The Influence of Transformational Leadership and Organizational Culture on Organizational Citizenship Behavior Through Organizational Commitment as an Intervening Variable

Fanani, Achmad Muhajir; Abadiyah, Rifdah

doi:10.21070/ijler.v18i0.859

Cited by 3 publications

(3 citation statements)

References 6 publications

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“…The results of the tenth hypothesis test related to the mediating influence of organizational commitment on organizational culture and organizational citizenship behavior, obtained a P-Values value of 0.054 where this value is greater than 0.50 and a T-Statistics value of 1.931 where this value is smaller than 1.98 so that H0 is accepted and Ha is rejected, which means that there is a positive but not significant influence of organizational commitment on organizational culture and organizational citizenship behavior. This is in contrast to the research results of Kholisah et al (2020); Fanani and Abadiyah (2023). The results of this hypothesis test show that organizational commitment is not a good mediating variable for perceived organizational support and organizational citizenship behavior, which means that the higher organizational commitment will still not significantly influence the influence of organizational culture on organizational citizenship behavior (Oyekan et al, 2023).…”

Section: Resultscontrasting

confidence: 84%

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Nuryanto,

Basrowi,

Quraysin

2023

J. Professional Business Review

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Purpose: The purpose of this research is to determine the effect of predictors of organizational commitment which consist of job satisfaction, perceived organizational support and organizational culture as well as their impact on organizational citizenship behavior in the chemical manufacturing industry sector in Indonesia. Design/Methodology/Approach: The research uses a quantitative approach through survey methods and data analysis methods using SEM PLS. The population in this study were employees at seven chemical manufacturing factories in Cilegon City, which is the largest chemical manufacturing cluster area in Indonesia. The number of samples analyzed was 223 employees who worked in middle management positions. The research results show that of the 43 indicators used to measure each latent variable, there are 3 indicators of organizational culture variables that are invalid. Meanwhile, for reliability, everything is included in the reliable criteria. Findings: The goodness of fitness index test results show that the model has a good GoF index. The magnitude of the influence of job satisfaction, perceived organizational support and organizational culture on organizational commitment is 88.10%, while the influence of job satisfaction, perceived organizational support, organizational culture and organizational commitment on organizational citizenship behavior is 93.6%. Of the seven direct hypotheses tested, it was found that all hypotheses were accepted, while of the three indirect hypotheses, one hypothesis was rejected, namely the mediating influence of organizational commitment in mediating organizational culture on OCB. Research, Practical & Social Implications: In further research, in order to conduct a broader research with other objects. The research is expected to be used for all companies. Originality/Value: This research contributes to improving human resource management in the chemical manufacturing sector so that it can increase OCB through increasing the predictor variables tested in the research, including job satisfaction, organizational support, organizational culture and organizational commitment.

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Section: Resultscontrasting

confidence: 84%

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Nuryanto,

Basrowi,

Quraysin

2023

J. Professional Business Review

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“…Peningkal tal n pal dal kontral k psikologis eral t kal ital nnyal dengal n pengembal ngal n kal rir, pemberial n pelal tihal n kerjal dal pal t meningkal tkal n orgal nizal tional l citizenship behal vior pal dal kal ryal wal n [4]. Orgal nizal tional l citizenship behal vior al kal n mengal lal mi peningkal tal n ketikal pemimpin orgal nisal si meningkal tkal n dal n mempertal hal nkal n komitmen kal ryal wal n yal ng mal nal hal l itu al kal n mempengal ruhi terhal dal p produktivital s [5].…”

Section: Pendahuluanunclassified

Pengaruh Gaya Kepemimpinan Transformasional terhadap Organizational Citizenship Behavior, Etos Kerja Karyawan Kontrak

Happy Julianti Nurifarah,

Listya Istiningtyas

2024

jpsy

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Melihat persaingan yang terjadi antara perusahaan domestik dan multinasional, maka diperlukan strategi pengelolaan perusahaan yang berbasis pada lingkungan internal dan eksternal perusahaan agar dapat memenangkan persaingan tersebut. Tenaga kerja merupakan faktor yang sangat penting dalam suatu perusahaan agar dapat mencapai tujuan yang diinginkan dengan cara mengoptimalkan peran tenaga kerja sehingga menghasilkan perilaku kewargaan organisasi dan etos kerja yang unggul pada karyawan. Salah satu strategi yang digunakan adalah tenaga kerja kontrak untuk menekan biaya perusahaan dengan lebih efisien. Berbagai permasalahan sering terjadi ketika menggunakan tenaga kerja kontrak, mulai dari gaji yang rendah, minimnya jaminan sosial, kurangnya rasa aman dalam bekerja, ketidakpastian pengembangan karir, dan hubungan kerja di masa depan. Banyak permasalahan yang terjadi pada pekerja kontrak, sehingga diperlukan dorongan dari pimpinan agar pekerja kontrak dapat meningkatkan motivasinya dalam menjalankan setiap pekerjaan yang dilakukannya untuk mencapai tujuan perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh gaya kepemimpinan transformasional terhadap organizational citizenship behavior dan etos kerja pada karyawan kontrak. Penelitian ini menggunakan metode kuantitatif kausal-komparatif dengan menyebarkan kuesioner secara langsung kepada partisipan. Pada penelitian ini menggunakan daltal diolalh menggunalkaln balntualn alplikalsi SPSS versi 28. Jumlah partisipan sebanyak 106 orang karyawan kontrak PT. Baramulti di Palembang dengan menggunakan teknik total sampling. Peneliti membuat alat pengumpul data berdasarkan aspek teoritis dari ketiga variabel yang digunakan. Hasil analisis data menggunakan regresi linier berganda menunjukkan adanya pengaruh simultan dari organizational citizenship behavior dan etos kerja terhadap gaya kepemimpinan transformasional.

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“…Without debasement, public assets and financial plans can be distributed all the more successfully to support general society. 47 In the long haul, the WBK can likewise further develop the speculation environment and financial development. Financial backers will more often than not like to put resources into nations with a business climate liberated from debasement, as they believe that their ventures will be overseen well and without separation.…”

Section: The Regulation Of Integrity Zone and The Corruption-free Zonementioning

confidence: 99%

The Regulation of Integrity Zone and the Corruption-Free Zone in Indonesia and Rusia

Widyawati,

Latifiani,

Arifin

et al. 2023

BESTUUR

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<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p class="AbstractText">This research aims to identify and analyze the integrity zone as an innovative strategy to combat corruption. The research methodology uses normative juridical analysis, which is legal research that examines law from an internal perspective, with the object of its study being the legal norm, which involves literature analysis, qualitative approach, and comparative approach on the implementation of the integrity zone and the administrative law policy through the Corruption-Free Zone (WBK) in Indonesian governmental institutions. The results of the study indicate that the integrity zone approach involves mapping corruption-prone areas and proactively implementing preventive measures in these zones. This strategy includes increasing awareness, enforcing regulations, and strengthening supervision. Furthermore, this paper also discusses the challenges and opportunities in implementing the integrity zone and the WBK in Indonesia, along with providing policy recommendations to maximize the effectiveness of this approach in minimizing corruption and enhancing integrity within the scope of the Indonesian government administration. Implementing the integrity zone concept is expected to bring about positive changes in the efforts to eradicate corruption and build more transparent and integrity-driven governance in Indonesia.</p></td></tr></tbody></table></div>

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The Influence of Transformational Leadership and Organizational Culture on Organizational Citizenship Behavior Through Organizational Commitment as an Intervening Variable

Cited by 3 publications

References 6 publications

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Pengaruh Gaya Kepemimpinan Transformasional terhadap Organizational Citizenship Behavior, Etos Kerja Karyawan Kontrak

The Regulation of Integrity Zone and the Corruption-Free Zone in Indonesia and Rusia

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