Perceived Organizational Commitment Mediates the Effect of Perceived Organizational Support and Organizational Culture on Organizational Citizenship Behavior

Abstract

The purpose of the study was to determine the extent to which the role of perceived organizational commitment mediates the influence between perceived organizational support and organizational culture on organizational citizenship behavior. Quantitative methods are used in this study. The sample used by respondents was 195 employees at a security company in Jakarta, Indonesia, with a random sampling technique. The analysis used is path analysis whose data processing is done through SmartPLS 3.0. The results of the research on the perception of organizational support do not affect employee organizational citizenship behavior, while organizational culture affects employee organizational citizenship behavior, the results of testing organizational support are felt to affect organizational commitment, as well as organizational culture, affects employee organizational commitment while organizational commitment has a significant effect on citizenship organizational. The behavior of securities company employees in Indonesia. The discovery of novelty in the developed organizational citizenship behavior model can provide a solution to the COVID-19 pandemic, The company is to maintain its business, and the role of organizational citizenship behavior needs to improve through indicators from research results such as support from colleagues, responsibility for employee mistakes at work, the honest attitude of employees, superior support and employee trust in the company. The impact on the company's managerial implementation that needs to be changed, if implemented properly will result in the sustainability of the company's business, especially in securities companies

Perceived organizational culture and employee performance: moderating role of supervisor humor

“…In-role performance concerns the tasks assigned to employees by their company, whereas extra-role performance refers to the roles beyond the expectations of the company. The importance of extra-role performance is evident in the literature (Williams and Anderson, 1991;MacKenzie et al, 1998;Sosik et al, 2011;Zhang et al, 2017;Sauer et al, 2023;Sumardjo and Supriadi, 2023).…”

Yengeç Sepeti Sendromu

“…Örgüt kültürü çalışanların davranışları üzerinde de önemli düzeyde etkilidir ve benimsenen değerler ne kadar olumlu olursa, çalışan performansını da o ölçüde artırmaktadır (Sumardjo ve Supriadi, 2023). Endratmoko veAulia'ya (2021) göre, güçlü bir örgüt kültürü örgütsel vatandaşlık davranışının ortaya çıkmasını destekler.…”

The missing link in knowledge sharing: the crucial role of supervisor support- moderated mediated model

“…A lot of research work has been associated with supervisor support on different organizational and personal level outcomes (Ma et al ., 2023), but still few gaps have been identified (Sumardjo and Supriadi, 2023). Although, it is widely observed that supervisor support significantly impacts employee attitudinal and behavioral outcomes at the workplace the specific psychological mechanism leading this support to altruism and knowledge-sharing behavior have not been clearly established (Zhu et al ., 2023).…”

“…For this reason, the current study is considering psychological well-being and psychological ownership as psychological phenomena affected by the supervisor’s support. As psychological well-being refers to an individual’s overall mental and emotional state, including their sense of purpose (McIlroy et al ., 2021), satisfaction with life (Chen and Wang, 2017) and ability to cope with stress while ownership refers to the feeling of possessing or having control over something, which can have psychological benefits such as increased sense of responsibility, identity and attachment (Ma et al ., 2023; Sumardjo and Supriadi, 2023). Whereas, altruism is the act of selflessly helping others without expecting anything in return, and knowledge sharing involves the voluntary transfer of information from one individual to another (Pohl et al ., 2022).…”

“…There is a positive relationship between altruism and knowledge-sharing, as more altruistic individuals are more likely to engage in knowledge-sharing behaviors, which can ultimately benefit society as a whole. Lastly, limited emphasis is given to studying the idea of mindfulness at the workplace, according to some researchers (Sumardjo and Supriadi, 2023), mindfulness can help employees manage stress and increase their focus and productivity, which can ultimately benefit the organization (Matsuo, 2022). By fostering a culture of mindfulness, organizations can create a more positive and supportive workplace, leading to improved employee well-being (Matsuo, 2022).…”