The Effect Of Job Satisfaction And Organizational Commitment To Organizational Citizenship Behavior (OCB) On Employees Of PT. Palarudhibi Teguh Makmur Medan

The Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) to PT. Palarudhibi Teguh Makmur Medan

Introduction

Organizational Citizenship Behavior (OCB) is a crucial aspect of any organization, as it contributes to a positive work environment and helps achieve organizational goals. In the context of PT. Palarudhibi Teguh Makmur Medan, two main factors that affect OCB are job satisfaction and organizational commitment. When employees feel satisfied with their work, they tend to work more optimally and are willing to do additional tasks that are not covered in their job descriptions. Similarly, a high commitment to the organization makes employees try optimally to improve the company's progress, because they have strong confidence in the vision and mission of the organization.

The Importance of Organizational Citizenship Behavior (OCB)

OCB is a behavior that reflects the high initiative of individuals and sensitivity to the conditions of the organization. It is essential for a company because it creates a positive work environment and contributes to the achievement of organizational goals. In the context of PT. Palarudhibi Teguh Makmur Medan, OCB is crucial for the success of the organization. Employees who exhibit OCB behavior tend to be more proactive, ready to help colleagues, and strengthen interpersonal and collaboration relationships at work.

Research Purpose

This study aims to analyze the effect of job satisfaction and organizational commitment on OCB among PT. Palarudhibi Teguh Makmur employees. The influence between the two will be examined both partially and simultaneously to provide a clearer picture of the relationship.

Research Methodology

This study uses a quantitative approach with associative research methods. The sampling technique used is a saturated sample technique, where all employees who meet the criteria are used as respondents. In this study, 33 respondents were chosen to answer the questionnaire compiled based on the Likert scale, which measured the level of job satisfaction, organizational commitment, and their OCB behavior.

Data analysis was carried out through the instrument test to measure the validity and reliability of the questionnaire, followed by a classic assumption test. To test the proposed hypothesis, multiple linear regression analysis is used with the help of SPSS.

Research Result

The results showed that job satisfaction and organizational commitment had a significant influence, both partially and together, on OCB employees of PT. Palarudhibi Teguh Makmur with a contribution of 25.7%. This finding indicates that a high level of job satisfaction and organizational commitment can improve OCB behavior among employees. In other words, the higher the level of job satisfaction and commitment felt by employees, the higher the OCB behavior they show.

Additional Analysis

This finding is relevant to many previous studies that show that job satisfaction and organizational commitment play an important role in building OCB. Employees who are satisfied with their jobs tend to be more proactive and ready to help colleagues, who in turn strengthen interpersonal and collaboration relationships at work. Meanwhile, a strong organizational commitment makes employees feel that they have more responsibility for the success of the organization, encouraging them to take initiatives in doing things outside of their main tasks.

In the context of PT. Palarudhibi Teguh Makmur, steps to increase job satisfaction, such as giving awards, training, and career development, are very important. By implementing policies that encourage employee involvement, management can create an environment that supports OCB and, in the end, improving the company's overall performance.

Conclusion

This research confirms the importance of job satisfaction and organizational commitment in facilitating organizational citizenship behavior behavior in the workplace. Therefore, the management of PT. Palarudhibi Teguh Makmur needs to focus on developing strategies that can improve these two factors to achieve better results in employee performance and company success.

Recommendations

Based on the findings of this study, the following recommendations are made:

1. Improve job satisfaction: The management of PT. Palarudhibi Teguh Makmur should focus on improving job satisfaction among employees. This can be done by providing awards, training, and career development opportunities.
2. Increase organizational commitment: The management should also focus on increasing organizational commitment among employees. This can be done by implementing policies that encourage employee involvement and create a sense of responsibility for the success of the organization.
3. Create a positive work environment: The management should create a positive work environment that supports OCB. This can be done by implementing policies that encourage employee involvement and collaboration.
4. Monitor and evaluate employee performance: The management should monitor and evaluate employee performance regularly to ensure that employees are meeting their job expectations and exhibiting OCB behavior.

By implementing these recommendations, the management of PT. Palarudhibi Teguh Makmur can improve employee performance and company success.

Limitations of the Study

This study has several limitations. Firstly, the study only focused on PT. Palarudhibi Teguh Makmur employees and may not be generalizable to other organizations. Secondly, the study only used a quantitative approach and may not capture the nuances of OCB behavior. Finally, the study only examined the effect of job satisfaction and organizational commitment on OCB and may not have considered other factors that may influence OCB behavior.

Future Research Directions

Future research should focus on exploring the relationship between OCB and other factors, such as leadership style, organizational culture, and employee engagement. Additionally, future research should examine the impact of OCB on organizational performance and employee well-being.

Conclusion

In conclusion, this study confirms the importance of job satisfaction and organizational commitment in facilitating OCB behavior in the workplace. The findings of this study have implications for the management of PT. Palarudhibi Teguh Makmur and other organizations that seek to improve employee performance and company success.
Frequently Asked Questions (FAQs) about Organizational Citizenship Behavior (OCB)

Q: What is Organizational Citizenship Behavior (OCB)?

A: Organizational Citizenship Behavior (OCB) is a behavior that reflects the high initiative of individuals and sensitivity to the conditions of the organization. It is a behavior that goes beyond the minimum requirements of a job and contributes to the well-being of the organization.

Q: Why is OCB important?

A: OCB is important because it contributes to a positive work environment and helps achieve organizational goals. Employees who exhibit OCB behavior tend to be more proactive, ready to help colleagues, and strengthen interpersonal and collaboration relationships at work.

Q: What are the factors that influence OCB?

A: The factors that influence OCB include job satisfaction, organizational commitment, leadership style, organizational culture, and employee engagement.

Q: How can organizations encourage OCB?

A: Organizations can encourage OCB by implementing policies that encourage employee involvement, creating a positive work environment, and providing opportunities for growth and development.

Q: What are the benefits of OCB?

A: The benefits of OCB include improved employee performance, increased job satisfaction, and better organizational performance.

Q: Can OCB be measured?

A: Yes, OCB can be measured using various methods, including surveys, interviews, and observational studies.

Q: What are the challenges of implementing OCB?

A: The challenges of implementing OCB include resistance to change, lack of resources, and difficulty in measuring OCB.

Q: How can organizations overcome the challenges of implementing OCB?

A: Organizations can overcome the challenges of implementing OCB by providing training and development opportunities, creating a positive work environment, and providing resources and support.

Q: What is the relationship between OCB and employee engagement?

A: Employee engagement is a key factor that influences OCB. Employees who are engaged in their work are more likely to exhibit OCB behavior.

Q: Can OCB be developed?

A: Yes, OCB can be developed through training and development programs, coaching, and mentoring.

Q: What are the implications of OCB for organizational performance?

A: OCB has a positive impact on organizational performance, including improved productivity, better customer satisfaction, and increased employee retention.

Q: Can OCB be used as a predictor of employee performance?

A: Yes, OCB can be used as a predictor of employee performance. Employees who exhibit OCB behavior tend to perform better and have better job satisfaction.

Q: What are the future research directions for OCB?

A: Future research directions for OCB include exploring the relationship between OCB and other factors, such as leadership style, organizational culture, and employee engagement, and examining the impact of OCB on organizational performance and employee well-being.

Conclusion

In conclusion, OCB is a crucial aspect of any organization, and understanding its importance and factors that influence it can help organizations improve employee performance and company success. By implementing policies that encourage employee involvement, creating a positive work environment, and providing opportunities for growth and development, organizations can encourage OCB and reap its benefits.