scholarly journals The Impact Of Leadership To Serve And Organizational Commitments To Employee Performance With Behavior Organizational Citizenship as Mediation Variable

2020 ◽  
Vol 1 (1) ◽  
pp. 028-041
Author(s):  
Eni Istikhomah Sholikhah ◽  
Septi Kurnia Prastiwi
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The aim of this study was to determine the influence of servant leadership and organizational commitment on employee performance with Organizational Citizenship Behavior (OCB) as a mediating variable (case study of the Center for Social Rehabilitation Prof. Dr. Soeharso Surakarta). The population in this study were employees of civil servants BBRSBD Prof. Dr. Soeharso Surakarta. With a sample used as many as 100 respondent. The technique of taking sample used is saturated sampling, where all populations are sampled entirely. Data collection techniques by distributing questionnaires. Data analysis techniques using Structural Equation Modeling (SEM) with the help of Partial Least Square (PLS) version 3.0. The results of the study show that 1) there is no significant influence of leadership variables that serve organizational citizenship behavior; 2) There is a significant influence of organizational commitment variables on organizational citizenship behavior; 3) There is influence of leadership variables that serve employee performance; 4) There is no influence on organizational commitment variables on employee performance; 5) There is an influence of organizational citizenship behavior variables on employee performance.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL CITIZENSHIP BEHAVIOR AS AN INTERVENING VARIABLES MODERATED WORK MOTIVATION IN GRIYA MAHARDHIKA GENERAL HOSPITAL YOGYAKARTA

2021 ◽  
Vol 9 (2) ◽  
pp. 128
Author(s):  
Revisan Prisintava Hia ◽  
Gendro Wiyono ◽  
Kusuma Chandra Kirana
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
The Impact

This research was conducted to analyze the impact of leadership style and organizational culture on employee performance through organizational citizenship behavior as an interverning variable moderated by work motivation. The data collection method used in this research was a census technique using a Likert scale. The instrument test in this study used the IBM SPSS Statistics 26 software with the value of the validity and reliability of the r table sought at a significance of 0.05 with a 2-tailed. Inferential analysis and path analysis in this study used Partial Least Square (PLS) analysis tools, namely variance-based SEM with SmartPLS 3 software. The results showed that hypothesis 1 was accepted, hypothesis 2 was accepted, hypothesis 3 was accepted, hypothesis 4 was rejected, hypothesis 5 was accepted, hypothesis 6 was accepted. Keywords: leadership style, organizational culture, organizational citizenship behavior, employee performance, work motivation

scholarly journals EMPLOYEE PERFORMANCE IN PT BPD KALTIM KALTARA SAMARINDA

2020 ◽  
Vol 4 (01) ◽  
Author(s):  
Nabila Nur Fajrina ◽  
Theresia Militina ◽  
Gusti Noorlitaria Achmad
Keyword(s):  
Data Analysis ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Insignificant Effect

In this study involving PT BPD Kaltim Kaltara Samarinda. In this study, to see the performance of employees used a sample of 162 respondents, based on the results of the questionnaire that has been distributed, it can be seen that the number of respondents to be analyzed was 162 respondents. The data analysis used by the author is the Structural Equation Model (SEM). Hypothesis testing is done by multivariate analysis carried out through the WarpPLS program. Data analysis through partial Least Square (PLS) is done through two stages, namely: First, Assessing the outer model or measurement model. Second, assess the inner model or structural model. The results showed that there was a positive and not significant effect between Openness on employee organizational citizenship behavior, There was a positive and significant effect between Conscientiousness on organizational citizenship behavior of employees, There was a positive and insignificant effect between Extraversion on organizational citizenship behavior of employees, There was an influence a positive and significant relationship between Agreeableness on organizational citizenship behavior of employees, There is a positive and significant influence between Neuroticism on organizational citizenship behavior of employees, There is a positive and insignificant effect between Openness on employee performance, There is a positive and insignificant effect between Conscientiousness on performance employees, There is a positive and significant influence between Extraversion on employee performance, There is a positive and significant effect between Agreeabl eness on employee performance, There is a positive and insignificant influence between Neuroticism on employee performance, There is a positive and not significant effect between organizational citizenship behavior on employee performance of PT BPD Kaltim Kaltara Samarinda Branch.

scholarly journals Organizational Citizenship Behavior, Organizational Climate, and Employee Performance

2020 ◽  
Vol 3 (4) ◽  
Author(s):  
Wahyu S. Prabowo ◽  
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Positive Sign ◽  
The Impact

This study investigates the impact of organizational citizenship behavior (OCB) and climate (OC) on employee performance. The population used contains employees working in one of the pharmaceutical companies in Cimahi, West Java, where their sum is 1,533 people. By the Slovin formula with a margin of error of 10%, the sum of samples needed is 94. Furthermore, they are picked up by the simple random sampling method. The structural equation model based on partial least square is utilized to analyze the data because of the sample size. After testing hypotheses and discussing the facts, this research infers that OCB has no effect on employee performance, but OC does with a positive sign.

The Effect of Communication and Employee Engagement on Organizational Citizenship Behavior and Employee Performance in Employees Pt. Pln (Persero) Distribution of Bali

2018 ◽  
Vol 9 (08) ◽  
pp. 21014-21025 ◽  
Author(s):  
I Gusti Agung Maya Prabasari ◽  
Luh Kadek Budi Martini ◽  
Nengah Suardika
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Equation Modeling

Communication is the performance and interpretation of messages between communication units that are part of a particular organization. Employee engagement is the degree to which people are known from their work, actively participate in them, and consider their achievements important to self-esteem. Organizational citizenship behavior is an optional behavior that is not part of an employee's formal work obligations, but supports the functioning of the organization effectively. Employee performance is the work quality and quantity achieved by a person in carrying out his function in accordance with the responsibilities given to him. The purpose of this study was to examine and analyze the effect of communication and employee engagement on organizational citizenship behavior and employee performance at PT. PLN (Persero) Distribution of Bali. The sampling technique used was proportional random sampling. The sample in this study were 62 employees. Data analysis method used is SEM (Structural Equation Modeling) analysis based on component or variance, namely PLS (Partial Least Square). The results of the study stated that the communication variable had a positive effect on organizational citizenship behavior, while employee engagement had no effect on organizational citizenship behavior. Communication has a positive and significant effect on employee performance both partially and through mediating organizational citizenship behavior. Employee engagement has a positive and significant effect on employee performance, while employee engagement does not affect employee performance through mediating organizational citizenship behavior. Organizational citizenship behavior has a positive and significant effect on employee performance

scholarly journals Competency Analysis, Work Rusteristics, Work Environment, Spiritual Quotient, Organizational Commitment, Organizational Citizenship Behavior and Employee Performance

2021 ◽  
Vol 12 (2) ◽  
pp. 61-85
Author(s):  
Ety Retno Setyowati
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Laboratory Installation

This research aims to prove and analyze the influence of competence,work characteristics, work environment, spiritual quotient, onorganizational commitment, organizational citizenship behavior (OCB)and employee performance in the Laboratory Installation of RSUD PatutPatuh Patju West Lombok. This study is a causal explanatory study. Asample of 38 respondents, data analysis with Partial Least Square (PLS).The results showed there was a significant positive influence on:competence to OCB and employee performance; rusteristic work towardsorganizational commitment; work environment to organizationalcommitment; organizational commitment to OCB and employeeperformance; OCB on employee performance. Gained insignificantinfluence on: competence to organizational commitment; rusteristic ofemployment against OCB and employee performance; work environmenttowards OCB and employee performance; Spiritual quotient toorganizational commitment, OCB and employee performance. Theconclusion of the results of the study is that there are seven hypothesesthat can be accepted and there are eight hypotheses that are rejected.

scholarly journals THE EFFECT OF JOB SATISFACTION, JOB ENVIRONMENT AND ORGANIZATIONAL COMMITMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AND ITS IMPACT ON PERFORMANCE

2015 ◽  
Vol 14 (2) ◽  
Author(s):  
Praptono Soeharto ◽  
Tantri Widiastuti
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
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.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN DENGAN OCB SEBAGAI VARIABEL MEDIASI

2017 ◽  
pp. 2761
Author(s):  
Devi Shinta Prahesti ◽  
I Gede Riana ◽  
I Made Artha Wibawa
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Mediating Role

The purpose of this study is to analyze and explain the mediating role of organizational citizenship behavior on the relationship of transformational leadership on employee performance of cooperatives in Tabanan. The study population were employees of cooperatives in the district of Tabanan with a sample size is 114 respondents in 25 cooperatives. The sampling technique is done by simple random sampling technique. The research instrument used questionnaire and analysis methods using Partial Least Square (PLS) with software SmartPLS 2.0. The results showed (1) transformational leadership has a positive and significant effect on OCB (2) transformational leadership has a positive and significant effect on employee performance (3) OCB has a positive and significant effect on the performance of employees (4) OCB mediate partially and positive and significant relationship between leadership transformasional and employee performance. The implication of this study indicated that transformational leadership was found as a major factor in improving employee performance.. Suggestions for the results are expand the orientation research in wider scope industry and organization to reach more obtain results.

scholarly journals DOES ORGANIZATIONAL COMMITMENT MATTER? LINKING TRANSFORMATIONAL LEADERSHIP WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

2021 ◽  
Vol 19 (2) ◽  
pp. 335-345
Author(s):  
Khusnul Rofida Novianti ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
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.

scholarly journals Increasing Organizational Citizenship Behavior Through Quality of Work Life and Organizational Commitment

2021 ◽  
Vol 6 (1) ◽  
pp. 45
Author(s):  
Endang Susilawati ◽  
Shofia Amin ◽  
Musnaini Musnaini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

<p>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.</p><p><strong><em> </em></strong></p>

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