Millennial’s Organizational Citizenship Behavior (OCB)

Abstract

Research on Organizational Citizenship Behavior (OCB) was carried out more than three decades ago. In 2025, the millennial generation will dominate the workforce, which has different characteristics from the previous generation. This literature review aims to map out research on OCB in the millennial generation in Indonesia, based on samples, objectives, determinant factors, and results of OCB in the millennial generation in Indonesia. This study uses the PRISMA method and uses data obtained from the Garuda portal, Google Scholar, and Science Direct restricted from 2015 and 2021. The results of this literature review are research maps on OCB in millennial subjects and are expected to provide a figure that can complement the existing OCB studies in the millennial generation. Based on the findings from the article, the OCB determinants found in the eight studies were external factors that the leader-member exchange, employee engagement, organizational culture, perceived organizational support, job satisfaction, work-life balance, transactional leadership, transformational leadership, clan culture, affective commitment and need of affiliation. The results showed that all of the determinants of OCB studies in the millennial generation had a positive and significant influence.

How Work-Life Balance Affects the Organizational Citizenship Behavior Of the Millennial

“…A variety of internal and external factors influence organizational citizenship behavior. Sofiah et al (2022) found that external factors positively impact organizational citizenship behavior, including leader-member exchange, employee engagement, organizational culture, perceived organizational support, job satisfaction, work-life balance, transactional leadership, transformational leadership, clan culture, affective commitment, and need of affiliation. In addition, Madiistriyatno & Hadiwijaya, (2020) also stated that external factors, including management systems, leadership systems, and company culture, impact OCB.…”

“…In contrast, decreasing OCB will have negative consequences such as diminished firm reputation, increased interpersonal conflicts, and reduced organizational efficiency (Fatima et al, 2015). The organization's development will be hindered if individuals solely focus on fulfilling their formal responsibilities without making additional contributions beyond their assigned tasks (Sofiah et al, 2022). Hence, recognizing the significance of OCB for companies, it is necessary to foster OCB among millennial employees.…”

“…Furthermore, Internal elements, such as morale and contentment, positively influence OCB. Another internal element that can impact OCB, in addition to previously described ones, is work-life balance (Sofiah et al, 2022).…”

Maximizing Millennial Job Satisfaction: The Key Roles of Meaningful Work and Resilience

“…Job satisfaction from millennial workers has a positive impact on individual performance (Waworuntu et al, 2022). Millennial workers who feel satisfied with their jobs tend to display voluntary behavior at work that exceeds the formal rules of the organization (Sofiah et al, 2022). Millennial job satisfaction can increase their commitment to their organization (Pradipto & Chairiyati, 2021).…”