The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

Abstract

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

Employee Performance Determinants, With Gender as a Group

“…So, it can be given the meaning that the higher organizational commitment of employees will also increase the OCB of notary & PPAT employees in Bangli Regency. The results of this study are in line with the findings obtained by Hasani et al (2013), Prasetio et al (2015), Bazgir et al (2018), Bashir & Gani (2019), Siregar et al (2019), Fazriyah et al (2019), Wilkanandya & Sudarma (2020) who found that organizational commitment had a significant positive effect on OCB. While it is different from the findings obtained by Bone (2018), Grego-Planer (2019) who find that organizational commitment is not a significant positive effect on OCB.…”

Organizational Commitment as a Mediator of Organizational Support and Emotional Intelligence in Shaping Organizational Citizenship Behavior

“…Variations in the level of employee commitment are also determined by numerous factors, both organizational and individual factors (Junita, 2017;Bodjrenou et al, 2019;Bodjrenou et al, 2019;Parimita et al, 2020). The previous research findings support this, stating that organizational commitment could significantly contribute to employee OCB (Ardi & Sudarma, 2015;Fazio, 2015;Devece et al, 2016;Pigome et al, 2019;Siregar et al, 2019;Wilkanandya & Sudarma., 2020) but also not significant (Novianti, 2021).…”

“…The way individuals perceive organizational situations also contributes significantly to employee organizational commitment. The previous research results (Ardi & Sudarma, 2015;Fazio, 2015;Devece et al, 2016;Pigome et al, 2019;Siregar et al, 2019;Wilkanandya & Sudarma., 2020) have also proven that there was a substantial contribution of organizational commitment in making employees' OCB more dominant. Hence, this phenomenon justifies this research to place organizational commitment as a mediating variable between organizational antecedents, i.e., organizational support and individual antecedents, namely emotional intelligence, on employee OCB.…”

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

“…H5 = Organizational commitment has a significant positive effect on organizational citizenship behavior Employees can easily carry out formal and informal behavior in the organization along with identifying the values associated with the organization. The stronger the identification of personal values associated with the organization, employees will be more likely to contribute to the organization as found by several studies (Fazriyah et al, 2019;Jehanzeb, 2020;Pahirathan, 2018;Pradhan et al, 2016;Soelton, Anees, et al, 2020;Soelton, Noermijati, et al, 2020;Utami et al, 2021;Wilkanandya & Sudarma, 2020). Therefore, this research hypothesis is that organizational commitment has a positive effect on organizational citizenship behavior.…”

“…Therefore, this research hypothesis is that organizational commitment has a positive effect on organizational citizenship behavior. H6 = Work-life balance has a significant positive effect on organizational citizenship behavior through organizational commitment as a mediating variable Employees who can manage work obligations and family responsibilities demonstrate organizational commitment which can encourage organizational citizenship behavior (Pradhan et al, 2016;Wilkanandya & Sudarma, 2020). Employees who are committed to the organization will be involved in both formal and informal behavior including job duties.…”