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"ABSTRAKTujuan dari penelitian ini adalah untuk menguji peran perceived insider statusdalam memediasi pengaruh antara participative decision making serta perceived organizational support dengan organizational citizenship behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan kuesioner yang diberikan kepada 179 orang karyawan dari PT XYZ, sebuah perusahaan yang bergerak di industri kimia yang berlokasi di Banten, Indonesia. Setelah mengkonfirmasikan reliabilitas dan validitas alat ukur, pemodelan persamaan struktural dilakukan untuk memeriksa pengaruh yang dihipotesiskan. Temuan utama dalam penelitian ini adalah: perceived organizational support memediasi parsial pengaruh participative decision makingterhadap perceived insider status, perceived insider status memediasi parsial pengaruh participative decision making serta memediasi penuh pengaruh perceived organizational support terhadap organizational citizenship behavior, danparticipative decision making memiliki pengaruh positif serta perceived organizational support tidak memiliki pengaruh signifikan terhadap organizational citizenship behavior. Studi ini memperkuat pada literatur yang sudah ada tentang bagaimana mekanisme internalisasi partisipasi dalam pengambilan keputusan terhadap perilaku kerja.

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ABSTRACT The purpose of this study is to examine the roles of perceived insider status in mediating the relationship between participative decision making, perceived organizational support, and organizational citizenship behavior. Data were collected with survey questionnaires that were self administered to a sample of 179 employees from chemical industry company in Banten, Indonesia. After confirming the reliability and validity of the measurements, we conducted structural equation modeling to examine the hypothesized relationships. The main finding were perceived organizational support partially mediate the positive relationship between participative decision making and perceived insider status, perceived insider status partially mediate the relationship between participative decision making and organizational citizenship behavior, and perceived insider status fully mediate the relationship between perceived organizational support and organizational citizenship behavior. This study adds to the existing literature by showing the mechanism of how participative decision making will relate to discretionary behavior."

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

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This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"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."

"Seiring berjalannya waktu, urgensi praktik knowledge sharing dalam organisasi menjadi semakin meningkat. Penelitian ini bertujuan untuk menganalisis peran dari perceived organizational support, servant leadership, dan organizational citizenship behavior sebagai anteseden dari knowledge sharing. Data penelitian ini diperoleh dari 225 pegawai sektor publik di Indonesia yang melakukan pengisian kuesioner secara online. Hasil pengujian dengan metode structural equation modeling menunjukkan bahwa organizational citizenship behavior berpengaruh positif signifikan terhadap knowledge sharing sekaligus memediasi penuh pengaruh perceived organizational support dan servant leadership terhadap knowledge sharing. Namun, tidak ditemukan adanya pengaruh langsung yang signifikan antara perceived organizational support dan servant leadership terhadap knowledge sharing. Hasil penelitian ini melengkapi konsep anteseden knowledge sharing serta berkontribusi dalam menambah hasil penelitian atas dampak organizational citizenship behavior di sektor publik.

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Over time, the urgency of knowledge sharing practices in organizations is increasing. This study aims to assess the role of perceived organizational support, servant leadership, and organizational citizenship behavior as the antecedents of knowledge sharing. The data were collected via an online questionnaire from 225 public sector employees in Indonesia. Structural equation modeling results indicate that organizational citizenship behavior had a significant positive effect on knowledge sharing while also fully mediated perceived organizational support and servant leadership’s effect on knowledge sharing. However, no significant direct effect was found between perceived organizational support and servant leadership on knowledge sharing. This paper's findings contribute to the establishment of knowledge sharing’s antecedents concept, especially in the public sector. Furthermore, this paper responds to the call for additional research concerning the consequences of organizational citizenship behavior in the public sector."

"Untuk dapat bertahan, organisasi bukan hanya membutuhkan karyawan berkinerja, tetapi karyawan yang memiliki sikap Organizational Citizenship Behavior. Banyak faktor yang mempengaruhi dan meningkatkan sikap Organizational Citizenship Behavior diantaranya adalah Appreciative Leadership, Organizational Climate dan Perceived Organizational Support. Tujuan penelitian ini adalah menjelaskan pengaruh Appreciative Leadership terhadap Organizational Citizenship Behavior, menjelaskan pengaruh Appreciative Leadership terhadap Organizational Climate, menjelaskan pengaruh Appreciative Leadership terhadap Perceived Organizational Support, menjelaskan pengaruh Organization Climate terhadap Organizational Citizenship Behavior dan menjelaskan pengaruh Perceived Organizational Support terhadap Organizational Citizenship Behavior. Pendekatan penelitian ini adalah penelitian kuantitatif. Responden penelitian ini adalah pegawai di Fakultas Kedokteran Universitas Indonesia. Data dikumpulkan melalui kuesioner kepada 245 pegawai di Fakultas Kedokteran Universitas Indonesia. Analisis pengolahan data menggunakan pendekatan Structural Equation Modelling SEM , melalui perangkat lunak SmartPLS 3. Hasil penelitian menunjukan bahwa Appreciative Leadership berpengaruh terhadap Organizational Climate dan Perceived Organizational Support dan Organization Climate berpengaruh terhadap Organizational Citizenship Behavior. Sedangkan Appreciative Leadership terhadap Organizational Citizenship Behavior tidak memiliki pengaruh dan Perceived Organizational Support juga tidak memiliki pengaruh terhadap Organizational Citizenship Behavior. Apabila melalui mediasi Organizational Climate pengaruh tidak langsung , Appreciative Leadership berpengaruh terhadap Organizational Citizenship Behavior.

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To survive, the organization not only requires employees to perform, but employees who have an attitude Organizational Citizenship Behavior. Many factors that influence and improve the attitude of Organizational Citizenship Behavior include Appreciative Leadership, Organizational Climate and Perceived Organizational Support.

The purpose of this study is to explain the effect of Appreciative Leadership on Organizational Citizenship Behavior, to explain the effect of Appreciative Leadership on Organizational Climate, to explain the effect of Appreciative Leadership on Perceived Organizational Support, to explain the effect of Organization Climate on Organizational Citizenship Behavior and to explain the effect of Perceived Organizational Support to Organizational Citizenship Behavior.

The approach of this research is quantitative research. Respondents of this research are employees at the Faculty of Medicine, University of Indonesia. Data were collected through questionnaires to 245 employees at the Faculty of Medicine, University of Indonesia. Analysis of data processing using Structural Equation Modeling SEM approach, through SmartPLS 3 software.

The results showed that Appreciative Leadership has an effect on Organizational Climate and Perceived Organizational Support and Organization Climate influencing Organizational Citizenship Behavior. While Appreciative Leadership on Organizational Citizenship Behavior has no influence and Perceived Organizational Support also has no effect on Organizational Citizenship Behavior. If through mediation Organizational Climate indirect influence , Appreciative Leadership effect on Organizational Citizenship Behavior. "

"Penelitian ini mengusulkan bahwa karyawan membentuk persepsi dukungan organisasi yang memberikan pengaruh terhadap organizational citizenship behavior dan intensi keluar melalui kepercayaan organisasi dan kepuasan organisasi. Hipotesis diuji menggunakan data yang didapatkan dari 126 karyawan sebuah perusahaan swasta melalui penyebaran kuesioner secara langsung. Hasil penelitian yang didapatkan dengan structural equation modeling menunjukkan bahwa persepsi dukungan organisasi memiliki pengaruh positif yang signifikan terhadap kepercayaan organisasi dan kepuasan organisasi, kepercayaan organisasi memiliki pengaruh positif yang signifikan terhadap kepuasan organisasi, dan kepuasan organisasi memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior (OCB) dan pengaruh negatif yang signifikan terhadap intensi keluar. Namun berbeda dengan penelitian terdahulu, persepsi dukungan organisasi tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar dan pengaruh positif terhadap OCB, dan OCB tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar.

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This study suggests that employees develop perceived organizational support which affects organizational citizenship behavior and intention to leave through organizational trust and organizational satisfaction. Hypotheses were tested with data collected from 126 employees in a privately held company by survey. The results obtained using structural equation modeling show that perceived organizational support significantly and positively affects organizational trust and organizational satisfaction, organizational trust significantly and positively affects organizational satisfaction, and organizational satisfaction positively affects OCB and negatively affects intention to leave. Contrast to previous studies, the results show that perceived organizational support doesn`t have a negative effect on intention to leave and doesn`t have a positive effect on OCB, and OCB doesn`t have a negative effect on intention to leave."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari iklim organisasi, karakteristik pekerjaan dan rasa keterikatan pegawai di Lembaga XYZ DKI Jakarta terhadap organizational citizenship behavior (OCB). Data penelitian ini diambil dari 70 responden yang berstatus sebagai Pegawai Negeri Sipil (PNS) di lingkungan Lembaga XYZ DKI Jakarta. Analisis data menggunakan metode analisis regresi berganda dan General Linear Model. Hasil penelitian menunjukkan bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap perilaku OCB pegawai, sedangkan karakteristik pekerjaan dan keterikatan pegawai tidak memiliki pengaruh yang signifikan terhadap perilaku pegawai. Sedangkan apabila dilihat dari pengaruh ketiga variabel bebas tersebut terhadap kelima dimensi OCB, maka diperoleh hasil bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap kelima dimensi OCB (Civic Virtue, Courtesy, Sportsmanship, Conscientiousness, dan Altruism), adapun karakteristik pekerjaan hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship, dan employee engagement juga hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship.

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The purpose of this research is to analyze the influence of organizational climate, job characteristics, and employee engagement toward organizational citizenship behavior at BPN DKI Jakarta Regional Office. Data was taken from 70 respondents. Data analysis is conducted using multiple regression analysis and General Linear Model. Results show that there is a significant influence of organizational climate on employee's organizational citizenship behavior, whereas job characteristics and employee engagement does not have a significant influence on employee's organizational citizenship behavior. In addition, if we see from the influence of these three independent variables towards each dimension of OCB, so we find that organizational climate has a significant influence towards civic virtue, courtesy, sportsmanship, conscientiousness, and altruism, whereas job characteristics is only has a significant influence towards courtesy and sportsmanship, and also employee engagement which only has a significant influence towards courtesy and sportsmanship."

"Turnover menjadi suatu permasalahan yang sering dihadapi oleh manajemen di beberapa perusahaan. Employer attractiveness dapat menjadi strategi yang tepat untuk mengurangi turnover intention karyawan. Selain itu, organizational commitment sebagi faktor siginifikan yang dapat mempengaruhi turnover intention diajukan sebagai variabel mediasi pada penelitian ini. Penelitian ini bertujuan untuk menganlisis peran organizational commitment dalam memediasi pengaruh employer attractiveness terhadap turnover intention karyawan tetap head office PT Bintang Toedjoe. Penelitian ini menggunakan pendekatan penelitian kuantitatif dengan teknik pengumpulan data melalui survei, menyebarkan kuesioner pada 120 responden sesuai kriteria sampel. Teknik penarikan sampel yang digunakan adalah total sampling.Hasil penelitian memperlihatkan terdapat hubungan yang negatif signfikan antara employer attractivenessterhadap turnover intention, dan organizational commitment terhadap turnover intention, serta hubungan yang positif signifikan antara employer attractiveness terhadap organizational commitment. Lebih lanjut, hasil penelitian juga menunjukan bahwa organizational commitment memediasi secara penuh pengaruh employer attractivenessterhadap turnover intention karyawan tetap head office PT Bintang Toedjoe

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Turnover has been a problem that faced by management in several companies. Employer attractiveness can be the right strategy to reduce employee turnover intention. In addition, organizational commitment as a significant factor that can influence turnover intention is proposed as a mediating variable in this study. This study aims to analyze the role of organizational commitment in mediating the effects of employer attractiveness on turnover intention study on PT Bintang Toedjoe head office permanent employees. Researcher use quantitative approach and collect the data through surveys by distributing questionnaires to 120 respondents according to the sample criteria. The sampling technique of this study is total sampling.The results show that there are a significantly negative effects of employer attractiveness on turnover intention and organizational commitment on turnover intention, and also there is a significantly positive effects of employer attractiveness on organizational commitment. Furthermore, the result also shows that organizational commitment fully mediates the effects of employer attractiveness on turnover intention of PT Bintang Toedjoe head office's permanent employees."

"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."