The Influence of Organizational Citizenship Behavior on Centralized Social Networks Mediated by Job Satisfaction and Job Involvement at the Industrial Standardization and Service Center in Banda Aceh
Downloads
A study has been conducted on the influence of Organizational Citizenship Behavior (OCB) on Centralized Social Networks, mediated by Job Satisfaction and Job Involvement at the Industrial Standardization and Service Center in Banda Aceh. The aim of this research is to analyze the effect of OCB on Centralized Social Networks, with Job Satisfaction and Job Involvement acting as mediators. The study employs a quantitative approach using path analysis to examine the causal relationships between variables. The findings indicate that OCB significantly influences Job Satisfaction and Job Involvement. Moreover, Job Satisfaction and Job Involvement serve as mediators in the relationship between OCB and Centralized Social Networks. A strong social network contributes to increased engagement and job satisfaction, ultimately supporting organizational effectiveness. This study provides implications for organizational management in efforts to enhance productivity and workplace collaboration by promoting OCB. By improving job satisfaction and involvement, organizations can build a more solid social network, which contributes to sustainability and operational efficiency.
Downloads
1. Afriyani, F., Marlina, Manurung, J. S., Yakin, I., & Putrie, R. A. (2024). Pengaruh Interaksi Sosial dan Social Support terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Moderasi. Jurnal Kajian Ekonomi Dan Bisnis Islam, 5(7), 3830–3843. https://doi.org/https://doi.org/10.47467/elmal.v5i7.4161
2. Agusyanto, R. (2014). Jaringan Sosial dalam Organisasi. Raja Grafindo Persada.
3. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
4. Bateman, T. S., & Organ, D. W. (1983). Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee “Citizenship.” The Academy of Management Journal, 26(4), 587–595. https://doi.org/10.2307/255908
5. Fairnandha, M. M. (2021). Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement. JIM: Jurnal Ilmu Manajemen, 9(3), 920–930. https://doi.org/https://doi.org/10.26740/jim.v9n3.p920-930
6. Ghozali, I. (2018). Aplikasi analisis multivariate dengan program IBM SPSS 25 (9th ed.). Badan Penerbit Universitas Diponegoro.
7. Greenberg, J., & Baron, R. A. (2018). Behavior in Organizations: Understanding and Managing the Human Side of Work (Ed. 8). Prentice Hall.
8. Hair, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). SAGE Publications, Inc.
9. Herminingsih, A. (2012). Spiritualitas Dan Kepuasan Kerja Sebagai Faktor Organizational Citizenship Behavior (OCB). Jurnal Ilmu Ekonomi Dan Sosial, 1(2), 126–140.
10. Kilduff, M., & Tsai, W. (2003). Social Networks and Organizations. SAGE Publications Ltd.
11. Kim, W., & Park, J. (2017). Examining Structural Relationships between Work Engagement, Organizational Procedural Justice, Knowledge Sharing, and Innovative Work Behavior for Sustainable Organizations. Sustainability, 9(2), 1–16. https://doi.org/10.3390/su9020205
12. Liu, Z., Chen, C., Cui, H., & Hu, Y. (2023). The relationship between nurses’ social network degree centrality and organizational citizenship behavior: The multiple mediating effects of job satisfaction and work engagement. Heliyon, 9(9), e19612. https://doi.org/https://doi.org/10.1016/j.heliyon.2023.e19612
13. Nielsen, T. M., Hrivnak, G. A., & Shaw, M. (2009). Organizational Citizenship Behavior and Performance: A Meta-Analysis of Group-Level Research. Sage Journals, 40(5), 555–577. https://doi.org/https://doi.org/10.1177/1046496409339630
14. Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments & Computers, 36(4), 717–731. https://doi.org/https://doi.org/10.3758/BF03206553
15. Robbins, S. P., & Judge, T. A. (2017). Essential of Organisational Behaviour (14th ed.). Pearson.
16. Robins, S. P., & Coulter, M. (2012). Management (11th Ed). In Prentice Hall. https://doi.org/10.1002/1521-3773(20010316)40:6<9823::AID-ANIE9823>3.3.CO;2-C
17. Sobel, M. E. (1982). Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models. Sociological Methodology, 13, 290–321. https://doi.org/https://doi.org/10.2307/270723
18. Sparrowe, R. T., Liden, R. C., Wayne, S. J., & Kraimer, M. L. (2001). Social Networks and the Performance of Individuals and Groups. The Academy of Management Journal, 44(2), 316–325. https://doi.org/https://doi.org/10.2307/3069458
Copyright (c) 2025 Ervina, Mahdani, A. Sakir
This work is licensed under a Creative Commons Attribution 4.0 International License.
