PERAN KETERLIBATAN KERJA PADA PERILAKU ORGANIZATIONAL CITIZENSHIP BEHAVIOR PEGAWAI BNI KC SALATIGA
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Institusion
Sekolah Tinggi Ilmu Ekonomi Bank Bpd Jawa Tengah
Author
SUSANTO, EDI
Subject
H Social Sciences (General)
Datestamp
2024-02-28 03:38:46
Abstract :
The aim of the research is to analyze the influence of servant leadership, personal organizational fit, organizational culture and work involvement partially on organizational citizenship behavior; analyze the influence of servant leadership, person organizational fit, and partial organizational culture on work engagement; analyze the influence of servant leadership on organizational citizenship behavior, person organization fit on organizational citizenship behavior and organizational culture on organizational citizenship behavior through work engagement. The research population only included BNI KC Salatiga employees who had permanent employee status, namely 80 permanent employees (minus two employees, namely branch leaders and employees as appraisers). The sampling technique used saturation, that is, all members of the population were used as the sample area, so that the sample size was 80 permanent employees. The data analysis technique uses SEM-PLS with the SmartPLS analysis tool. The research results show that servant leadership and organizational culture partially have no effect on organizational citizenship behavior. Person organizational fit and work involvement partially have a significant positive effect on organizational citizenship behavior. Servant leadership, person organizational fit, and organizational culture partially have a significant positive effect on work engagement. Work involvement is unable to mediate the influence of servant leadership on organizational citizenship behavior. Work engagement is able to partially mediate the influence of organizational fit on organizational citizenship behavior and the influence of organizational culture on organizational citizenship behavior.
The aim of the research is to analyze the influence of servant leadership, personal organizational fit, organizational culture and work involvement partially on organizational citizenship behavior; analyze the influence of servant leadership, person organizational fit, and partial organizational culture on work engagement; analyze the influence of servant leadership on organizational citizenship behavior, person organization fit on organizational citizenship behavior and organizational culture on organizational citizenship behavior through work engagement. The research population only included BNI KC Salatiga employees who had permanent employee status, namely 80 permanent employees (minus two employees, namely branch leaders and employees as appraisers). The sampling technique used saturation, that is, all members of the population were used as the sample area, so that the sample size was 80 permanent employees. The data analysis technique uses SEM-PLS with the SmartPLS analysis tool. The research results show that servant leadership and organizational culture partially have no effect on organizational citizenship behavior. Person organizational fit and work involvement partially have a significant positive effect on organizational citizenship behavior. Servant leadership, person organizational fit, and organizational culture partially have a significant positive effect on work engagement. Work involvement is unable to mediate the influence of servant leadership on organizational citizenship behavior. Work engagement is able to partially mediate the influence of organizational fit on organizational citizenship behavior and the influence of organizational culture on organizational citizenship behavior.
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