Pengaruh Budaya Organisasi, Self Efficacy Dan Kompetensi Terhadap Organizational Citizenship Behavior (Ocb) Dan Kinerja Karyawan Bagian Produksi  Di Pt. Indoprima Gemilang Surabaya

Herawati, Atik; Shihab, Mohammad; Wardah, Wardah

doi:10.29062/mahardika.v19i1.199

Cited by 2 publications

(3 citation statements)

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“…In addition it is important to remember the understanding of the pro-environmental behavior of each employee and how this relates to pro-environmental norms and rules in the organization (Craig et al, 2019). This is similar to previous research, namely from (Herawati et al, 2020), (Dewi & Sudibya, 2016), (Herawati et al, 2020) which stated that Self Affection has a positive effect on OCB.…”

Section: Discussion and Implicationsupporting

confidence: 92%

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Build Organizational Citizenship Behavior Toward Environment Through Organizational Culture, Organizational Commitment and Mediated Self-efficacy

Adu,

Nawangsari

2022

IJIBR

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Purpose – This study aims to determine the direct positive and significant influence of Organizational Culture on OCBE, Organizational Commitment, and Self-efficacy and indirectly between Organizational Culture and Organizational Commitment to OCBE mediated by Self-efficacy on employees in a Metal Packaging Company. Methodology/approach – This study uses the SEM PLS analysis method where the data processing uses the SmartPLS 3.0 application. Based on the results of research through questionnaires to 129 employees. Findings – From this study, it was found that there was a positive and significant effect of the direct relationship between Organizational Culture and Self-Efficacy on OCBE, as well as Organizational Commitment to Self-Efficacy. There is a non-positive and insignificant effect of Organizational Commitment to OCBE. As for the indirect relationship, self-efficacy failed to mediate the relationship between organizational culture and OCBE but succeeded in mediating the relationship between Organizational Commitment and OCBE. Novelty/value – This research has contributed to the development of existing research construct models. The contribution of organizational culture variables and organizational commitment to self-efficacy is 0.502, organizational culture and organizational commitment to OCBE is 81.6% while the remaining 18.4% is influenced by other variables not examined in this study.

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Section: Discussion and Implicationsupporting

confidence: 92%

“…OCBE. Herawati et al, (2020). Someone who has very low self-efficacy will easily give up in carrying out their duties and individuals will not make any efforts to overcome existing obstacles, because they believe that the actions they take will not bring any influence (Dewi, 2020).…”

Section: Self Efficasymentioning

confidence: 99%

Build Organizational Citizenship Behavior Toward Environment Through Organizational Culture, Organizational Commitment and Mediated Self-efficacy

Adu,

Nawangsari

2022

IJIBR

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“…Hasil penelitian ini mendukung hasil penelitian yang dilakukan oleh oleh (Suhardi, 2019), (Amalia, 2019), (Kurnia Ningsih, 2020), (Alhasani et al, 2021), (Yusuf et al, 2021)yang menunjukkan bahwa kompetensi berpengaruh terhadap organization citizenship behaviours (CB). Hasil penelitian ini bertentangan dengan hasil penelitian yang dilakukan oleh (Adianita et al, 2017), (Herawati et al, 2020), (Suryanto, 2018), (Mahmudi dan Surjanti, 2020), (Mangindaan et al, 2020) yang menunjukkan tidak ada pengaruh kompetensi terhadap organization citizenship behaviours (OCB).…”

Section: Pengaruh Kompetensi Terhadap Ocbunclassified

Pengaruh Self Efficacy, Kompetensi, Remunerasi, Kepemimpinan dan Komunikasi terhadap Kinerja Karyawan melalui Organization Citizenship Behaviour

Sunanto,

Suwandi,

Hanfan

2022

ekuitas

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The problem that occurs at PT Hamana Works Indonesia is that the employee's performance has not been maximized, which is indicated by the fact that there are still many employees who use their leave rights from what has been stipulated. The research was conducted by collecting data by using a questionnaire on all employees with a total of 62 employees as respondents. Data from 2019 to 2020 shows an increase in employees using leave entitlements beyond the stipulated and reaching 50% in 2020. Researchers conducted tests using the SEM (Structural Equation Modeling) Partial Least Square or SEM PLS approach using tools in the form of statistical software, namely Smart pls. The results of the study are self-efficacy does not have a significant impact on employee performance, competence does not have a significant impact on employee performance, remuneration does not have a significant impact on employee performance, leadership has a significant effect on employee performance, communication has no significant effect on employee performance, Organizational citizenship behaviors have a significant effect on performance employees, self-efficacy has a significant effect on OCB, competence has a significant effect on OCB, remuneration has no impact on OCB, leadership has no impact on OCB, communication has a significant effect on OCB, self-efficacy through OCB has a significant effect on performance, competence through OCB has no significant effect on performance , remuneration through OCB has no significant effect on employee performance, leadership through OCB has no significant effect on performance and communication has a positive effect through OCB on app employee performance. Researchers suggest companies to improve leadership, OCB, competence, communication and self-efficacy for employees.

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Pengaruh Budaya Organisasi, Self Efficacy Dan Kompetensi Terhadap Organizational Citizenship Behavior (Ocb) Dan Kinerja Karyawan Bagian Produksi Di Pt. Indoprima Gemilang Surabaya

Cited by 2 publications

References 0 publications

Build Organizational Citizenship Behavior Toward Environment Through Organizational Culture, Organizational Commitment and Mediated Self-efficacy

Build Organizational Citizenship Behavior Toward Environment Through Organizational Culture, Organizational Commitment and Mediated Self-efficacy

Pengaruh Self Efficacy, Kompetensi, Remunerasi, Kepemimpinan dan Komunikasi terhadap Kinerja Karyawan melalui Organization Citizenship Behaviour

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