scholarly journals PENGARUH SERVANT LEADERSHIP DAN PSYCHOLOGICAL CONTRACT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DOSEN UNIVERSITAS ISLAM NEGERI (UIN) SYARIF HIDAYATULLAH JAKARTA

2019 ◽  
Vol 10 (2) ◽  
pp. 200-217
Author(s):  
Mi’raj ◽  
Matin ◽  
Rugaiyah ◽  
Lamria
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Sampling Technique ◽  
Psychological Contracts ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Instrument Testing ◽  
Teachers Training

This study aims to determine the effect of servant leadership and psychological contract on organizational citizenship behavior (OCB). To achieve this goal, this study uses a quantitative approach and data collection techniques using questionnaires. The survey was conducted from June 2018 - March 2019 by involving of 115 lecturers at the Faculty of Tarbiyah and Teachers Training, UIN Syarif Hidayatullah Jakarta. The sample in this study was determined by purposive sampling technique using the Slovin formula and instrument testing as many as 20 lecturers. The findings from the results of this study indicate: first, the existence of leadership influences that serve directly positively and significantly towards organizational citizenship behavior with a path coefficient of 0.332. Second, there is a direct positive psychological contract influence on organizational citizenship behavior with a path coefficient of 0.304. Third, the influence of leadership that serves is directly positive and significant for psychological contracts with a path coefficient of 0.290. Based on the results of this study, organizational citizenship behavior of lecturers can be improved by strengthening leadership that serves, namely leadership that prioritizes the interests of lecturers (subordinates) compared to the interests of their own leadership.Psychological contracts intended to improve organizational citizenship behavior of lecturers by fulfilling shared obligations, lecturers' trust in promises and agreements with organizations.   Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh servant leadership (kepemimpinan yang melayani) dan psychological contract (kontrak psikologis) terhadap oraganizational citizenship behavior (OCB). Untuk mencapai tujuan tersebut, penelitian ini menggunakan pendekatan kuantitatif dan teknik pengumpulan data dengan menggunakan angket. Survey dilakukan sejak bulan Juni 2018 – Maret 2019 dengan melibatkan 115 dosen Fakultas Ilmu Tarbiyah dan Keguruan, UIN Syarif Hidayatullah Jakarta. Sampel dalam penelitian ini ditentukan dengan teknik purposive samplingmenggunakan rumus Slovin dan ujicoba instrumen sebanyak 20 dosen. Temuan dari hasil penelitian ini mengindikasikan: pertama, adanya pengaruh kepemimpinan yang melayani secara langsung positif dan signifikan terhadap organizational citizenship behavior dengan koefisien jalur 0,332. Kedua, adanya pengaruh kontrak psikologis secara langsung positif terhadap organizational citizenship behavior dengan koefisien jalur 0,304. Ketiga, adanya pengaruh kepemimpinan yang melayani secara langsung positif dan signifikan terhadap kontrak psikologis dengan koefisien jalur 0,290. Berdasarkan hasil penelitian ini, organizational citizenship behavior dosen dapat ditingkatkan dengan memperkuat kepemimpinan yang melayani, yaitu kepemimpinan yang mengutamakan kepentingan dosen (bawahan) dibanding kepentingan pimpinannya sendiri. Kontrak psikologis yang dimaksudkan untuk meningkatkan organizational citizenship behavior dosen dengan memenuhi kewajiban bersama, kepercayaan dosen terhadap janji dan kesepakatan dengan organisasi. Kata kunci: Kepemimpinan Yang Melayani, Kontrak Psikologis, Organizational Citizenship Behavior

scholarly journals PENGARUH KEPEMIMPINAN SERVANT, MOTIVASI, KOMPENSASI, DAN IKLIM ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2021 ◽  
Vol 15 (2) ◽  
pp. 105
Author(s):  
Ari Tri Novita
Keyword(s):  
Servant Leadership ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Leadership Motivation

ABSTRAK Penelitian ini bertujuan untuk mengetahui kepemimpinan melayani, motivasi, kompensasi, iklim organisasi terhadap perilaku kewargaan organisasional pada karyawan Kerupuk Ninda Rasa Kabupaten Klaten. Populasi dalam penelitian adalah 40 karyawan Kerupuk Ninda Rasa Kabupaten Klaten. Teknik pengambilan sampel dalam penelitian ini adalah accidental/haphazard sampling (pengambilan sesaat). Hasil menunjukan tidak ada pengaruh signifikan antara variabel kepemimpinan servant terhadap variabel perilaku kewargaan organisasional. Kompensasi berpengaruh terhadap perilaku kewargaan organisasional sementara iklim organisasi tidak signifikan terhadap perilaku kewargaan organisasional. Kata kunci: kepemimpinan melayani, motivasi, kompensasi, iklim organisasi, perilaku kewargaan organisasional ABSTRACT This study aims to determine the serving leadership, motivation, compensation, organizational climate on organizational citizenship behavior of the employees of Kerupuk Ninda Rasa, Klaten Regency. The population in the study were 40 employees of Kerupuk Ninda Rasa, Klaten Regency. The sampling technique utilized in this research is accidental/haphazard sampling. The results show that there is no significant effect between the servant leadership variable and the organizational citizenship behavior variable. Compensation has significant effect on organizational citizenship behavior while organizational climate is not significant on organizational citizenship behavior. Keywords: servant leadership, motivation, compensation, organizational climate, organizational citizenship behavior

scholarly journals The Effect of Psychological Contracts: Transactional, Relational, Balance on Organizational Citizenship Behaviors University Staff in Indonesia and Malaysia

2021 ◽  
Vol 9 (02) ◽  
pp. 550-554
Author(s):  
Retno Dwiyanti ◽  
Pambudi Rahardjo ◽  
Imam Faisal Hamzah ◽  
Siti Aisyah Binti Panatik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Citizenship Behavior ◽  
University Staff ◽  
Relational Contract ◽  
Organization Citizenship Behavior ◽  
Organizational Functions ◽  
Employee Responses

Organization Citizenship Behavior is an extra-role individual behavior that is discretionary which is not directly recognized by the formal reward system and will jointly encourage organizational functions. Psychological contracts and their fulfillment are linked to employee responses consisting of intra-role and extra-role performance. The purpose of this study was to determine the effect of the transactional contract, relational contract, and balance contract on organizational citizenship behavior. The sample in this study was 313 university staff in Indonesia and universities in Malaysia. Data collection used a psychological contract scale and a scale of organizational citizenship behavior. The result of this study is that there is a significant influence between the relational contract and balance contract on organizational citizenship behavior. Meanwhile, there is no effect of the transactional contract on organizational citizenship behavior.

scholarly journals PENGARUH SERVANT LEADERSHIP, PERCEIVED ORGANIZATIONAL SUPPORT, DAN WELL-BEING TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA GURU SMK MUDITA KOTA SINGKAWANG [THE EFFECT OF SERVANT LEADERSHIP, PERCEIVED ORGANIZATIONAL SUPPORT, AND WELL-BEING ON THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF TEACHER AT MUDITA VOCATIONAL SCHOOL SINGKAWANG CITY]

2021 ◽  
Vol 17 (2) ◽  
pp. 212
Author(s):  
Hin Su Khian ◽  
Inocentius Bernarto
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Well Being ◽  
Vocational School ◽  
Citizenship Behavior ◽  
Research Subjects

<p>Education is one of the formal organizations that serves to increase students' knowledge, it is also a place to obtain various knowledge as provisions for the future.The purpose of this research was to determine the effect of servant leadership, organizational citizenship behavior OCB, Perceived Organizational Support (POS), well-being on the Organizational Citizenship Behavior (OCB). The research subjects are 39 teachers teaching in SMK Mudita Vocational School, in which Organizational Citizenship Behavior (OCB) was identified. The research design in the of path analysis with a cumulative approach. The applied method is in SmartPL 32 program. The research instrument is through distributing questionnaire and by interviewing the principal and teachers of SMK Mudita Vocational School in Singkawang City. The sampling technique used is by gathering data from the entire population. This technique as census, the results   research shows that: servant leadership positively influences Organizational Citizenship Behavior (OCB), Perceived Organizational Support positively affects Organizational Citizenship Behavior (OCB) Well-being positively affects Organizational Citizenship Behavior (OCB) positively.</p><p><strong>BAHASA INDONESIA ABSTRACT: </strong>Pendidikan merupakan salah satu organisasi formal yang berfungsi untuk meningkatkan pengetahuan siswa, juga merupakan tempat untuk memperoleh berbagai ilmu pengetahuan sebagai bekal untuk dikemudian hari. Tujuan penelitian ini untuk mengetahui Pengaruh <em>servant leadership</em>, organizational citizenship behavior OCB, <em>Perceived Organizational Support </em>(POS) ,<em>Well-Being </em>terhadap terhadap <em>Organizational Citizenship Behavior </em>(OCB) guru pada sekolah SMK Mudita dikota Singkawang. Adapun subjek penelitian adalah 39 guru yang mengajar di sebuah Sekolah SMK Swasta di kota singkawang, dimana teridentifikasi <em>Organizational Citizenship Behavior </em>(OCB) didalamnya.mengunakan desain penelitian adalah Desain penelitian analisis jalur dengan cara pendekatan kumulatif. Metode yang digunakan dalam program SmartPL32. Istrumen penelitian adalah membagi kuesioner dan wawancara kepala sekolah dan guru SMK Mudita Kota Singkawang.Teknik sampel yang digunakan dalam pengambil data dari keseluruhan jumlah populasi. Teknik ini disebut sensus, Hasil dari penelitian ini menunjukan bahwa <em>Servant Leadership </em>mempengaruhi <em>Organizational Citizenship Behavior </em>(OCB) secara positif, <em>Perceived Organizational Support </em>mempengaruhi <em>Organizational Citizenship Behavior(OCB) </em>secara positif, <em>Well-being </em>mempengaruhi <em>Organizational Citizenship Behavior </em>(OCB) secara positif.</p>

scholarly journals Organizational citizenship behavior, identification, psychological contract and leadership frames

2016 ◽  
Vol 8 (3) ◽  
pp. 260-280 ◽  
Author(s):  
Bang Nguyen ◽  
Kirk Chang ◽  
Chris Rowley ◽  
Arnold Japutra
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Snowball Sampling ◽  
Related Factors ◽  
Content Type ◽  
Leadership Frames

Purpose The purpose of this paper is to examine organizational citizenship behavior (OCB) by combining two heterogeneous perspectives, integrating OCB-related factors at work using both personal and organizational perspectives, thus contributing to the knowledge of OCB. Design/methodology/approach Two studies are conducted using surveys in Taiwan with a snowball sampling technique to enlarge participation. Study 1 analyzes the relationships between organizational identification (OID), expected psychological contract (PC), perceived PC (PPC) and OCB. Study 2 analyzes the relationship between OCB and principals’ (or head teachers’) leadership frames (LFs). Findings Study 1 finds that OID is an antecedent of OCB and that expected PC (EPC) moderates the OID-OCB relationship. Study 2 finds that the symbolic LF is the only antecedent of OCB and that different LFs influence each other in predicting OCB. EPC is found to moderate the OID-OCB relationship, indicating that primary school teachers’ (PSTs) with higher levels of EPC are more likely to demonstrate OCB at school. Interestingly, PPC did not demonstrate such a moderating effect. Originality/value The study makes three contributions. First, the authors analyze composite OCB via identity and PC theories (Study 1). Second, the authors scrutinize specific aspects of OCB via leader-member-exchange and LF theories. These aspects include assisting colleagues, job commitment, working morale and non-selfish behavior (Study 2). Third, the authors increase understanding of PSTs’ OCB, discussing important implications for school principals and human resource managers as well as perhaps others in similar sectors.

scholarly journals Implementation of servant leadership in profit and non-profit context: is it different?

2021 ◽  
Vol 4 (1) ◽  
pp. 1-7
Author(s):  
Diah Astrini Amir ◽  
C. Budi Santoso ◽  
Rasistia Wisandianing Primadineska
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Leadership Studies ◽  
Non Profit ◽  
Subordinate Performance ◽  
Non Profit Organizations

The purpose of this study is to examine the differences between servant leadership (SL) in the profit and non-profit organization sectors. This study also examines the effectiveness of SL on the subordinate performance in profit and non-profit organizations. A total of 254 subordinates from profit and non-profit organizations participated in this study. This study used non-probability sampling, purposive sampling technique. This study uses MANOVA to examine the differences between SL in profit and non-profit organizations and uses simple regression to examine the effect of SL on employee performance. The results of the study report that there are no significant differences between servant leadership in profit or non-profit organizations. Servant leadership also consistently has a positive and significant effect on subordinate Organizational Citizenship Behavior (OCB) for both profit and non-profit organizations. This research was measured using perceptions of subordinates and using a quantitative approach. The early emergence of SL was associated with religious organizations (non-profit) so that SL was attached to leadership that was more appropriate in non-profit organizations. However, some argue that SL effective in the profit organization sector. This study is expected to provide empirical evidence regarding the application of servant leadership in profit vs non-profit organizations in servant leadership studies.

The influence of reward and feedback toward task Performance and the mediation

2019 ◽  
Vol 1 (4) ◽  
pp. 19-26
Author(s):  
Ignatius Soni Kurniawan ◽  
Lusia Tria Hatmanti Hutami
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Experience ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Purposive Sampling

This research aims to test the mediation of organizational citizenship behavior between rewards and recognition toward task performance and the mediation of perceived organizational support between feedbacks from job toward task performance. This research performed on SMEs craft employee in Kasongan, Bantul, with total of 114 respondents. The sampling technique used purposive sampling only to employee with two years work experience and concurrently did not work as an owner. The result showed that organizational citizenship behavior did not mediate rewards and recognition toward task performance, but only perceived organizational support mediated between feedbacks from job toward task performance.

Exploring the Application, Dimensionality and Factor Structure of Organizational Citizenship Behavior Scale among Local Government Employees in Lagos, Nigeria

2020 ◽  
Author(s):  
Fariha Azalea
Keyword(s):  
Local Government ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Public Organization ◽  
Government Employees ◽  
Systematic Random Sampling ◽  
Behavior Scale ◽  
Reliable Scale

Previous studies have observed a paradigm shift in the debate concerning the dimensionality of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in intends to validate the dimensionality of the organizational citizenship behavior (OCB) scale developed by Smith et al., (1983) who proposed a 2 dimensional16-item instrument. Data was collected through a survey questionnaire using systematic random sampling technique to employees of local government in Lagos State, Nigeria. A total of 400 questionnaires were administered and 393 valid responses were obtained over a period of 4-weeks. Factor analysis and reliability analysis were conducted to confirm that the instrument is valid within the context of local government employees. The implication of this current study is that OCB scale developed by smith et al., (1983) has revealed two-dimensional structures comprising of; altruism and generalized compliance. The instrument was found to be valid and reliable scale for OCB measurement among employees of public organization, particularly Local Government employees in Lagos, Nigeria.

scholarly journals The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

2020 ◽  
Vol 9 (3) ◽  
pp. 300-309
Author(s):  
Udhay Iqbal Wilkanandya ◽  
Ketut Sudarma
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Life ◽  
Work Life Balance ◽  
Citizenship Behavior ◽  
Life Balance

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

scholarly journals Pengaruh Integrative Leadership Terhadap Organizational Citizenship Behavior (OCB) Karyawan pada PT Pelindo Cabang Teluk Bayur Padang dengan Employee Engagement sebagai Variabel Moderasi

2019 ◽  
Vol 1 (4) ◽  
Author(s):  
Larasati Deparas ◽  
Sulastri Sulastri
Keyword(s):  
Path Analysis ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Mediation Model ◽  
Integrative Leadership ◽  
The Relationship

Purpose- This research analyzed: (1) The influence of integrative leadership on employee engagement at PT PELINDO (2) The influence of employee engagement on organizational citizenship behavior at PT PELINDO (3) The influence of integrative leadership on organizational citizenship behavior at PT PELINDO (4) The influence of integrative leadership on organizational citizenship behavior through employee engagement at PT PELINDO.Methodology - This research is descriptive causative research. The population were all employee in the PT PELINDO, amounting to 72 people. The number of samples was determined using total sampling technique. This research analyzed using path analysis with SmartPLS3.Finding - Regarding the partial mediation model proposed, the data confirm the relationship set out in the hypothesis. This research found that (1) integrative leadership has  positive and significant effect employee engagement in PT PELINDO (2) employee engagement has a positive and significant effect on organizational citizenship behavior in PT PELINDO (3) integrative leadership has a positive and significant effect on organizational citizenship behavior in PT PELINDO (4) Employee engagement mediates the relationship between integrative leadership and organizational citizenship behavior. Keywords: Organizational Citizenship Behavior, Integrative Leadership, Employee Engagement

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