Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Gadjah Mada Universitas Mada Prof. Kami sungguh bersyukur 4th Gadjah Mada International Economics and Business Conference 2016 sukses terselenggara pada bulan November oleh Fakultas Ekonomi dan Bisnis Universitas Gadjah Mada di Jogja Plaza Hotel, Sleman, Yogyakarta. Oleh karena itu, kami mengucapkan terima kasih dan penghargaan kepada Jurnal Ekonomi Indonesia dan Fakultas Ekonomi Bisnis dan Bisnis Universitas Gadjah Mada.
Professor Christopher Mannings (Crawford Schools, Australia National University), Professor Dr. Universitas Gadjah Mada), Ph.D. Satya P.Chattopadhyay Ph.D (University of Scranton) and Arie Setya Yudha (Molay Tacticals) for taking the time to contribute and share their expertise and experience at the conference, enriching our knowledge in this area. We welcome and will receive all suggestions and constructive feedback to improve the organizational strategy for the improvement and development of the Gadjah Mada International Conference on Economics and Business Conferences and Proceedings.
THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD
ORGANIZATIONAL CITIZENSHIP BEHAVIORS
INTRODUCTION
To foster organizational citizenship behaviors (OCB) or extra-role good behavior of each member of the higher education organization (lecturers), appropriate organizational support is needed for each individual lecturer. In addition, to encourage each member of the organization who exhibits good behavior with an additional role, attitudes related to the work itself (work-related attitudes) should also be considered. Greenberg and Baron (2003) mentioned that work-related attitudes such as job satisfaction and employee commitment to the organization that employed him.
Kreitner and Kinicki argue that organizational commitment reflects a state in which an individual identifies with the organization and is bound by its goals. Employees who are committed to the organization and work in general tend to believe that work is central. Employees who are committed to the organization have a high level of involvement in the organization's values and goals.
The satisfaction in their work and the sense of commitment to the organization will encourage them to work outside their formal role. The impact of low perceived organizational support, resulting in low satisfaction, which in turn leads to low levels of teacher organizational commitment. The purpose of this study was to obtain empirical evidence to explain the relationship between perceived organizational support and organizational citizenship behavior through the creation of job satisfaction and organizational commitment.
This research is expected to contribute to the development of science and technology, especially in theoretical aspects for management development, especially in the field of human resource management and organizational behavior in Indonesia, by understanding the importance of organizational support and its implications for job satisfaction and organizational commitment to foster of positive organizational citizenship behavior among lecturers in higher education organizations and is expected to be able to explore new approaches in relation to all aspects.
LITERATURE REVIEW &
Perceived organizational support assumes that employees establish a common belief that an organization that is concerned with the existence and well-being of employees is personal and values the contributions of the employees in the organization. Empirical studies that find positive and significant relationship between perceived organizational support and job satisfaction conducted by LaMastro (2000),. Based on the above, it can be predicted that the higher the perceived organizational support, the higher the lecturers' job satisfaction.
The relationship between job satisfaction and organizational commitment can occur when members of the organization have a high level of satisfaction within the organization so that they have the attitude, trust and confidence and a positive perception of the organization. Employee's job satisfaction on various aspects of the job leads to the emergence of a strong commitment to the organization that hired him. Based on the description above, it can be predicted that the higher the lecturer's job satisfaction about various aspects of his work, the higher the lecturer's organizational commitment.
According to Organ et al. 2005), individuals who experience satisfaction at work in an organization are better off personally. Other empirical studies that found a significant relationship between job satisfaction and OCB were conducted by Moorman et al. In addition, Mohammed et al. 2014) also found a significant relationship between job satisfaction and lecturers' OCB in higher education settings.
Based on the above description, it can be predicted that the greater the lecturer's job satisfaction in various aspects of his work, the greater the lecturer's organizational citizenship behavior.
RESEARCH METHOD Research Design
In this case, the teachers who have strong organizational commitment tend to demonstrate positive OCBs among colleagues. A number of empirical studies describing the influence of the components of organizational commitment on OCBs were conducted by Meyer and Allen (1991), which found that affective organizational commitment has a relationship with OCBs, while continuity commitment has no relationship with OCBs. Based on the above description, it can be predicted that the organizational commitment of the senior lecturer to his institution, the organizational citizenship behavior of the senior lecturer.
Perceived organizational support is defined as employee perceptions regarding the extent to which the organization provides support to employees and the degree to which the organization is willing to provide assistance when needed (Pack, 2005). If the employee perceives a high level of organizational support, then the employee is willing to integrate their membership as a member of the organization into their identities and subsequently develop a more positive relationship and perception towards the organization. Merging employee membership in the organization with employee identity makes the employee feel part of the organization and have a responsibility to contribute and provide their best performance for the organization.
2015) state that there is a significant positive relationship between the POS with OCBs where the level of the relationship between these two variables depends on the specific cultural environment. Based on the study of theoretical and empirical studies as described above, it can be predicted that the higher the perceived organizational support at the higher organizational citizenship behavior professor. This study is an explanatory (causation) study that aims to find explanations of the relationship between variables using hypothesis testing, which results can be used as a basis for generalization (Sekaran.
Based on the causality pattern in Figure 1, the different latent variables used in this study can be classified as follows: the independent variable (exogenous) represented by perceived organizational support; the mediating variable (interfering) is job satisfaction and organizational commitment; while the dependent variable (endogenous) is represented by organizational citizenship behavior.
ANALYSIS & DISCUSSION
The population in this study consists of 1022 ULM lecturers whose status as civil servants is spread across 10 faculties with 54 courses within Lambung Mangkurat University. Y1.1 Satisfaction with performance Y3.1 Helping behavior Y1.2 Satisfaction with recognition Y3.2 Sportsmanship behavior Y1.3 Satisfaction with the work itself Y3.3 Organizational loyalty. Based on the outcome of the PLS measurement model in Table 2, the empirical model tested in this study meets the criteria of the validity and reliability tests.
The measurement of job satisfaction is considered a formative construct that has ten (10) indicators, while the other constructs are considered reflective constructs. The reason for considering job satisfaction as a formative construct is based on the understanding that someone's satisfaction with his/her workplace is the sum of the satisfaction he/she can experience towards different aspects of his/her work. The validity test for the formative construct was done in accordance with the application of the PLS analysis procedure.
Hypothesis testing using the Partial Least Square method was evaluated through the significance parameter of the t statistic.
Value Result
- CONCLUSION
- RECOMMENDATION
The result of this study explains that the relationship between POS and organizational commitment should be established through the mechanism of job satisfaction formation. That is, the effect of POS on teachers' organizational commitment can only occur through the role of job satisfaction. The relationship between job satisfaction and organizational commitment can occur when organizational members have a high level of satisfaction within the organization such that they have the attitude, trust, confidence and positive perception of the organization that hired him.
Moreover, the result of this study is not consistent with Othman (2002) who found that job satisfaction, organizational commitment and ethical climate have a relationship with OCBs. The result of this study explains that there is no direct relationship between job satisfaction and OCB, but the relationship may occur through the role of organizational commitment. The results of this study showed similarities with the results of other studies assessing the role of organizational commitment component, which has a dominant influence on OCBs.
The result of this study explains that the relationship between POS and OCB should be through the mechanism of creating job satisfaction and organizational commitment. These study findings can be used as a source of information for policy makers in ULM Banjarmasin regarding their efforts to improve ULM lecturers' OCB by improving ULM lecturers' perceived organizational support (POS), job satisfaction, and organizational commitment. Their high perception of organizational support strengthens lecturers' organizational commitment (normative and affective), which is reflected in the positive behavior of OCB lecturers towards the institution, colleagues and themselves.
Further understanding of theories related to indicators of perceived organizational support, job satisfaction, organizational commitment, and OCB is needed. The Effect of Transformational Leadership and Organizational Climate on Job Satisfaction, Organizational Commitment and Organizational Citizenship Behavior on Educational Staff of Sebelas Maret University, Surakarta. A study on the relationship between organizational commitment and its determinants among private sector employees in Pakistan.
