asisten Ahli (Instructor), Lektor (Assistant Professor), Lektor Kepala (Associate Professor), and Guru Besar (Professor). One hundred and thirty samples were collected by using a proportional-stratified random sampling method. A Partial Least Square (PLS) method was used to analyze the data. The results showed that lecturers with a positive perception of the organizational support available to them feel more satisfied with their job, which in turn encourages the creation of a high organizational commitment and results in the emergence of positive organizational citizenship behavior (OCB). These study’s results showed us the application of social exchange theory and organizational support theory in a higher educational institution. The findings of this study are considered to be important, as they provide additional empirical evidence regarding the importance of organizational support as a basis for improving the ULM lecturers' job satisfaction, organizational commitment, and OCB. The implications and further research are also discussed.

PENGARUH BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN PEMEDIASI KOMITMEN AFEKTIF DI SEKRETARIAT KABUPATEN BADUNG

E-Jurnal Ekonomi dan Bisnis Universitas Udayana ◽

10.24843/eeb.2017.v06.i07.p03 ◽

2017 ◽

pp. 2665

Author(s):

Ayu Putu Ariani ◽

Desak Ketut Sintaasih ◽

Made Surya Putra

Keyword(s):

Organizational Culture ◽

Affective Commitment ◽

Positive Influence ◽

Partial Least Square ◽

Least Square ◽

Mediating Effect ◽

Citizenship Behavior ◽

Culture Positive

The purpose of this study was to determine the significance of the influence of organizational culture on affective commitment, the influence of affective commitment on OCB, the influence of organizational culture on OCB and the mediating effect of affective commitment on the influence of organizational culture on OCB. These samples included 83 employees are determined using proportionate random sampling method. Data were obtained from questionnaires and interviews. The analytical tool used in this study using Partial Least Square (PLS). The results showed that organizational culture positive effect on affective commitment, the better the culture of the organization, affective commitment is also getting stronger. Affective commitment positively affects the OCB, the stronger the affective commitment has embraced the OCB behaviors also higher. Organizational culture positive influence on OCB, semaik both an organizational culture that is applied then OCB also higher. Results of testing the hypothesis is further produced that affective commitment partially mediates the influence of organizational culture on OCB.

The Influence of Work Resources, Demands, and Organizational Culture on Job Satisfaction, Organizational Commitment, and Citizenship Behaviors of Spanish Police Officers

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17207607 ◽

2020 ◽

Vol 17 (20) ◽

pp. 7607

Author(s):

Alexandra Marcos ◽

Cristina García-Ael ◽

Gabriela Topa

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Police Officers ◽

Discriminant Validity ◽

Structural Model ◽

Citizenship Behavior ◽

Citizenship Behaviors

The present study aims to analyze the influence of work demands and resources (support and control) on the attitudes and behaviors (satisfaction, organizational commitment, and organizational citizenship behaviors toward the organization, OCBO) of Spanish police officers, and to examine the potential mediating role of the flexibility-oriented organizational culture. Participants were 182 Spanish police officers. The analysis was carried out using the Smart PLS (Partial Least Squares) program. Firstly, reliability and convergent and discriminant validity were analyzed. Secondly, the structural model was evaluated. Overall, findings support the hypothesized model, except there was not a significant effect of demands and support on OCBO (Organizational Citizenship Behavior Organization-oriented). Results of the importance-performance map analysis also show that, in terms of predicted job satisfaction and organizational commitment, control and support are not so important, but both of them perform relatively well compared to the remaining constructs (demands and flexibility-oriented culture).

Analisis Organization Citizenship Behaviour (OCB) Pada Kualitas Layanan Kendaraan VVIP; Studi Kasus Sumber Daya Manusia Di Sekretriat Wakil Presiden

SALAM Jurnal Sosial dan Budaya Syar i ◽

10.15408/sjsbs.v8i1.18096 ◽

2021 ◽

Vol 8 (1) ◽

Author(s):

Robi Yunior Manuputty ◽

Santosa Iman Mulyono ◽

Alfatih S Manggabarani

Keyword(s):

Organizational Culture ◽

Random Sampling ◽

Vice President ◽

Partial Least Square ◽

Service Performance ◽

Least Square ◽

Citizenship Behavior

Abstrak Reformasi birokrasi di Indonesia menuntut instansi pemerintah untuk senantiasa meningkatkan pelayanan (Kementerian Reformasi Birokrasi dan Pendayagunaan Aparatur Negara, 2018). Sikap pegawai (OCB) yang selaras dengan tujuan organisasinya, akan mendukung pencapaian tujuan instansi pemerintah guna memberikan pelayanan yang terbaik (Wirawan, 2013).Dalam realitanya dijumpai kecenderungan bahwa perilaku pegawai (ASN) masih belum mencerminkan dukungan terhadap pencapaian tujuan instansinya. Sementara itu nampak peran kepemimpinan dan budaya organisasi terhadap perilaku pegawai sehingga berpengaruh pada kualitas kinerja pelayanan yang diberikan (Asman Abnur, 2018; PERC, 2018). Sejauh mana pengaruh tersebut serta bagaimana upaya meningkatkan kinerja, sangat menarik untuk diteliti lebih mendalam.Penelitian ini adalah penelitian kuantitatif dengan tujuan untuk mengetahui pengaruh Organization Citezenship Behaviour (OCB) terhadap Kualitas Layanan Kendaraan VVIP (Studi Sumber Daya Manusia di Sekretariat Wakil Presiden). Obyek penelitian adalah para staf yang mempunyai tugas memberikan layanan kendaraan VVIP di Sekretarait Wakil Presiden. Pengukuran sampel ditentukan sebanyak 99 responden melalui metode probality sampling yakni random sampling. Pengumpulan data dilakukan dengan cara penyebaran kuesioner. Alat analisis statistik yang digunakan adalah Partial Least Square (PLS).Hasil penelitian menunjukkan bahwa Kepemimpinan tidak berpengaruh terhadap OCB, dengan nilai koefisien jalur sebesar 1.865 (<1.96). Budaya Organisasi berpengaruh terhadap OCB dengan nilai koefisisen jalur sebesar 5.747 (>1.96). OCB berpengaruh terhadap Kualitas Layanan Kendaraan VVIP dengan koefisien jalur sebesar 34.446 (>1.96). Kata kunci: Kepemimpinan, Budaya Organisasi, Organizational Cityzenship Behavior, Service performance. Abstract Indonesia's bureaucratic reform demands government agencies to continuously improve services (Ministry of bureaucracy Reformation and the utilization of state apparatus, 2018). Employee attitudes (OCB) that align with the purpose of the organization will support the achievement of government agency objectives in order to provide the best service (Wirawan, 2013). In reality, there is a tendency that the behavior of employees (ASN) still does not reflect support on achieving its objective. Meanwhile, it appears that the role of leadership and organizational culture on the behavior of officers so that it affects the quality of service performance provided (Asman Abnur, 2018; PERC, 2018). The extent of such influence as well as how the efforts to improve performance, is very interesting to be researched more deeply.This research is a quantitative study with the aim of knowing the influence of Organizational Citizenship Behavior (OCB) on the quality of VVIP vehicle Service (human resources study in the Secretariat of the Vice President). The research object is the staff who have the task of delivering the VVIP vehicle service to the Secretary of the Vice president. The sample measurement is determined by 99 Respondents through the sampling probability method, which is random sampling. Data collection is done by spreading the questionnaire. The statistical analysis tool used is Partial Least Square (PLS). The results showed that leadership had no effect on OCB, with a line coefficient value of 1,865 (< 1.96). The working culture affects OCB with a line efficiency value of 5,747 (> 1.96). OCB affects the quality of the VVIP vehicle service with a line coefficient of 34,446 (> 1.96) Keywords: leadership, organizational culture, Organizational Citizenship. Behavior, Service performance.

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 ◽

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.

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):

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.

Hubungan dukungan organisasi, kepuasan kerja, dan organizational citizenship behavior: pendekatan partial least square

Jurnal Manajemen Strategi dan Aplikasi Bisnis ◽

10.36407/jmsab.v1i1.19 ◽

2018 ◽

Vol 1 (1) ◽

pp. 47-58

Author(s):

Pingki Rizki Cahyani ◽

Hendryadi Hendryadi

Keyword(s):

Job Satisfaction ◽

Organizational Support ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Equation Modeling ◽

Government Sector ◽

The Government

This study aims to examine the relationship of perceptions of organizational support (POS), job satisfaction and organizational citizenship behavior (OCB) in the government sector. The survey approach was carried out to obtain data through questionnaires. A total of 60 employees were used as research samples. Partial least square structural equation modeling (PLS-SEM) is used to test hypotheses. The results showed that: there was a positive relationship between POS and job satisfaction and OCB, job satisfaction was significantly correlated with OCB. In addition, job satisfaction has proven to play a role as a mediator for POS relations with OCB. This research contributes to efforts to increase OCB in the government sector,

Pengaruh Motivasi dan Kepribadian terhadap Organizational Citizenship Behavior dengan Budaya Organisasi sebagai Variabel Moderasi

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v9i1.433 ◽

2019 ◽

Vol 9 (1) ◽

pp. 28

Author(s):

Desi Nur Haryati

Keyword(s):

Organizational Culture ◽

Structural Equation ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Service Needs ◽

Inferential Analysis

The phenomenon of development in the Srandakan sub-district as a route to Yogyakarta International Airport (YIA), a new airport in Kulon Progo, Yogyakarta affects public service needs. The staffs of Srandakan sub-district demanded to improve their self-quality which is reflected in organizational citizenship behavior (OCB). The purpose of his study is to find effects of motivation and personality on organizational citizenship behavior with organizational culture was put as a moderation variable. The sample used in this research is all personnel in the Srandakan sub-district office. In this study, the analysis was carried out using descriptive and inferential analysis methods. In order to conduct the inferential analysis of this study, the Partial Least Square (PLS), which is variance-based of structural equation model (SEM), is used as an analytical tool with SmartPLS 3.2.7 software. The result showed that no significant effect of motivation on Organizational Citizenship Behavior (OCB). Otherwise, there are signifi-cant effects of personality and organizational culture on organizational citizenship behavior. Finally, organizational culture can not be a moderating effect of motivation and personality on organizational citizenship behavior.