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"Studi organisasi yang dilakukan pada pekerja kerah biru masih terbatas, namun mayoritas pekerja di Indonesia kerah biru. Tujuan dari penelitian ini adalah untuk meneliti pekerja kerah biru di Indonesia dan apakah mereka mampu mencapai Organizational Citizenship Behaviour (OCB). Secara khusus, penelitian ini bertujuan untuk menguji peran tiga anteseden terhadap OCB yakni, Authentic Leadership, Organizational Culture dan Job Crafting. Data dikumpulkan dari pekerja kerah biru di industri pengisian dan distribusi LPG (Liquid Petroleum Gas); 82 total responden terkumpul. Data diproses dengan SmartPLS 3.2.8 untuk Partial Least Square Path Modeling (PLS-PM). Temuan menunjukkan bahwa Authentic Leadership memiliki pengaruh positif pada Job Crafting, yang kemudian memiliki pengaruh positif pada OCB. Oleh karena itu, Job Crafting dianggap sebagai variabel mediasi antara Authentic Leadership dan Job Crafting. Melalui OCAI di mana tipe Organizational Culture diidentifikasi, hanya satu dari empat jenis budaya, (Market culture type) yang ditemukan memiliki pengaruh positif yang signifikan terhadap Job Crafting. Implikasi dan saran berdasarkan temuan ini dibahas di akhir artikel.

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Organizational studies done on blue-collar workers are sparse, yet the majority of workers in Indonesia are blue- collar. The purpose of this study is to examine Indonesian blue-collar workers and whether or not they are able to achieve Organizational Citizenship Behaviour (OCB). Specifically, this research aims to examine the roles of three antecedents to OCB, which are Authentic Leadership, Organizational Culture and Job Crafting. The data was collected from blue-collar workers in the LPG (Liquid Petroleum Gas) filling and distribution industry; a total of 82 responses were collected. The data was processed with SmartPLS 3.2.8 for Partial Least Square Path Modelling (PLS-PM).

The findings show that Authentic Leadership has a positive influence on Job Crafting, which then has a positive influence on OCB. Hence, Job Crafting is considered a mediating variable between Authentic Leadership and Job Crafting. Through the OCAI where organizational culture types are identified, only one out of the four culture types, (Market culture type) was found to have a significant positive influence on Job Crafting. Implications and suggestions based on these findings are discussed at the end of the article. "

"Persaingan yang semakin ketat dalam dunia bisnis mendorong perusahaan untuk mempertahankan karyawan yang memiliki kinerja tinggi sebagai strategi untuk bertahan di tengah kondisi yang berubah dengan cepat. Karyawan yang menunjukkan perilaku Organizational Citizenship Behavior (OCB) dianggap menjadi aset berharga karena berkontribusi pada kesuksesan perusahaan. Salah satu variabel yang berkorelasi positif secara signifikan dengan OCB yaitu authentic leadership, tetapi hubungannya lemah sehingga perlu dieksplorasi lebih jauh terkait dinamika hubungan antarvariabel. Penelitian ini bertujuan melihat peran organizational identification sebagai mediator dalam hubungan antara authentic leadership dan OCB pada karyawan di Indonesia. Sebanyak 111 karyawan terlibat sebagai partisipan dalam penelitian ini. Alat ukur yang digunakan yaitu Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, dan Organizational Identification Scale (OIS). Hasil analisis mediasi ​​menggunakan PROCESS macro SPSS v.27. menunjukkan bahwa organizational identification tidak memediasi hubungan antara authentic leadership dan OCB. Dengan kata lain, hipotesis penelitian tidak terbukti karena organizational identification tidak dapat memperkuat hubungan antara authentic leadership dan OCB. Penelitian ini mengimplikasikan bahwa perusahaan perlu merancang pelatihan authentic leadership dan menciptakan lingkungan yang mendukung organizational identification untuk meningkatkan OCB karyawan.

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The increasingly competitive business environment drives companies to retain high-performing employees as a strategy to survive amidst rapidly changing conditions. Employees demonstrating Organizational Citizenship Behavior (OCB) are considered valuable assets as they contribute to the company's success. One variable that shows a significant positive correlation with OCB is authentic leadership, although the relationship is weak, indicating the need for further exploration of the dynamics between these variables. This study aims to examine the role of organizational identification as a mediator in the relationship between authentic leadership and OCB among employees in Indonesia. A total of 111 employees participated in this study. The measurement tools used were the Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, and Organizational Identification Scale (OIS). The results of the mediation analysis using the PROCESS macro in SPSS v.27 showed that organizational identification did not mediate the relationship between authentic leadership and OCB. In conclusion, the research hypothesis is not supported, as organizational identification does not strengthen the relationship between authentic leadership and OCB. The findings suggest that organizations should develop authentic leadership training programs and create an environment that supports organizational identification to improve employee OCB."

"Tujuan penelitian ini adalah untuk mengetahui peran psychological capital pada pengaruh gaya kepemimpinan authentic dan dukungan organisasi yang didapatkan oleh karyawan terhadap perilaku organizational citizenship behavior yang dimiliki oleh karyawan. Karyawan yang telah bekerja minimal satu tahun dalam sektor swasta dalam pekerjaan menunjukkan perilaku organizational citizenship behavior dikarenakan memiliki persepsi diperlakukan tidak sesuai dengan yang diharapkan organisasi. Semakin menonjolnya perubahan sifat pekerjaan yang dilakukan menunjukkan bahwa hal tersebut mungkin tidak cukup untuk mendeteksi dampak dari hubungan kerja yang dirasakan karyawan terhadap organisasi. Melalui hubungan karyawan dengan atasan dan dukungan organisasi yang dirasakan. Namun saja tidak cukup karena setiap karyawan juga harus memiliki motivasi intrinsik yang kuat, komitmen yang tinggi terhadap organisasi, dan kemampuan untuk mengatasi tantangan yang dihadapi di tempat kerja. Oleh karena itu tujuan dari penelitian ini adalah untuk mengetahui lebih lanjut dari peran psychological capital sebagai mediasi pada hubungan antara gaya kepemimpinan dan dukungan organisasi melalui gaya kepemimpinan authentic leadership dan perceived organizational support terhadap perilaku terhadap perilaku organizational citizenship behavior. Penelitian ini menggunakan metode SEM dengan 275 sampel yang merupakan karyawan tetap pada sektor swasta sampel dan data dikumpulkan melalui google form. Penelitian ini diolah menggunakan software smartPLS4. Hasil analisis menunjukkan bahwa psychological memediasi sebagian besar hubungan antara authentic leadership dan perceived organizational support dengan organizational citizenship behavior. Penelitian ini memberikan kontribusi penting dalam memperdalam pemahaman tentang faktor-faktor yang mempengaruhi organizational citizenship behavior serta implikasinya bagi manajemen sumber daya manusia.

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The purpose of this research is to determine the role of psychological capital on the influence of authentic leadership style and organizational support obtained by employees on organizational citizenship behavior possessed by employees. Employees who have worked for at least one year in the private sector at work show organizational citizenship behavior because they have the perception that they are treated not by the expectations of the organization. The increasing prominence of changes in the nature of work performed suggests that it may not be sufficient to detect the impact of employees' perceived employment relationships on the organization. Through employee relationships with superiors and perceived organizational support. However, this alone is not enough because every employee must also have strong intrinsic motivation, high commitment to the organization, and the ability to overcome the challenges faced in the workplace. Therefore, the aim of this research is to find out more about the role of psychological capital as a mediator in the relationship between leadership style and organizational support through authentic leadership style and perceived organizational support on organizational citizenship behavior. This research used the SEM method with 275 samples who were permanent employees in the private sector and data was collected via Google form. This research was processed using smartPLS4 software. The results of the analysis show that psychology mediates most of the relationship between authentic leadership and perceived organizational support and organizational citizenship behavior. This research provides an important contribution in deepening understanding of the factors that influence organizational citizenship behavior and its implications for human

resource management."

"Keberhasilan perusahaan bergantung pada kinerja SDM yang berjalan semaksimal mungkin, dimana diharapkan pegawai tidak hanya memenuhi tanggung jawab utama (in-role) namun juga bersedia melakukan bagian pekerjaan yang diluar dari kewajiban mereka (extra role). Berdasarkan penelitian terdahulu, terdapat hubungan antara OCB dan authentic leadership dengan korelasi yang rendah sehingga dapat dieksplorasi hubungan kedua variabel ini dengan adanya mediator serta terdapat perbedaan budaya antara Korea Selatan dan Indonesia. Pegawai dengan OCB tinggi dapat meningkatkan produktivitas perusahaan. Penelitian ini ingin mengetahui apakah terdapat peran mediasi identification with the supervisor pada hubungan authentic leadership untuk meningkatkan OCB pada pekerja di Indonesia (N=111). Hasil analisis mediasi PROCESS macro SPSS versi 21, ditemukan bahwa terdapat pengaruh langsung yang tidak signifikan antara authentic leadership dan OCB (c’ = .1003, t(111)= .0512, p > .05) dan terdapat pengaruh tidak langsung antara authentic leadership dan OCB yang melalui identification with the supervisor (ab= .0583). Maka disimpulkan bahwa identification with the supervisor memediasi penuh authentic leadership dan OCB. Penelitian ini dapat memberikan data bahwa perusahan perlu memperhatikan authentic leadership yang dapat membentuk identification with the supervisor dan meningkatkan OCB.

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The success of a company depends on the performance of the employee to the fullest extent possible, where employees are expected not only to fulfill their primary responsibilities (in-role) but also to be willing to perform task beyond their obligations (extra-role). High OCB can enhance the productivity of the company. Based on previous research, there is a low correlation between OCB and authentic leadership, indicating that variable can be explored with a mediator, and a cultural differences between South Korea and Indonesia. The research aims to explore the role of identification with the supervisor on the influence of authentic leadership in enhancing OCB among employees in Indonesia (N=111). The results of the mediation analysis using PROCESS macro SPSS version 21 revealed that there was a non-significant direct effect between authentic leadership and OCB (c’ = .1003, t(111) = .0512, p > .05), and there was an indirect effect between authentic leadership and OCB through identification with the supervisor (ab = .0583). Therefore, it is concluded that identification with the supervisor fully mediates authentic leadership and OCB. This research may provide evidence that companies need to pay attention to authentic leadership that can shape identification with the supervisor and enhance OCB."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh job crafting terhadap organizational citizenship behavior pada pegawai non medis di RS Kanker Dharmais Pusat Kanker Nasional Penelitian ini menggunakan desain penelitian deskriptif yang dilakukan satu kali dalam satu periode Metode pengumpulan data yang digunakan dalam penelitian ini adalah dengan menggunakan kuesioner Responden penelitian ini berjumlah 236 orang pegawai non medis Model penelitian dengan lima hipotesis diolah menggunakan analisis regresi sederhana dengan SPSS Statistical Program for Social Science 22 for Windows Dari hasil penelitian diketahui bahwa job crafting berpengaruh terhadap dimensi organizational citizenship behavior altruism courtesy sportmanship conscientiousness dan civic virtue

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ABSTRACTThe purpose of this study is to identify the effect job crafting against organizational citizenship behavior on non medical officer at Dharmais Cancer Hospital National Cancer Center This research uses descriptive design research conducted in one time period single cross sectional design Data collection method used in this research is by using a questionnaire Respondents of this study are 236 non medical employees The five hypotheses research model in this study are processed by using simple regression analysis with SPSS Statistical Program for Social Science 22 for Windows In this study it was revealed that job crafting effect on the dimensions of organizational citizenship behavior altruism courtesy sportmanship conscientiousness and civic virtue "

"Penelitian ini bertujuan untuk menjelaskan pengaruh Job Crafting terhadap Organizational Citizenship Behavior dengan Organizational Trust dan Person Job Fit sebagai Variabel Mediasi.  Organizational Citizenship Behavior sangat penting dimiliki karyawan demi peningkatan kinerja BPJS Ketenagakerjaan khususnya dalam menghadapi bonus demografi. Jumlah responden adalah sebanyak 137 karyawan tetap Kantor Pusat BPJS Ketenagakerjaan yang didapatkan dengan teknik non probability. Analisis data menggunakan analisis deskriptif dan inferensial. Analisis inferensial menggunakan simple linier regression dan hierarchical multiple regression. Hasil penelitian menemukan bahwa Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior. Job Crafting berpengaruh sedang menuju kuat terhadap Organizational Trust. Job Crafting berpengaruh sedang menuju kuat terhadap Person Job Fit. Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior dengan Organizational Trust sebagai variabel mediasi. Job Crafting berpengaruh sangat kuat terhadap Organizational Citizenship Behavior dengan Person Job Fit sebagai variabel mediasi.

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The aim of this study is to expain the influence of Job Crafting on Organizational Citizenship Behavior with Organizational Trust and Person Job Fit as Mediation Variable. Organizational Citizenship Behavior is very important for employees to improve the performance of BPJS Ketenagakerjaan, especially in the face of demographic bonuses. Total of respondents were 137 permanent employees of the Central Office of BPJS Ketenagakerjaan obtained with non-probability techniques. Data analysis uses descriptive and inferential analysis. Inferential analysis uses simple linier regression and hierarchical multiple regression. This results of the study found that Job Crafting has a strong towards very stong influence on Organizational Citizenship Behavior. Job Crafting has a moderate influence on Organizational Trust. Job Crafting has a moderate influence on Person Job Fit. Job Crafting has a strong towards very strong influence on Organizational Citizenship Behavior with Organizational Trust as mediation variable. Job Crafting has a very strong influence on Organizational Citizenship Behavior with Person Job Fit as mediation variable."

"Penelitian ini bertujuan mengidentifikasi hubungan antara kepuasan kerja, kepemimpinan transformasional dan budaya organisasi terhadap Organizational Citizenship Behavior (OCB). Metode yang dipakai dalam penelitian ini adalah kuantitatif dengan desain cross sectional melibatkan 69 staf pegawai di Pusat Pendidikan dan Pelatihan Tenaga Kesehatan dengan menggunakan sampel total sampling. Hasil analisis bivariat menggunakan analisis regresi linier.Hasil penelitian menunjukkan:1) kepuasan kerja, kepemimpinan transformasional dan budaya organisasi secara masing-masing memiliki hubungan yang positif dan signifikan terhadap Organizational Citizenship Behavior (OCB); 2) Kepuasan kerja, kepemimpinan transformasional dan budaya organisasi secara bersamasama diuji yang memiliki hubungan signifikan dan paling dominan mempengaruhi terjadinya Organizational Citizenship Behavior (OCB) adalah kepuasan kerja setelah dikontrol variabel kepemimpinan transformasional dan budaya organisasi.Peningkatan perilaku Organizational Citizenship Behavior (OCB) pegawai di Pusat Pendidikan dan Pelatihan Tenaga Kesehatan harus selalu ditingkatkan antara lain menciptakan dan meningkatkan unsur-unsur kepuasan kerja pegawai, kepemimpinan transformasional di antara para pimpinan dan staf serta menciptakan lingkungan budaya organisasi yang mendukung terjadinya perilaku Organizational Citizenship Behavior (OCB).

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This study aimed to identify the relationship between job satisfaction, transformational leadership and organizational culture on Organizational Citizenship Behavior (OCB). The method used in this research is quantitative with cross sectional design involving 69 staff employees in the Education and Training of Health Workers using total sample sampling. Results of bivariate analysis using linear regression analysis.

The results showed: 1) job satisfaction, transformational leadership and organizational culture each has positive and significant relationship to the Organizational Citizenship Behavior (OCB); 2) Job satisfaction, transformational leadership and organizational culture jointly tested that has a significant relationship and most dominant influence on the occurrence of Organizational Citizenship Behavior (OCB) is job satisfaction after the controlled variable transformational leadership and organizational culture.

Improved behavior of Organizational Citizenship Behavior (OCB ) employees in the Education and Training of Health Workers should be improved , among others, create and enhance elements of employee satisfaction , transformational leadership among the management and staff as well as creating an environment that supports the organizational culture Organizational Citizenship behavior behavior (OCB)."

"Penelitian ini bertujuan untuk menganalisis hubungan antara transformational leadership, affective commitment dan organizational citizenship behavior terhadap job performance pada karyawan yang bekerja di perusahaan retail. Penelitian ini, dengan pendekatan positivis, menggunakan metode kuantitatif untuk mengumpulkan data primer dan menerapkan teknik purposive sampling. Sampel yang digunakan dalam penelitian ini diperoleh melalui 380 karyawan dari sektor retail yang beroperasi di wilayah Jabodetabek. Dalam menguji hipotesis dan memahami hubungan antar variabel, pengelolaan data dilakukan menggunakan perangkat lunak Lisrel dengan metode Structural Equation Modeling (SEM). Dari hasil penelitian, ditemukan bahwa penerapan transformational leadership di tempat kerja berkontribusi langsung pada peningkatan komitmen dan mendukung timbulnya perilaku diskresioner karyawan. Namun, tidak ditemukan pengaruh langsung pada job performance. Perbedaan dalam konteks dan budaya merupakan beberapa faktor yang menjelaskan bagaimana transformational leadership memengaruhi job performance. Tujuan dari penelitian ini adalah untuk mengeksplorasi hubungan antara transformational leadership dan job performance dalam konteks perusahaan retail yang beroperasi di era digital. Penelitian ini juga mempertimbangkan peran affective commitment dalam menilai sejauh mana karyawan merasa terikat pada perusahaan serta organizational citizenship behavior sebagai indikator tingkat perilaku diskresioner yang dapat memberikan wawasan bagi manajemen sumber daya manusia di perusahaan maupun organisasi secara keseluruhan.

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This study aims to analyze the relationship between transformational leadership, affective commitment, and organizational citizenship behavior towards job performance among employees working in retail companies. This research, employing a positivist approach, utilizes quantitative methods to collect primary data and applies purposive sampling techniques. The sample for this study was obtained from 380 employees in the retail sector operating in the Jabodetabek area. In testing hypotheses and understanding the relationship between variables, data management is conducted using Lisrel software with Structural Equation Modeling (SEM) methodology. From the research findings, it is found that the implementation of transformational leadership in the workplace directly contributes to increased commitment and supports the emergence of discretionary behavior among employees. However, no direct influence is found on job performance. Differences in context and culture are some factors explaining how transformational leadership affects job performance. The aim of this study is to explore the relationship between transformational leadership and job performance in the context of retail companies in digital era. This research also considers the role of affective commitment in assessing the extent to which employees feel attached to the company and organizational citizenship behavior as an indicator of the level of discretionary behavior that can provide insights for human resource management in companies and organizations as a whole."

"Penelitian ini bertujuan untuk mengetahui pengaruh transformational leadership dan organizational learning culture terhadap job performance baik secara langsung maupun melalui peran mediasi job satisfaction. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan purposive sampling yaitu pekerja pada perusahaan manufaktur di DKI Jakarta. Penelitian ini mendapatkan responden sebanyak 268 orang pekerja pada perusahaan manufaktur di DKI Jakarta. Pengolahan data dilakukan dengan menggunakan software SPSS 24 dan Lisrel 8.80 untuk pengujian hipotesis menggunakan SEM. Temuan peneliti menunjukkan bahwa transformational leadership berpengaruh baik secara langsung maupun melalui peran mediasi job satisfaction terhadap job performance pada pekerja perusahaan manufaktur di DKI Jakarta. Tidak hanya itu, job satisfaction juga dapat memediasi hubungan antara organizational learning culture terhadap job performance. Penelitian ini memiliki sampel yang terlalu kecil untuk dapat merepresentasikan keseluruhan populasi dari pekerja pada perusahaan manufaktur di DKI Jakarta. Selain itu, tidak adanya pilihan jenjang jabatan dan domisili yang lebih spesifik pada kuesioner untuk dianalisis uji beda One-Way Anova yang menjadi keterbatasan dalam penelitian ini. Dengan penelitian ini, praktisi dapat menyadari bahwa peran kepemimpinan terutama kepemimpinan transformasional di dalam organisasi menjadi hal yang penting karena dapat berpengaruh pada tingkat kepuasan kerja dan kinerja pekerjaan. Tidak hanya itu, praktisi juga dapat memperhatikan budaya pembelajaran organisasi untuk terciptanya inovasi dan inisiatif pada organisasi yang nantinya akan berdampak pada kepuasan kerja serta kinerja pekerjaan.

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This study intends to investigate the effect of transformational leadership and organizational learning culture on job performance both directly and through the mediation role of job satisfaction. This research is quantitative research with a conclusive research design and using purposive sampling, namely workers in manufacturing companies in DKI Jakarta. This study obtained 268 respondents as workers in manufacturing companies in DKI Jakarta. Data processing was carried out using SPSS 24 and Lisrel 8.80 software for hypothesis testing using SEM. The findings of the researchers indicate that transformational leadership influences both directly and through the role of mediating job satisfaction on job performance in manufacturing company workers in DKI Jakarta. Not only that, job satisfaction can also mediate the relationship between organizational learning culture on job performance. This study has a sample that is too small to represent the entire population of workers in manufacturing companies in DKI Jakarta. In addition, there was no more specific choice of position and domicile in the questionnaire to be analyzed by the One-Way Anova test which was a limitation in this study. With this research, practitioners can realize that the role of leadership, especially transformational leadership in organizations is important because it can affect the level of job satisfaction and job performance. Not only that, practitioners can also pay attention to organizational learning culture to create innovations and initiatives in organizations that will later have an impact on job satisfaction and job performance."