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This study aimed to determine the influence of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of employees at the Bukit Indah Lestari Baturaja Hotel. The data analysis technique used was Multiple Linear Regression. Based on the results of the partial analysis there was an influence of job satisfaction on organizational citizenship behavior (OCB) of employees at the Bukit Indah Lestari Baturaja Hotel with at-count (4.878) > t-table ( 2.009). Organizational commitment variable had an influence on organizational citizenship behavior (OCB) of employees at the Bukit Indah Lestari Baturaja Hotel with t count (4.716) > t-table (2.009). Simultaneously, it was found that there was an influence of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of employees at Bukit Indah Lestari Baturaja Hotel with f-count (45.555) > f-table (3.187). The coefficient of determination (R2) obtained was 0.650. This showed that the contribution of the influence of job satisfaction and organizational commitment to organizational citizenship behavior (OCB) was 65% while the remaining 35% was influenced by other variables not mentioned in this study such as personality, motivation, morals and organizational culture (Widyaninngrum, 2019: 102 ).

This study aims to analyze the influence of leadership style and organizational commitment on the performance of PKK cadres in the PKK Mobilization Team of Gogik Village, West Ungaran District. The participants in this study were active PKK cadres involved in organizational activities. The research employed a quantitative approach using multiple linear regression analysis to examine the relationship between the independent variables—leadership style and organizational commitment—and the dependent variable—cadre performance. The findings indicate that leadership style has a positive and significant impact on the performance of PKK cadres. Additionally, organizational commitment plays a crucial role in improving cadre performance. These results suggest that effective leadership and strong cadre commitment contribute to enhancing overall organizational performance. Therefore, improving leadership quality and strengthening cadre commitment should be prioritized in organizational management to achieve more optimal PKK program objectives.

The purpose of the study was to determine the direct and indirect effects of workload variables, organizational culture, communication on organizational citizenship behavior through organizational commitment in employees of PT Daihatsu Capella Medan. This type of research is causal associative and uses quantitative research methods. The population in this study were all employees at PT Capella Medan Daihatsu totaling 78 people. The sample withdrawal method uses nonprobability sampling method with census sampling technique. So the sample in this study amounted to 78 employees at PT Capella Medan Daihatsu. The results of the study are workload directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, organizational culture directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, communication directly has a significant effect on organizational commitment of PT Capella Medan Daihatsu, workload directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu, work culture directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu, communication directly has a significant effect on organizational citizenship behavior of PT Capella Medan Daihatsu. Capella Medan Daihatsu, organizational commitment directly has a significant effect on organizational citizenship behavior of PT. Capella Medan Daihatsu, workload indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu, organizational culture indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu, communication indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu.

The purpose of the study was to determine the direct and indirect influence of workload variables, organizational culture on organizational citizenship behavior through organizational commitment on employees of PT. Daihatsu Capella Medan. The type of research is associative causal and uses quantitative research methods. The population in this study were all employees at PT. Capella Medan Daihatsu totaling 78 people. The sampling method used the nonprobability sampling method with the census sampling technique. So the sample in this study was 78 employees at PT. Capella Medan Daihatsu. The results of the study are workload directly has a significant effect on organizational commitment at PT. Capella Medan Daihatsu. Organizational culture directly has a significant effect on organizational commitment at PT. Capella Medan Daihatsu. Workload directly has a significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Organizational culture directly has not significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Organizational commitment directly has a significant effect on organizational citizenship behavior at PT. Capella Medan Daihatsu. Workload indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu. Organizational culture indirectly has a significant effect on organizational citizenship behavior through organizational commitment at PT. Capella Medan Daihatsu.

This study was conducted to analyse effect of compensation, competence, and job satisfaction on the organizational commitment of PT. Pos Indonesia Erlangga Branch Semarang and the sample used is 102 employees. This study uses primary data and data collection methods using questionnaire. The results of data processing are in the form of respondent descriptions, variable descriptions, validity test results, reliability test results, F test results, coefficient of determination test results (R2), and hypothesis test results. The results show that compensation variable has a positive and significant effect on organizational commitment, competence variable has a positive and significant effect on organizational commitment, and job satisfaction has a positive and significant effect on organizational commitment

An inclusive work environment is an important element in supporting employee productivity and well-being in modern organizations. This research aims to explore the role of Human Relations in creating an inclusive work environment, where diversity is respected and every individual feels accepted and supported to develop. Using a qualitative approach with phenomenological methods, this research collects data through in-depth interviews and participant observation of employees from various backgrounds. The research results show that Human Relations has a central role in designing diversity policies, implementing inclusion training, facilitating cross-cultural communication, and handling conflicts related to individual differences. In addition, it was found that support from top management and organizational commitment were key factors in successfully creating an inclusive environment. These findings indicate that effective Human Relations practices can increase employee engagement, reduce turnover, and build a more open and innovative organizational culture. It is hoped that this research can become a reference for organizations in developing Human Relations strategies that focus on inclusion and diversity.

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Research was conducted to analyze the effect of work environment, work stress, workload on turnover intention through organizational commitment. Sampling based on purposive sampling technique as many as 120 respondents with the criteria of project logistics division employees at PT Pos Logistics. The results concluded that the work environment has a negative and significant effect on turnover intention; work stress and workload have a positive and significant effect on turnover intention. The effect of organizational commitment as an intervening variable shows that the work environment has a negative and significant effect on turnover intention; work stress price and workload have a positive and significant effect on turnover intention.

Successful organizations need employees who will go beyond their formal duties and are willing to deliver performance that exceeds expectations. The purpose of this research is to explain the influence of perceived organizational support on organizational citizenship behavior with organizational commitment as a mediating variable in NOOK restaurant Bali employees. The theory used in this research is Social Exchange Theory. The sample in this study amounted to 90 people who were determined using saturated sampling techniques. Data was collected through distributing a Google Form questionnaire using the SMART PLS 3.0 model data analysis technique. The results of this research show that perceived organizational support has a positive and significant effect on organizational citizenship behavior, perceived organizational support has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on organizational citizenship behavior, and organizational commitment is able to mediate the effect of perceived organizational support on organizational citizenship behavior. It is hoped that the results of this research can be used as consideration and input for restaurant management in making policies to improve organizational citizenship behavior.    

Interpersonal communication is communication between a communicator and a communicant. This type of communication is considered the most effective in changing someone's attitude, opinion or behavior, because of its dialogic nature in the form of a conversation. Commitment to the organization means the level of trust and acceptance of the workforce towards the goals of the organization and the desire to remain in the organization which is ultimately reflected in the problems above. This research has several objectives, namely to analyze interpersonal communication skills between school principals and Telekomedika Vocational School teachers and to analyze the organizational commitment of Telekomedika Vocational School teachers. This research uses descriptive qualitative, with the data collected mostly in the form of words or images rather than numbers. The subjects in this research were leaders, teachers and staff at Bogor Telekomedika Vocational School. The research carries out analysis of the data obtained through interviews and other documents by combining and selecting data that is close to suitability related to the research study. The results of the research show that interpersonal communication can be done by improving communication so that they are more motivated to complete the work given by the organization, developing a positive attitude and attention to work in each teacher, setting work goals and trying to improve teachers' work knowledge. It is known that teachers' organizational commitment at Telekomedika Vocational Schools means that teachers as educators and instructors should have a commitment to the organization as a process that is not only limited to creating new ideas or thoughts.  The idea must be implemented through an adoption process, and adoption is the decision to use commitment to the organization as a whole as the best course of action. 

The aim of this research is to analyze the influence of competence and compensation on organizational commitment and its implications for job satisfaction. It is hoped that this research will provide theoretical benefits for writers and readers as well as practical benefits for companies or organizations in managing human resources. This research is quantitative research, which was carried out at the Ogh Doni Hotel Jogjakarta by using 30 employees as the population and the research sample was determined using a purposive sampling technique. The results of this research show that in the first regression model the competency and compensation variables partially and simultaneously have a positive and significant effect on organizational commitment. Meanwhile, in the second model, it is known that competence, compensation and organizational commitment have a partial and simultaneous effect on employee job satisfaction.

This research examines knowledge, skills, behavior, organizational commitment, and performance in the personnel sections of each regional government organization in the Riau Islands Province. The sample used is non-probability sampling, with a study conducted on 133 personnel department employees from various regional government organizations in the Riau Islands Province. The research method is associative with a quantitative approach, utilizing Partial Least Square (PLS) analysis technique with the SmartPLS Version 3.0 program. The results of this study indicate that there is a significant influence of the knowledge variable on the performance variable, a significant influence of the skills variable on the performance variable, no significant influence of the behavior variable on performance, a significant influence of the organizational commitment variable on the performance variable, a significant influence of the knowledge variable on the organizational commitment variable, a significant influence of the skills variable on the commitment variable, no significant influence of the behavior variable on the organizational commitment variable, a direct influence of the skills variable on the performance variable with organizational commitment as an intervening variable, a direct influence of the knowledge variable on the performance variable with organizational commitment as an intervening variable, and no direct influence of the behavior variable on the performance variable through organizational commitment. The influence of knowledge, skills, and behavior on organizational commitment is 46.2%, with the remaining 53.8% influenced by other variables outside this study. Meanwhile, the influence of knowledge, skills, and behavior on performance is 66.1%, with the remaining 33.9% influenced by other variables outside this study.

The increasingly tight level of business competition has resulted in companies being faced with the challenge of improving employee performance in order to maintain the company's survival. Employee performance itself is a fairly complex problem where the level of performance can be influenced by a number of factors such as organizational commitment and job training. Work loyalty is also expected to moderate between Organizational Commitment and Training. Because employees who have a high sense of loyalty can work optimally and have a high sense of responsibility for what they do. This study aims to determine the effect of Organizational Commitment and Training on Employee Performance through Loyalty as a moderating variable at PT Bunga Jaya Jati Bintang Company. This study uses a quantitative approach with data collection techniques using questionnaires. The population of this study was 60 employees with a sample of 60 employees, who were selected as a whole and analyzed using the SPSS (Statistical Package for the Social Sciences) version 26 analysis tool. The results of this study indicate (1) Organizational Commitment has a positive and significant effect on Employee Performance, (2) Training has a positive and significant effect on Employee Performance, (3) Loyalty can moderate (strengthen) the effect of Organizational Commitment on Employee Performance, and (4) Loyalty can moderate (strengthen) the effect of Training on Employee Performance.

Ntroduction: Nurses' organizational commitment is their wholehearted dedication to the mission, vision, and values of their employer or health care facility. The degree to which nurses value their work environment is a measure of their quality of work life. The methodology of this study was a cross-sectional research design based on total sampling and descriptive correlational analysis. Result: The results of analysis using software show that there is a significant relationship between the quality of nurses' work life and organizational commitment. Conclusion: Nurses' work life quality and organizational commitment are significantly related, with a p value of 0.001 (where p value <α = 0.05) and a correlation coefficient of 0.342, indicating a relationship between the two. The strength of the relationship between work life and organizational commitment is lower, tending towards a positive or equal relationship.

This research is entitled "The Influence of Organizational Citizenship Behavior, Organizational Commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable (Case Study at PT. Casuarina Harnessido Pemalang)". The purpose of this study was to determine the effect of Organizational Citizenship Behavior, organizational commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable. In this research using purposive sampling technique with a total sample of 90 respondents. The testing in this research was carried out by testing validity, reliability testing, classical assumption test, multiple linear regression analysis, hypothesis testing in the form of t test, F test, R2 test, path analysis and Sobel test. In this research, there is a partially significant positive effect between the OCB variable on the performance of production employees with a value of tcount > ttable (2.184>1.662), organizational commitment to the performance of production employees with a value of tcount> ttable (3.689>1.662), organizational culture on the performance of production employees. with a value of tcount > ttable (3.160>1.662), job satisfaction affects the performance of production employees with a value of tcount > ttable (2,606>1,662). From the Sobel test results show that job satisfaction mediates the effect of OCB on the performance of production employees with a value of tcount > ttable (3.0496>1.6619), job satisfaction mediates the effect of organizational commitment on employee performance. production with a value of tcount > ttable (1.7531>1.6619), job satisfaction mediates the effect of organizational culture on the performance of production employees with a value of tcount > ttable (1.9392>1.6619).

Organizational citizenship behavior is an important factor for company progress, because it is voluntary behavior outside the official job description and can increase company effectiveness and efficiency. This study aims to analyze the influence of Work Environment, Organizational Commitment, and Emotional intelligence on Organizational citizenship behavior at PT Berau Karetindo Lestari South Jakarta. This research is a quantitative study with a sample size of 110 respondents. The sampling method uses probability sampling with simple random sampling technique. Data was collected through a questionnaire with a Likert scale which was processed using Microsoft Excel 2007 software and SPSS Version 26 software. The data analysis used is correlation and multiple linear regression analysis. The results of this study indicate that Work Environment has a positive and significant effect on Organizational citizenship behavior, Organizational Commitment has a positive and significant effect on Organizational citizenship behavior, Emotional intelligence has a positive and significant effect on Organizational citizenship behavior, and Work Environment, Organizational Commitment, and Emotional intelligence simultaneously have a positive and significant effect on Organizational citizenship behavior.

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not directly rewarded by the formal reward system but that contribute to organizational effectiveness. Organizational citizenship behavior (OCB) is a reflection of the added value of employees and contributes to job performance, job satisfaction, and organizational commitment. PT Erindo Mandiri is a company engaged in the production of bottled mineral water. This study aims to evaluate the effect of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) at PT Erindo Mandiri, as well as to ascertain how HR management can improve company effectiveness through OCB. In this case, the researcher employs an associative method with the objective of discerning the impact of job satisfaction (X1) and organizational commitment (X2) on the organizational citizenship behavior variable (Y) at PT Erindo Madiri. The results of the research conducted at PT Erindo Mandiri indicate that job satisfaction and organizational commitment exert a positive influence on organizational citizenship behavior (OCB). The conjunction of these two variables engenders augmented individual and collective efficacy, as well as organizational systems that culminate in superior HR performance, characterized by minimal absenteeism and negligible deviations.

This research aims to determine the influence of organizational commitment, work experience, professionalism and auditor education on consideration of the level of audit methodology for auditors working in public accounting firms in the South Jakarta and West Jakarta regions in 2024. The data sampling technique involves distributing questionnaires directly to respondents. The research population was auditors who worked in 9 Public Accounting Firms and obtained 78 questionnaires and all questionnaires could be processed. The data processing used was multiple linear regression analysis, tested using the Statistical Package For The Social Science (SPSS) program version 22 and Microsoft Excel 2010. Based on the research results, it can be concluded that organizational commitment (X1) and auditor education (X4) have a significant effect on consideration of audit materiality level (Y), while work experience (X2) and professionalism (X3) have no effect on consideration of audit materiality level (Y).