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"Penelitian ini menganalisis pengaruh kepribadian dan iklim organisasi terhadap organizational citizenship behavior pada organisasi JOB XYZ. Metode penelitian yang digunakan adalah kuantitatif dengan menyebarkan kuesioner kepada 178 sampel pada JOB XYZ. Sampel didapatkan dengan menggunakan probability sampling yaitu proportionate stratified random sampling untuk mendapatkan proporsi responden dari PT X, PT Y dan JOB XYZ hire. Penelitian ini mengukur organizational citizenship behavior menggunakan Organizational Citizenship Behavior Scale (Podsakof, 2000), kepribadian diukur berdasarkan skala Five Factor Personality Scale (Goldberg, 1999), iklim organisasi diukur menggunakan Organizational Climate Scale (Litwin & Stinger, 1968). Analisis data menggunakan uji asumsi klasik yaitu uji normalitas, heterokesdatisitas dan multikolaritas kemudian menggunakan inferential multiple regression. Penelitian ini menemukan bahwa kepribadian memiliki pengaruh signifikan terhadap OCB karyawan. Begitu juga halnya iklim organisasi yang memiliki pengaruh signifikan terhadap OCB karyawan.

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This study describes about the influence of personality and organizational climate related to organizational citizenship behavior JOB organization XYZ. This study used a quantitative approach by distributing questionnaires to 178 samples at XYZ JOB. Samples of this study obtained by using probability sampling that is proportionate stratified random sampling to achieve the proportion of respondents from PT X, Y and JOB PT XYZ. This study measured the Organizational Citizenship Behavior by using Organizational Citizenship Behavior Scale (Podsakof, 2000), personality measured by the scale of the Five Factor Personality Scale (Goldberg, 1999), organizational climate is measured by using the Organizational Climate Scale (Litwin and Stinger, 1968). The data is analyzed by using the classical assumption of normality test, heteroskedastic and multicorrelation then using inferential multiple regression. This study found that the personality has significant influence to the OCB of employees. Moreover, the organizational climate has significant influence to the OCB of employees as well."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari iklim organisasi, karakteristik pekerjaan dan rasa keterikatan pegawai di Lembaga XYZ DKI Jakarta terhadap organizational citizenship behavior (OCB). Data penelitian ini diambil dari 70 responden yang berstatus sebagai Pegawai Negeri Sipil (PNS) di lingkungan Lembaga XYZ DKI Jakarta. Analisis data menggunakan metode analisis regresi berganda dan General Linear Model. Hasil penelitian menunjukkan bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap perilaku OCB pegawai, sedangkan karakteristik pekerjaan dan keterikatan pegawai tidak memiliki pengaruh yang signifikan terhadap perilaku pegawai. Sedangkan apabila dilihat dari pengaruh ketiga variabel bebas tersebut terhadap kelima dimensi OCB, maka diperoleh hasil bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap kelima dimensi OCB (Civic Virtue, Courtesy, Sportsmanship, Conscientiousness, dan Altruism), adapun karakteristik pekerjaan hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship, dan employee engagement juga hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship.

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The purpose of this research is to analyze the influence of organizational climate, job characteristics, and employee engagement toward organizational citizenship behavior at BPN DKI Jakarta Regional Office. Data was taken from 70 respondents. Data analysis is conducted using multiple regression analysis and General Linear Model. Results show that there is a significant influence of organizational climate on employee's organizational citizenship behavior, whereas job characteristics and employee engagement does not have a significant influence on employee's organizational citizenship behavior. In addition, if we see from the influence of these three independent variables towards each dimension of OCB, so we find that organizational climate has a significant influence towards civic virtue, courtesy, sportsmanship, conscientiousness, and altruism, whereas job characteristics is only has a significant influence towards courtesy and sportsmanship, and also employee engagement which only has a significant influence towards courtesy and sportsmanship."

"Penelitian ini dilakukan untuk memperoleh gambaran mengenai kepribadian, motif, dan iklim organisasi terhadap organizational citizenship behavior. Analisis kepribadian yang digunakan adalah dua faktor dari big five personality, yaitu kepribadian agreeableness dan kepribadian conscientiousness karena kedua kepribadian tersebut paling menggambarkan organizational citizenship behavior (Organ, 1995). Motif yang digunakan adalah motif prosocial value dari Rioux dan Penner (2001), sedangkan iklim organisasi menggunakan 9 dimensi dari Litwin dan Stringer (1968).Penelitian dilakukan pada 111 pegawai PT ABCD (Persero) Corporate University. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif secara signifikan dari 3 variabel yang diteliti kepada organizational citizenship behavior. Ketiga variabel yang berpengaruh positif secara signifikan tersebut adalah kepribadian agreeableness, kepribadian conscientiousness, prosocial value, dan iklim organisasi. Hasil ini mengkonfirmasi penelitian-penelitian sebelumnya yang mengatakan hal yang sama. Sedangkan kepribadian conscientiousness tidak memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior. Faktor bias dan ketiadaan variabel mediator dapat menjadi penyebab hasil ini. Hasil analisis regresi berganda penelitian ini mengkonfirmasi bahwa model penelitian diterima.

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The research is aimed to analyze the influence of four independent variables: agreeableness personality, conscientiousness personality, prosocial value motive, and organizational climate to organizational citizenship behavior. Agreeableness personality and conscientiousness personality were adopted from the big-five personality concept. Researches have found that those two factors are significant antecedents of organizational citizenship behavior in term of personality. Prosocial value motive was adapted from Rioux and Penner (2001) and organizational climate is based on 9 dimentions of Litwin and Stringer (1968).

Survey was conducted based on responses from 111 respondents of PT ABCD (Persero) Corporate University. Results showed that three independent variables have significant positive influence to organizational citizenship behavior, they are agreeableness personality, prosocial value motive and organizational climate. The result is confirming previous study that show the same results. However, conscientiousness personality has no significant positive influence to organizational citizenship behavior. Bias and the absence of mediating variable are suggested to explain this finding. The result of multiple regression analysis confirmed that the model of this research is accepted. "

"Penelitian ini membahas mengenai bagaimana perilaku organizational citizenship behavior (OCB) dan perilaku berbagi pengetahuan pada guru dan faktor-faktor apa saja yang mempengaruhi keduanya. Penelitian ini dilakukan terhadap guru-guru di SMP-SMP terpilih yang berada di kota Serang dengan jumlah responden sebanyak 150 orang. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif. Hasil pada penelitian ini menemukan bahwa OCB dipengaruhi secara positif oleh kepuasan kerja dan komitmen afektif organisasi, sedangkan perilaku berbagi pengetahuan tidak dipengaruhi secara positif oleh kepuasan kerja dan komitmen afektif organisasi.

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The focus of this study is to see organizational citizenship behavior and knowledge-sharing behavior of Junior High School teachers in Serang, and to know what factors that influence both of them. This research used a total of 150 Junior High School teachers for the sample. This research is quantitative descriptive interpretive. The result of this research found that job satisfaction and organizational affective commitment have an impact on organizational citizenship behavior, and knowledge-sharing behavior doesn?t influenced by job satisfaction and organizational affective commitment."

"ABSTRAKTujuan dalam penelitian ini adalah untuk mengetahui pengaruh Keadilan Organisasi dan Pengembangan Karir dalam Reformasi Administrasi Perpajakan terhadap Organizational Citizenship Behavior pada Pegawai KPP Pratama Jakarta Kemayoran.Populasi dari penelitian ini adalah 87 pegawai yang aktif bekerja di KPP Pratama Jakarta Kemayoran dan melalui formula slovin respondennya 47 pegawai.Analisis Regresi Linier digunakan untuk menguji hipotesis. Hasil penelitian menunjukkan sebagai berikut : (1) Keadilan distributif, keadilan prosedural, keadilan interaksional dan pengembangan karir secara sendiri-sendiri berpengaruh terhadap Organizational Citizenship Behavior (Perilaku Ekstra Peran ) .(2) Keadilan distributif, keadilan prosedural, keadilan interaksional dan pengembangan karir secara bersama-sama berpengaruh terhadap Organizational Citizenship Behavior (Perilaku Ekstra Peran ).(3) Keadilan distributif, keadilan prosedural, keadilan interaksional secara bersama-sama berpengaruh terhadap Organizational Citizenship Behavior (Perilaku Ekstra Peran ).(4) Pengaruh paling kuat terhadap OCB (Perilaku Ekstra Peran) adalah semua variabel bebas secara bersama-sama terhadap OCB 9Perilaku Ekstra peran).(5) Diantara variabel bebas yang paling kuat pengaruhnya adalah variabel Keadilan Prosedural dan yang paling lemah pengaruhnya adalah Pengembangan karir.

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ABSTRACTThe purpose of this research was to determine the effect of Organizational Justice and Career Development in the Reform of Tax Administration to Organizational Citizenship Behavior on Employee at KPP Primary Jakarta Kemayoran.The population of this study were 87 employees who actively work in the KPP Primary Jakarta Kemayoran and through Slovin formula respondents 47 employees.Linear regression analysis is used to test the hypothesis. The results showed the following: (1) Distributive justice, procedural justice, interactional justice and career development independently affect Organizational Citizenship Behavior (Extra Role Behavior). (2) Distributive justice, procedural justice, interactional justice and career development are jointly influence on Organizational Citizenship behavior (Extra role behavior). (3) Distributive justice, procedural justice, interactional justice jointly affect Organizational Citizenship behavior (Extra role behavior). (4) The most powerful influence on OCB (behavior extra role) are all independent variables together to OCB (extra role behavior). (5) Among the independent variable is the variable most strongly influence Procedural Justice and the weakest effect is career development."

"Penelitian ini bertujuan untuk mengetahui bagaimana tingkat organizational citizenship behavior, self-efficacy, komitmen organisasi, dan kepemimpinan yang melayani di Dinas Pendidikan DKI Jakarta, serta untuk mengetahui apakah self-efficacy dan komitmen organisasi memediasi pengaruh kepemimpinan yang melayani terhadap organizational citizenship behavior di Dinas Pendidikan DKI Jakarta. Responden penelitian adalah 113 pegawai Dinas Pendidikan DKI Jakarta pada berbagai bidang dan tingkatan. Penelitian ini menggunakan analisis causal step yang dikembangkan oleh Baron dan Kenny (1986) untuk menentukan mediasi. Hasil penelitian menunjukkan bahwa organizational citizenship behavior dan self-efficacy termasuk dalam kategori tinggi, sedangkan komitmen organisasi dan kepemimpinan yang melayani termasuk dalam kategori sedang. Selain itu, hasil penelitian ini menunjukkan self-efficacy memediasi penuh pengaruh kepemimpinan yang melayani terhadap organizational citizenship behavior. Sedangkan, komitmen organisasi memediasi parsial pengaruh kepemimpinan yang melayani terhadap organizational citizenship behavior.

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This study aims to determine the level of organizational citizenship behavior, self-efficacy, organizational commitment, and servant leadership in Jakarta Education Office, and determine whether self-efficacy and organizational commitment mediates the effect of servant leadership towards organizational citizenship behavior in Jakarta Education Office. The respondents were 113 employees of Jakarta Education Office in various fields and levels. This study uses causal step analysis developed by Baron and Kenny (1986) to determine the mediation. The results showed that organizational citizenship behavior and self-efficacy are in the high category, whereas organizational commitment and servant leadership are in the medium category. In addition, the results showed that self-efficacy completely mediates the effect of servant leadership towards organizational citizenship behavior, while organizational commitment partially mediates the effect of servant leadership on organizational citizenship behavior."

"ABSTRACTThis study was conducted in order to investigate the factors that influenced organizational citizenship behavior OCB in Hanamasa Restaurant by analyzing several factors, such as organizational socialization, organizational identification, and job involvement. Structural equation modelling analysis N 240 revealed that relations between employees rsquo evaluations of organizational socializaton and organizational citizenship behavior OCB were partially mediated by perceptions on organizational identification and job involvement.

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ABSTRAKPenelitian ini dilakukan untuk mengetahui faktor-faktor yang mempengaruhi organizational citizenship behavior OCB para karyawan di Restoran Hanamasa dengan menganalisis beberapa faktor, yaitu sosialisasi organisasi, identifikasi organisasi, dan keterlibatan kerja. Analisis model persamaan struktural N=240 mengungkapkan bahwa hubungan antara proses sosialisasi organisasi dan organizational citizenship behavior OCB dimediasi sebagian oleh identifikasi organisasi dan keterlibatan kerja."

"Penelitian ini bertujuan untuk menganalisis pengaruh person-job fit dan person-organization fit terhadap organizational citizenship behavior (OCB) dengan keterikatan pegawai sebagai variabel mediasi. Penelitian ini mengambil studi pada PT Aneka Tambang (ANTAM) Tbk dengan karyawan tetap kantor pusat perusahaan ANTAM Tbk sebagai objek penelitian. Penelitian ini menggunakan teori person-job fit, person-organization fit, organizational citizenship behavior, dan keterikatan pegawai untuk mengkaji permasalahan. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan metode survey kuesioner menggunakan total sampling terhadap karyawan tetap PT ANTAM Tbk di head office yang berjumlah 144 responden. Penelitian ini menggunakan metode analisis jalur (path analysis) untuk menguji hipotesis. Hasil menunjukkan bahwa terdapat pengaruh signifikan antar setiap variabel. Selain itu terdapat pula pengaruh signifikan antara person-job fit terhadap organizational citizenship behavior melalui keterikatan pegawai dan person-organization fit terhadap organizational citizenship behavior melalui keterikatan pegawai.This study aims to analyze the effects of person-job fit and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable. This research takes a study in Aneka Tambang (ANTAM) Tbk company with permanent employees of PT ANTAM Tbk at head office as the object of research. This study uses the theory of person-job fit, person-organization fit, organizational citizenship behavior, and employee engagement to study the problem. The data collection technique used in this study was a quantitative approach using a questionnaire survey method that used total sampling of permanent employees of the PT ANTAM Tbk at the head office which amounted to 144 respondents. This study using path analysis method) to test the hypothesis.The result show that there is a significant efffect between each variable. Furthermore, there is a significant effect between person-job fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable."

"ABSTRAKBelum terpenuhinya kebutuhan SDM mendorong Badan Standardisasi Nasional (BSN) untuk menemukan solusi atas permasalahan terkait role overload dan efeknya terhadap organizational citizenship behavior (OCB). Tujuan penelitian ini adalah untuk memeriksa pengaruh role overload terhadap OCB pegawai BSN yang dimediasi oleh emotional exhaustion serta dimoderasi oleh dukungan otonomi dari atasan. Model penelitian disusun berdasarkan teori Conservation of Resource dan teori Self-Determination. Seluruh responden penelitian ini merupakan pegawai tetap BSN. Pengumpulan data dilakukan dengan menggunakan survei online dan analisis data dilakukan dengan menggunakan SEM-PLS. Berdasarkan hasil pengolahan 212 data pegawai BSN diperoleh hasil yang mendukung model hipotesis dan menjelaskan hubungan antarvariabel penelitian. Role overload diketahui memiliki pengaruh negatif dan tidak langsung terhadap OCB melalui emotional exhaustion, dan dukungan otonomi dari atasan sebagai penyangga efek negatif dari role overload terhadap emotional exhaustion, serta secara tidak langsung terhadap OCB. Hasil ini membantu kita untuk memahami variabel intervening yang menjelaskan hubungan negatif antara OCB dan challenge stressors. Selain itu, hasil penelitian ini memberikan informasi mengenai praktik manajerial pada instansi pemerintahan untuk mengurangi efek negatif dari role overload.

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ABSTRACTThe lack of human resources encourages the National Standardization Agency (BSN) to find solutions to role overload problems and their effect on the organizational citizenship behavior (OCB). The objective of this research is to examine the influence of role overload on OCB of BSN employees, mediated by emotional exhaustion and moderated by supervisor autonomy support. The proposed model was built based on the Conservation of Resource theory and the theory of Self-Determination. All of the participants in this study were permanents employees of BSN. Data were collected using an online survey, and all analyses were carried out using SEM-PLS. Based on the study of 212 employees from BSN, the results provide support for a hypothetical model that determines the correlation among all variables. The role overload was found to have an indirect and negative effect on OCB through emotional exhaustion, and supervisor autonomy support was found to buffer the negative relationship between role overload and emotional exhaustion, and indirectly to OCB. These findings help us to understand the intervening variable that explain the negative relationship between OCB and challenge stressors. Furthermore, this findings provide information about managerial practices at government agencies to reduce the negative effects of role overload."

"Penelitian ini dilakukan untuk melihat bagaimana pengaruh iklim organisasi terhadap organizational citizenship behavior OCB pada karyawan perusahaan bank syariah. Pengukuran pengaruh OC ini dilakukan menggunakan alat ukur organizational climate yang dikembangkan oleh Stringer 2002 dengan nilai reliabilitas sebesar .77. Pengukuran untuk tingkat OCB pada karyawan menggunakan alat ukur organizational citizenship behavior questionnaire yang dikembangkan oleh Lee dan Allen di tahun 2002. Alat ukur ini memiliki nilai reliabilitas sebesar .91. Hasil penelitian ini menunjukan bahwa OC memiliki hubungan yang positif dan signifikan r = .277, p < .001 terhadap OCB yang menyatakan bahwa semakin baik persepsi karyawan terhadap iklim organisasinya maka akan semakin tinggi tingkat OCB yang dimilikinya.

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This research is intended to see how Organizational Climate can influence Organizational Citizenship Behavior level among employees of Bank Syariah. The measurement of OC influence in this research is using Organizational Climate Questionnaire which was developed by Striger 2002 with the reliability score of .77. This research is using Organizationalal Citizenship Behavior Questionnaire by Lee and Allen 2002 to measure the level of employees rsquo OCB with the reliability score of .91. The result of this research shows that Organizational Climate has signifficanly positive effect of influencing the level of Organizational Citizenship Behavior on bank employees r .277, p .001 . This result explains that the better an employee rsquo s perceive their organizational climate, the higher his her level of OCB."