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This study explores the relationship between religiosity and Organizational Citizenship Behavior (OCB) within contemporary organizations by adopting a positive psychology perspective. OCB is defined as discretionary behaviors by employees that go beyond their formal job duties and contribute positively to the overall functioning and success of the organization. Examples include helping colleagues, being punctual, and demonstrating initiative, which foster a cooperative and productive work environment. Religiosity, on the other hand, is understood as a belief system that shapes an individual’s values, attitudes, and behaviors, both intrinsically—stemming from internal spiritual commitment—and extrinsically—motivated by external social or cultural influences. Through a systematic review of ten national and international academic journals, this study identifies several common dimensions of OCB, such as altruism (helping others selflessly), civic virtue (active and responsible participation in organizational affairs), and conscientiousness (going beyond minimal job requirements). The findings reveal a consistent positive correlation between religiosity and OCB, especially in sectors like education, Islamic banking, and healthcare, where religious principles strongly influence organizational culture. The integration of religious values into organizational practices encourages employees to exhibit behaviors that promote harmony, ethical conduct, and a sense of community within the workplace. This is particularly evident in employees who possess high levels of intrinsic religiosity, as their internalized beliefs motivate them to engage in prosocial actions that benefit the organization. The study recommends that human resource management strategies incorporate religious or spiritual values to cultivate a positive organizational culture. Such integration can be achieved through training programs, leadership development, and reward systems that emphasize ethical behavior and social responsibility, ultimately leading to improved employee satisfaction, loyalty, and overall organizational performance.

Leadership based on the values of Islamic culture and local culture is a leadership concept that integrates universal values from Islamic teachings with local wisdom present in society. In this context, leadership emphasizes not only managerial skills but also moral aspects, ethics, and social responsibility aligned with religious teachings and local customs. This article aims to explore the concept and implementation of leadership based on Islamic and local cultural values, as well as the challenges faced in its application. Leadership in Islam stresses the principles of justice, wisdom, and simplicity, which are reflected in the behavior of Prophet Muhammad (SAW) and his companions, while local culture provides a context that strengthens social relations and solidarity within the community. Through a literature study, it is found that the application of leadership based on these cultural values can enhance interpersonal relationships, strengthen moral integrity, and create a harmonious work environment in various organizations, both in education and government sectors. However, effective implementation requires a deep understanding of the balance between religious teachings and local wisdom in the changing social context. Therefore, it is essential to adapt these leadership principles according to the dynamics of society without disregarding the core values inherent in both cultures.

This research explores the impact of religious leadership and responsibility in an organizational context, with a focus on the role of the Chair of the IPPNU. The research method involves interviews with sources to understand how to overcome organizational problems before aeend during leadership. The results of the interview highlight participatory strategies in problem solving and wise evaluation after holding the position of chairman. The resource person emphasized the importance of effective time allocation to manage responsibilities amidst busy schedules, by prioritizing what needs to come first.Furthermore, this research describes the real practice of the IPPNU Chair in proving religious responsibility. Prioritizing religious aspects, such as prioritizing prayers before events, becomes concrete actions that support organizational values. These findings provide an understanding of how religious values ​​can be manifested in real daily actions and contribute to strong leadership.In conclusion, this research details the significant role of leadership and religious values ​​in managing an organization like IPPNU. The implications of these findings can help develop better leadership strategies and strengthen the quality of religious organizations to face internal and external dynamics.  

Religious values aare very important in education. These values also influence the way everyone behaves in the organization. Religious values such as human connection with Allah SWT, the seriousness of conscience, and other religious values are internalized as part of the organizational culture. Apart from that, research has shown that the application of Islamic values in organizational culture such a worshio, trust, responsibility, fairness, ihsan, mutual hep, makes organizations more Islamic. Overall, religious values, especially in the Islamic context, provide a strong moral and ethical foundation for building organization that are sustainable, humane and full of good vibes.