The influence of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) on Employees of the Production Weaving Department of PT. XYZ
DOI:
https://doi.org/10.24256/kharaj.v8i3.12494Keywords:
Satisfaction Work; Commitment Organization; Behavior Organizational Citizenship; Human Resource Management; Industry Textiles.Abstract
Human resources are an important asset that determines an organization's success in achieving its goals. In today's increasingly competitive business environment, organizations are not only required to have employees who carry out their formal duties effectively, but also employees who are willing to exhibit behavior outside of the role known as Organizational Citizenship Behavior (OCB). OCB refers to voluntary behavior that goes beyond formal job requirements and contributes positively to the effectiveness of the organization. However, the emergence of OCB is influenced by a variety of factors, specifically job satisfaction and organizational commitment. PT. XYZ, one of the textile manufacturing companies in Indonesia, still faces several organizational problems, including employee delays, absenteeism, and disciplinary violations, which have the potential to indicate a low OCB level among employees.
This study aims to analyze the influence of job satisfaction and organizational commitment on Organizational Citizenship Behavior (OCB) in employees of the Production Weaving Department of PT. XYZ, both partially and simultaneously. This study uses a quantitative approach with a descriptive-associative research method. Primary data was collected through a questionnaire distributed to employees of the Production Weaving Department as many as 50 respondents. The data collected was analyzed using multiple linear regression analysis, correlation analysis, determination coefficients, and hypothesis testing through t-tests and F-tests. The results of the study showed that job satisfaction had a positive influence on Organizational Civic Behavior. Organizational commitment also had an influence on Organizational Civic Behavior. Simultaneously, job satisfaction and organizational commitment significantly affected Organizational Civic Behavior among Production Weaving Department Employees at PT. XYZ. These findings imply that increased employee job satisfaction and strengthening organizational commitment can encourage employees to exhibit higher levels of extra-role behaviors that support organizational effectiveness.
This study contributes to the development of the human resource management literature, particularly regarding the determinants of Organizational Civic Behavior in the manufacturing industry. The findings are expected to provide practical implications for company management in formulating strategies to improve employee satisfaction, strengthen organizational commitment, and encourage positive organizational behavior.
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