Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

Abstract

The leader must be able to manage the employees with individual values that are different due to differences in their cultural backgrounds. This makes it important to understand that differences in national culture and make generalizations or stereotypical conclusions can not only be a mistake but also can be a problem. Indonesia as a country with diverse cultures is also a challenge in the context of organizational behavior, so the study on local cultural nuance becomes important to continue to be done.This study aimed to analyze the local culture "pela gandong" of Maluku on the influence of personality towards organizational citizenship behavior and employee performance. The populations were the banking industry employees in the city of Ambon, Maluku province, Indonesia with a sample of 187. The data were analyzed through structural equation models using LISREL software.The results showed that; personality had a positive and significant influence towards OCB, personality did not significantly influence employee performance, OCB had a positive and significant influence towards employee performance. The moderation of local culture "pela gandong" strengthens the relationship between personality and OCB. The local culture "pela gandong" did not moderate the relationship between personality and performance. The moderation of local culture "pela gandong" strengthens the relationship between OCB and employee performance.Keywords: "Pela Gandong" Local Culture, Personality, OCB, Performance. BackgroundCulture has been identified as one of the fields of organizational behavior studies as an interdisciplinary field devoted to understanding and managing employees better. Anthropology that contributes to this (Robbins and Judge, 2014). The cross-cultural analysis also becomes important to do to better understand the behavior in the organization.Culture becomes one of the interesting things to be explored further in this study. Tsui, et al., (2007) in his meta-analysis of the development of organizational Business and Management Research, volume 40 252 behavioral research with national culture as the main variable reveals a number of paradigm development and research methods used, but it also becomes a gap because it occurs mainly in North America and Europe, whereas The 21st century should be a century of international management research. The unique challenge of organizational behavioral research in a cross-national context is to ensure the validity of cultural concept constructs, incorporate other national differentiators to improve the internal validity of the findings and strengthen the research design by leveraging inter-country collaboration so as to enhance external validity. Tsui, et al (2007) then recommends that more research with the characteristics of other countries with cultures different from preference based on existing models (which are mostly US models) and analyzed with other countries that may be different from Americans in the same phenomenon. North America and Europe dominate the glob...

Transformational Leadership and Employee Performance: Mediation of Organizational Citizenship Behavior

“…These results show that the better the practice of transformational leadership, the greater the organizational citizenship behavior shown by employees. These findings are in line with research (Hackett et al, 2018;Huberta et al, 2017;Jiang et al, 2017). Transformational leadership practices help employees collaborate, respect each other, and reduce disputes (Manoppo, 2020).…”

“…The stimulation provided by leaders can increase the practice of organizational citizenship behavior (Gurmani et al, 2021), making them exceed their interests (Tuan, 2017). Based on the description presented above, the second hypothesis is formulated as follows: H2: Transformational leadership has a positive effect on organizational citizenship behavior Previous studies generally provide empirical evidence of the relationship between organizational citizenship behavior and employee performance (Huberta et al, 2017;Jiang et al, 2017;Organ et al, 2006). Therefore, organizational citizenship behavior results in employee responses to improve their performance (Khokhar & Zia-ur-Rehman, 2017).…”

“…This research shows that transformational leadership has not been shown to contribute to improving employee performance. However, transformational leadership has an impact on increasing organizational citizenship behavior (Hackett et al, 2018;Huberta et al, 2017;Jiang et al, 2017). Likewise, organizational citizenship behavior contributes to improving employee performance (Jiang et al, 2017; Khokhar & Zia-ur-Rehman, 2017; D.W Organ et al, 2006).…”