Organizational Commitment As Intervening Variable of Intrinsic and Extrinsic Motivation to Organizational Citizenship Behavior

Mukhodah,; Ranihusna, Desti

doi:10.18502/kss.v3i10.3139

Cited by 3 publications

(4 citation statements)

References 4 publications

(4 reference statements)

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“…Faktor lain yang dapat mempengaruhi OCB adalah motivasi ekstrinsik. Penelitian Mukhodah & Ranihusna (2018) menemukan bahwa motivasi ekstrinsik memiliki pengaruh positif signifikan pada citizenship behavior. Motivasi ekstrinsik yaitu melakukan aktivitas sederhana untuk menikmati aktivitasnya bukan nilainya, motivasi ekstrinsik diartikan sebagai konstruksi yang berhubungan dengan aktivitas individu untuk mencapai beberapa hasil yang dapat dipisahkan atau terkait dari luar dirinya.…”

Section: H2: Komitmen Organisasional Berpengaruh Positif Terhadap Org...unclassified

“…Faktor eksternal akan mempengaruhi pegawai melalui moral, rasa puas, sikap positif, dan faktor yang berasal dari luar karyawan dalam sistem manajemen, sistem kepeminpinan, dan budaya organisasi. Hasil penelitian Mukhodah & Ranihusna (2018) menunjukkan bahwa motivasi ekstrinsik berpengaruh positif dan signifikan terhadap citizenship behavior. H3: motivasi ekstrinsik berpengaruh positif terhadap organizational citizenship behavior.…”

Section: H2: Komitmen Organisasional Berpengaruh Positif Terhadap Org...unclassified

“…Hasil menyatakan bahwa semakin tinggi motivasi ekstrinsik maka semakin tinggi pula OCB dan sebaliknya semakin rendah motivasi ekstrinsik maka semakin rendah pula OCB-nya. Hasil penelitian ini sejalan dengan hasil penelitian Mukhodah & Ranihusna (2018).…”

Section: Hasilunclassified

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Pengaruh Budaya Organisasi, Komitmen Organisasional, Dan Motivasi Ekstrinsik Terhadap Citizenship Behavior Pegawai Kantor Kapanewon Depok

Kurniawati,

Kurniawan

2024

jmas

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This research aims to examine the influence of organizational culture, organizational commitment and extrinsic motivation on the citizenship behavior of Depok District Office Employees. This study was a quantitative study and primary data were taken using a questionnaire with 32 respondents. Sampling techniques using the saturated sample method. The data is collected through direct surveys and then processed using multiple linear regression analysis. The results showed that organizational culture, organizationa

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Section: H2: Komitmen Organisasional Berpengaruh Positif Terhadap Org...unclassified

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Pengaruh Budaya Organisasi, Komitmen Organisasional, Dan Motivasi Ekstrinsik Terhadap Citizenship Behavior Pegawai Kantor Kapanewon Depok

Kurniawati,

Kurniawan

2024

jmas

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“…Previous studies show that high levels of Affective Commitment can positively influence employee working behavior, including reduced absence and increased enthusiasm for sharing knowledge (Jeung et al 2017), promoting stronger organizational citizenship behavior (Ranihusna 2018), reduced work stress (Boxall et al 2015) and decreasing turnover intention (Marescaux et al 2013;Meyer et al 2002). Some authors argue that workers who feel themselves as part of the organization and feel themselves to be supported by it and satisfied as well, are unlikely to leave the organization voluntarily (Luz et al 2018;Nguyen et al 2020).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

et al. 2022

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Turnover intentions are a phenomenon that affects the life of organizations and causes highly negative consequences. Based on previous studies, it is possible to consider antecedents to turnover in terms of both individual and social perceived resources, which previous research does not usually examine simultaneously. The aim of this study was to explore the role of both resources (individual and social) on turnover intentions. Thus, we hypothesized that perceived social support and self-efficacy have an impact on turnover intentions and that this relationship is mediated by interpersonal conflict and Affective Commitment. A total of 392 Italian employees completed a self-report questionnaire. A structural equation model was tested. The results showed that interpersonal conflict and Affective Commitment fully mediated the relationship between social support, self-efficacy and turnover intentions. Practical implications are discussed.

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Organizational Citizenship Behavior on Retail Employees

Dinda

Palupiningdyah

2020

MAJ

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The purpose of this study was to determine the direct and indirect influence POS and extraversion personality to OCB and affective commitment as mediation. The population in this research that all employees Aneka Jaya Supermarket Sambiroto number of 126 employees. Mechanical sampling using saturated sample so that the entire population of the research sample. Methods of data collection using a questionnaire with a Likert scale of 1-5. Data analysis method is test instrument (validity and reliability), a descriptive analysis of the respondents, and test hypotheses and test path analysis with the data processing program SPSS version 25. The results showed that all hypothesis is accepted. Therefore, the POS has positive and significant effect on affective commitment. Extraversion personality has positive and significant effect on affective commitment. Affective commitment has positive and significant effect on OCB. POS has positive and significant impact on OCB. Extraversion personality has positive and significant effect on OCB. The test results of path analysis also showed that the POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment. POS positive and significant impact on OCB. Extraversion personality positive and significant impact on OCB. The test results of path analysis also showed that the POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment. POS positive and significant impact on OCB. Extraversion personality positive and significant impact on OCB. The test results of path analysis also showed that POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment.

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Organizational Commitment As Intervening Variable of Intrinsic and Extrinsic Motivation to Organizational Citizenship Behavior

Abstract: .

Cited by 3 publications

References 4 publications

Pengaruh Budaya Organisasi, Komitmen Organisasional, Dan Motivasi Ekstrinsik Terhadap Citizenship Behavior Pegawai Kantor Kapanewon Depok

Pengaruh Budaya Organisasi, Komitmen Organisasional, Dan Motivasi Ekstrinsik Terhadap Citizenship Behavior Pegawai Kantor Kapanewon Depok

Social Support and Self-Efficacy on Turnover Intentions: The Mediating Role of Conflict and Commitment

Organizational Citizenship Behavior on Retail Employees

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