Implications of Job Satisfaction, Organizational Commitment, and Organizational Culture on Organizational Citizenship Behavior in Electrical Professional Organizations in Indonesia

Abstract

This study analyzes the successful implementation of Organizational Citizenship Behavior (OCB) through the roles of job satisfaction, organizational culture, and organizational commitment. The research was conducted at the Indonesian Electrical Contractors Associations using the Partial Least Square (PLS) method. A number of 100 respondents were asked to fill in a questionnaire distributed via a google form. The results explain that both organizational commitment and organizational culture affect positive behavior (OCB) while job satisfaction does not. These three variables have implications for behavior change represented by culture, job satisfaction, and commitment. Thus, it is possible to deduce that the success of organizational citizenship behavior (OCB) is influenced by organizational commitment and culture that shape employee professionalism. As for job satisfaction, it must be improved through a competitive salary system, support among employees, and a conducive work environment.

A Mediation Model of the Effect of Visionary Leadership on Teachers’ Organizational Citizenship Behavior

“…Soesanto and Nasikh (2022) andAzmy (2021) that organizational commitment significantly impacts OCB.Another finding of this study is that visionary leadership positively impacts QWL and organizational commitment. This indicates that visionary leadership is a substantial antecedent for QWL and organizational commitment.…”

“…Some of the research results discussed above show that QWL and organizational commitment can mediate the causal relationship between visionary leadership and OCB. It has the potential to occur because apart from affecting OCB (Azmy, 2021;Purwani & Sukestiningsih, 2022;Soesanto & Nasikh, 2022;Ulfa et al, 2021), QWL and organizational commitment are also influenced by visionary leadership (Basri et al, 2021;Kesumayani et al, 2020;Kurniawan & Susita, 2020;Yulius, 2022).…”

Impact of Religiosity, Work-related Stress on Job Performance and Workload as Moderating Variable

“…This result means that H2 is accepted, that religiosity has a positive and significant influence on work stress, which means that there is a reciprocity in the correlation, in the sense that the work stress that arises will be increasingly balanced with high religiosity as well. This also means that religiosity or religious beliefs are related to stress and job satisfaction (Azmy, 2021). This is in accordance with the research which confirms empirically that employee religious activities increase productivity and this is identical to employee work pressure that is getting bigger (Darto et al, 2015).…”