Model Konsep Pengembangan Human Capital dengan Etos Kerja sebagai Variabel Intervaning Menuju Peningkatan Organizational Citizenship Behavior (OCB) dalam Perspektif Hukum Islam

Human resources who have a creative spirit and always develop a positive attitude will improve their performance according to the expectations of the organization. Citizenship behavior will be discussed in the organizational dimension of OCB, human capital development by involving elements of creativity and organizational culture development will increase OCB. The positive behavior of employees is able to support the performance of organizational development for the better. The basic concepts of Islam are faith, Islam and Ihsan. The perfection of Islam can only be built and enforced through these three concepts. The role of Islamic work ethic as an intervaning variable will greatly affect human capital and OCB development. This study uses a quantitative type, the aim is to determine the magnitude of the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. Data were collected by distributing questionnaires to 100 employees using purposive sampling method to determine respondents' responses to existing variables. The analysis was carried out using the method of Structural Equation Modeling (SEM) based on partial least squares (PLS).

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

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/582 ◽

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.

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THE IMPROVEMENT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOURS (OCB) THROUGH ISLAMIC WORK ETHIC, AFFECTIVE COMMITMENT, AND THE IDENTITY OF THE ORGANIZATION

International Journal of Islamic Business Ethics ◽

10.30659/ijibe.2.2.286-300 ◽

2017 ◽

Vol 2 (2) ◽

pp. 286

Author(s):

Gunadi Wibowo ◽

Wuryanti Wuryanti

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Identity ◽

Structural Equation ◽

Affective Commitment ◽

Citizenship Behavior ◽

Equation Modeling ◽

Future Research ◽

Work Ethics ◽

Islamic Work Ethic

Employee who are willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, called organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicate that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.Keywords: OCB, Islamic work ethics, affective commitment, organizational identity

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THE RELATIONSHIP AMONG MANAGERIAL CAPABILITY, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND EMPLOYEE PERFORMANCE: MEDIATION EFFECTS OF ORGANIZATIONAL CULTURE

Journal of Community Research and Service ◽

10.24114/jcrs.v2i1.9890 ◽

2018 ◽

Vol 2 (1) ◽

pp. 168 ◽

Cited By ~ 1

Author(s):

Suharto Suharto ◽

Jawoto Nusantoro

Keyword(s):

Organizational Culture ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Employee Performance ◽

Citizenship Behavior ◽

Equation Modeling ◽

Survey Method ◽

Direct Effects ◽

Managerial Ability

AbstractThis study aims to determine the direct effects of managerial skills, organizational citizenship behavior and organizational culture on employee performance. The method used bothered survey method as well as primary data. The fluctuating productivity of MSME is largely due to the relatively high various performance of the employee, and it can disrupt the stability of small businesses as the starting point of this research. The sampling namely with used bothered forcible entry sampling. Chaired by the manifest variables used Likert scale installation design to 160 talk shows us the respondents at MSME in Lampung Province. Testing requirements analysis included lilliefors test normality, homogeneity test, linearity test and regression yew. The data bothered analyzed using structural equation model, namely structural equation modeling. The research results find that managerial ability provides direct effects on organizational culture, organizational citizenship behavior provides direct effects on organizational culture, managerial ability does not provide direct effects on employee performance, organizational citizenship behavior provides direct effects on employee performance and organizational culture provides direct effects on employee performance.Keywords: Managerial Capability, Organizational Citizenship Behavior, Organizational Culture, Employee Performance.

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Pengaruh Motivasi Kerja, Kompetensi, Lingkungan Kerja dan Kompensasi Terhadap Kinerja Karyawan PT. Asuransi Jiwa di Kota Batam Dengan Organizational Citizenship Behavior Sebagai Variabel Intervening

Jurnal Benefita ◽

10.22216/jbe.v4i2.3670 ◽

2019 ◽

Vol 4 (2) ◽

pp. 296 ◽

Cited By ~ 1

Author(s):

Suhardi Suhardi

Keyword(s):

Structural Equation Modeling ◽

Work Environment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Life Insurance ◽

Structural Equation ◽

Work Motivation ◽

Employee Performance ◽

Citizenship Behavior ◽

Equation Modeling

This study aims to determine the effect of variables on work motivation, competence, work environment, compensation for organizational citizenship behavior (OCB) and the performance of life insurance officers in Batam City. The research sample was 260 respondents with multystage sampling method and designed purposive sampling. Data were collected using a questionnaire with a Likert scale and then analyzed by Structural Equation Modeling (SEM) through AMOS program version 21. The results of the analysis prove that work motivation has a significant effect on Organizational Citizenship Behavior (OCB; work motivation has a significant effect on employee performance; Competence has a significant effect on Organizational Citizenship Behavior (OCB); Competence has a significant effect on employee performance; The work environment has a significant effect on Organizational Citizenship Behavior (OCB); The work environment has no significant effect on employee performance; Compensation has no significant effect on Organizational Citizenship Behavior (OCB); employee performance; Organizational Citizenship Behavior (OCB) has a significant effect on the performance of life insurance employees in Batam city. Effect of intervening Organizational Citizenship Behavior (OCB) variables: el What Motivation, Competence, Work Environment and Compensation if through Organizational Citizenship Behavior (OCB) will actually weaken the performance of life insurance employees in the city of Batam. Penelitian ini bertujuan untuk mengetahui pengaruh variabel motivasi kerja, kompetensi, lingkungan kerja, kompensasi terhadap Organizational Citizenship Behavior (OCB) dan kinerja petugas asuransi jiwa di Kota Batam. Sampel penelitian ini adalah 260 responden dengan metode multystage samplingdan didesain purposive sampling. Data dikumpulkan menggunakan kuesioner dengan skala likert dan kemudian dianalisis dengan Structural Equation Modeling (SEM) melalui program AMOS versi 21. Hasil analisis membuktikan Motivasi kerja berpengaruh signifikan terhadap Organizational Citizenship Behavior (OCB; Motivasi kerja berpengaruh signifikan terhadap kinerja karyawan; Kompetensi berpengaruh signifikan terhadap Organizational Citizenship Behavior (OCB); Kompetensi berpengaruh signifikan terhadap kinerja karyawan; Lingkungan kerja berpengaruh signifikan terhadap Organizational Citizenship Behavior (OCB);Lingkungan kerja berpengaruh tidak signifikan terhadap kinerja karyawan; Kompensasi berpengaruh tidak signifikan terhadap Organizational Citizenship Behavior (OCB);Kompensasi berpengaruh signifikan terhadap kinerja karyawan; Organizational Citizenship Behavior (OCB) berpengaruh signifikan terhadap kinerja karyawan asuransi jiwa di kota Batam. Pengaruh variabel intervening Organizational Citizenship Behavior (OCB): Baik variabel Motivasi, Kompetensi, Lingkungan Kerja, dan Kompensasi apa bila melalui Organizational Citizenship Behavior (OCB) justeru akan memperlemah kinerja karyawan asuransi jiwa di kota Batam.

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Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

International Journal of Higher Education ◽

10.5430/ijhe.v9n2p78 ◽

2020 ◽

Vol 9 (2) ◽

pp. 78 ◽

Cited By ~ 1

Author(s):

Muhammad Vrans Romi ◽

Eeng Ahman ◽

Disman Disman ◽

Edi Suryadi ◽

Ari Riswanto

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

Work Ethics ◽

Islamic Work Ethic ◽

Positive Effect

Problems of organizational citizenship behavior among academics, especially lecturers, are something relevant in the study of the quality of an organization. The purpose of this study is to analyze the increase in organizational citizenship behavior based on Islamic work ethics, organizational satisfaction and commitment. By collecting data from 365 lecturers from 14 private universities as sample in the city of Bandung, the sampling was taken with proportional random sampling techniques. Data analysis techniques were conducted by using Structural Equation Modeling (SEM) using AMOS. The results of this study revealed the positive effect of Islamic work ethics on organizational citizenship behavior and on organizational commitment, positive but not significant effect of Islamic work ethics on job satisfaction. Islamic work ethic has a positive effect on organizational commitment. Moreover, the findings showed that job satisfaction has a positive and significant effect on organizational citizenship behavior. However, job satisfaction has a positive but not significant effect on organizational commitment. In practice, this study encourages private university management to improve work ethics and job satisfaction of lecturers, which in turn can influence organizational citizenship behavior and organizational commitment of lecturers.

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

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/586 ◽

2018 ◽

Vol 9 (08) ◽

pp. 21014-21025 ◽

Cited By ~ 1

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

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ANALYSIS OF THE IMPLEMENTATION OF STANDARD OPERATING PROCEDURE, ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND WORK COMPETENCY TOWARDS PRODUCTIVITY AND EMPLOYEES PERFORMANCE OF SURABAYA MERCHANT MARINE POLYTECHNIC

JMM17: Jurnal Ilmu Ekonomi dan Manajemen ◽

10.30996/jmm17.v7i2.4559 ◽

2020 ◽

Vol 7 (2) ◽

pp. 28-36

Author(s):

I Dewa Ketut Raka Ardiana ◽

Tri Andjarwati ◽

Astrie Deny Wulandari

Keyword(s):

Operating Procedure ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Employee Performance ◽

Statistical Error ◽

Standard Operating Procedure ◽

Citizenship Behavior ◽

Equation Modeling ◽

Standard Operating

This study aims to analyze how the influence of the Implementation of Standard Operating Procedure (SOP), Organizational Citizenship Behavior (OCB), and Work Competence on Productivity and Performance of Politeknik Pelayaran Surabaya Employees. The population of the object of research amounted to 150 employees and 110 employees took a sample using the calculation of Slovin formula with a statistical error rate of 5%. The scope of this research is focused on discussions relating to the application of Standard Operating Procedures (SOP), Organizational Citizenship Behavior (OCB), work competence, and productivity that affect employee performance. This type of research is quantitative research, which is based on respondents' answers using a questionnaire with a Likert scale. Interview and observation techniques as a support method to complete research analysis in measuring variables. The test and analysis process is carried out with Structural Equation Modeling (SEM) using the SMARTPLS software. The results of the analysis of this study indicate that the performance of Politeknik Pelayaran Surabaya employees is significantly positively influenced by the application of SOPs, work competence, and productivity. Whereas the OCB does not significantly influence the performance of the Politeknik Pelayaran Surabaya employees.

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Membangun Organizational Citizenship Behavior pada Karyawan Perbankan Syariah di Indonesia

Jurnal Manajemen ◽

10.32832/jm-uika.v11i2.3484 ◽

2020 ◽

Vol 11 (2) ◽

pp. 179

Author(s):

Muji Gunarto ◽

Dedy Ansari Harahap ◽

Purwanto Purwanto ◽

Dita Amanah ◽

Khoirul Umam

Keyword(s):

Organizational Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Sampling Technique ◽

Citizenship Behavior ◽

Equation Modeling ◽

Islamic Banking ◽

Islamic Banks ◽

Islamic Work Ethic

The development of Islamic Commercial Banks (ICB) in Indonesia is quite rapid, but the performance of Islamic banks is not optimal when compared to conventional banks. One of the advantages of Islamic banks is that employees have the same faith, so that Islamic values play an important role in organizational life. The purpose of this study was to determine whether the Organizational Citizenship Behavior (OCB) can be implemented and how to build OCB in Islamic banking so as to improve organizational performance. The survey was conducted on 300 employees of Islamic banking in Indonesia (Medan, Palembang, Jakarta, Bandung and Surabaya). The sampling technique was carried out by proportional random sampling. The data analysis technique was carried out by using the structural equation modeling (SEM) approach with the LISREL program application. The results of the analysis show that Islamic work ethic, Islamic personality and competence are the determining factors for building OCB for employees in Islamic banking. Employees who show work enthusiasm, hard work, sincere work, gratefulness, commitment and professionalism will produce quality, participatory performance, desire and have the ability to help, respect and maintain the organization. Employees with Islamic personalities, having a strong and humble belief will be better at work and care for their colleagues, leaders and also the organization. The willingness and willingness of employees in conveying ideas, sharing knowledge, giving mutual advice and tausyiah can increase employee gratitude, cooperation, sincerity and trust so that the OCB of employees at Islamic banks is increasing.

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The effect of philanthropic organizations’ culture on employee performance through organizational commitment and organization citizenship behavior as intervening variables

International Journal of Research in Business and Social Science (2147-4478) ◽

10.20525/ijrbs.v10i3.1124 ◽

2021 ◽

Vol 10 (3) ◽

pp. 82-90

Author(s):

Taufiqurrahman Taufiqurrahman ◽

Noemijati Noemijati ◽

Desi Tri Kurniawati

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Employee Performance ◽

Organization Culture ◽

Citizenship Behavior ◽

Equation Modeling ◽

Organization Citizenship Behavior ◽

Philanthropic Organizations

The purpose of this study is to explain and analyze the effect of organizational culture on employee performance by mediating organizational commitment and Organizational Citizenship Behavior (OCB) in Philanthropic Organizations in Malang Raya. This research is a quantitative study with data collection methods using a questionnaire. The population in this study is 154 employees from 10 philanthropic organizations in Malang Raya. The sample was selected This study uses probability sampling with a saturated sampling type. From 115 returned questionnaires. the collected data was then analyzed using SEM (Structural Equation Modeling) PLS. The results showed that the organization culture variables had a positive and significant impact on employee performance. Besides, the results of this study also show that two mediating variables have different effects. OCB has a positive and significant effect on employee performance, while organizational commitment does not affect employee performance. Based on the results of mediation testing, it shows that OCB provides a partial mediation on the effect of organizational culture on employee performance. This study also shows that organizational commitment can not mediate organizational culture on employee performance. The implications of the research findings are expected to be fed into the Malang Raya Philanthropic Organization to maximize potential.

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The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

Asian Social Science ◽

10.5539/ass.v14n5p60 ◽

2018 ◽

Vol 14 (5) ◽

pp. 60

Author(s):

Amphaphorn Leelamanothum ◽

Khahan Na-Nan ◽

Sungworn Ngudgratoke

Keyword(s):

Organizational Citizenship ◽

Generation X ◽

Significant Influence ◽

Organizational Citizenship Behavior ◽

Generation Y ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

University Of Technology ◽

Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization.

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