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"Penelitian ini dilakukan untuk melihat bagaimana pengaruh iklim organisasi terhadap organizational citizenship behavior OCB pada karyawan perusahaan bank syariah. Pengukuran pengaruh OC ini dilakukan menggunakan alat ukur organizational climate yang dikembangkan oleh Stringer 2002 dengan nilai reliabilitas sebesar .77. Pengukuran untuk tingkat OCB pada karyawan menggunakan alat ukur organizational citizenship behavior questionnaire yang dikembangkan oleh Lee dan Allen di tahun 2002. Alat ukur ini memiliki nilai reliabilitas sebesar .91. Hasil penelitian ini menunjukan bahwa OC memiliki hubungan yang positif dan signifikan r = .277, p < .001 terhadap OCB yang menyatakan bahwa semakin baik persepsi karyawan terhadap iklim organisasinya maka akan semakin tinggi tingkat OCB yang dimilikinya.

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This research is intended to see how Organizational Climate can influence Organizational Citizenship Behavior level among employees of Bank Syariah. The measurement of OC influence in this research is using Organizational Climate Questionnaire which was developed by Striger 2002 with the reliability score of .77. This research is using Organizationalal Citizenship Behavior Questionnaire by Lee and Allen 2002 to measure the level of employees rsquo OCB with the reliability score of .91. The result of this research shows that Organizational Climate has signifficanly positive effect of influencing the level of Organizational Citizenship Behavior on bank employees r .277, p .001 . This result explains that the better an employee rsquo s perceive their organizational climate, the higher his her level of OCB."

"Penelitian ini bertujuan untuk mengetahui hubungan antara PsyCap dan OCB. Penelitian ini merupakan tipe penelitian kuantitatif korelational. Kuesioner yang digunakan untuk mengukur variabel ini adalah Psychological Capital Questionnaire PCQ-24 milik Luthans, Youssef, Avolio 2007 dan OCB scale milik Lee Allen 2002. Responden pada penelitian ini adalah karyawan bank. Dari 144 responden, didapatkan hasil bahwa r = .461, n = 144, p< .01, one tailed. Hal ini menunjukkan bahwa semakin tinggi tingkat PsyCap, maka semakin tinggi tingkat OCB karyawan bank. Tingginya nilai PsyCap dan OCB pada karyawan, diharapkan dapat meningkatkan produktivitas perusahaan, karyawan dapat bekerja secara efektif dan efisien, serta dapat bersaing dengan perusahaan lain.

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This research aims to know the relationship between PsyCap and OCB. The research is a quantitative research type and correlational design. The questionnaire which used to measure this variable is Psychological Capital Questionnaire PCQ 24 by Luthans, Youssef, Avolio 2007 and OCB scale by Lee Allen 2002. Respondents in this research are bank employees. From 144 respondents, the obtained results is r .461, n 144, p .01, one tailed. It means on the bank employees, as the level of PsyCap increased, the level of OCB will also increased. The high score of PsyCap and OCB on employees in expected to increase productivity of company, employees can work effectively and efficiently, and can compete with other companies."

"Penelitian ini dilakukan untuk melihat hubungan antara psychological capital (PsyCap) dan organizational citizenship behavior (OCB) pada karyawan yang bekerja pada Bank Syariah X. Psychological capital merupakan kondisi psikologis (state) seseorang yang positif yang dikarakteristikan dengan memiliki self-efficacy, optimism, hope, dan resiliency (Luthans et al., 2007). OCB adalah tingkah laku yang walaupun tidak berhubungan dengan tugas atau pekerjaan, tapi berfungsi untuk memfasilitasi fungsi organisasi (Lee & Allen, 2002). Penelitian ini didasari oleh persaingan bisnis perbankan, khususnya perbankan Syariah, dalam menghadapi Masyarakat Ekonomi ASEAN (MEA) yang saat ini terus berkembang. Oleh karena itu, sangat dibutuhkan karyawan yang tidak hanya melakukan kewajibannya saja, namun melakukan perilaku positif lain yang dapat mendorong kesuksesan organisasi. Psychological capital (PsyCap) merupakan salah satu faktor internal yang penting dalam munculnya organizational citizenship behavior (OCB). Psychological capital (PsyCap) diukur menggunakan Psychological Capital Questionnairre (PCQ) (2007) dan organizational citizenship behavior (OCB) diukur menggunakan Organizational Citizenship Behavior Scale (2002). Partisipan penelitian berjumlah 135 karyawan yang bekerja pada kantor pusat Bank Syariah X. Melalui teknik statistik Pearson Correlation, diketahui terdapat hubungan yang positif dan signifikan antara psychological capital (PsyCap) dan organizational citizenship behavior (OCB) (r = .53, p < .01, two tailed). Hal ini menunjukkan bahwa semakin tinggi PsyCap yang dimiliki karyawan, maka semakin tinggi pula OCB yang dimilikinya.

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The present research was conducted to study the relationships between Psychological Capital (PsyCap) and Organizational Citizenship Behavior (OCB) towards employees of Bank Syariah X. Psychological capital is an individual?s positive psychological state of development and is characterized by having self-efficacy, optimism, hope, and resiliency. OCB is employee behaviour that although not critical to the task or job, serve to facilitate organizational functioning. The topic was selected due to the current banking business competition?s climate, especially in syariah banking, in facing the developing ASEAN Economic Community (AEC). Therefore, not only employees are expected to fulfil their obligations, they are required to demonstrate other positive behaviors that could promote the company to success. Psychological Capital (PsyCap) is one of the vital internal factors in regards to the Organizational Citizenship Behavior (OCB) emerging. Psychological Capital (PsyCap) is measured with Psychological Capital Questionnaire (PCQ) (2007), while organizational citizenship behavior (OCB) is measured by using organizational citizenship behavior scale (2002). Through Pearson Correlation statistic technique, it was found that from 135 survey participants, which are employees of Bank Syariah X?s main office, there is a positive and significant relationship between Psychological Capital (PsyCap) and Organizational Citizenship Behavior (OCB) (r=.53, p<.01, two tailed). The results indicate a correlation between PsyCap and OCB, thus, the higher the employees? PsyCap, the higher their OCB."

"Tujuan penelitian ini adalah menganalisis pengaruh person organization fit terhadap organizational citizenship behavior. Person organization fit mengindikasikan bahwa individu meyakini bahwa nilai-nilai mereka sesuai dengan nilai-nilai perusahaan. Organizational citizenship behavior merupakan perilaku sukarela yang menguntungkan organisasi tetapi tidak secara langsung diakui oleh sistem formal reward. Penelitian ini menggunakan pendekatan kuantitatif dan pengumpulan data dalam penelitian ini menggunakan survei dengan sampel berjumlah 81 karyawan tetap kantor pusat PT Angkasa Pura II (Persero). Analisis korelasi dan regresi digunakan untuk menganalisis data. Hasil penelitian menunjukkan bahwa terdapat kekuatan hubungan antar variabel pada penelitian ini adalah kuat dengan angka koefisien sebesar 0,715. Person organization fit karyawan ditemukan mempengaruhi organizational citizenship behavior sebesar 51,2% dan 48.8% dipengaruhi oleh faktor lain. Dalam pembahasan juga terdapat implikasi serta saran untuk penelitian selanjutnya.

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The aim of this study was to analyze the effect of person organization fit on organizational citizenship behavior. Person organization fit indicates that individuals believe their values are compatible with values of the organization. Organizational citizenship behavior is individual voluntary behaviors that are beneficial to the organization but not directly recognized by the formal reward system.

This research applied quantitative approach and data were collected through conducting a survey on 81 permanent employees at PT Angkasa Pura II (Persero) head office. Correlation and regression analyses were used to analyse data.

The result revealed strong relationship between variables with coefficient of 0.715. Person organization fit found to affect organizational citizenship behavior equal to 51.2% and the residual equal to 48.8% affected by other factors. The result and implications of the study are discussed and recommendations for future research are addressed."

"Penelitian ditujukan untuk melihat hubungan antara iklim organisasi dan kebosanan kerja pada karyawan bank syariah. Pengukuran persepsi iklim organisasi dilakukan dengan menggunakan alat ukur Organizational Climate Questionnaire OCQ dengan nilai reliabilitas sebesar 0,77. Pengukuran kebosanan kerja dilakukan dengan menggunakan alat ukur Dutch Boredom Scales DUBS dengan nilai reliabilitas sebesar 0,86. Kedua alat ukur diberikan kepada 93 partisipan yang merupakan karyawan bank syariah pada bank yang sama. Hasil penghitungan menggunakan korelasi pearson menunjukkan bahwa iklim organisasi memiliki hubungan negatif yang signifikan r= - 0,31, p

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The aim of this research is to test the relationship between organizational climate and job boredom on Islamic bank employees. Perception of organizational climate was measured with Organizational Climate Questionnaire OCQ with reliability coefficient 0,77. Measurement of job boredom conducted with Dutch Boredom Scales DUBS with reliability coefficient 0,86. Both scales are administrated to 93 Islamic bank employess in the same bank. The result showed that organizational climate which is analyzed with Pearson Correlation had negative significant relationship with job boredom on employees r 0,31, p 0.01 . This research also analyzed demographical factors with independent sample t test and one way anova. Result showed that demographical factor including gender and educational level didn't differ significantly on both variables. Other demographical factors such as age also didn't differ significantly by mean on job boredom. Demographical factors such as length of time working and position on organizational climate also showed had no significant differences by its mean."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui perbedaan organizational citizenship behavior antara Generasi X dan Y sebagai generasi yang paling banyak ditemui di dunia kerja saat ini. Menurut Organ (dalam Podsakoff, MacKenzie, Moorman, & Fetter, 1990) organizational citizenship behavior adalah tingkah laku sukarela individu yang mendukung efektivitas perusahaan namun tidak diakui secara eskplisit dalam sistem pemberian reward yang formal. Konstruk ini memiliki lima dimensi, yaitu: altruism, civic virtue, conscientiousness, courtesy dan sportmanship. Data diperoleh dari 212 responden (127 orang Generasi X dan 85 orang Generasi Y) yang mengisi Organizational Citizenship Behavior Scale. Hasil perhitungan statistik dengan teknik independent sample t-test menunjukan bahwa skor dimensi consciencetiousness lebih tinggi secara signifikan pada Generasi X (M = 5,70, SD = 0,87) dibandingkan dengan Generasi Y (M = 3,55, SD = 0,89), t(210) = 17,339, p < 0,05, d = 1,10. Penelitian selanjutnya harus menelaah kembali dimensi organizational citizenship behavior yang sesuai dengan budaya Indonesia.

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ABSTRACTThis study aims to determine the differencess on organizational citizenship behavior between Generation X and Generation Y, as the biggest generation in workplace now. Theorically, Organ (in Podsakoff, MacKenzie, Moorman, & Fetter, 1990) defines organizational citizenship behavior as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. This construct has five dimensions: altruism, civic virtue, conscientiousness, courtesy and sportmanship. There are 212 respondens (85 of Generation X and 127 of Generation Y) that filled out Organizational Citizenship Behavior Scale. Independent sample t-test result indicated that Generation X employees had significantly higher score (M = 5,70, SD = 0,87) than Generation Y employees (M = 3,55, SD = 0,89) in conscientiousness, t(210) = 17,339, p < 0,05, d = 1,10. Future study should examine culturaly suitable dimensions of organizational citizenship behavior in Indonesia."

"Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja dan organizational citizenship behavior terhadap kinerja karyawan pada The Indonesian Capital Market Institue TICMI . Pendekatan penelitian ini menggunakan pendekatan metode campuran dengan jenis metode campuran sekuensial eksplanatori. Pendekatan penelitian ini melibatkan dua fase, fase kuantitatif dengan menyebarkan kuesioner dan fase kualitatif dengan wawancara. Sampel yang diambil adalah total sampel, yaitu karyawan The Indonesian Capital Market Institute yang berjumlah 30 responden. Teknik analisis yang digunakan adalah regresi linier berganda. Hasil penelitian menunjukkan bahwa kepuasan kerja tidak berpengaruh secara signifikan terhadap kinerja karyawan, organizational citizenship behavior berpengaruh secara signifikan terhadap kinerja karyawan, dan kepuasan kerja dan organizational citizenship behavior secara simultan berpengaruh terhadap kinerja karyawan The Indonesian Capital Market Institute.

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The research aims to analyse the effect of job satisfaction and organizational citizenship behavior on employee performance in The Indonesian Capital Market Institute TICMI . This research approach used mixed method approach with type explanatory sequential mixed method. This research approach involves two phases, the first phase quantitative with survey using questionnaires and the second phase qualitative with interview method. The survey with total sampling, all employee in The Indonesia Capital Market Institute which amounts to 30 respondent. Data analysis techniques used in this study is multiple linier regression.

The results showed that job satisfaction don rsquo t have significant effect to employee performance. Organizational citizenship behavior have effect is significant to employee performance, and job satisfaction and organizational citizenship behavior simultaneously and significant in improving the employee performance at The Indonesian Capital Market Institute. "

"Penelitian ini menganalisis pengaruh kepribadian dan iklim organisasi terhadap organizational citizenship behavior pada organisasi JOB XYZ. Metode penelitian yang digunakan adalah kuantitatif dengan menyebarkan kuesioner kepada 178 sampel pada JOB XYZ. Sampel didapatkan dengan menggunakan probability sampling yaitu proportionate stratified random sampling untuk mendapatkan proporsi responden dari PT X, PT Y dan JOB XYZ hire. Penelitian ini mengukur organizational citizenship behavior menggunakan Organizational Citizenship Behavior Scale (Podsakof, 2000), kepribadian diukur berdasarkan skala Five Factor Personality Scale (Goldberg, 1999), iklim organisasi diukur menggunakan Organizational Climate Scale (Litwin & Stinger, 1968). Analisis data menggunakan uji asumsi klasik yaitu uji normalitas, heterokesdatisitas dan multikolaritas kemudian menggunakan inferential multiple regression. Penelitian ini menemukan bahwa kepribadian memiliki pengaruh signifikan terhadap OCB karyawan. Begitu juga halnya iklim organisasi yang memiliki pengaruh signifikan terhadap OCB karyawan.

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This study describes about the influence of personality and organizational climate related to organizational citizenship behavior JOB organization XYZ. This study used a quantitative approach by distributing questionnaires to 178 samples at XYZ JOB. Samples of this study obtained by using probability sampling that is proportionate stratified random sampling to achieve the proportion of respondents from PT X, Y and JOB PT XYZ. This study measured the Organizational Citizenship Behavior by using Organizational Citizenship Behavior Scale (Podsakof, 2000), personality measured by the scale of the Five Factor Personality Scale (Goldberg, 1999), organizational climate is measured by using the Organizational Climate Scale (Litwin and Stinger, 1968). The data is analyzed by using the classical assumption of normality test, heteroskedastic and multicorrelation then using inferential multiple regression. This study found that the personality has significant influence to the OCB of employees. Moreover, the organizational climate has significant influence to the OCB of employees as well."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue.

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This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire.

The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."

"Penelitan ini bertujuan untuk mengetahui adanya pengaruh peningkatan kualitas hubungan atasan - bawahan terhadap perilaku kewarganegaraan organisasi di PT LH. Berdasarkan data awal berupa Interview, FGD dan kuesioner diagnosa organisasi (ODQ), menunjukkan bahwa perilaku kewarganegaraan organisasi di PT LH masih perlu ditingkatkan. Kualitas hubungan antara atasan dan bawahan diduga berpengaruh terhadap perilaku kewarganegaraan organisasi. Hal ini dibuktikan dengan mengukur pengaruh kualitas hubungan atasan - bawahan terhadap perilaku kewarganegaraan organisasi. Kualitas hubungan atasanbawahan diukur dengan menggunakan kuesioner LMX-MDM dari Liden & Maslyn (1998) yang telah diadaptasi oleh Radikun (2010). Kuesioner kualitas hubungan atasan-bawahan ini terdiri dari 11 item (α=0,877). Sementara kuesioner perilaku kewarganegaraan organisasi menggunakan kuesioner dari Organ (1988) yang terdiri dari 18 item (α = 0,812). Hasil perhitungan uji regresi pada 40 responden memperoleh hasil R2 =0,117 (p<0,05) yang berarti kualitas hubungan atasan-bawahan mempengaruhi perilaku kewarganegaraan organisasi sebesar 11,7%. Dari keempat dimensi kualitas hubungan atasan-bawahan, dimensi kontribusi yang memiliki sumbangan paling besar terhadap perilaku kewarganegaraan organisasi. Berdasarkan hasil tersebut, maka dilakukan intervensi untuk meningkatkan kualitas hubungan ataan-bawahan, khususnya dimensi kontribusi yang diharapkan dapat meningkatkan perilaku kewarganegaraan organisasi. Intervensi yang dilakukan berupa pelatihan effective coaching kepada para manajer di PT LH.

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This study aims to investigate the effect of improving leader member exchange to organizational citizenship behavior in PT. LH. Based on initial data from Interview, focus group discussions, and organizational Diagnosis Questionnaire (ODQ), the researcher found that organizational citizenship behavior in PT.LH still need improvement. Low quality of the leader member exchange are assumed to affect organizational citizenship behavior. This is evidenced by measuring the effect of leader member exchange to organizational citizenship behavior. Leader-Member Exchange was measured using LMX-MDM from Liden & Maslyn (1998) which has been adapted by Radikun (2010). LMX-MDM is consists of 11 items (α = 0.877). While organizational citizenship behavior measured by using a questionnaire from Organ (1988) which consists of 18 items (α = 0.812). The results of calculations using simple regression from 40 respondents showed R2 = 0.117 (p <0.05), which means the quality of LMX affects organizational citizenship behavior at 11.7%. Among four dimensions of LMX, contribution has the most influence and significant impact on organizational citizenship behavior. Based on these result, the intervention in this study was designed to increase leader member exchange, particularly contribution dimension in other to increase the organizational citizenship behavior of employees. Researcher then implemented effective coaching training towards manager in PT LH."