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This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

Abstrak. Penelitian ini bertujuan untuk menguji pengaruh Komitmen dan Kecerdasan Spiritual terhadap Service Quality. Disamping itu, penelitian ini juga bertujuan untuk menguji pengaruh variabel intervening Organizational Citizenship Behaviour (OCB) pada hubungan antara Komitmen dan Kecerdasan Spiritual terhadap Service Quality. Penelitian dilakukan dengan metode survey dengan cara menyebarkan kuesioner kepada 145 anggota Satgas Covid-19 Kecamatan Bodeh Kabupaten Pemalang. Pengambilan sampel penelitian menggunakan dengan teknik sensus sampling. Penelitian ini memberikan hasil bahwa: Komitmen tidak berpengaruh signifikan terhadap service quality; kecerdasan spiritual berpengaruh positif terhadap service quality; Organizational Citizenship Behaviour memiliki pengaruh positif dan signifikan terhadap service quality; OCB tidak memiliki pengaruh memediasi hubungan antara komitmen terhadap service qualitysecara; OCB tidak memiliki pengaruh memdiasi hubungan antara kecerdasan spiritual terhadap service quality.

Turnover Intention influenced by a combination of individual, organizational, and work environment factors. In this context, psychological theories such as Herzberg's two-factor theory can help understand this dynamic by dividing factors that influence job satisfaction into motivators and hygiene factors. Motivators, such as recognition and achievement, contribute to higher job satisfaction, while hygiene factors, such as working conditions and management policies, play a role in preventing dissatisfaction. This study aims to explore the relationship between job satisfaction, job stress, managerial support, and employee engagement on turnover intention in various sectors. This study uses a quantitative approach with a Likert scale-based survey to collect data, which were analysed using Pearson correlation tests and multiple linear regression. The results showed that job satisfaction and managerial support have a significant negative relationship with turnover intention, while job stress shows a significant positive relationship. In addition, employee engagement through organizational citizenship behaviour (OCB) has been shown to reduce turnover intention even though the level of job satisfaction is low. This study provides practical implications for organizations to design employee retention strategies through stress management, increasing job satisfaction, and managerial support. This study contributes to the enrichment of the literature on human resource management, particularly in understanding the dynamics of turnover intention, and recommends further research with a longitudinal approach to validate the results in other sectors.

Ther success of a company depends on the work achievements of employees. The purpose of this study is to determine the influence of democratic leadership style, job satisfaction, and organizational citizenship behavior partirally and simultaneously on the performance of employees of the National Land Agency of Gianyar Regency. A total of 65 ermployees became the population in this study and by using saturated sampling, a sample of 65 respondents was obtained. The data analysis used in this study is the classical assumptiron test, multiple linear regression analysirs, determination analysis, partial significance test (t-test), and simultaneous significance test (F-test). The results of the study prove that democratic leadership style, job satisfaction, and organizational citizenship behavior partially and simultanerously have a positive and significant effect on employee performance at the National Land Agency of Gianyar Regency. An employeer who has a leader with the right leadership styler, will creater job satisfaction in the minds of employeers which will later increaser the effectiveness of employeers at work and have an impact on improving employeer performance.

Penelitian ini bertujuan untuk mendeskripsikan motivasi, kepemimpinan transformasional, Organizational Citizenship Behaviour (OCB) guru, dan kinerja guru di SMKN Rengel Tuban dan menganalisis Pengaruh Motivasi Dan Kepemimpinan Transformasional Terhadap Kinerja Guru Melalui Organizational Citizenship Behavior di SMKN Rengel Tuban. Penelitian menggunakan pendekatan kuantitatif dengan jenis penelitian eksplanatori. Responden terdiri dari 79 guru SMKN Rengel Tuban, yang meliputi PNS, PPPK, dan honorer. Sensus atau sampling total adalah teknik pengambilan sampel. teknik pengumpulan data dengan Studi Literatur dan Daftar pertanyaan (questionaire). Teknik Analisis Data menggunakan PLS-SEM. Temuan utama penelitian ini mengindikasikan bahwa persepsi guru terhadap kinerja dan OCB mereka termasuk dalam kategori tinggi, sedangkan motivasi dan kepemimpinan transformasional kepala sekolah dianggap sangat tinggi. Hasil analisis statistik menunjukkan adanya pengaruh signifikan motivasi terhadap OCB guru serta kepemimpinan transformasional terhadap OCB guru. Selain itu, terdapat pengaruh signifikan motivasi secara langsung terhadap kinerja guru, namun tidak ditemukan pengaruh langsung yang signifikan antara kepemimpinan transformasional dan kinerja guru. Selanjutnya, OCB guru terbukti berpengaruh signifikan terhadap kinerja guru, dan motivasi secara tidak langsung mempengaruhi kinerja guru melalui OCB. Begitu juga dengan kepemimpinan transformasional, yang secara tidak langsung mempengaruhi kinerja guru melalui OCB.

This study aims to examine The Role of Work Motivation Mediation in the Influence of Perceived Organizational Support and Employee Engagement on Organizational Citizenship Behaviour in employees of the Pusat Jasa Kearsipan, Arsip Nasional Republik Indonesia. The employee population at the Pusat Jasa Kearsipan, Arsip Nasional Republik Indonesia is 55 people. The sample used in this study is using a saturated sample. Data was collected through a questionnaire with a likert scale processed using Microsoft Excel 2013 software and Smart PLS 4.1 version. The research method used is SEM PLS. The results of this study show that the variable perceived organizational support has a not significant effect on organizational citizenship behavior, employee engagement has a not significant effect on organizational citizenship behavior and work motivation has a significant effect on organizational citizenship behavior. The results of the study also showed that there was a significant influence of perceived organizational support on work motivation, and a significant effect of employee engagement on work motivation. This study also results that work motivation is stated to be able to mediate perceived organizational support for organizational citizenship behaviour, and work motivation is also able to mediate employee engagement towards organizational citizenship behaviour at the Pusat Jasa Kearsipan, Arsip Nasional Republik Indonesia.

Government agencies are organizations chosen to carry out state functions. The most valuable possession of any organization is the human resources employed in its activities. Human resource management is thus needed in the control and rationalization of the administration of human resources in an organization. Emotional intelligence refers to the capability to identify and know one's own emotions and feelings. The work environment, too, might affect employees in the demonstration of OCB. OCB refers to employee behavior beyond their routine activities. It involves displaying personal interest in fellow employees, giving suggestions for the better performance of fellow employees, and respecting and committing to the company. This study, therefore, aims at ascertaining the extent to which Emotional Intelligence and Work Environment influence the organizational citizenship behavior of Disdukcapil employees. The research design employed in this research is quantitative, with primary data sources. The sample used in this research includes all staff members from the Disdukcapil in Surakarta City. Data obtained by the researcher were analyzed using SPSS version 27. The results of this study conclude that emotional intelligence has a significant effect on OCB, work environment has a significant effect on OCB, and emotional intelligence and work environment both have a significant influence on OCB.

This study aims to analyse the influence of job characteristics on Organizational Citizenship Behaviour and Job Engagement, and its implications for employee performance. This study uses a quantitative approach with a survey method. Data were collected through questionnaires distributed to 78 employees from the Faculty of Social and Political Sciences, Universitas Brawijaya. Data analysis was conducted using path analysis techniques with the Smart-PLS3 tool to test the relationship between the variables studied. The results showed that job characteristics are not significant to employee performance. Furthermore, job characteristics have a significant effect on OCB. Meanwhile, OCB has a significant effect on employee performance. In addition, it was found that job characteristics have a significant effect on job engagement. Then, job engagement has a significant effect on employee performance. The OCB variable has a role as mediation. Meanwhile, the job engagement variable is not significant as a mediation. This research provides insight for HR practitioners in designing jobs that can maximise employee potential.

The purpose of this study is to analyze Organizational Citizenship Behavior on employee performance. The sample in this study was employees which amounted to 65 employees with a total sampling technique. The analysis technique uses data Validity Test, Data Reability Test, Normality Classical Assumption Test, Simple Linear Regression Test, Partial T Test, Determination Test. The results showed that Organization Citizenship Behaviour on employee performance can be concluded that Organizatiion Citizenship Behaviour on employee performance has an influence based on the results of the calculation test of 4.942 > 1.998 with a significant value of OCB (x) on employee performance (y) is 0.00 < 0.05. Thus, drawing the conclusion H0 was rejected and Ha was accepted. The solution to the research barriers is carried out by collecting samples by collecting physical or paper media, distributing questionnaires at rest periods and using supporting devices for data processing.

The lack of OCB behavior shown by some nurses, namely, only formal tasks that can be completed optimally without being supported by behaviors that support the creation of extra performance more than expected. The low form of OCB behavior in oneself can be seen from not caring about the work of colleagues, when the work is finished, often complaining about work and hospital policies. This study aims to analyze the effect of leader member exchange on organizational citizenship behavior of nurses at the Stella Maris Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The samples in this study were nurses at the inpatient installation of the Stella Maris Hospital in Makassar, totaling 131 respondents. The results showed that there was an effect of leader member exchange on organizational citizenship behavior for nurses. It is recommended to the hospital management to be able to make meetings and hold workshops, by providing support to their subordinates in order to create a good relationship between superiors and subordinates so that it is easier for subordinates to convey innovative ideas and can also hold trainings for employees who can help improve creativity and innovative behavior of employees.

This study aims to determine the effect of work motivation, work stres, and work environment on organizational citizenship behaviour at PT. Sari Murni Jaya.The population used is the production employees of PT. Sari Murni Jaya, amounting to 60 people, and in this study 60 people were sampled. The sampling technique used in this study was simple saturated sampling. Data collection was carried out by distributing questionnaires. To test the hypothesis, multiple linear regression analysis tools are used, multiple correlation coefficient (R), multiple determination coefficient (R2), classical assumption test, F test and t test with the help of SPSS statistic 25.0, as well as validity and reliability tests. The results of the validity and reliability tests showed that all items of the questionnaire were declared valid and reliable because the rcount value was greater than the rtable value.The results of this study prove that work motivation influences organizational citizenship behavior (OCB),work stres also influences organizational citizenship behavior (OCB), work environment influences organizational citizenship behavior (OCB), In addition, work motivation, work stres and work environment simultaneously influence on  organizational citizenship behavior (OCB).

The phenomenon of changing market dynamics and increasingly complex business competition, where employee performance factors become crucial for the company's success. The novelty of this research lies in exploring the contribution of organizational citizenship behavior and work discipline to employee performance in the context of local companies. This research aims to explore and analyze the dynamics of employee performance at CV. Dadi Djoyo Malang with a focus on Organizational Citizenship Behavior (OCB) and Work Discipline. The research method used is quantitative by collecting data through surveys using questionnaires to CV employees. Dadi Djoyo Malang. Data analysis was carried out using a statistical approach to identify the relationship between OCB, work discipline and employee performance. The findings of this research indicate that OCB and work discipline have a significant positive influence on employee performance at CV. Dadi Djoyo Malang. The implications of this research point to the importance of companies paying attention to and developing organizational citizenship behavior and improving employee work discipline to achieve optimal performance. This study contributes to the context of improving employee performance in local companies as well as becoming a reference for management in adopting relevant and effective policies to increase the company's competitiveness.