Penelitian ini akan fokus pada hubungan antara nilai individual kebajikan dan tingkah laku menolong dimediasi oleh komitmen organisasi afektif. Sampel penelitian adalah karyawan salah satu perusahaan BUMN di jakarta (N = 84). Tingkah laku menolong diukur oleh atasan karyawan dengan mengunakan alat ukur dari Van Dyne dan Lepine (1998). Nilai individual diukur mengunakan Schwartz Value Survey (Schwartz, 1992) dan diberikan kepada karyawan untuk mengukur dirinya sendiri. Begitupula komitmen organisasi afektif mengunakan alat ukur dari Meyer, Allen, dan Smith (1993). Hasil memperlihatkan bahwa nilai kebajikan signifikan berhubungan positif dengan tingkah laku menolong (p > .05, SE = .828 CI [-.2290 to 3.066]). Selain itu mediasi komitmen organisasi afektif dalam hubungan antara nilai individual kebajikan dan tingkah laku menolong tidak ditemukan signifikan (point estimates = 0.26, 95% percentile CI = -07 to.86). Hasil penelitian memperlihatkan bahwa nilai individual kebajikan secara langsung memprediksi tingkah laku menolong lebih baik daripada melalui mediasi komitmen organisasi afektif.

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This study will focus on individual value benevolence as a predictor of helping behavior mediated by affective organizational commitment. Sample are employees of BUMN company in Jakarta (N = 84). Helping behavior measured by supervisor with instrument adapted from Van Dyne and Lepine (1998). Individual values obtained from self-report measured with Schwartz Value Survey (Schwartz, 1992). Likewise affective organizational commitment obtained from self-report with instrument adapted from Meyer, Allen, dan Smith (1993). Result shows that value benevolence is found as significant positive predictors of helping behavior (p > .05, SE = .803 CI [.0859 to 3.281]). Futhermore mediating effect of affective organizational commitment in the relationship between the individual values benevolence and helping behavior was not found significant (point estimates = 0.26, 95% percentile CI = -07 to .86).The results shows that individual values benevolence predict helping behavior directly better than through the mediation of affective organizational commitment.