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"Penelitian dilakukan untuk mengetahui pengaruh transformational leadership dan workplace spirituality sebagai faktor pendorong organizational citizenship behavior melalui mediasi work engagement dan affective commitment pada pegawai di bidang pelayanan publik. Responden penelitian adalah pegawai pada Kantor Pengawasan dan Pelayanan Bea dan Cukai Tipe Madya Pabean A Bogor yang menjalankan tugas di bidang kepabeanan dan cukai di kota Bogor. Total responden dalam penelitian ini berjumlah 153 orang dan structural equation modelling digunakan sebagai metode analisis data. Hasil penelitian menunjukkan bahwa transformational leadership berpengaruh positif terhadap organizational citizenship behavior, sementara itu workplace spirituality berpengaruh positif terhadap organizational citizenship behavior dengan mediasi work engagement dan affective commitment.

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The study aims to determine the impact of transformational leadership and workplace spirituality as antecedant of organizational citizenship behavior through mediation of work engagement and affective commitment on employees in the field of public service. Research respondents were employees at the Medium Customs and Excise Office type A Bogor. Total respondents in this study were 153 people and structural equation modeling was used as a data analysis method. The results showed that transformational leadership had a positive effect on organizational citizenship behavior, while workplace spirituality had a positive effect on organizational citizenship behavior by being mediated by work engagement and affective commitment."

"Dalam lingkungan bisnis yang dinamis, perilaku extra-role karyawan diperlukan untuk menopang kinerja perusahaan. Organizational Citizenship Behavior (OCB) merupakan salah satu perilaku extra-role yang membawa banyak dampak positif bagi kinerja karyawan dan perusahaan. Penelitian ini akan fokus menganalisis pengaruh workplace spirituality dan psychological capital terhadap OCB dengan affective commitment sebagai mediator dan pada karyawan perusahaan FMCG di Jabodetabek. Penelitian ini menggunakan SEM untuk menganalisis data. Hasil penelitian membuktikan bahwa terdapat pengaruh yang positif dan signifikan antara affective commitment dan psychological capital terhadap OCB serta workplace spirituality terhadap affective commitment. Di samping itu, ditemukan hasil menarik di dalam penelitian ini bahwa ternyata dapat pengaruh negatif dan signifikan oleh workplace spirituality terhadap OCB dan pengaru negatif dan signifikan oleh psychological capital terhadap affective commitment. Selain itu, penelitian ini membuktikan bahwa affective commitment memediasi secara parsial hubungan antara workplace spirituality dan psychological capital terhadap OCB.

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In a dynamic business environment, employees’ extra-role behavior is needed to sustain company performance. Organizational Citizenship Behavior (OCB) is one of the extra-role behaviors that has many positive impacts on individual and company performance. This study will focus on analyzing the effect of workplace spirituality and psychological capital on OCB with affective commitment as a mediator on FMCG employees in Jabodetabek. This study uses SEM to analyze the data. The results of the study proved that there is a positive and significant effect of affective commitment and psychological capital on OCB and workplace spirituality on affective commitment. This study also found striking and interesting results that workplace spirituality has a significant negative effect on OCB and psychological capital has a significant negative effect on affective commitment. In addition, it is proven that affective commitment partially mediates the relationship between workplace spirituality and psychological capital on OCB."

"Penelitian ini bertujuan untuk menganalisis hubungan antara transformational leadership, affective commitment dan organizational citizenship behavior terhadap job performance pada karyawan yang bekerja di perusahaan retail. Penelitian ini, dengan pendekatan positivis, menggunakan metode kuantitatif untuk mengumpulkan data primer dan menerapkan teknik purposive sampling. Sampel yang digunakan dalam penelitian ini diperoleh melalui 380 karyawan dari sektor retail yang beroperasi di wilayah Jabodetabek. Dalam menguji hipotesis dan memahami hubungan antar variabel, pengelolaan data dilakukan menggunakan perangkat lunak Lisrel dengan metode Structural Equation Modeling (SEM). Dari hasil penelitian, ditemukan bahwa penerapan transformational leadership di tempat kerja berkontribusi langsung pada peningkatan komitmen dan mendukung timbulnya perilaku diskresioner karyawan. Namun, tidak ditemukan pengaruh langsung pada job performance. Perbedaan dalam konteks dan budaya merupakan beberapa faktor yang menjelaskan bagaimana transformational leadership memengaruhi job performance. Tujuan dari penelitian ini adalah untuk mengeksplorasi hubungan antara transformational leadership dan job performance dalam konteks perusahaan retail yang beroperasi di era digital. Penelitian ini juga mempertimbangkan peran affective commitment dalam menilai sejauh mana karyawan merasa terikat pada perusahaan serta organizational citizenship behavior sebagai indikator tingkat perilaku diskresioner yang dapat memberikan wawasan bagi manajemen sumber daya manusia di perusahaan maupun organisasi secara keseluruhan.

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This study aims to analyze the relationship between transformational leadership, affective commitment, and organizational citizenship behavior towards job performance among employees working in retail companies. This research, employing a positivist approach, utilizes quantitative methods to collect primary data and applies purposive sampling techniques. The sample for this study was obtained from 380 employees in the retail sector operating in the Jabodetabek area. In testing hypotheses and understanding the relationship between variables, data management is conducted using Lisrel software with Structural Equation Modeling (SEM) methodology. From the research findings, it is found that the implementation of transformational leadership in the workplace directly contributes to increased commitment and supports the emergence of discretionary behavior among employees. However, no direct influence is found on job performance. Differences in context and culture are some factors explaining how transformational leadership affects job performance. The aim of this study is to explore the relationship between transformational leadership and job performance in the context of retail companies in digital era. This research also considers the role of affective commitment in assessing the extent to which employees feel attached to the company and organizational citizenship behavior as an indicator of the level of discretionary behavior that can provide insights for human resource management in companies and organizations as a whole."

"Penelitian dilakukan untuk mengetahui pengaruh transformational leadership dan workplace spirituality pada employee performance dengan peran mediasi organizational citizenship behavior dan efek moderasi emotional intelligence. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui kuesioner secara daring. Sejumlah 444 pegawai di Pengelola Aset Negara berpartisipasi mengisi kuesioner. Dari jumlah tersebut, 8 data responden tidak disertakan dalam proses pengolahan data karena tidak lolos dalam proses screening sesuai kriteria responden yang telah ditetapkan dan 23 data responden tidak disertakan dalam proses pengolahan data karena tidak lolos dalam proses cleansing sehingga data yang digunakan untuk sampel penelitian sebanyak 413 data. Data tersebut kemudian dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa variabel workplace spirituality memiliki pengaruh positif terhadap organizational citizenship behavior, variabel workplace spirituality dan organizational citizenship behavior memiliki pengaruh positif terhadap employee performance, serta organizational citizenship behavior berperan sebagai mediator antara workplace spirituality dengan employee performance. Penelitian ini diharapkan dapat berkontribusi pada pemahaman dan pengembangan lingkungan kerja yang mendukung pertumbuhan ekonomi yang inklusif dan berkelanjutan serta menambah wawasan teoritis dan empiris di bidang sumber daya manusia, khususnya dalam meningkatkan kualitas layanan publik melalui employee performance.

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The study was conducted to determine The Effect of Transformational Leadership and Workplace Spirituality on Employee Performance with the Mediating Role of Organizational Citizenship Behavior and the Moderating Effect of Emotional Intelligence. The data used in this research is primary data collected through an online questionnaire. A total of 444 employees at State Asset Management participated in filling out the questionnaire. Of this number, 8 respondents' data was not included in the data processing process because they did not pass the screening process according to the predetermined respondent criteria and 23 respondents' data was not included in the data processing process because they did not pass the cleansing process so that the data used for the research sample was 413 data. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that workplace spirituality has a positive effect on organizational citizenship behavior, the workplace spirituality and organizational citizenship behavior have a positive effect on employee performance, and organizational citizenship behavior acts as a mediator between workplace spirituality and employee performance. The objectives of this research which is expected to contribute to the understanding and development of a work environment that supports inclusive and sustainable economic growth as well as adding theoretical and empirical insight in the field of human resources, especially in improving the quality of public services through employee performance."

"Fokus dari penelitian ini adalah untuk menguji hubungan antara TransformationalLeadership terhadap Organizational Citizenship Behavior dengan mengeksplorasipotensi mediasi Psychological Empowerment dan Affective Commitment. Studi inimemberikan pemahaman mengenai pemimpin publik sektor dalam menciptakan sikapatau perilaku pegawai yang mendukung aktivitas organisasi Organizational Citizenship Behavior. Hasil penelitian menunjukkan hubungan positif antara transformational leadership dengan psychological empowerment dan affective commitment sebagai mediasi terhadap organizational citizenship behavior.

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The focus of this research is to examine the relationship between Transformational Leadership to Organizational Citizenship Behavior by exploring the potential mediation of Psychological Empowerment and Affective Commitment. This study provides an understanding of public sector leaders in creating employee attitudes or behaviors thatsupport organizational activities Organizational Citizenship Behavior. The resultsshow a positive relationship between transformational leadership with psychologicalempowerment and affective commitment as mediation towards organizationalcitizenship behavior."

"Tujuan dari studi ini untuk menguji dan menganalisis pengaruh dari transformational leadership dan emotional intelligence terhadap organizational citizenship behavior dengan mediasi work engagement. Pengujian dilakukan pada 260 pegawai yang tersebar pada 8 unit kerja eselon I. Pendekatan penelitian dalam studi ini dilakukan melalui teknik partial least squares structural equation modeling (PLS-SEM). Pengolahan penelitian ini menggunakan software SmartPLS 4 Secara keseluruhan hasil pengujian hamper seluruh hipotesis dalam penelitian ini menunjukan bahwa data mendukung model. Hasil temuan penelitian ini mengungkapkan bahwa transformational leadership tidak memiliki pengaruh langsung yang positif terhadap organizational citizenship behavior. Namun, emotional intelligence serta work engagement memiliki pengaruh langsung terhadap organizational citizenship behavior. Selain itu hasil temuan studi ini menunjukan bahwa work engagement berperan sebagai mediasi komplementer (complementary mediation) dalam model studi ini. Dengan demikian hasil studi ini menunjukan bahwa kepemimpinan yang transformasional yang didukung juga dengan kecerdasan emosional pegawai tersebut dapat membuat pegawai terlibat dalam pekerjaan, dimana hal tersebut membuat perilaku kewarganegaraan organisasi meningkat.

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The purpose of this study is to test and analyze the effect of transformational leadership and emotional intelligence on organizational citizenship behavior with mediation of work engagement. Tests were conducted on 260 employees spread across 8 (eight) echelon I work units. The research approach in this study was conducted through partial least squares structural equation modeling (PLS-SEM) technique. Overall, the results of testing almost all hypotheses in this study show that the data support the model. The findings of this study reveal that transformational leadership does not have a positive direct effect on organizational citizenship behavior. However, emotional intelligence and work engagement have a direct influence on organizational citizenship behavior. In addition, the findings of this study show that work engagement acts as a complementary mediation in this study model. Thus the results of this study indicate that transformational leadership which is also supported by the emotional intelligence of employees can make employees engaged in work, where it makes organizational citizenship behavior increase."

"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 ini bertujuan untuk mengetahui pengaruh langsung dari transformational leadership terhadap task performance dan organizational citizenship behaviors serta melalui peran mediasi work engagement dan organizational identification. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling. Sejumlah 367 pegawai Setjen Kemenkeu berpartisipasi menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa transformational leadership memiliki pengaruh tidak langsung terhadap organizational citizenship behaviors melalui work engagement dan organizational identification, dan terhadap task performance melalui work engagement meskipun hanya mediasi pasial. Namun, transformational leadership tidak memiliki pengaruh tidak langsung terhadap task performance melalui organizational identification, sehingga organizational identification tidak memediasi pengaruh transformational leadership terhadap task performance. Studi ini juga menunjukkan bahwa transformational leadership memiliki pengaruh secara langsung terhadap task performance dan organizational citizenship behaviors pegawai Setjen Kemenkeu, terutama terkait dengan kepedulian terhadap citra organisasi. Maka dari itu, organisasi perlu mendorong para pemimpin level teknis (eselon IV) agar senantiasa menunjukkan karakteristik seorang pemimpin transformasional sehingga para pegawai di bawahnya semakin terdorong untuk mempertahankan instansi ketika instansi lain mengkritiknya, menunjukkan kebanggaan saat mewakili instansi di depan umum, dan mengekspresikan loyalitas terhadap organisasi.

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This study aims to determine the direct effect of transformational leadership on task performance and organizational citizenship behaviors as well as through the mediating role of work engagement and organizational identification. Data were collected through questionnaires and analyzed using Structural Equation Modeling. A total of 367 employees of the Secretariat General of the Ministry of Finance participated as research samples. The results of this study indicate that transformational leadership has an indirect effect on organizational citizenship behaviors through work engagement and organizational identification, and on task performance through work engagement even though it is only partially mediated. However, transformational leadership does not have an indirect effect on task performance through organizational identification, so organizational identification does not mediate the effect of transformational leadership on task performance. This study also shows that transformational leadership has a direct influence on task performance and organizational citizenship behaviors of employees of the General Secretariat of the Ministry of Finance, especially related to concern for organizational image. Therefore, organizations need to encourage technical level leaders (echelon IV) to always show the characteristics of a transformational leader so that employees under them are increasingly motivated to defend the agency when other agencies criticize it, show pride when representing the agency in public, and express loyalty to organization."

"ABSTRAKPenelitian ini bertujuan untuk memperlihatkan peran fun at work dan social suppot terhadap organizational citizenship behavior pegawai pada Telkom Regional II. Penelitian ini juga menunjukkan variabel work engagement yang memediasi hubungan antar variabel tersebut. Total responden dalam penelitian ini berjumlah 348 orang. Responden dalam penelitian ini adalah pegawai tetap pada Telkom Regional II. Penelitian ini akan menggunakan SEM-Lisrel sebagai metode analisis data. Penelitian ini diharapkan dapat berkontribusi untuk mengetahui langkah-langkah yang dapat dilakukan oleh perusahaan untuk meningkatkan organizational citizenship behavior pada setiap pegawai di perusahaan. Hasil penelitian ini menunjukkan terdapat efek mediasi work engagement antara fun at work dan social support dengan organizational citizenship behavior.

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ABSTRACTThe objective of this research is to examine the influence of fun at work and social support on OCB of employees in Telkom Regional II, mediated by work engagement. Data of 348 respondents were collected using an online survey and analyzed usig SEM-Lisrel. The result showed that fun at work and social support was found to have direct and positive effect on OCB through work engagement. These findings provide information about managerial practices at state-owned enterprises to improve performance of the company by increasing the supporting factors in each variables."

"Penelitian ini bertujuan untuk memahami pengaruh manajemen keberagaman terhadap Organizational Citizenship Behavior (OCB) dengan mempertimbangkan juga pengaruh mediasi inklusi organisasi, komitmen afektif, dan keterikatan pekerjaan. Data untuk penelitian kuantitatif ini dikumpulkan dengan menggunakan kuesioner dari 263 pegawai perusahaan FMCG di wilayah Indonesia yang memiliki masa kerja minimal setahun. Pengolahan data yang dilakukan dengan metode Structural Equation Modelling menunjukkan bahwa manajemen keberagaman tidak memiliki pengaruh langsung terhadap OCB. Hubungan kausalitas manajemen keberagaman terhadap OCB dimediasi penuh oleh inklusi organisasi dan keterikatan pekerjaan. Sementara itu, komitmen afektif tidak terbukti menjadi mediator dalam hubungan pengaruh manajemen keberagaman terhadap OCB. Penelitian ini menunjukkan pentingnya implementasi manajemen keberagaman di dalam perusahaan sekaligus mengungkapkan tindakan untuk meningkatkan OCB pegawai.

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This study aims to understand the effect of diversity management on Organizational Citizenship Behavior (OCB), taking into account the mediating role of organizational inclusion, affective commitment, and work engagement. The data for this quantitative study were collected using questionnaire from 263 employees who have worked for at least one year in FMCG company operating in Indonesia. The data analyzed in Structural Equation Modelling showed that diversity management had no direct effect on OCB. The result also indicated that the causal relationship between diversity management and OCB was fully mediated by organizational inclusion and work engagement. However, affective commitment was not proven to be a mediator in the causal relationship of diversity management on OCB. This study reveals the importance of diversity management implementation within a company as well as courses of action to boost OCB of the employees."