scholarly journals Structural Relationship among Job Characteristics, Empowerment, Organizational Commitment and Organizational Citizenship Behavior of Food-Service Contingent Workers

2007 ◽  
Vol 7 (11) ◽  
pp. 289-297 ◽  
Author(s):  
Chan-Jung Kim ◽  
Yong-Soon Kim
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Food Service ◽  
Job Characteristics ◽  
Structural Relationship ◽  
Citizenship Behavior ◽  
Contingent Workers

scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KARAKTERISTIK PEKERJAAN TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING (Studi pada PT Indonesia Comnets Plus Regional Kalimantan)

2020 ◽  
Vol 8 (4) ◽  
Author(s):  
Utin Devika
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Human Resources ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Characteristics ◽  
Citizenship Behavior ◽  
Organizational Goals ◽  
Transformational Leadership Style

Employees as human resources in an organization is the most important asset in a company which is one indicator of success to achieve organizational goals. Matters relating to the achievement of organizational goals cannot be separated from the important role of organizational citizenship behavior (OCB) contributing to the survival of the organization. In addition, organizational commitment and work characteristics of human resources can encourage the creation of organizational citizenship behavior (OCB), of course, determining the success of an organization. Other important factors such as the role of leaders who have a transformational leadership style that encourages human resources in the company to continue to be productive so as to grow organizational citizenship behavior (OCB) for all employees in the company. This research is an explanatory research (Explanatory Research) with quantitative descriptive research. This research is a survey research using a questionnaire through google docs to the employees of PT. Indonesia Comnet Plus Regional Kalimantan with 62 employees. The analytical method used in the hypothesis is path analysis. The results of this study indicate that transformational leadership style does not significantly influence organizational commitment, job characteristics significantly influence organizational commitment, transformational leadership style and job characteristics do not significantly influence Organizational Citizenship Behavior (OCB), and organizational commitment significantly influence Organizational Citizenship Behavior (OCB) OCB) emipiris study on employees of PT Indonesia Comnet Plus Regional Kalimantan.Keywords : Transformational Leadership Style, Job Characteristics, Organizational Commitment, Organizational Citizenship Behavior (OCB)

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.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

Sign in / Sign up

Export Citation Format

Share Document