Organizational Citizenship Behavior (OCB) is the contribution of the individual exceeds the demands of his role in the workplace and reward performance gains, is expected to be a source of increased quality of employees. The purpose of this study was to determine the effect of job characteristics on job satisfaction and organizational commitment, the direct effect characteristic of the work of the OCB, the effect of job satisfaction on OCB, the influence of organizational commitment on OCB, and the indirect effect of job characteristics on OCB through employee satisfaction BRI branch office Kediri, BRI do with vision who wants to become a leading commercial bank and prioritizing customer satisfaction. This type of research is explanatory research. Samples taken are employees of BRI branch office Kediri many as 103 respondents. Data collection techniques used are questionnaires and interviews and data analysis techniques using path analysis (path analysis). The results showed that there was a direct and significant influence of: 1) the characteristics of the job to job satisfaction; 2) the characteristics of the work of the OCB, and 3) job satisfaction on OCB. The research also showed that, there was not a direct and significant effect of job characteristics on OCB through employee satisfaction and last, there was no significant effect of job characteristics on organizational commitment.Keyword: Organizational Citizenship behaviour (OCB), Job Chracteristic, Job Satisfaction, Organizational CommitmentAbstrakOrganizational Citizenship Behavior (OCB)merupakan kontribusi individu melebihi tuntutan perannya di tempat kerja dan reward perolehan kinerja, diharapkan dapat menjadi sumber peningkatan kualitas karyawan. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh karakteristik pekerjaan terhadap kepuasan kerja dan komitmen organisasi, pengaruh langsung karakterisik pekerjaan terhadap OCB, pengaruh kepuasan kerja terhadap OCB, pengaruh komitmen organisasi terhadap OCB, dan pengaruh tidak langsung karakteristik pekerjaan terhadap OCB melalui kepuasan kerja karyawan BRI kanca Kediri, berkaitan dengan visi BRI yang ingin menjadi bank komersial yang terkemuka dan mengedepankan kepuasan nasabah. Jenis penelitian adalah explanatory research. Sampel yang diambil merupakan karyawan BRI Kanca Kediri sebanyak 103 responden. Teknik pengumpulan data yang digunakan adalah kuesioner dan wawancara dan teknik analisa data menggunakan analisis jalur (path analysis). Hasil penelitian menunjukkan bahwa ada pengaruh langsung dan signifikan dari: 1) karakteristik pekerjaan terhadap kepuasan kerja; 2) karakteristik pekerjaan terhadap OCB, dan 3) kepuasan kerja terhadap OCB.Selain itu, ada pengaruh tidak langsung dan signifikan karakteristik pekerjaan terhadap OCB melalui kepuasan kerja karyawan dan terakhir, tidak ada pengaruh signifikan karakteristik pekerjaan terhadap komitmen organisasi.Kata Kunci: Organizational Citizenship behaviour (OCB), Karakteristik Pekerjaan, Kepuasan Kerja, Komitmen Organisasi
Service employees as the vanguard that plays an important role in determining the quality or not of public services. Efforts to provide quality public services can not ignore the factors of employee job satisfaction, organizational commitment employees, and organizational citizenship behavior (OCB) employees. This study aims to determine (1) the effect of job satisfaction on OCB, (2) influence of organizational commitment to OCB, (3) influence of job satisfaction on public service quality, (4) influence of organizational commitment to public service quality, (5) influence of OCB On the quality of public services, and (6) the indirect influence of job satisfaction and organizational commitment to the quality of public services through OCB. The study was conducted in 3 (three) sub-district offices in Kediri. Samples taken as many as 90 respondents with purposive sampling technique. Data collection through observation, interviews, and questionnaire dissemination. The data obtained were analyzed by path analysis. The result of the research shows that (1) job satisfaction has significant effect on OCB, (2) organizational commitment has significant effect to OCB, (3) job satisfaction has significant effect on public service quality, (4) organizational commitment has significant effect on public service quality, OCB has a significant effect on the quality of public services, (6) there is indirect influence of job satisfaction on the quality of public service through OCB, while for organizational commitment there is no indirect influence to the quality of public service through OCB.
Organizational citizenship behavior (OCB) is very important in improving organizational performance. Many factors can influence OCB, one of which is organizational culture. The purpose of this study is to find out how the implications of "ewuh pakewuh" cultural that still attached to the Indonesian bureaucracy in the OCB implementation. This study uses a qualitative approach with descriptive techniques. The results showed that five of the nine dimensions of "ewuh pakewuh" culture caused a decrease in the dimensions of sportsmanship, courtesy, and conscientiousness in the OCB implementation of service employee at Pesantren sub-district of Kediri city.
Kegiatan ini dilatarbelakangi kurang optimalnya program KRPL dari dinas pertanian, dimana sejauh ini implementasi program tersebut belum dirasakan oleh keseluruhan warga kelurahan Blabak. Selain itu, pendampingan untuk kemandirian warga setelah program tersebut selesai masih kurang, terutama terkait teknologi regenerasi tanaman, teknologi pola tanam, teknologi pasca panen, dan strategi pemasarannya. Tujuan dari kegiatan ini adalah (1) Memberikan pelatihan dan Bimbingan teknis (Bintek) tentang teknologi budidaya tanaman hidroponik (2) Memberikan pendampingan dalam mengorganisir pola tanam dan pola panen (pranoto mongso) tanaman hidroponik (3) Memberikan Pelatihan dan Bimbingan teknis tentang manajemen pemasaran produk, pengemasan produk, meningkatkan harga jual produk dan pemasaran ecommerce; dan (4) Mewujudkan pemberdayaan masyarakat yang memiliki kemandirian ketika program pendampingan selesai. Metode yang kami pilih untuk mencapai tujuan tersebut antara lain dengan bimbingan teknis, sosialisasi, kolaborasi, partisipasi, dan pembangunan infrastruktur hidroponik yang didalamnya terdapat kegiatan praktek langsung oleh warga tentang bercocok tanam hidroponik, merancang strategi pemasaran, dan rencana lanjutan pendampingan kelompok yang dibentuk oleh warga. Kegiatan ini bermitra dengan Pokja 4 TPPKK Kelurahan Blabak yang membidangi lingkungan hidup dan Posyandu karena membutuhkan sayuran sehat untuk pemberian makanan bayi dan anak. Dari kegiatan yang telah dilakukan diperoleh hasil: (1) Lahan kosong untuk fasum di perumahan villa bulurejo dimanfaatkan untuk pembuatan greenhouse hidroponik. Media hidroponik terdiri dari 2 modul yaitu pipa paralon dengan 329 titik tanam dan asbes dengan total 728 titik tanam (2) kegiatan ini dapat menambah pengetahuan warga tentang pemasaran dan pranoto mongso tanaman hidroponik. (3) terbentuk kelompok warga yang mengelola penyemaian, pemberian nutrisi, pemindahan ke modul, pemanenan, dan pemasaran hasil tanaman hidroponik.
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