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Proses pencarian dan keakuratan data secara cepat dan mudah akan menjadi masalah dalammenentukan suatu keputusan. Sistem pencarian data secara manual sering menjadi penyebab utama darikelambatan proses pencarian maupun ketidakakuratan data yang didapat. Hal ini disebabkan adanya“human error..” dalam melakukan pencatatan dan pencarian data, terutama ketika data yang tersediaberjumlah sangat besar. Masalahnya, pengguna sistem seringkali melakukan kesalahan dalam menuliskankeyword, terutama pada proses pencarian literatur berbahasa asing karena penulisan dan pengucapansebuah kata seringkali berbeda.  Kesalahan yang sering terjadi adalah pengguna sistem menuliskan katayang dicari sesuai dengan  bagaimana kata itu diucapkan dalam bahasa Indonesia. Metaphone Algorithmadalah algoritma yang dapat mengatasi perbedaan pengucapan dan penulisan sebuah kata.  Algoritma inidiungkapkan pertama kali oleh Lawrence Philips pada bulan Desember, 1990.  Algoritma ini dapatdigunakan sebagai salah satu alternatif dalam menyelesaikan masalah kesalahan ketik pada prosespencarian literatur di perpustakaan.

Organizational Citizenship Behavior (OCB) is improving organizational efficiency and effectiveness by contributing toward resource transformation, innovation and adaptation ability (Williams and Anderson, 1991). The number of employees in Poltekkes Surabaya who are divided into various divisions becomes a problem for human resources management. Therefore, Poltekkes Surabaya director’s managerial ability is greatly determined to organize human resources in order to create an effective and productive organization. In order to find out the relationship between job satisfaction and organizational commitment with organizational citizenship behavior in Health Polytechnic of Surabaya. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OCB with r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizationalcitizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significant relationship between job satisfaction and organizational commitment with organizationalcitizenship behavior. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship  Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OC Bwith r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s  commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizational citizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significantrelationship between job satisfaction and organizational commitment with organizational citizenship behavior.