The Effect of Calling on Organizational Commitment and Organizational Citizenship Behavior: Moderating Effect of Social Support

2018 ◽  
Vol 20 (2) ◽  
pp. 27-56
Author(s):  
Cheol-Hoon Lee
Keyword(s):  
Social Support ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Moderating Effect ◽  
Citizenship Behavior

scholarly journals ORGANISASIONAL ,ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA KARYAWAN

2020 ◽  
Vol 14 (12) ◽  
pp. 3551
Author(s):  
Ni Made Satya Utami ◽  
I Ketut Setia Sapta ◽  
I Made Purba Astakoni ◽  
Ni Putu Nursiani
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Moderating Effect ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Performance Analyze ◽  
Positive Effect

This study has several objectives: to analyze the effect of organizational commitment on employee performance; analyze the effect of organizational commitment on organizational citizenship behavior; analyze the effect of organizational citizenship behavior on employee performance; analyze the role of gender as a moderating effect of organizational commitment on employee performance; analyze the role of gender as a moderating effect of organizational commitment on organizational citizenship behavior; analyze the role of gender as a moderating effect on organizational citizenship behavior on employee performance. The population in this study were all employees of a notary office in Bangli Regency, amounting to 45 employees. Sampling is done by taking the entire population (saturated sample) that is equal to 45 respondents. Data collection techniques used were interviews with questionnaires with multiple choice closed. In this study data analysis uses the Partial Least Square (PLS) approach. The results showed that the overall evaluation of the model seen from the coefficient of determination can be said to be sufficient, Q-Square Predictive Relevance meets existing requirements and Goodness of Fit in a large position (large) then the overall model is declared quite good. Hypothesis 1, which states organizational commitment has a significant positive effect on employee performance has not been accepted. Hypothesis 2, which states organizational commitment has a significant positive effect on employee OCB, is acceptable. Hypothesis 3, which states that employee OCB has a significant positive effect on employee performance, is acceptable. Based on gender testing has not been tested as a moderating both in terms of organizational commitment to employee performance, in terms of organizational commitment to OCB, as well as in the relationship of OCB to employee performance

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