Pengaruh Komitmen Organisasi Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior

Abstract

This study aims to analyze the effect of job satisfaction and commitment to OCB.Data used in this study is the primary data obtained from the questionnaire. The number of samples as many as 62 respondents who are the entire population of PT. TAW area west Jakarta. The analysis technique used is multiple regression methods. The results showed that Organizational Commitment has a significant positive effect on OCB. Job satisfaction has a significant positive effect on OCB and Organizational Commitment and Job Satisfaction has a significant positive effect on OCB. Suggestion in this research job satisfaction most dominantly influence to OCB on salary indicator, promotion in this case company expected to increase employee job satisfaction by increasing employee salary, clarify system of appointment of permanent employees and career ladder, expected to increase organizational commitment to every employee for example with reward employees with integrity and high dedication to the company. Keywords: job satisfaction, commitment, OCB

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

“…However, job satisfaction does not affect OCB. This is different from previous research which concludes that job satisfaction has positive implications (Fitrio et al, 2019;Heriyadi et al, 2020;P Prasetio et al, 2017;Yuliani & Katim, 2017). This research, however, does not support the implications of job satisfaction on implementing positive behavior through OCB, but it indirectly increases OCB with a percentage of 15%.…”

The Role of Organizational Citizenship Behavior in Mediating the Relationship Between Organizational Culture and Job Satisfaction with Employee Performance

“…Employees who enjoy work and feel satisfied means they are exercised without the pressure of the leadership, but they work in accordance with existing SOPs and even they work more than the set time. This finding is in line with the research conducted by: (Sabahi & Sanai Dashti, 2016), (Saraswati, 2017), (Fitrio et al, 2019), (Margahana et al, 2018), (Iswara Putra & Kartika Dewi, 2016), (Barlian Noer, 2010), (Waspodo & Minadaniati, 2012), (Yuliani & Katim, 2017), (Bayu Putra Mahardika & Wibawa, 2018), (Darmawati & Indartono, 2015), (Nurnanigsih & Wahyono, 2017), (Mahmudi & Surjanti, 2020), (Rini et al, 2013). While these findings are not supported by research conducted by (Putrana et al, 2016), (Bharata et al, 2016).…”

“…(Sabahi & Sanai Dashti, 2016) in their research stated that there were some positive and meaningful relationship between job satisfaction with OCB. Other studies that also examine the relationship between job satisfaction and organizational citizenship behavior include: ( Yuliani & Katim, 2017). Based on the theoretical explanation and previous research, the hypothesis that can be developed is H2: job satisfaction has an effect on OCB.…”

Pengaruh Kepemimpinan Transformasional, Komitmen Organisasi, Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior (Ocb) Pada Pegawai Dan Staff Kantor Kapanewon Panjatan

“…Mahardika & Wibawa (2019) dalam penelitiannya menyatakan bahwa komitmen organisasi memiliki pengaruh positif dan signifikan terhadap OCB, hal tersebut memperlihakan bahwa OCB pada pegawai akan meningkat seiring dengan meningkatnya komitmen organisasi. dalam penelitian yang dilakukan oleh Yuliani & Katim (2017) juga menunjukkan hasil yang sama, yaitu komitmen organisasi berpengaruh positif dan signifikan terhadap OCB. H2: komitmen organisasi berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior.…”