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Having employees with OCB attitudes will have a positive impact on the ease of achieving organizational goals. OCB is the attitude of employees doing many things outside of their duties voluntarily. In contrast, OCB will influence each other with organizational commitment. Organizational commitment is a person's sense of comfort in being part of the organization. The growth of these two things is influenced by the leadership style, in this case, the transformational leadership style. Based on the preliminary survey results, it has been shown that OCB attitudes and organizational commitment are both influenced by leadership style. So, the researcher wants to see the effect of the three. This study uses multiple linear regression research with quantitative research and a questionnaire with a Likert scale. After the analysis had been conducted, the results were H1: Transformational Leadership had a significant effect on Organizational Citizenship Behavior (OCB) in X Hospital nurses, H2: Transformational Leadership has a substantial impact on organizational commitment in X Hospital nurses, and H3: Organizational Commitment had a significant effect on Organizational Citizenship Behavior (OCB) on nurses at Hospital X.

This research aims to analyze the strategic role of management psychology in enhancing the performance and effectiveness of educational organizations through a systematic literature review. The development of modern educational organizations demands human resource management that is not only oriented toward administrative aspects but also considers the psychological dynamics of individuals, including behavior, motivation, and interpersonal relationships. The research method used is qualitative with a literature review approach, analyzing relevant scientific articles from the Google Scholar database. The results of the study indicate that management psychology contributes significantly to organizational productivity through three main aspects: effective organizational communication to build trust, psychology-based leadership that increases work motivation and satisfaction through recognition and fairness, and constructive conflict management that transforms tension into opportunities for innovation. The conclusion of this study emphasizes that the integration of various psychological dimensions, such as organizational citizenship behavior (OCB) and self-efficacy, is a key element in creating a conducive work environment. Therefore, leaders of educational institutions are advised to adopt a humanistic leadership style to optimize the potential of human resources and achieve superior educational quality in a sustainable and effective manner within the modern era.

This study aims to investigate the determinants of job performance by integrating the variables of capability, social interaction, and Organizational Citizenship Behavior (OCB) as a moderating variable. The phenomenon of employee turnover and discrepancies in staff discretionary behavior within the hospital setting serves as the primary rationale for this study. Using a quantitative approach, data were collected from 240 respondents at Magelang City Islamic Hospital through purposive sampling. Data analysis was conducted using Structural Equation Modeling (SEM) based on AMOS software to test the causal relationships among variables in the structural model. The research findings provide empirical confirmation that individual capabilities and the quality of social inter-actions have a positive and significant influence on stimulating the formation of OCB. Furthermore, statistical test results demonstrate that capabilities, social interactions, and OCB simultaneously make a significant contribution to improving employee work performance. The presence of OCB is identified as a crucial factor capable of strengthening organizational performance outcomes. The practical implications of this study emphasize the need for hospital management to formulate human resource development strategies focused on strengthening technical skills and social cohesion to mit-igate the impact of turnover and accelerate the sustainable performance of healthcare services.

This study examines the impact of personality and work engagement on Organizational Citizenship Behavior (OCB), with work motivation serving as a mediating variable, among inpatient nurses at South Jakarta Type B Hospital. OCB is crucial for enhancing organizational performance and service quality, especially in healthcare settings, where nurses' extra-role behaviors significantly contribute to patient care. The research utilized a quantitative approach with a survey design, involving 143 nurses from infection and critical inpatient wards. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that personality positively influences both work motivation and OCB. Work engagement also positively impacts work motivation and OCB. Additionally, work motivation significantly affects OCB and partially mediates the relationship between personality, work engagement, and OCB. These findings suggest that fostering nurses' work engagement and motivation, supported by positive personality traits, can enhance OCB, leading to better organizational performance and improved healthcare service quality.

This study was carried out at RS Hj. Fatimah Sulhan in Kabupaten Demak, Jawa Tengah, which functioned as both the research site and the moderating context of the investigation. The research aims to examine how personal compensation, Organizational Citizenship Behavior (OCB), and organizational commitment influence employee work performance within the hospital environment. A quantitative research design was implemented, involving 150 employees selected as respondents through appropriate sampling procedures. Data were collected using structured questionnaires and subsequently analyzed using Structural Equation Modeling (SEM) with the AMOS software to test the hypothesized relationships among variables. The findings reveal that personal compensation, OCB, and organizational commitment each exert a positive and statistically significant impact on employee performance. These results indicate that fair and competitive compensation, strong voluntary work behaviors, and a high level of commitment to organizational goals collectively enhance productivity, service effectiveness, teamwork quality, and overall institutional performance in the healthcare setting.

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.

Significant changes occurring today are characterized by technological disruption, demographic shifts, globalization, and economic instability. The combination of these factors creates complex challenges for human resources (HR) in adapting and enhancing their capabilities. The purpose of this study was to examine the relationship between organizational commitment and perceptions of transformational leadership style with Organizational Citizenship Behavior of teachers in Surabaya. The research subjects were 397 teachers in Surabaya, East Java. The sampling technique used was purposive sampling. Data was collected through scale filling using Google Forms. The measurement instruments in this study were the Organizational Citizenship Behavior Scale, the Organizational Commitment Scale, and the Transformational Leadership Style Perception Scale. The data analysis used multiple linear regression analysis. The results showed that there was a significant positive relationship between organizational commitment and perceptions of transformational leadership style with Organizational Citizenship Behavior. The higher the organizational commitment and perceptions of transformational leadership style, the higher the Organizational Citizenship Behavior among teachers. There was a significant relationship between organizational commitment and Organizational Citizenship Behavior, and there was also a significant positive relationship between perceptions of transformational leadership style and Organizational Citizenship Behavior. The higher the perceptions of transformational leadership style, the higher the Organizational Citizenship Behavior among teachers.

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.

Objectives: This study aims to analyze the direct and indirect effects of Servant Leadership on lecturers’ Job Performance through the mediating variables of Job Satisfaction, Employee Engagement, and Organizational Citizenship Behavior (Organizational Citizenship Behavior). The study also seeks to identify which mediating variable has the strongest influence in explaining the relationship between leadership and performance among lecturers in private universities. Methodology: This study applies a causal quantitative approach using a survey method with a sample of 155 lecturers from Information Technology study programs at private universities in West Java. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to test ten research hypotheses and evaluate the mediating effects among variables. Findings: The results show that Servant Leadership has a positive influence on Job Satisfaction, Employee Engagement, and Organizational Citizenship Behavior, but does not directly affect Job Performance. Among the mediators, only Organizational Citizenship Behavior significantly mediates the relationship between Servant Leadership and Job Performance, indicating that lecturers’ voluntary behavior plays a key role in improving performance. In contrast, Job Satisfaction and Employee Engagement do not act as significant mediators. Conclusion: The findings highlight that leadership effectiveness in higher education depends on fostering Organizational Citizenship Behavior rather than relying solely on satisfaction or engagement. The study introduces the concept of Emphatic Leadership, which emphasizes empathy, accountability, and humility as essential values for leaders in academic environments. This approach offers practical insights for developing participative and humanistic leadership models to enhance lecturers’ academic performance.

This study aims to determine self-efficacy as an intervening variable in influencing the relationship between servant leadership and organizational citizenship behavior among employees of the Muaro Jambi District Environment Agency. The analysis method used is quantitative analysis. The population and sample consisted of 56 employees. Data collection was conducted by distributing questionnaires using a Likert scale. The statistical analysis used Structural Equation Modeling (SEM) techniques, with Partial Least Squares (PLS) as the tool for managing it using SmartPLS 4.1.1. The results of this study indicate that servant leadership has a positive and significant effect on organizational citizenship behavior, servant leadership has a positive and significant effect on self-efficacy, self-efficacy has a positive and significant effect on organizational citizenship behavior, and servant leadership has a positive and significant effect on organizational citizenship behavior and is mediated by self-efficacy.

Optimal performance of teacher performance appraisers (PKG) is a significant challenge in improving the quality of education in Malalayang District, Manado. The main problem that arises is the low perception of organizational justice and institutional support that influence the performance of these employees. This study aims to analyze the influence of organizational justice and perceived support on the performance of PKG employees through the mediation of Organizational Citizenship Behavior (OCB). The method used is quantitative with an associative design, involving 92 employees as a sample taken proportionally from a population of 119 PKG employees. Data were collected using a questionnaire and analyzed using Structural Equation Modeling Partial Least Square (SEM-PLS) techniques. The results showed that organizational justice and perceived support significantly influence OCB and performance, and OCB proved to be a mediator that strengthens the relationship. These findings indicate that improving organizational citizenship behavior can be an effective strategy in improving employee performance that impacts the quality of teacher assessment. The practical implications of this study suggest the need to strengthen fair organizational policies and provide optimal support to create a conducive work environment that supports the performance of PKG employees.

This study examines the role of organizational citizenship behavior (OCB) as a moderator in the relationship between employee engagement, job satisfaction, and employee performance at the Tarokan District Office in Kediri Regency. The research focuses on analyzing how these variables interact and influence each other within the organizational context. The findings indicate that employee engagement has a significant impact on employee performance. This suggests that when employees are more engaged in their work, they tend to exhibit higher levels of performance. Similarly, job satisfaction also significantly influences employee performance. Employees who are satisfied with their work environment and tasks tend to perform better in their roles. However, the study reveals that organizational citizenship behavior does not significantly influence employee performance. This implies that while OCB is often considered a valuable aspect of employee behavior, it does not directly affect how well employees perform their tasks in this particular setting. Additionally, employee engagement does not significantly affect organizational citizenship behavior, indicating that engaged employees do not necessarily engage in extra-role behaviors like helping others or going beyond job requirements. The research also shows that job satisfaction does not have a significant effect on organizational citizenship behavior, which suggests that employees’ satisfaction with their work does not automatically lead to behaviors that contribute to the broader success of the organization. Furthermore, neither employee engagement nor job satisfaction significantly influences employee performance through organizational citizenship behavior, indicating that OCB does not serve as an effective moderator in these relationships. In conclusion, the main factor in improving employee performance is organizational citizenship behavior does not play a significant moderating role in this dynamic at the Tarokan District Office.

Organizational Citizenship Behavior (OCB) plays a vital role in supporting organizational effectiveness and efficiency, as it reflects employees’ voluntary behaviors that go beyond formal job responsibilities and contribute to overall organizational performance. Therefore, it is important for organizations to understand the factors that can enhance OCB among their employees. This study aims to analyze the influence of Work-Life Balance, Work Environment, and Work Motivation on Organizational Citizenship Behavior at PT Gogomedia Visindo Tangerang. The research employed a quantitative approach with a sample of 100 respondents selected through non-probability sampling using a snowball sampling technique. Data were collected through questionnaires measured on a Likert scale and analyzed using Microsoft Excel 2021 and SPSS version 22. The data analysis methods included correlation tests and multiple linear regression analysis to examine both the relationships and effects among the variables. The results indicate that Work-Life Balance, Work Environment, and Work Motivation have a positive and significant influence on Organizational Citizenship Behavior, both partially and simultaneously. This finding suggests that better work-life balance, a supportive work environment, and higher motivation levels encourage employees to demonstrate stronger OCB. The study emphasizes the strategic importance of organizational initiatives that foster employee well-being, provide conducive working conditions, and maintain high levels of motivation. By doing so, organizations can strengthen employee commitment, maximize contributions, and enhance long-term organizational performance.

The purpose of this study is to investigate in depth the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between organizational commitment and work motivation on teacher performance at Saraswati Elementary School, Denpasar. This research is motivated by the crucial role of teachers as the spearhead of educational success, making understanding the factors influencing teacher performance highly relevant. The study population comprised 175 teachers, with a sample size of 85 respondents determined using the Hair formula. Data collection involved a combination of structured questionnaires, in-depth interviews, and supporting document analysis to strengthen the findings. Path analysis was used to examine direct and indirect relationships between variables. The results indicate that organizational commitment has a positive and significant effect on OCB, indicating that the higher a teacher's commitment to the school, the greater their tendency to exhibit extra-role behavior. Similar findings were also evident for work motivation, where high motivation significantly increased OCB. Furthermore, organizational commitment was shown to have a direct, positive, and significant relationship with teacher performance, and work motivation also plays a significant role in improving performance. OCB itself also has a significant influence on strengthening teacher performance.  This study specifically confirms that OCB acts as a mediator in the relationship between organizational commitment and work motivation on teacher performance. Thus, the results of this study underscore the crucial role of OCB as a bridge connecting internal factors such as commitment and motivation with optimal work results. The practical implication of this research is the need for schools to strengthen organizational commitment and motivate teachers to develop citizenship behaviors that ultimately drive sustainable performance improvement.

The purpose of this study is to assess how important attitudes are in relation to the career adaptability of PT. Lima Berjaya Persada Kutorejo - Mojokerto. The respondents in this study who work at PT. Lima Berjaya Persada Kutorejo - Mojokerto, was given a total of 49 questionnaires. Saturated sampling and sampling methods used in this kind of quantitative research. As a result, 49 employees were used as research samples. The data analysis method used is descriptive statistical analysis, especially the SEM-PlS test. Software called Smart Pls 4.0 is used to help with data processing. Analysis of external models (measurement models) used to analyze data. This study uses validity and reliability tests. The following in-depth analysis of the model (structural model evaluation) includes model quality testing (fit model), the use of a bootstrapping approach to test hypotheses, and cross-validation redundancy assessment (Q2). The test results showed that: 1) attitude had a significant and positive influence on Organizational Citizenship Behavior; 2) attitudes have a considerable influence on career adaptability; and 3) organizational citizenship behavior has a great influence on career adaptability. This study provides additional information for interested parties in the world of work about  the influence of attitude on career adaptability through organizational citizenship behavior (ocb) of PT. Lima Berjaya Persada Kutorejo- Mojokerto. In addition, this research is also expected to be a guideline, reference, or reference for future research, The results of this research are expected to be useful for readers and add insight about  the influence of attitude on career adaptability through the organizational citizenship behavior (ocb) of PT. Lima Berjaya Persada Kutorejo – Mojokerto.

This study aims to examine the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between Perceived Organizational Support (POS), Perceived Organizational Commitment (POC), and employee performance in a state-owned enterprise in Indonesia. In the context of growing public expectations for improved service quality, organizations are challenged to enhance employee performance not only in formal roles but also in discretionary behaviors. Based on Social Exchange Theory (SET), this research proposes that POS and POC can affect performance both directly and indirectly through OCB. Data were collected through a census of 138 permanent employees at PT Jasa Raharja, East Java Branch. The analysis employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings show that POS has a significant positive influence on both OCB and employee performance. On the other hand, POC significantly influences OCB but does not have a direct impact on performance. The results also reveal that OCB plays a partial mediating role in the relationship between POS and performance, while it acts as a full mediator in the relationship between POC and performance. These findings emphasize the importance of fostering OCB within the organization to optimize the impact of support and commitment on employee performance. Encouraging voluntary, extra-role behaviors can bridge the gap between how employees perceive organizational treatment and how they perform. The study suggests practical implications for human resource management in public sector institutions. Policies should focus on building a supportive and engaging work climate that enhances affective commitment and acknowledges employee contributions beyond formal duties. Doing so will not only improve individual performance but also contribute to broader organizational effectiveness in a competitive and service-oriented environment.

This study aims to analyze the influence of intrinsic motivation and transformational leadership on organizational commitment. In addition, this study also aims to analyze the influence of the mediating variable of organizational commitment on the relationship between intrinsic motivation and transformational leadership on organizational citizenship behavior. The population used was all Assistant Managers of Goods at the Education and Culture Office of Demak Regency, Jl. Sultan Trenggono No. 89, Demak, totaling 478 employees. The sample taken was 118 employees. The types of data used were primary and secondary data. The data collection method used was a questionnaire. The analysis technique used was Path Analysis. The results of the study showed that: 1). Intrinsic motivation has a positive and significant effect on organizational commitment. 2). Transformational leadership has a positive and significant effect on organizational commitment. 3). Organizational commitment has a positive and significant effect on organizational citizenship behavior. 4). Intrinsic motivation has a positive and significant effect on organizational citizenship behavior. 5). Transformational leadership has a positive and significant effect on organizational citizenship behavior. 6). Intrinsic motivation has an effect on organizational citizenship behavior with organizational commitment as an intervening variable. 7). Transformational leadership influences organizational citizenship behavior with organizational commitment as an intervening variable.

Penelitian ini merupakan studi untuk menganalisis pengaruh kinerja dan kepuasan kerja sebagai prediktor organizational Citizenship behavior dan pengembangan diri (Studi pada Perangkat Desa di Wilayah Kecamatan Wedung Kabupaten Demak). Populasi penelitian ini adalah sebanyak 176 Perangkat Desa di Wilayah Kecamatan Wedung Kabupaten Demak. Metode pengumpulan data yang digunakan melalui pengisian kuesioner secara langsung. Teknik analisis menggunakan analisis PLS-SEM. Hasil uji analisis PLS-SEM adalah terdapat pengaruh signifikan manajemen organizational citizenship behavior terhadap kinerja. Terdapat pengaruh organizational citizenship behavior terhadap Kepuasan Kerja. Terdapat pengaruh yang signifikan pengembangan diri terhadap kinerja. Terdapat pengaruh signifikan pengembangan diri terhadap kepuasan kerja

This study aims to analyze the effect of career development on organizational citizenship behavior (OCB), mediated by employee engagement, with a case study at Prama Sanur Beach Bali. A saturated sampling technique was used, with the total population of 104 employees serving as the sample. The research method employed was a survey using questionnaires and interviews, analyzed through descriptive statistics and inferential statistical tools using Structural Equation Modeling - Partial Least Squares (SEM-PLS). The results indicate that career development has a positive and significant effect on organizational citizenship behavior. Career development also has a positive and significant effect on employee engagement. Moreover, employee engagement has a positive and significant effect on organizational citizenship behavior and mediates the relationship between career development and organizational citizenship behavior.  

This study aims to analyze the influence of Organizational Citizenship Behavior (OCB) and Adversity Quotient on employee performance at CV. Mitra Pratiwi. OCB refers to employee voluntary behavior that goes beyond their formal duties, while Adversity Quotient describes an individual's ability to face challenges and work pressures. The research method used is quantitative with data collection techniques through questionnaires. The sample of this study consisted of 50 employees selected using purposive sampling techniques. The results of the study indicate that OCB and Adversity Quotient have a positive and significant influence on employee performance, both simultaneously and partially. This finding confirms that employees with high levels of OCB and good resilience in facing difficulties are more likely to have superior work performance. Therefore, companies need to improve a work culture that encourages positive voluntary behavior and builds employee mental resilience in facing work challenges.