Komitmen Organisasi Karyawan dan Pengaruhnya terhadap Organizational Citizenship Behavior (OCB)

Halimsetiono, Elita; Santosa, Winnie Nirmala

doi:10.24123/soshum.v2i2.4082

Cited by 5 publications

(6 citation statements)

References 2 publications

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“…According to Halimsetiono & Santosa (2021), the identification aspect that explains the acceptance of company values by employees is in line with the OCB aspect, namely sportsmanship and civic virtue which is also shown by the behavior of individuals or employees who comply with the values in the company. Then the aspect of involvement in organizational commitment is in line with the aspect of altruism and courtesy in OCB.…”

Section: Results Dan Discussionmentioning

confidence: 99%

The Relationship of Organizational Commitment with Organizational Citizenship

Alifia,

Ulya

2023

sip

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Employees with high OCB levels are able to increase productivity and provide a good future for the company. OCB can be influenced by internal factors and external factors. One of the internal factors that influence OCB is organizational commitment. This study aims to determine the relationship between organizational commitment and Organizational Citizenship Behavior. Using a correlational quantitative approach, this study involved 141 production employees at PT. X Semarang was selected through a, purposive sampling technique. The research data was taken using the organizational commitment scale and the OCB scale. Furthermore, the data were analyzed using the Kendall or non-parametric correlation technique. The result of the correlation coefficient between organizational commitment and OCB variables is 0.153 with a significance level of p=0.005 where p<0.05. These results indicate that there is a positive relationship between organizational commitment and OCB. So it can be concluded that the production employees of PT. X Semarang has a good commitment so that employees are able to show good OCB to fellow employees and to the company

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Section: Results Dan Discussionmentioning

confidence: 99%

The Relationship of Organizational Commitment with Organizational Citizenship

Alifia,

Ulya

2023

sip

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“…For OCB, derived from Podsakoff’s 24-item scale, Kumar and Shah (2015) created a 15-item scale covering its five dimensions. Statements include “I willingly help newcomers to get oriented toward the job,” “I don’t abuse the rights of others” and “My attendance at work is above the norm.” Numerous studies have relied on this 15-item scale in their depiction of OCB, including Bozdoğan (2021), Halimsetiono and Santosa (2021) and others. Kumar and Shah (2015) confirmed the reliability of the 15-item OCB scale with an alpha of 0.844.…”

Section: Methodsmentioning

confidence: 99%

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

Farroukh

Messarra

Yunis

2023

JABS

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Purpose In light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among employees. This study aims to analyze how JI influences employees’ organizational citizenship behaviors (OCBs) and whether positive psychological capital (PsyCap) and grit moderate this relationship. Design/methodology/approach To test the study hypotheses, data was gathered during COVID-19 via convenience sampling. The collected data was analyzed using the Statistical Package for the Social Sciences software and Excel MegaStat. Findings The empirical data shows that qualitative JI has a negative relationship with OCB. PsyCap and grit moderate the relationship between both JI dimensions and OCB. Practical implications Managers can alleviate JI in the workplace by promoting PsyCap and grit among employees, both of which will sustain and promote OCB, even during difficult times. Originality/value This study bridges the gap in the literature regarding the impact of JI on employees’ OCB during the pandemic. This study also adds to the limited number of studies exploring personal resources as potential moderators between JI and organization citizenship behavior.

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“…Sedangkan penelitian dari Bakhshi et al (2011), Halimsetiono & Santosa (2021, dan Kurniawan (2015), mendapatkan hasil bahwa komitmen afektif tidak berpengaruh terhadap OCB.…”

Section: Abstract : Affective Commitment Organizational Citizenship B...unclassified

“…Hal tersebut juga menunjukkan bahwa hipotesis yang diajukan dalam penelitian ini (H1) ditolak dan membuktikan komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan. Hasil ini sejalan dengan penelitian yang dilakukan oleh Bakhshi et al (2011), Halimsetiono & Santosa (2021), dan Kurniawan (2015) yang mengungkapkan bahwa komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan.…”

Section: Uji Tunclassified

Pengaruh Komitmen Afektif Terhadap Organizational Citizenship Behavior Pada Karyawan Perbankan di Pontianak

Arestia

2022

madani

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The purpose of this study is to determine the effect of affective commitment on the organizational citizenship behavior of banking employees (Government Banks and Private Banks) in Pontianak. The population in this study was all banking employees in Pontianak. The sampling technique uses the Lemeshow Formula with a minimum sample of 96 people and 296 respondents who gave responses consisting of 113 Government Bank employees and 183 Private Bank employees. The form of research used is the associative method. In research, the data collection technique used is through the dissemination of questionnaires and literature studies. From the simple linear regression test, the results of affective commitment have a positive effect on the OCB of employees of government banks and private banks. This shows that the higher a person's affective commitment, the higher the OCB of the employee. from the t-test on employees of Government Banks, the results of tcount of 1.537 are smaller than ttable of 1.98157 with a significance value of more than 0.05, which means that affective commitment has no significant effect on OCB of Government Bank employees. Likewise, from the t-test on employees of private banks, the results of tcount of 1.596 are smaller than ttable of 1.97316 with a significance value of more than 0.05, which means that affective commitment has no significant effect on OCB of private bank employees. Based on the tests that have been carried out, the conclusion of this study is that affective commitment has a positive but not significant effect on the OCB of employees of state and private banks Abstrak Tujuan dari penelitian ini adalah mengetahui pengaruh komitmen afektif terhadap organizaional citizenship behavior karyawan perbankan (Bank Pemerintah dan Bank Swasta) di Pontianak. Populasi dalam penelitian ini adalah seluruh karyawan perbankan di Pontianak. Teknik pengambilan sampel menggunakan Rumus Lemeshow dengan jumlah sampel minimal 96 orang dan responden yang memberikan tanggapan sebanyak 296 orang yang terdiri dari 113 karyawan Bank Pemerintah dan 183 karyawan Bank Swasta. Bentuk penelitian yang digunakan adalah metode asosiatif. Dalam penelitian, teknik pengumpulan data yang digunakan adalah melalui penyebaran kuesioner dan studi literatur. Dari uji regresi linear sederhana didapatkan hasil komitmen afektif berpengaruh positif terhadap OCB karyawan Bank Pemerintah dan Bank Swasta. Hal tersebut menunjukkan semakin tinggi komitmen afektif seseorang, maka OCB dari karyawan tersebut juga tinggi. dari uji t pada karyawan Bank Pemerintah didapatkan hasil thitung sebesar 1,537 lebih kecil daripada ttabel sebesar 1,98157 dengan nilai signifikansi lebih dari 0,05, yang berarti komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan Bank Pemerintah. Demikian pula dari uji t pada karyawan Bank Swasta didapatkan hasil thitung sebesar 1,596 lebih kecil daripada ttabel sebesar 1,97316 dengan nilai signifikasi lebih dari 0,05, yang berarti komitmen afektif tidak berpengaruh signifikan terhadap OCB karyawan Bank Swasta. Berdasarkan pengujian yang telah dilakukan, kesimpulan dari penelitian ini adalah komitmen afektif berpengaruh positif tetapi tidak signifikan terhadap OCB karyawan Bank Pemerintah maupun Bank Swasta. Kata Kunci: komitmen afektif, organizational citizenship behavior

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Komitmen Organisasi Karyawan dan Pengaruhnya terhadap Organizational Citizenship Behavior (OCB)

Cited by 5 publications

References 2 publications

The Relationship of Organizational Commitment with Organizational Citizenship

The Relationship of Organizational Commitment with Organizational Citizenship

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

Pengaruh Komitmen Afektif Terhadap Organizational Citizenship Behavior Pada Karyawan Perbankan di Pontianak

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