Affective Commitment Sebagai Variabel Mediasi Antara Pengaruh Distributive Justice Dan Procedural Justice Terhadap Organizational Citizenship Behavior Di Bank Bni Cabang Kebumen

Abstract

Globalization has had consequences for every organization to implement changes on its inner side. The inner side of the organization includes managing human resources, organizational policy, and situational conditions at the company. Human resources are a driver of creativity and innovation in a company that will increase the reputation and profit of the company in an extended period. The competition causes banking companies always developing the working system, thus encouraging employees both from essential employees to management level to be active in and have advantages in understanding their job desk. Bank Negara Indonesia (Persero), Tbk is one of the Banking Company that always makes changes in both the operational system and human resources to achieve maximum work result and fair treatment of all employees in accordance with the quality and quantity of their work so that employees feel committed to the organization Organizational citizenship behavior is expected to change the mindset where an employee does not only master an ability to work in accordance with his main task, but also can have the ability to other units outside the job desk. Therefore the purpose of this study is to analyze the effect of distributive justice and procedural justice on OCB through affective commitment. This research is descriptive and verification analysis. The method used is the survey method, while the sampling technique is a saturated sample with a total sample of 65 respondents. Data analysis in this research using PLS (Partial Least Square) Analysis. The result shows that distributive justice, procedural justice has a significant effect on affective commitments that have an impact on OCB.

Islamic Work Ethics, Affective Commitment, and Employee’s Performance in Family Business: Testing Their Relationships

“…Meanwhile, commitment is the willingness of employees to be loyal to their responsibilities (Djastuti et al, 2019; Krajcsák, 2019). Affective commitment promotes changes in employees’ attitudes and behavior to improve performance (Kharismasyah, 2019; Kundi et al, 2020; Pahlawi & Fatonah, 2020; Tahar & Sofyani, 2020). Employees who are affectively committed are highly and intrinsically motivated to achieve organizational goals.…”

Effect of Transformational Leadership, Motivation, and Affective Commitment on Organizational Citizenship Behavior (OCB)

“…Research by Ref. [12] stated that affective commitment significantly influences OCB. In addition, there are also longer results, which also result that affective commitment significantly affects OCB [11].…”

Transformational Leadership, Training, Dan Employee Performance: Mediasi Organizational Citizenship Behavior Dan Job Satisfaction

“…Training untuk pegawai dengan keahlian yang tingkatkan kemampuan mereka sehingga menumbuhkan rasa kepedulian terhadap rekan kerjanya, daya aktivitas yang pandai serta positif berpengalaman ialah pusat kepedulian, cakap kreativitas serta kesuksesan untuk perusahaan (Filippetti et al, 2019). Penelitian (Kharismasyah & Bagis, 2019) menulis pada hasil penelitiannya dengan memasuki era industri yang saat ini pengetahuan dan keterampilan pegawai untuk menunjang pekerjaannya dalam melakukan transformasi pada bagian internalnya. Pham et al, (2019) menulis pada hasil penelitiannya dengan training ditatap sebagai penerapan yang berarti buat dengan cara yang penting serta positif tingkatkan sikap pegawai.…”

“…Dimana semakin sesuai training yang diperoleh karyawan terhadap kebutuhan pekerjaannya bersama tim kerjanya oleh perusahaan maka dapat meningkatkan perilaku organizational citizenship behavior. (Kharismasyah & Bagis, 2019) menguraikan pada hasil penelitiannya dengan memasuki era industri yang saat ini pengetahuan dan keterampilan pegawai untuk menunjang pekerjaannya dalam melakukan transformasi pada bagian internalnya. Penelitian ini sejalan dengan penelitian terdahulu yang dilakukan oleh (Filippetti et al, 2019;Kharismasyah & Bagis, 2019;Pham et al, 2019;Tufan & Wendt, 2019;Amman & Sahar, 2019) yang menyatakan bahwa training memiliki efek yang positif pada organizational citizenship behavior.…”

“…(Kharismasyah & Bagis, 2019) menguraikan pada hasil penelitiannya dengan memasuki era industri yang saat ini pengetahuan dan keterampilan pegawai untuk menunjang pekerjaannya dalam melakukan transformasi pada bagian internalnya. Penelitian ini sejalan dengan penelitian terdahulu yang dilakukan oleh (Filippetti et al, 2019;Kharismasyah & Bagis, 2019;Pham et al, 2019;Tufan & Wendt, 2019;Amman & Sahar, 2019) yang menyatakan bahwa training memiliki efek yang positif pada organizational citizenship behavior. Semakin sesuai training yang diperoleh karyawan terhadap kebutuhan pekerjaannya dengan tim kerjanya maka semakin meningkat perilaku organizational citizenship behavior.…”