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"Untuk dapat bertahan, organisasi bukan hanya membutuhkan karyawan berkinerja, tetapi karyawan yang memiliki sikap Organizational Citizenship Behavior. Banyak faktor yang mempengaruhi dan meningkatkan sikap Organizational Citizenship Behavior diantaranya adalah Appreciative Leadership, Organizational Climate dan Perceived Organizational Support. Tujuan penelitian ini adalah menjelaskan pengaruh Appreciative Leadership terhadap Organizational Citizenship Behavior, menjelaskan pengaruh Appreciative Leadership terhadap Organizational Climate, menjelaskan pengaruh Appreciative Leadership terhadap Perceived Organizational Support, menjelaskan pengaruh Organization Climate terhadap Organizational Citizenship Behavior dan menjelaskan pengaruh Perceived Organizational Support terhadap Organizational Citizenship Behavior. Pendekatan penelitian ini adalah penelitian kuantitatif. Responden penelitian ini adalah pegawai di Fakultas Kedokteran Universitas Indonesia. Data dikumpulkan melalui kuesioner kepada 245 pegawai di Fakultas Kedokteran Universitas Indonesia. Analisis pengolahan data menggunakan pendekatan Structural Equation Modelling SEM , melalui perangkat lunak SmartPLS 3. Hasil penelitian menunjukan bahwa Appreciative Leadership berpengaruh terhadap Organizational Climate dan Perceived Organizational Support dan Organization Climate berpengaruh terhadap Organizational Citizenship Behavior. Sedangkan Appreciative Leadership terhadap Organizational Citizenship Behavior tidak memiliki pengaruh dan Perceived Organizational Support juga tidak memiliki pengaruh terhadap Organizational Citizenship Behavior. Apabila melalui mediasi Organizational Climate pengaruh tidak langsung , Appreciative Leadership berpengaruh terhadap Organizational Citizenship Behavior.

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To survive, the organization not only requires employees to perform, but employees who have an attitude Organizational Citizenship Behavior. Many factors that influence and improve the attitude of Organizational Citizenship Behavior include Appreciative Leadership, Organizational Climate and Perceived Organizational Support.

The purpose of this study is to explain the effect of Appreciative Leadership on Organizational Citizenship Behavior, to explain the effect of Appreciative Leadership on Organizational Climate, to explain the effect of Appreciative Leadership on Perceived Organizational Support, to explain the effect of Organization Climate on Organizational Citizenship Behavior and to explain the effect of Perceived Organizational Support to Organizational Citizenship Behavior.

The approach of this research is quantitative research. Respondents of this research are employees at the Faculty of Medicine, University of Indonesia. Data were collected through questionnaires to 245 employees at the Faculty of Medicine, University of Indonesia. Analysis of data processing using Structural Equation Modeling SEM approach, through SmartPLS 3 software.

The results showed that Appreciative Leadership has an effect on Organizational Climate and Perceived Organizational Support and Organization Climate influencing Organizational Citizenship Behavior. While Appreciative Leadership on Organizational Citizenship Behavior has no influence and Perceived Organizational Support also has no effect on Organizational Citizenship Behavior. If through mediation Organizational Climate indirect influence , Appreciative Leadership effect on Organizational Citizenship Behavior. "

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji peran perceived insider statusdalam memediasi pengaruh antara participative decision making serta perceived organizational support dengan organizational citizenship behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan kuesioner yang diberikan kepada 179 orang karyawan dari PT XYZ, sebuah perusahaan yang bergerak di industri kimia yang berlokasi di Banten, Indonesia. Setelah mengkonfirmasikan reliabilitas dan validitas alat ukur, pemodelan persamaan struktural dilakukan untuk memeriksa pengaruh yang dihipotesiskan. Temuan utama dalam penelitian ini adalah: perceived organizational support memediasi parsial pengaruh participative decision makingterhadap perceived insider status, perceived insider status memediasi parsial pengaruh participative decision making serta memediasi penuh pengaruh perceived organizational support terhadap organizational citizenship behavior, danparticipative decision making memiliki pengaruh positif serta perceived organizational support tidak memiliki pengaruh signifikan terhadap organizational citizenship behavior. Studi ini memperkuat pada literatur yang sudah ada tentang bagaimana mekanisme internalisasi partisipasi dalam pengambilan keputusan terhadap perilaku kerja.

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ABSTRACT The purpose of this study is to examine the roles of perceived insider status in mediating the relationship between participative decision making, perceived organizational support, and organizational citizenship behavior. Data were collected with survey questionnaires that were self administered to a sample of 179 employees from chemical industry company in Banten, Indonesia. After confirming the reliability and validity of the measurements, we conducted structural equation modeling to examine the hypothesized relationships. The main finding were perceived organizational support partially mediate the positive relationship between participative decision making and perceived insider status, perceived insider status partially mediate the relationship between participative decision making and organizational citizenship behavior, and perceived insider status fully mediate the relationship between perceived organizational support and organizational citizenship behavior. This study adds to the existing literature by showing the mechanism of how participative decision making will relate to discretionary behavior."

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

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This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"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 mengusulkan bahwa karyawan membentuk persepsi dukungan organisasi yang memberikan pengaruh terhadap organizational citizenship behavior dan intensi keluar melalui kepercayaan organisasi dan kepuasan organisasi. Hipotesis diuji menggunakan data yang didapatkan dari 126 karyawan sebuah perusahaan swasta melalui penyebaran kuesioner secara langsung. Hasil penelitian yang didapatkan dengan structural equation modeling menunjukkan bahwa persepsi dukungan organisasi memiliki pengaruh positif yang signifikan terhadap kepercayaan organisasi dan kepuasan organisasi, kepercayaan organisasi memiliki pengaruh positif yang signifikan terhadap kepuasan organisasi, dan kepuasan organisasi memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior (OCB) dan pengaruh negatif yang signifikan terhadap intensi keluar. Namun berbeda dengan penelitian terdahulu, persepsi dukungan organisasi tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar dan pengaruh positif terhadap OCB, dan OCB tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar.

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This study suggests that employees develop perceived organizational support which affects organizational citizenship behavior and intention to leave through organizational trust and organizational satisfaction. Hypotheses were tested with data collected from 126 employees in a privately held company by survey. The results obtained using structural equation modeling show that perceived organizational support significantly and positively affects organizational trust and organizational satisfaction, organizational trust significantly and positively affects organizational satisfaction, and organizational satisfaction positively affects OCB and negatively affects intention to leave. Contrast to previous studies, the results show that perceived organizational support doesn`t have a negative effect on intention to leave and doesn`t have a positive effect on OCB, and OCB doesn`t have a negative effect on intention to leave."

"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."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue.

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This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire.

The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."

"Skripsi ini membahas mengenai analisis efektivitas Bagian Analisa dan Evaluasi Hasil Pengawasan Inspektorat Jenderal Kementerian Dalam Negeri terhadap tindak lanjut temuan maturitas SPIP di lingkungan Kementerian Dalam Negeri.Teori yang digunakan Pengukuran efektivitas pada penelitian ini adalah teori efektivitas organisasi melalui pendekatan sasaran atau output. Tujuan penelitian ini adalah menganalisis efektivitas Bagian Analisa dan Evaluasi Hasil Pengawasan di Inspektorat Jenderal terhadap hasil tindak lanjut penilaian maturitas SPIP di lingkungan kementerian dalam negeri. Metode Penelitian pada skripsi ini menggunakan pendekatan post-positivist menggunakan desain deskriptif, teknik pengumpulan data adalah wawancara dan studi pustaka. Hasil penelitian ini menunjukan Bagian Analisa dan Evaluasi Hasil Pengawasan belum sepenuhnya efektif melaksanakan tindak lanjut rekomendasi temuan penilaian maturitas SPIP, dikarenakan untuk kelengkapan dokumen masih terdapat kekurangan, sehingga perlu diperbaiki. Bagian Analisa dan Evaluasi Hasil Pengawasan disarankan untuk memperbaiki kelengkapan dokumen melalui rekap dalam bentuk softcopy dan meringkas penilian risiko dari setiap komponen kementerian dalam negeri untuk mempermudah analisis penilaian risiko.

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This thesis discusses the effectiveness analysis of the Ministry of Home Affairs Inspectorate Generals Analysis and Evaluation Section on the follow-up of SPIP maturity findings within the Ministry of Internal Affairs. The theory used Measurement of effectiveness in this study is the theory of organizational effectiveness through the target or output approach. The purpose of this study was to analyze the effectiveness of the Monitoring Results Evaluation and Analysis Section at the Inspectorate General on the results of follow-up assessments of SPIP maturity within the Ministry of Home Affairs. The research method in this paper uses a post-positivist approach using descriptive design, data collection techniques are interviews and literature.

The results of this study show that the Section of Analysis and Evaluation of Supervision Results has not been fully effective in carrying out the follow-up recommendations on the SPIP maturity assessment findings, because the documents are still lacking, so it needs to be corrected. The Supervision Analysis and Evaluation Section is recommended to improve the completeness of documents through recap in the form of softcopy and summarize risk assessment from each component of the Ministry of Home Affairs to facilitate the risk assessment analysis."

"Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement dan servant leadership terhadap organizational citizenship behavior dengan mediasi organizational commitment. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling. Sejumlah 353 (tiga ratus lima puluh tiga) pegawai Sekretariat Jenderal Kementerian Keuangan berpartisipasi menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa employee engagement, servant leadership, dan organizational commitment berpengaruh positif terhadap organizational citizenship behavior. Selanjutnya, employee engagement memiliki pengaruh positif terhadap organizational commitment sedangkan servant leadership tidak memiliki pengaruh terhadap organizational commitment. Diperoleh hasil pula bahwa organizational commitment memediasi antara employee engagement terhadap organizational citizenship behavior dengan sifat mediasi parsial, namun organizational commitment tidak memediasi antara servant leadership terhadap organizational citizenship behavior. Hasil penelitian ini dapat dijadikan dasar dalam memberikan implikasi manajerial untuk praktik manajemen yang dapat dijalankan organisasi dalam mengidentifikasi permasalahan dan menerapkan solusi yang berkaitan dengan variabel-variabel dalam penelitian serta mengelaborasi faktor yang dapat meningkatkan organizational citizenship behavior yang secara paralel juga dapat meningkatkan kinerja dari organisasi.

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This research aims to determine the influence of employee engagement and servant leadership on organizational citizenship behavior with the mediation of organizational commitment. Data was collected through questionnaires and analyzed using Structural Equation Modeling. A total of 353 (three hundred and fifty three) employees of the Secretariat General of the Ministry of Finance participated as research samples. The results of this research show that employee engagement, servant leadership, and organizational commitment have a positive effect on organizational citizenship behavior. Furthermore, employee engagement has a positive influence on organizational commitment, while servant leadership has no influence on organizational commitment. The results also obtained that organizational commitment mediates between employee engagement and organizational citizenship behavior with partial mediation properties, but organizational commitment does not mediate between servant leadership and organizational citizenship behavior. The results of this research can be used as a basis for providing managerial implications for management practices that organizations can carry out in identifying problems and implementing solutions related to the variables in the research as well as elaborating on factors that can improve organizational citizenship behavior which in parallel can also improve organizational performance."

"Penelitian yang dilakukan ini dilandasi untuk mendapatkan gambaran kondisi awal UI-BHMN pada masa transisi perubahan statusnya. Penilaian ini diharapkan dapat dilakukan secara bertahap dan berkesinambungan dengan perbaikan yang diperlukan Pendekatan yang digunakan adalah Organizational Effectiveness, dengan pendekatan ini dihampkan dapat unluk mengevaluasi slmktur organisasi UI-BHMN. Metode penelitian yang digunakan lebih bersifat kualitatif dan pengumpulan datanya bersifat kualitatif dan kuantilalif Data primer didapat dari kuisioner yang mengacu pada penelitian Perancangan Awal Sistem Penilaian Kesehatan Organisasi UI-BHMN, Dan data sekunder didapal dan wawancara Data primer digunakan untuk mendapalkan perforrna tiap krileria yang lelah ditetapkan sebelumnya dan data sekunder digunakan untuk penentuan target pe-ncapaian untuk scoring. Hasil itu semua kemudian diolah dengan menggunakan Objecfive Matrix, dimana akan didapatkan nilai index pencapaian dari deputifdirektorat tertenlu. Index pencapaian tiap deputif direktorat yang didapat dan pengolahan Objective MOFiI tersebut akan dianalisa dan dibandingkan sehingga dapai diketahui performa deputi/direktorat terhadap keseluruhan struktur organisasi Dari titik tersebut diharapkan UI-BHMN dapat merencanakan dan menentukan Iangkah- langkah yang diperlukan sesuai dengan kondisi dan kemampuan yang dimiliki termasuk mengevaluasi struktural.

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The purpose of this research is to get the picture of beginning condition of UI-BHMN in their transition of status changing. Hopely, this measurement can be implemented gradually and continue with improvement as needed. This research using Organizational Effectiveness approach, which is expected to get evaluate the UI-BHMN organization structure. The research methode that used, is more qualitative, with data collection methode is qualitative and quantitative. Primary datas are got through questionnaire which is based on "Primary Design of Ul-BHMN Organizational Health Measurement System" research. And secondary datas are got through interview. The primary datm used to get performance of each criterias which decided and secondary datas used to determine achivement target for scoring purpose. The all result would be processed using Objective Matrix, then achivement index value of deputy/directorate will be get. Achivement index of each deputy/directorate that got through from Objective Matrix processing will be analyzed and compared then we got deputy/directorate performance according to the whole organizational structure. From that point, hopely UI-BUMN able to plan and determine the path that needed as well as their condition and capability including structural evaluation."