Tujuan dari penelitian ini adalah untuk menguji Organizational Citizenship Behavior (OCB) pegawai dan faktor-faktor yang mempengaruhinya, sampel dalam penelitian ini adalah 120 pegawai pada Pemerintah Provinsi Jambi. Metode pengumpulan data menggunakan kuesioner dan dianalisis menggunakan analisis verifikatif, alat analisis dalam penelitian ini menggunakan Confirmatory Factor Analysis (CFA). Hasil penelitian ini menjelaskan bahwa OCB dapat dipengaruhi oleh faktor internal yaitu kepuasan kerja, komitmen organisasi, semangat kerja karyawan, motivasi kerja dan faktor eksternal yaitu gaya kepemimpinan dan budaya organisasi, faktor tertinggi yang paling berpengaruh adalah kepuasan kerja karyawan.

Introduction/Main Objectives: Application of industry 4.0 to support the supply chain in manufacturing by using information and communication technology, a company can optimize integration into the environment, increase production capacity and capabilities, and increase customer value in facing the world of competition in the current era of globalization. The primary purpose of this study is to determine the extent of research on the application of industry 4.0 in the supply chain. Background Problems: Business competition in the manufacturing sector is getting faster and more dynamic. An organization must adapt to environmental changes to innovate to produce a more efficient production system by combining industrial 4.0 technology in a sustainable supply chain by optimizing resources, set-up time, labour costs, materials, production, and product design. Novelty: There is a research gap on logistics and warehouse variables that are not directly connected to industry 4.0 and supply chain management. Research Methods: The method used is a literature review, using bibliometric analysis of the VOSviewer application with data sourced from Scopus. Finding/Results: Found 155 research articles from 2015 to 2022, each year showing significant growth, especially a spike in 2020 to 2021, with 34 research articles. Conclusion: Scientific research related to the application of industry 4.0 in the supply chain in the field of engineering from 2015 to 2022 is increasing, with the direction of research being concentrated on the topic of circular economy, sustainability, cyber-physical system, smart manufacturing, internet of things, block chain, big data, and digitalization.

Introduction/Main Objectives: This study aims to determine the value of the direct influence between transformational leadership and change management, transformational leadership and organizational culture, organizational culture and change management, and deal with the indirect effect of organizational culture on transformational leadership and change management. Background Problems: In the era of globalization that is increasingly fast and dynamic, an organization must be able to adapt to changes in the environment, where changes in the organization must be managed properly and efficiently. Change management is a systematic and complex process carried out by an organization. One of the steps in determining the direction of change is to select the transformational leadership model, change management, and organizational culture. Research Methods: Review articles on the relationship between transformational leadership, change management, organizational culture, organizational change, and the mediating role of organizational culture on transformational leadership and change management. Finding/Results: There is a positive and significant correlation between transformational leadership and change management, transformational leadership and organizational culture, and organizational culture and change management, where organizational culture has a mediating role in the relationship between transformational leadership and change management. Conclusion: Transformational leadership are very influential on organizational changes and play an essential role in determining the direction of change management and organizational culture, using organizational culture to manage these changes.

Introduction/Main Objectives: This study aims to determine the direct effect of psychological capital on organizational citizenship behavior, psychological capital on work engagement, transformational leadership on organizational citizenship behavior, transformational leadership on work engagement, work engagement on organizational citizenship behavior. An indirect effect of psychological capital and transformational leadership on organizational citizenship behavior by mediating work engagement Background Problems: The times are increasingly rapid and dynamic, especially the challenges faced by companies, especially in developing countries, are getting bigger, and an organization must be able to adapt to environmental changes to survive and grow to achieve the goals of the organization, requiring support from internal and external factors that affect the organization to be managed properly and efficiently. Research Methods: The research method used is review of articles and literature studies sourced from journals and books. Finding/Results: The results of the hypothesis that the direct or indirect effect of psychological capital, transformational leadership, and work engagement on organizational citizenship behavior has a positive and significant impact. Conclusion Transformational leadership contributes to increasing employee self-efficacy, hope, resilience, and a sense of optimism. Transformational leadership and psychological capital are independently related to trust in management and impact individual and organizational performance. Still, they can also moderate each other, which will affect climate of an organization and work engagement.