Pengaruh organizational citizenship behavior (ocb) terhadap kepuasan kerja dan employee

Wardhana, Wisnu (2017) Pengaruh organizational citizenship behavior (ocb) terhadap kepuasan kerja dan employee. Masters thesis, Institut Pertanian Bogor.

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Abstract

Yayasan XYZ is an international non-profit organization committed to improving life across dynamic and growing Asia. Based on the records and information gathered from the experience of the past six decades and with a deep knowledge of local expertise, our work across the region includes five objectives - strengthening overall governance, empowering women, expanding access to the economy, enhancing environmental stability and enhancing regional cooperation between regions, where Indonesia is one of the countries where the Yayasan XYZ operates. A good level of performance does not make the turnover rate in Yayasan XYZ low, even can be said high and this phenomenon attracts the author to associate with one of the employee behavior theory of Organizational Citizenship Behavior and Job Satisfaction. The OCB theory attracts researchers to see its effect on employees both from job satisfaction and employee engagement. Based on this background the authors want to analyze whether there is OCB behavior in Yayasan XYZ employees and the effect of OCB on job satisfaction and employee engagement in Yayasan XYZ with the title "Analysis the Effect of Organizational Citizenship Behavior (OCB) and Job Satisfaction on Employee Engagement at Yayasan XYZ". The objectives to be achieved in this research are: 1. Analyzing the behavior of organization citizenship behavior (OCB), the level of job satisfaction and employee engagement found in the employees of Yayasan XYZ. 2. Analyze the influence of organization citizenship behavior (OCB) and job satisfaction on employee engagement on XYZ Foundation employees. 3. Formulate organizational strategy in employee engagement on XYZ Foundation employees based on organizational behavior behavior (OCB) behavior theory and job satisfaction theory. Data collection is done by survey that is the distribution of questionnaires to the respondents. Respondents in this research are XYZ Foundation employees from country representative position to administrative assistant. . The measurement scale used is Likert scale with ordinal size (Umar 2005). Data collection techniques used in this study are: 1. Field study (Field Research) data collection by doing a direct observation on the company concerned, either through observation and distribution of questionnaires to employees. 2. Library study is used to collect secondary data from the company, theoretical basis and information related to this research. 3. Questionnaire, is data collection by distributing a list of questions to respondents who serve as a sample of research. In this research, data analysis on SEM-PLS will use SmartPLS software support. PLS is an alternative method of Structural Equation Modeling (SEM) that can be used to overcome relationship problems between complex variables but small sample size data (30 to 100), given that SEM has a minimum sample size of 100 (Hair et al. 2011) The results obtained from this research are as follows: 1. Organizational Citizenship Behavior variables (OCB) are most influenced by indicators of conscientiousness (0.891), then courtesy (0.856), sportsmanship (0.805), civic virtue (0.758) and altruism (0.532). This indicates the OCB attitude of the employees of the XYZ foundation is most shaped by the attitude of conscientiousness. Job satisfaction variables were most affected by career indicators (0.835), then co-workers (0.820), employment (0.804), salary (0.773) and supervision (0.658). This indicates the attitude of OCB employees of the XYZ foundation most shaped by careers. The employee engagement variable is most affected by the belong (0.931) indicator, then grow (0.903), get (0.886) and give (0.867). This indicates the OCB attitude of the employees of the XYZ foundation most formed by the belong indicator. 2. Organization citizenship behavior positively significant directly to the work satisfaction of 0.645 means that the better organization citizenship behavior (OCB) is dominant reflected by Conscientiousness, Courtesy, Sportmanship then increasing employee job satisfaction. Organization citizenship behavior (OCB) also has a significant direct positive effect on employee engagement of 0.493 meaning that the better dominant organization citizenship behavior (OCB) is re fl ected by Conscientiousness, Courtesy, Sportmanship, further increasing employee engagement of employees. Job satisfaction has a direct positive effect directly to employee engagement of 0.530 meaning that higher employee job satisfaction hence increasing employee engagement employee. 3. Optimizing the opportunities generated from the research, as well as improving the implementation of indicators that have the most significant positive impact on improving Employee Engagement, such as Coinscientiousness (OCB), Careers (Satisfaction ) and Belong (Employee Engagement) need to be well planned by the Human Resources section at Yayasan XYZ and get approval from the Leader. 4. High turnover is expected to be suppressed with the application of OCB behavior, Job Satisfaction and Employee Engagement. The sense of having a strong organization is one of the factors that can bind employees to stay and work at the XYZ Foundation.

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Organizational Citizenship Behavior (OCB), Kepuasan Kerja, Employee Engagement, SEM-PLS, Turnover, Consicentiousness, Karir, Belong. Organizational Citizenship Behavior (OCB), Job Satisfaction, Employee Engagement, SEM-PLS, Turnover, Consicentiousness, Career, Belong.
Subjects:	Manajemen Sumber Daya Manusia
Depositing User:	SB-IPB Library
Date Deposited:	13 Apr 2018 08:01
Last Modified:	08 Oct 2019 05:47
URI:	http://repository.sb.ipb.ac.id/id/eprint/3092

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