scholarly journals Stimulating Organizational Citizenship Behavior by Applying Organizational Commitment and Satisfaction

2020 ◽  
pp. 20-27
Author(s):  
Aram H. Massoudi ◽  
Alaa S. Jameel ◽  
Abd Rahman Ahmad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Human Resource Managers ◽  
Hotel Employees ◽  
Organizational Citizenship Behaviours ◽  
Resource Managers

Purpose of the study: This study aims to apply organizational commitment and job satisfaction as an indicator to stimulate organizational citizenship behaviours. Methodology: The data collected by a questionnaire survey conducted among a group of hotel employees in Baghdad, Iraq. The 200 questionnaires distributed, the researchers received 149, were valid responses. The data were analyzed by AMOS software after ensuring validity, Reliability, and model fit. Main Findings: The results revealed that organizational commitment and job satisfaction play a positive and influential role in changing the organizational citizenship behaviours among hotel employees. Also, organizational commitment has a stronger impact on improving the behaviour of employees than job satisfaction. Research limitations/implications: The study contributes to human resource managers as it reveals the influential role of firms' commitment and job satisfaction on altering staff behaviours towards organizational citizenship. Therefore, it is understood that more variables need to be considered, such as psychological contract and employees' empowerment. Novelty/Originality of this study: The finding can fill the gap in the literature related to this article in the Iraqi setting, where studies about organizational citizenship is not existing in this context.

scholarly journals PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN HOTEL BERBINTANG DI BALI

2018 ◽  
Author(s):  
Ni Luh Ketut Sri Sulistyawati
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Social Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Data ◽  
Citizenship Behavior ◽  
Hotel Employees ◽  
Helping Others

<p><em>Organizational citizenship behavior</em>  (OCB)  merupakan salah satu bentuk perilaku prososial yaitu perilaku sosial yang positif, konstruktif dan membantu. OCB ini tercermin melalui perilaku suka menolong orang lain, menjadi <em>volunteer</em> untuk tugas-tugas ekstra, patuh terhadap aturan-aturan dan prosedur-prosedur di tempat kerja. Perilaku tersebut akan muncul bila karyawan merasakan kepuasan dalam bekerja dan memiliki komitmen terhadap organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja dan komitmen organisasi terhadap <em>organizational citizenship behavior</em> karyawan hotel berbintang di Bali secara parsial dan simultan. Data penelitian dikumpulkan melalui kuisioner dengan  menggunakan 100 responden dan dianalisis dengan menggunakan amalisis regresi berganda. Hasil penelitian menunjukkan bahwa kepuasan kerja dan komitmen organisasi secara parsial maupun simultan  berpengaruh positif dan signifikan terhadap <em>organizational citizenship behavior</em> karyawan. Berdasarkan uji determinasi ditemukan bahwa sumbangan variable kepuasan kerja dan komitmen organisasi sebesar 80,4 persen.</p><p> </p><p><strong>Kata kunci: </strong>Kepuasan kerja, komitmen organisasi, <em>OCB </em></p><p><strong><em> </em></strong></p><p><strong><em> </em></strong></p><p align="center"><strong><em>ABSTRACT:</em></strong></p><p><em>Organizational citizenship behavior (OCB) is one form of prosocial behavior that is positive social behavior, constructive and helpful. This OCB is reflected through the behavior of helping others, volunteering for extra tasks, obeying the rules and procedures at work. Such behavior will arise when employees feel satisfaction in work and have a commitment to the organization. This study aims to determine the effect of job satisfaction and organizational commitment to the organizational citizenship behavior of star hotel employees in Bali partially and simultaneously. The research data was collected through questionnaire using 100 respondents and analyzed by using multiple regression analysis. The results showed that job satisfaction and organizational commitment partially or simultaneously have a positive and significant effect on organizational citizenship behavior of employees. Based on test of determination found that contribution of job satisfaction variable and organizational commitment equal to 80,4 percent.</em></p><p><em> </em></p><p><strong><em>Keywords:</em></strong><em> Job satisfaction, organizational commitment, OCB</em></p>

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  

scholarly journals Pengaruh Kepuasan Kerja Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi pada PNS Rumah Sakit Umum Daerah Kabupaten Lombok Utara

2016 ◽  
Vol 5 (3) ◽  
Author(s):  
Gatya Wija Phala
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Public Hospital ◽  
Civil Servant ◽  
Citizenship Behavior ◽  
Data Path

This study aims to the find out significant effect of: (1) Job Satisfaction on OCB. (2) Job Satisfaction on Organizational Commitment. (3) Organizational Commitment on OCB. (4) Job Satisfaction on OCB through Organizational Commitment as an intervening Variable. This is as case study conducted on Civil Servant of Regional Public Hospital of North Lombok Regency. The research design in a causal associative research. The population in this study were 66 Civil Servant. While data collection techniques are documentation, interview, and  questionnaires to get answer as well as characteristics of respondents. This research then applies census method. In this research, to analyze the data, path analysis was used. The results shows that : (1) Job Satisfaction does not have significant effect on OCB. (2) Job Satisfaction has significant effect on the Organizational Commitment. (3) Organizational Commitment has significant effect on OCB. (4) Job Satisfaction has significant effect on OCB through Organizational Commitment of Civil Servant Working at Regional Public Hospital of North Lombok Regency. Keywords: Organizational Citizenship Behavior, Organizational Commitment, and Job Satisfaction.

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