The Effect of Work Enjoyment and Work-life Balance on Organizational Citizenship Behavior with Job Satisfaction as Mediator

Abstract

The purpose of this study was to examine the effect of work enjoyment and work-life balance on organizational citizenship behavior (OCB) with job satisfaction as a mediator in property companies. This study designed an organizational citizenship behavior model, hence Model testing consists of the Outer and Inner models with the help of the Smart PLS 3.0 program. Data collection methods in the study used the scale of organizational citizenship behavior, job satisfaction, work enjoyment, and work-life balance. Research subjects were 104 employees at property companies. The analysis showed that the organizational citizenship behavior model that was designed was fit based on a GoF value of 0.78, then it was found that there was no effect of work enjoyment on organizational citizenship behavior with job satisfaction as a mediator; there is an effect of work-life balance on organizational citizenship behavior with job satisfaction as a mediator; there is an influence of work enjoyment on organizational citizenship behavior; there is an effect of work-life balance on organizational citizenship behavior; there is an influence of job satisfaction on organizational citizenship behavior; there is no effect of work enjoyment on job satisfaction; and there is an effect of work-life balance on job satisfaction.

Effect of Work-Life Balance and Person-Organization Fit on Organizational Citizenship Behavior through Organizational Commitment on Employees of PT. Baba Rafi Indonesia

“…The efforts to minimize conflicts between work demands and life outside work encourage employees to be more willing to give their best effort. This shows that there is a link between work-life balance and organizational citizenship behavior as found by several studies (Afni & Amar, 2019;Erdianza et al, 2020;Fiernaningsih et al, 2018;Gunawan et al, 2020;Heriyadi et al, 2020;Pradhan et al, 2016;Soelton, Anees, et al, 2020;Thevanes & Harikaran, 2020). Therefore, the research hypothesis states that work-life balance has a significant positive effect on organizational citizenship behavior.…”

The Moderation Effect of Age on the Influence of Shift Work Practices on Organizational Citizenship Behaviour of Medics in Tanzania’s Government Hospitals

“…Civic virtue increases with perception of favourable conditions within the organization an indication that the organization cares about its employees (Meira & Hancer, 2021). The extant literature also suggests the influence of SWPs on civic virtue (Alnesser et al, 2022;Erdianza & Sari, 2020;Fiernaningsih, 2019). For example, in the study of organizational management, Alnesser et al (2022) found that OCB was significantly and positively related to the quality of WLB.…”

“…Numerous studies have been conducted to examine the link between WLB and OCB in different contexts (Erdianza & Sari, 2020;Eriyanti & Noekent, 2021;Harikaran & Thevanes, 2018;Lavanya & Sree, 2021;Mella et al, 2023). Many of these studies have established a positive association between WLB and OCB (Erdianza & Sari, 2020;Harikaran & Thevanes, 2018;Lavanya & Sree, 2021;Pradhan et al, 2016).…”

“…Numerous studies have been conducted to examine the link between WLB and OCB in different contexts (Erdianza & Sari, 2020;Eriyanti & Noekent, 2021;Harikaran & Thevanes, 2018;Lavanya & Sree, 2021;Mella et al, 2023). Many of these studies have established a positive association between WLB and OCB (Erdianza & Sari, 2020;Harikaran & Thevanes, 2018;Lavanya & Sree, 2021;Pradhan et al, 2016). Results from these studies indicate that employees exhibit more OCB when they perceive the organization has initiatives in place that bring a balance between their work obligations and family obligations.…”

“…Results from these studies indicate that employees exhibit more OCB when they perceive the organization has initiatives in place that bring a balance between their work obligations and family obligations. However, most of these studies have examined WLB either as a unidimensional variable or as a bundle of initiatives (Erdianza & Sari, 2020;Harikaran & Thevanes, 2018;Lavanya & Sree, 2021). The initiatives studied collectively under the umbrella of WLB include shift work, flexitime and work breaks.…”