ijsrm.in - The Effect of Organizational Citizenship Behavior (OCB) and Quality of Work Life (QWL) on The Employee Work Performance with Motivation As An Intervening Variables at Industrial affairs Of South Sumatera Province

The Effect of Organizational Citizenship Behavior (OCB) and Quality of Work Life (QWL) on The Employee Work Performance with Motivation As An Intervening Variables at Industrial affairs Of South Sumatera Province | International Journal of Scien

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The Effect of Organizational CitizenshipPolicies(OCB) and Quality of Work Life (QWL) on The Employee Work Performance with Motivation As An Intervening Variables at Industrial wires Of South Sumatera Province | International Journal of Scientific Research and Management Quick jump to page content Main Navigation Main Content Sidebar e-ISSN : 2321-3418 | Email: editor@ijsrm.in Register Login HomeWell-nighAbout the Journal Editorial Team Submissions Current Issue Archives Contact Home Archives Vol 6 No 09 (2018) Economics and Management Total : PDF: 24 XML: 0 | Total views: 24 The Effect of Organizational CitizenshipPolicies(OCB) and Quality of Work Life (QWL) on The Employee Work Performance with Motivation As An Intervening Variables at Industrial wires Of South Sumatera Province Agustina Hanafi, × Agustina Hanafi Magister of Management Science, Faculty of Economics, Sriwijaya University . Close Bambang Bemby Soebyakto, × Bambang Bemby Soebyakto Magister of Management Science, Faculty of Economics, Sriwijaya University . Close Meldha Afriyanti, × Meldha Afriyanti Sriwijaya University . Close Article Date Published : 11 September 2018 | Page No.: EM-2018-676-685 | Google Scholar DOI https://doi.org/10.18535/ijsrm/v6i9.em03 Article Text Article Info Citation Tools Article Metrics Abstract Organizational CitizenshipPolicies(OCB) is a new concept in terms of performance wringer that is not regulated by the organization, and a formal reward system is not taken into account, but this policies will encourage the effectiveness and efficiency of the overall organizational function. High employee performance will moreover be created when Quality of Work Life (QWL) provides repletion and prosperity in the work environment, considering it is consideredbe worldly-wise to increase the role and contribution of employees in an organization. High work motivation will moreover have an impact on the largest performance given by employees to unzip the goals of the institution. The purpose of this research are to find out whether or not : OCB affects work motivation, QWL affects work motivation, OCB affects employee performance, QWL affects employee performance, Work motivation affects employee performance, The effect of work motivation as a mediation of OCB to employee performance, The effect of work motivation as a mediation of the QWL to work performance. Introduction In responding on local government regulations changes mandated by Act Number 23 of 2014 and stipulated Government Regulation (PP) Number 18 of 2016 concerning regional apparatus, the government of South Sumatra Province carries out changes in regional workings (nomenclature), so that there are several the impact on separating or mergering some departments and wires and there arealso several agencies reverted their names. The changes in regional workings (nomenclature) in the government of South Sumatra Province transform 19 services into 29 services agencies. The same thing moreover happened in the Office of Industry and Trade services and Cooperation ( Perindagkop ) which is now divided into three, namely the Cooperation services and Small and Medium Enterprises (SMEs), the Trade Services and the Industrial affairs. The Industrial topic of South Sumatra Province without the changes conducted becomes one of the government agencies that servesin the industrial sector. Where guidance, supervision and industrial minutiae are directed to develop the industrial sector of South Sumatra Province in facing global competition. Therefore, the South Sumatra Provincial Industrial wires needs to unbend competent State Civil Servants (ASN) in providing services to the public, and be worldly-wise to modernize coordination in developing the industry in South Sumatra Province. Through the vision of the organ is "the realization of wide and globally competitive Industry in the South Sumatra ". It shows that the government of South Sumatra Province hopes to provide the weightier service to meet the needs and satisfy the interests of people, so that indirectly this requires the State Civil Service (ASN) as a public servant be worldly-wise to show good work performance. Therefore, it is important to implementthe Organizational CitizenshipPolicies(OCB) policies in improving employee performance in these agencies.Equalto Borman and Motowidlo ( 1993 ) states that Organizational CitizenshipPolicies(OCB) can modernize performance considering this policies is "lubricant" of social machines in an organization. In other words, the existence of this policies will lead to motivation among employees at work, so that it can make social interactions among employees wilt smooth, reduce the occurrence of disputes and modernize efficiency, and ultimately it can modernize the employeesperformance. In wing to Organizational CitizenshipPolicies(OCB), Quality Of Work Life (QWL) on employees moreover need to be concerned by leadership in an effort to support the victory of high-performance of the employees by meeting the needs and expectations of the employees. The Quality Of Work Life (QWL) is a major problem that deserves to be concerned in an organization ( Lewis, 2001 ), It refers to the idea that the quality of work life is seen as capable of enhancing organizational participation. Work motivation is moreover very influential on employee performance.Equalto Hasibuan ( 2012 ) states that giving motivation to employees can generate enthusiasm and morale, modernize morale and satisfaction, increase employee work productivity, maintain employee loyalty and stability, and increase willpower and reduce employee attendance. It shows that the greater the motivation given to employees, the increasingly employees will requite a good reciprocity to the organization in form of largest performance given to the organization. Literarure Review Organizational CitizenshipPolicies(OCB) Organizational CitizenshipPolicies(OCB) is a new concept in terms of performance analysis.Equalto Organ in Podsakoff ( 2009 ) that: Organizational CitizenshipPolicies(OCB) is carried out by an individual with full self-rule (at will) in determining something and bilateral understanding with no request for formal rewards or rewards for the organization, so this policies is very helpful and profitable considering this policies increases efficiency and effectiveness in the organization. Meanwhile, equal to Spitzmuller, Van Dyne and Ilies in Gunawan ( 2013 ) OCB is an individual policies that is not regulated by the organization, and that the reward system is not formally calculated, but this policies will encourage the effectiveness and efficiency of the overall organizational function. Quality Of Work Life (QWL) The Quailty of Work Life is one of the management system approaches to coordinate and connect the potential of Human Resources (HR), where the quality of work life in the organization as a leadership effort to meet the needs of members and organizations on an ongoing basis. Where equal to Cascio ( 2010 ), that Quality of Work Life (QWL) can be interpreted into two approaches, the first, Quality of Work Life (QWL) is a set of goals to be achieved through organizational policies such as: unscratched working conditions, internal promotion policies, work involvement, pearly bounty and others. While the second tideway defines the Quality of Work Life (QWL) as employees' perceptions such as that employees finger unscratched at work, relatively satisfied and get the opportunity to grow and develop as human beings. Work motivation Motivation is specified as a driving gravity or impulse to humans that can lead to, direct, and organize policies ( Darmawan, 2013 ). The understanding of motivation is inseparable from the word needs or wants. Needs are a potential within human beings that needs to be responded to, considering motivation is the reason of an individual or employee to act in meeting their needs.Equalto ( Luthans, 2011 ) motivation comes from the Latin word movere , which ways to move, in other words motivation is a process that starts with physiological deficiencies or psychological that drives the policies shown for the purpose or incentive. Work PerformanceEqualto Kusnadi ( 2003 ) states that performance is a movement or whoopee carried out consciously which is directed to unzip a unrepealable goal or target. The understanding of performance is moreover an tableau of victory level of the implementation of an worriedness program or policy in realizing the goals, objectives, vision, and mission of the organization as outlined in an organization's strategic planning.Equalto Mathis and Jackson ( 2009 ) performance is what is washed-up or not to be washed-up by employees, and moreover performance can be interpreted as the result of work that has a strong relationship with the organization's strategic goals, consumer satisfaction, and contributes to the economy. Information well-nigh organizational performance is a very important thing to evaluate whether the performance process carried out by the organization has been in line with the expected goals or not. The objective of the study To find out and unriddle the effect of Organization CitizenshipPolicies(OCB) and Quality of Work Life (QWL) on the performance of employees at the Industrial topic of South Sumatra Province. To find out and unriddle the effect of Organization CitizenshipPolicies(OCB) and Quality of Work Life (QWL) on the performance of employees with work motivation as an intervening variable at Industrial topic of South Sumatra Province. 3. Methodology Scope of study This study analyzes the relationship between Organization CitizenshipPolicies(OCB) and Quality of Work Life (QWL) on the performance of employees with work motivation as an intervening variable at Industrial topic of South Sumatra Province. The location of research object is at Jalan Demang Lebar Daun No. 2610 Palembang, and the study was conducted in February 2018. Types and Data Sources In this study the data used in form of quantitative data, which includes data on the number of employees in Industrial topic of South Sumatra Province and the results of data processing from the research questionnaire. The data source in this study used primary data, where primary data hodgepodge was carried out by distributing questionnaires to employees at Industry wires of South Sumatra Province. Population and Sample The population in this study was employees at Industry wires of South Sumatra Province, there were 71 people, in which the census method was used by giving questionnaires to the unshortened population totaling 71 respondents consisting of permanent employees and non-permanent (honorary) employees at the Office of Industrial topic South Sumatera Province. Method of collecting data The method used to collect data in this study was observation, which is collecting data by conducting uncontrived observations, and recording phenomena that occur at the location of the study, such as observing employee policies well-nigh the time of inrush at work, work undercurrent and employee attitudes in delivering out tasks and job. In addition, data hodgepodge was carried out by distributing questionnaires well-nigh Organizational CitizenshipPolicies(OCB), Quality Of Work Life (QWL), work motivation (WM) and work performance (WP) at the office of Industry wires of South Sumatra Province to all respondents with the aim of collecting wordplay to be the data this research. Result and Discussion 4.1 Result Linearity Test The linearity test can be seen from the Sig. Linearity if Sig < 0.05, the regression model is linear and vice versa. Code OCB QWL WM WP OCB1 0,923 - - - OCB2 0,894 - - - OCB3 0,854 - - - OCB4 0,821 - - - OCB5 0,839 - - - OCB6 0,903 - - - OCB7 0,899 - - - OCB8 0,904 - - - QWL1 - 0,729 - - QWL2 - 0,919 - - QWL3 - 0,917 - - QWL4 - 0,724 - - QWL5 - 0,696 - - QWL6 - 0,831 - - QWL7 - 0,702 - - QWL8 - 0,891 - - WM1 - - 0,925 - WM 2 - - 0,923 - WM 3 - - 0,877 - WM 4 - - 0,881 - WM 5 - - 0,888 - WM 6 - - 0,698 - WM 7 - - 0,839 - WM 8 - - 0,838 - WP1 - - - 0,833 WP2 - - - 0,780 WP3 - - - 0,601 WP4 - - - 0,774 WP5 - - - 0,838 WP6 - - - 0,785 WP7 - - - 0,916 WP8 - - - 0,607 WP9 - - - 0,927 Loading Factors Values Table 2 whilom shows that loading factors provide the recommended value whilom 0.5, so it can be terminated that the indicators used in this study are valid or have met the requirements of Convergent Validity. Likewise testing the validity of each construct was tested with Average Variance Exteracted (AVE) where the construct with good validity if it is increasingly than 0.5 ( Ghozali, 2014 ). Here is the value of Average Variance Extracted (AVE): Table 3 Average Variance Extracted (AVE) Value Variables OCB QWL WM WP OCB 0,712 QWL 0,634 0,709 Work motivation 0,707 0,491 0,722 Work performance 0,567 0,633 0,684 0,720 Table 4 whilom shows that the square root of Average Variance Extracted (AVE) values of all latent variables Organization CitizenshipPolicies(OCB), Quality of Work Life (QWL), work motivation and work performance are equal to ( 0.712 , 0.709 , 0.722 and 0.720 ) higher than the correlation value between the constructs and other constructs in the model, in other words all the latent variables in this study meet the requirements of Discriminant Validity. Reliability Test The reliability test is washed-up by looking at the Composite Reliability value of the indicator woodcut that measures the construct. The result of Composite Reliability will show a satisfactory value if it is whilom 0.7. Reliability test can moreover be strengthened by Cronbach's Alpha where the recommended value is whilom 0.6. Reliability test results are as follows: Table 5 Reliability Test Results Variables R-Square Work Motivation 0,504 Work Performance 0,586 R-square Values Table 6 whilom shows the R-Square value of the work motivation variable is 0 504 which ways that the variability of work motivation can be explained by the construct of Organization CitizenshipPolicies(OCB) and Quality of Work Life (QWL) of 504% Furthermore, the R-Square value of employee performance variable is 0586 which ways that employee performance variability can be explained by the construct of Organization CitizenshipPolicies(OCB), Quality of Work Life (QWL) and work motivation by 586% The higher the R-Square value, the greater the worthiness of the self-sustaining variable can explain the dependent variable so that the structural equation is largest c. Hypothesis Test Hypothesis testing on Partial Least Square (PLS) is based on the values found in the Structural model analysis, by looking at the significance of the influence of exogenous variables Organization CitizenshipPolicies(OCB), Quality of Work Life (QWL) and work motivation (WM) on work performance (WP) by looking at the parameter coefficient (path coefficient) and the significance value of t-statistics. The pursuit is the coefficient of the parameter (path coefficient): Path Coefficient Original Sample OCB WM 0,662 QWL WM 0,072 OCB WP -0,073 QWL WP 0,419 WMWP 0,530 Indirect Effect Indirect effectoccurs if there is a third variable that mediates (intervening) between the two variables, where the indirect effect test is as follows: Table 9 Indirect Effect Google Scholar] Strategi Manajemen Konflik Sebagai Upaya Meningkatkan Kinerja Teamwork Tenaga Kependidikan Wartini Sri. Jurnal Manajemen dan Organisasi.2016-may. 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