Penelitian ini dilakukan untuk menganalisis dan menguji peran Organizational justice dan servant leadership terhadap organizational citizenship behavior (OCB) dengan peran mediasi psychological empowerment dan work engagement. Sejumlah 377 (tiga ratus tujuh puluh tujuh) Pegawai Direktorat Jenderal Bea dan Cukai berpartisipasi menjadi sampel penelitian. Pengumpulan data dilakukan melalui kuesioner yang disebarkan secara daring dan data dianalisis mengunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian ini menunjukan bahwa servant leadership, psychological empowerment dan work engagement berpengaruh positif terhadap organizational citizenship behavior (OCB) secara langsung, sedangkan tidak terdapat pengaruh organizational justice terhadap organizational citizenship behavior secara langsung. Selanjutnya, psychological empowerment dan work engagement memediasi penuh hubungan antara organizational justice terhadap organizational citizenship behavior (OCB) dan memediasi sebagian hubungan antara servant leadership terhadap organizational citizenship behavior (OCB). Penelitian ini diharapkan dapat memberikan kontribusi bagi pembuatan kebijakan sumber daya manusia dalam meningkatkan perilaku ekstra peran pegawai.

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This research was conducted to analyze and test the role of organizational justice and servant leadership on organizational citizenship behavior (OCB) with the mediation of psycohological empowerment and work engagement. A total of 377 (three hundred seventy seven) employees of the Directorate General of Customs and Excise participated as research samples. Data collection was carried out through online questionares and data analysis was performed using Partial Least Square- Structural Equation Modeling (PLS-SEM). The result of research show that servant leadership, psychological empowerment, and work engagement directly exert a significant and positive influence on organizational citizenship behavior (OCB), while organizational justice influence on organizational citizenship behavior (OCB) is insignificant. Furthermore, psychological empowerment and work engagement fully mediates the relationship between organizational justice on OCB and partially mediates the relationship between servant leadership on OCB. This research is expected to contribute to human resource policy-making to enhance employees’ extra role behavior.