Organizational Citizenship Behavior

Abstract

. Organizational citizenship behavior (OCB) basically starts with the employee feeling satisfied with the employee's work and the behavior of superiors in making decisions so that employees feel treated fairly, and the desire to remain part of the organization's members by accepting the values and goals of the organization. This study aims to examine the effect of job satisfaction, organizational justice, and organizational commitment to organizational citizenship behavior on Bank Indonesia Representative Offices in East Kalimantan Province. The subjects of this study were employees of the Bank Indonesia Representative Office in East Kalimantan Province with a total sample of 78 employees. The measuring instrument used in this study uses the scale of organizational citizenship behavior, the scale of job satisfaction, the scale of organizational justice, and the scale of organizational commitment compiled by scaling the Likert model. The results of this study indicate that there is a positive and significant effect between job satisfaction, organizational justice, and organizational commitment to organizational citizenship behavior of employees. On job satisfaction there is no influence on organizational citizenship behavior of employees. In organizational justice there is a positive and significant influence on organizational citizenship behavior of employees. On organizational commitment there is a positive and significant effect on organizational citizenship behavior of employees