Do organizational citizenship behavior and work satisfaction mediate the relationship between spiritual leadership and employee performance?

Supriyanto, Achmad; Ekowati, Vivin Maharani; Maghfuroh, Ummi

doi:10.5267/j.msl.2019.10.031

Cited by 42 publications

(38 citation statements)

References 11 publications

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“…It is a form of "additional" positive behavior towards the role of employees in a company outside of their main job, for example, the desire to help colleagues. Organizational citizenship behavior trains more productive employees independently who are willing to share knowledge and experience with colleagues (Supriyanto et al, 2020). Its implementation can improve the performance of company employees because they help each other, share knowledge and information, and increase capability and knowledge of the work done in achieving organizational goals (Wahyuni & Supartha, 2019).…”

Section: Introductionmentioning

confidence: 99%

Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

Azmy

2021

IJABR

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This study analyzes the successful implementation of Organizational Citizenship Behavior (OCB) through the roles of job satisfaction, organizational culture, and organizational commitment. The research was conducted at the Indonesian Electrical Contractors Associations using the Partial Least Square (PLS) method. A number of 100 respondents were asked to fill in a questionnaire distributed via a google form. The results explain that both organizational commitment and organizational culture affect positive behavior (OCB) while job satisfaction does not. These three variables have implications for behavior change represented by culture, job satisfaction, and commitment. Thus, it is possible to deduce that the success of organizational citizenship behavior (OCB) is influenced by organizational commitment and culture that shape employee professionalism. As for job satisfaction, it must be improved through a competitive salary system, support among employees, and a conducive work environment.

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Section: Introductionmentioning

confidence: 99%

Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

Azmy

2021

IJABR

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“…This was too confirmed by certain other scholars (Ali, Rehman, Ali, Yousaf, & Zia, 2010;Peterson, 2004). Scholars also suggested that firm performance and output could be increased by highly committed staff (Chun, Shin, Choi, & Kim, 2013;Supriyanto, Ekowati, & Maghfuroh, 2020). Thus, based on the discussion made, following could be hypothesized:…”

Section: Csrp Commitment and Performancementioning

confidence: 85%

How Does Stakeholders Pressure Affect Organization Performance and Employee Wellbeing? Study of Multiple Mediating Roles

Mehmood

Rasheed

Jaan

2020

JBSEE

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Employee satisfaction and high performance is every organization’s goal. When seen through the lens of stakeholder theory, these goals could be achieved by CSR practices through certain ways. Stakeholder theory affords an initial point to assimilate stakeholder pressure and corporate social responsibility practices. This research studies the effect of pressure from stakeholders over organization performance and wellbeing of employees by including the mediating effect of CSR oriented culture, CSR practices, organizational citizenship behavior, organizational commitment, and organizational trust in Pakistan’s banking sector. The study employs quantitative and cross sectional research design. A sample of 180 banks was studied through employing SmartPLS3.0 software using mediation analyses.The findings reveal that CSR oriented culture mediates between stakeholder pressure and CSR practices; CSR practices affect organization performance through organization citizenship behavior. Further, trust is a partial mediator among CSR practices and wellbeing of employees. Serial mediators play their role between stakeholder pressure and organization performance, and also play a role between stakeholder pressure and employee wellbeing. Implications/Originality/Value: The findings suggest Pakistani banks to acknowledge pressure from all stakeholders, and concentrate on CSR practices for their bank performance and staff wellbeing.

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“…Mangkunegara reveals that Performance is a measure of the quality and quantity of work done by a person based on the responsibilities assigned to him [33]. Employee performance is one of the work attitudes that is essential to support the performance of the organization [34]- [35]. H2: Job satisfaction directly effects employee performance.…”

Section: Research Hypothesismentioning

confidence: 99%

Employee Engagement: A Quantitative Review and Its Relationship with Job Satisfaction and Employee Performance

Supriyanto¹,

Ekowati²,

Pujianto³

et al. 2021

Advances in Social Science, Education and Humanities Research

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Employee engagement becomes priority among businesses as it can trigger a better performance. This research aims to reveal the influence of employee engagement to the employee performance with job satisfaction as an intervening variable. It is a quantitative research with an explanatory approach to explain the causal relationships of the hypotheses used. The research samples are 75 employees of PDAM in Malang city. Data were collected through questionnaires. Data were analyzed using path analysis. This study show that employee engagement has direct effect on employee performance. It effects employee performance through job satisfaction. It concludes that the engagement of the employees of PDAM in Malang is great, so their performance improves.

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Do organizational citizenship behavior and work satisfaction mediate the relationship between spiritual leadership and employee performance?

Cited by 42 publications

References 11 publications

Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

How Does Stakeholders Pressure Affect Organization Performance and Employee Wellbeing? Study of Multiple Mediating Roles

Employee Engagement: A Quantitative Review and Its Relationship with Job Satisfaction and Employee Performance

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