The effects of professionalism and behavior by organizational citizenship (OCB) as mediating variables on the effect of personality on performance (a study on Makassar Police)

Abstract

PurposeThis study aims to determine the effect of personality on professionalism.Design/methodology/approachThis research was conducted in Makassar Police Office in Makassar City. The reason for conducting the research in the police officer was the low performance of police officers in Makassar Police while the workload was very high. The population in this study were all 1,185 police officers in Makassar Police Office. Using the probability sampling technique, there were 299 police officers selected as respondents. Further, this study employs descriptive statistical analysis and inferential statistical analysis using generalized structure component analysis (GSCA) as data analysis methods.FindingsThe result found that there is a significant effect of personality on professionalism and OCB. Different results are obtained on the effect of personality on performance, which has no significant effect. However, there is an indirect effect of personality on performance through professionalism and OCB as mediating variables. The results also found that there is a significant influence between Professionalism on OCB and performance, as well as a significant influence between OCB on Performance.Originality/valueThis study focus to determine the effect of personality on professionalism. It has never been done before, so this study will contribute a new empirical explanation on both relationships. In addition to differences in the use of constructs and measurements, this research is also different in terms of the analysis unit. This study examines the effect of organizational citizenship behavior (OCB) on the performance of members/employees. This research is different from previous researches which generally examine the effect of OCB with group performance such as performed by George and Bettenhausen (1990), Podsakoff et al. (1997), which both found a close association between OCB and group performance. This study examines the performance of individual members because the tasks of members of the police force require professional ability in individuals who are expected to give a good image to the police in general.

Islamic Organizational Citizenship Behavior among Millennial Workers: The Role of Islamic Leadership, Workplace Spirituality, and Islamic Work Ethic In Central Java, Indonesia

“…The understanding of employees on the religious values related to the job, such as the important intention in Islam, justice and fairness, cooperation and collaboration and etc., are more likely have positive impact on Islamic OCB. This finding was supported by (Murtaza et al, 2016;Zia et al, 2022), different but related to the study of Nurrohmat (2022). He found that personality, which is related to work ethics, also affects OCB.…”

“…Previous research has shown that OCB affects organizational performance such as financial performance, compliance, job satisfaction, cultural value, and innovative service performance (Fry & Cohen, 2009;Marinova et al, 2010;Sidin et al, 2020;Wu et al, 2023), Employee turnover (Chen et al, 1998), commitment (Brief & Motowidlo, 1986;Sani & Ekowati, 2022), job satisfaction (Dubey et al, 2022;Organ, 1997), and employee performance (Nurrohmat, 2022;Sani & Ekowati, 2019) Islamic OCB is the awareness that a Muslim has to do something more for his organization, not just work according to the job description. Employees try to contribute to the progress of the organization in a voluntary way because Islam encourages its people to act sincerely for the common interest.…”

“…Effective companies can be identified by the intensity of interaction among employees, groups, and the organizational system to obtain employee performance with low absenteeism rates, low labor turnover, minimal 15,2 deviant behavior within the organization, job satisfaction, commitment to the company, and also organizational citizenship behavior. Workers are certainly important assets in an organization, playing an extra role in the workplace in their behavior more than their job description, called Organizational Citizenship Behavior (OCB), which will determine a good level of performance (Belwalkar et al, 2018;Nurrohmat, 2022;Ocampo et al, 2018;Organ, 1997;Sani & Ekowati, 2022;Wu et al, 2023). Particularly, the characteristic of organizational members with OCB is that they are oriented towards innovative performance, so it can directly impact the survival and improvement of organizational performance in a competitive environment to remain superior.…”

Personality Traits and Job Performance of Police: A Systematic Literature Review

“…Detrick et al, 20042006-20105 Cuttler et al, 2006Richardson et al, 2007;Sanders, 2008;Forero et. al., 2009;Weiss et al, 200820113 Ono et al, 2011Tarescavage et al, 2015;Chiorri et al, 2015Chiorri et al, 2016Chiorri et al, -2020 0 None 2021-2023 6 Melinder et al, 2020;Huhta et al, 2021;Koropanovski et al, 2022;Speer et al, 2022;Sorengaard et al, 2022;Nurrohmat, 2022 Research Question 1: How many relevant literature studies on personality traits and job performance of police have been published in online data from the years 2000-2023? Table 3.0 above illustrates the trend of journal articles on police personality and job performance in two reputable online databases (Scopus and Web of Science) from 2000 to 2023.…”

“…As we can see in the summary of the review table, about seven articles and the most recent used the big five or five-factor model to measure job performance (Koropanovski et al, 2022;Sorengaard et al, 2022;Melinder et al, 2020, Nurrohmat, 2022Chiorri et al, 2015). The five-factor model is the shifting measurement scale of personality used in the police context since it is based upon trait vocabulary (Black, 2000;Digman, 1990;Norman, 1963).…”