The Effect of Organizational Citizenship Behavior and Leader-member Exchange on Employee Performance of PT Gresik Migas: Employee Commitment as an Intervening Variable

Aims: The purpose of this study is to ascertain the impact of Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB) on PT Gresik Migas employees' performance, as well as the mediating role that LMX and OCB play in employee performance. Study Design: This study was carried out with quantitative techniques, and an explanatory analysis was used to examine the data that was collected. Place of Study: The target of this research is employee of PT Gresik Migas in Gresik City. The total population in this study is 42 employees. Methodology: The personnel of PT Gresik Migas are the subject of this study. 42 employees made up the study's population. Saturated sampling is the method used to take a sample, and 42 employees make up the sample. Likert scale-based questionnaires are distributed as part of the data collecting process, and smartPLS 3.0 is used to process the collected data. Results: The results of the validity test state that there are invalid items, namely, 2 OCB items, 2 LMX items, and 2 employee performance items. Then the reliability test results state that everything is reliable. And hypothesis testing states that OCB affects performance because P values are 0.000 < 0.05. LMX affects performance because P values are 0.004 < 0.05. Employee commitment has no effect on performance because P values 0.451 > 0.05. OCB affects employee commitment because P values 0.034 < 0.05. LMX affects employee commitment because P values 0.045 < 0.05. Employee commitment cannot mediate the effect of OCB on performance because P values 0.454 > 0.05. And employee commitment cannot mediate the effect of LMX on performance because P values 0.469 > 0.05. Conclusion: This study discovered that LMX and OCB have a big impact on worker performance. The impact of employee dedication on performance is also negligible. Furthermore, the impact of OCB and LMX on employee performance cannot be mitigated by employee dedication.