Pengaruh Karakteristik Pekerjaan Terhadap Perilaku Kewargaan Organisasi Dengan Mediator Nilai-Nilai Kualitas Kehidupan Kerja

Abstract

Organizational Citizenship Behavior (OCB) can be formally defined as a discretionary work behaviour of the employees that is not recognized by the formal reward or the sanction system of their organization. OCB can be seen as a voluntary behavior of the employees, which is out of the job description of their obligation, it is not directly related to the formal reward, but useful in improving the efficiency and effectiveness of the organization.Previous research found four aspects of the job characteristic (variety skill, task identity, task significance and autonomy) positively effected on OCB of employee. The objective of this study was to look effect of job characteristic to OCB which mediated by values of Quality of Work Life (QWL). This values as a foundation to display OCB. The subjects of this research were 65 employees from PT. X. Regression analysis showed that job characteristic significant toward OCB through the mediating of QWL values. In another word QWL had a mediator role between job characteristic and OCB. This finding were usefull to improve the OCB in company, with more attention to job characteristic that promote employees’ QWL. The results and benefits of the research were further discussed in the discussion.

The Relationship between Job Characteristics and the Quality of Work Life of the Gampong Government

“…Research shows that feedback, autonomy, skill variety, task significance, and work pressure indicators of job characteristics significantly influence the quality of work life [29]. In line with previous opinions, research shows that when job design is enriched by providing a variety of skills, task identity, task significance, autonomy and feedback, it will encourage the emergence of quality of work life as indicated by feelings of being valued, given trust, given learning opportunities and contributing to the institution [30].…”

“…When employees are given autonomy in determining how to do work, they will feel more valued because they are given full responsibility for their work, thus encouraging employees to show their best performance, such as being more concerned about what is happening in the institution and helping co-workers who have difficulty doing things work in the field [30]. These conditions show that jobs that provide opportunities for achievement, appreciation, progress and development will motivate workers [32].…”

Reviu Sistematik Penelitian Organizational Citizenship Behavior (OCB) di Indonesia

“…Jika dicermati konstruk organizational citizenship yang paling banyak diadopsi oleh peneliti Indonesia adalah milik Organ (1988) ataupun turunannya (Organ et al, 2006), baik yang diadaptasi secara langsung (Djati & Adiwijaya, 2009;Fatdina, 2015;Karim, 2010;Prasetyawati & Putra, 2016;Tjahjono et al, 2018) maupun yang secara tidak langsung (Rahmi & Riyono, 2016;Ramdhani et al, 2017). Konstruk OCB ini terbagi menjadi lima dimensi, yaitu altruism, courtesy, conscientiousness, civic virtue dan sportmanship.…”

Effect of Job Characteristics and Satisfaction Work Against Abroad of State High School Teachers Bogor City

“…(4) Autonomy, providing freedom and flexibility in planning and determining procedures for carrying out work; (5) Feedback, during the implementation of work, clear information regarding the effectiveness of its performance (Rahmi & Riyono, 2016). Hackman & Oldham (1976) added that five job characteristics have a psychological impact and affect job satisfaction, absenteeism, and work motivation (Singh et al, 2016).…”