scholarly journals Hubungan antara Kepercayaan Organisasi dengan Organizational Citizenship Behavior (OCB) Pegawai Pusat Pendidikan dan Pelatihan Bea Dan Cukai Jakarta Timur

2017 ◽  
Vol 4 (1) ◽  
pp. 104
Author(s):  
Hariyani Priscilia Suherman ◽  
Dwi Deswary ◽  
Eliana Sari
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Hypothesis Test ◽  
Organizational Trust ◽  
Positive Influence ◽  
Citizenship Behavior

This research set aims to discover the relation between organizational trust andorganizational citizenship behavior at Pusat Pendidikan dan Pelatihan Bea dan CukaiEast Jakarta. The research variable is organizational trust as independent variabel (X)and OCB as dependent variable (Y). The method used in this research is a survey method.To collect the data from respondent researcher use an instrument for both variableorganizational trust and OCB.Data analyzing techniques to test the hypothesis using product moment. Beforeusing the product moment researcher has to test the requirement test that cover normalitytest and liniearity test. From the result of hypothesis test for significance correlationresearcher obtain Tscore > Ttable, Tscore = 31,78 and Ttable = 1,995. From the scorewe can conclude that the hypothesis being submitted is accepted and the nil hypothesis isrejected.From the result of the research can be concluded there is a positive relationbetween organizational trust and organizational citizenship behavior of employee atPusat Pendidikan dan Pelatihan Bea dan Cukai East Jakarta. The result also sow thecontribution of organizational trust for OCB is 93,61%. From the score can be describedthat the organizational trust giving a big amount of contribution for the enhancement ofemployee OCB. However to give the positive influence on OCB employee requiredanother factor and not just organizational trust but also another factor that couldincrease the influence of OCB.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

scholarly journals Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification

2019 ◽  
Vol 16 (7) ◽  
pp. 1102 ◽  
Author(s):  
Byung-Jik Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Organizational Trust ◽  
Organizational Outcomes ◽  
Citizenship Behavior ◽  
Identification Function ◽  
The Impact ◽  
Underlying Processes

Although existing works have investigated the influence of employee’s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee’s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee’s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context–attitude–behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee’s organizational trust and organizational identification would sequentially mediate the job insecurity–organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity–OCB link.

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN PEMEDIASI KOMITMEN AFEKTIF DI SEKRETARIAT KABUPATEN BADUNG

2017 ◽  
pp. 2665
Author(s):  
Ayu Putu Ariani ◽  
Desak Ketut Sintaasih ◽  
Made Surya Putra
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Culture Positive

The purpose of this study was to determine the significance of the influence of organizational culture on affective commitment, the influence of affective commitment on OCB, the influence of organizational culture on OCB and the mediating effect of affective commitment on the influence of organizational culture on OCB. These samples included 83 employees are determined using proportionate random sampling method. Data were obtained from questionnaires and interviews. The analytical tool used in this study using Partial Least Square (PLS). The results showed that organizational culture positive effect on affective commitment, the better the culture of the organization, affective commitment is also getting stronger. Affective commitment positively affects the OCB, the stronger the affective commitment has embraced the OCB behaviors also higher. Organizational culture positive influence on OCB, semaik both an organizational culture that is applied then OCB also higher. Results of testing the hypothesis is further produced that affective commitment partially mediates the influence of organizational culture on OCB.

scholarly journals Nexus among Perceived Organizational Politics and Organizational Citizenship Behavior Under the lenses of Social Exchange Perceptions

2020 ◽  
pp. 7-16
Author(s):  
Ayesha Nawal ◽  
Zainudin Awang ◽  
Asad ur Rehman ◽  
Hamid Mehmood
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Organizational Politics ◽  
Negative Influence ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Indirect Relationship

Employee-organization relationship is most debatable and interested phenomena of organizational behavior research stream. This study aims to investigate the influence of perceived organizational politics on organizational citizenship behavior under the lenses of social exchange theory. This study also propose that perceptions of social exchange not only mitigate the influence of perceived organizational politics but also enhance employees’ voluntary efforts to engage in extra-role behaviors. Data was collected from the staff of SMEs operating in Lahore, Pakistan. Structured questionnaires were used to collect data from target respondents. Results revealed that perceived organizational politics do not directly have negative influence on organizational citizenship behavior. However, perceived organizational politics has effect on social exchange perceptions and social exchange perceptions have positive influence on citizenship behavior. Indirect relationship exists among POP and OCB which is fully mediated by social exchange perceptions.

Sign in / Sign up

Export Citation Format

Share Document