Explore publications.

Paternalistic leadership is reported to have a favourable correlation with employee organisational commitment. This commitment is provided in exchange for the paternalistic leaders' care, attention, and protection of employees in both professional and personal contexts. Nonetheless, numerous further research have identified a negative tendency in this association. This research employed a Systematic Literature Review (SLR) utilising PRISMA as the principal procedure, identifying 16 articles published from 2014 to July 2024 that investigate the correlation between paternalistic leadership and organisational commitment. This relationship is delineated through two frameworks: firstly, paternalistic leadership induces varying degrees of employee organisational commitment; secondly, organisational commitment serves as a mediator between paternalistic leadership and other variables. From these two schemes, it is evident that (i) a positive correlation exists between benevolence and moral leadership and organisational commitment, albeit with variations in the types of commitment elicited by these leadership dimensions; (ii) authoritarian leadership elicits a negative reaction towards two forms of organisational commitment (affective and normative) among employees, while inducing a marginally positive response towards continuance commitment; and (iii) organisational commitment as a mediator exhibits a "inconclusive" effect.

A hospital is a non- profit health service organization profit oriented, and own various specifications, specifically related with human resources. In this context, hospitals are often mentioned as an organization that is intensive in human resources, this is because it is in a hospital there are various professions and types of work that have specifications and tasks different principal. Apart from that, hospitals are also known as solid organizations regulations and intensive technology and science. Technology and science intensive knowledge because there is technology and sophisticated medical equipment as well the rapid development of science as a result of education and study in in House Sick. Congested regulations because in House Sick there is Lots regulation and terms service Which must obeyed by all over element Which There is At home Sick. This research aims to investigate influencing factors OCB to nurses at Samarinda Medika Citra Hospital. This research uses OCB as a dependent variable which influences Organizational Justice, Job involvement and Organizational Commitment as mediating variables. This research is categorized as explanatory research. The respondents in this study were nurses at Samarinda Medika Citra Hospital who had worked for more than 2 years and determining the sample size in this study used a saturated sample technique with a total sample of 172 respondents. The data collection method uses a questionnaire, and the data is analyzed using SEM-PLS. The findings from this research show that organizational justice, job involvement and organizational commitment have significant effects on OCB. Organizational Commitment also plays a role in mediating the relationship between organizational justice and work engagement hope OCB.

This study contributes to our understanding of employee behavior in governmental organizations. This paper aims to demonstrate the effects of organizational culture, transformational leadership, and work motivation on organizational citizenship behavior (OCB). This paper also aims to conduct a literature evaluation on the OCB of the public sector, using VOSviewer to acquire a visual representation of the research's progress. The VOSviewer for visualizing research progress adds value by providing a clear and intuitive representation of the scholarly landscape. Visualizing connections and clusters among documents can facilitate the identification of key themes and research directions. The study searched the Scopus database using the keywords "organizational citizenship behavior public sector," resulting in the discovery of 85 relevant documents. The study analyzed documents published between 2019 and 2023. Afterward, the study selected 25 documents with the highest rankings as references using Publish or Perish. Supplementary documents were discovered through Google Scholar and Proquest. In comparison to other studies, this research is more diverse in the variables, providing integrated information in the public sector. Consequently, this research remains pertinent. Nevertheless, the amount of study conducted on OCB in the public sector has been limited. Therefore, there is a potential for further investigation in this field. The main findings of the study demonstrate that (i) underscore the relevance of promoting a positive organizational culture, fostering transformational leadership, and enhancing work motivation to encourage OCB among public sector employees and finally (ii) the results of this study indicate that influential factors have a positive impact significantly on the OCB in the public sector.

The increasingly rapid development of education in Indonesia requires strong involvement and engagement of lecturers, including in West Java. In reality, there are still some lecturers who have low involvement and engagement in education at their universities. This study examines the influence of proactive personality and emotional regulation on employee engagement, by considering the moderation of religiosity in this relationship pattern. expertise and knowledge in their field make them not focus on developing the quality of the campus they hold. The population of this study were Muslim lecturers who taught at universities in Bandung City, selected using the purposive sampling method, with 100 respondents. The data obtained was processed using Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study show that employee engagement can be influenced by proactive personality and emotional regulation, and this influence is stronger when the lecturer's level of religiosity is high. These findings provide important insights for understanding factors that influence employee engagement in academic contexts.

This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce.

This study explores the relationship between organizational commitment and specific aspects of green human resources management to organizational citizenship behaviour. In its implementation, it explores green human resources management at the Ministry of Environment and Forestry as an institution directly related to macro and micro environmental conservation. This study uses quantitative methods, using SEM-PLS. The results of this study: (1) There is no significant effect of the Green Organizational Culture construct on Organizational Commitment. (2) The Green Organizational Culture construct has no significant effect on Organizational Citizenship Behavior. (3) Green Transformational Leadership construct has no significant effect on Organizational Commitment. (4) Green Transformational Leadership constructs have no significant effect on Organizational Commitment. (5) There is a significant effect of the Job Satisfaction construct on Organizational Commitment. (6) There is no significant effect of the Job Satisfaction construct on Organizational Citizenship Behavior. (7) The Organizational commitment construct has no significant effect on Organizational Citizenship Behavior. (8) The Green Transformational Leadership construct has no significant effect on Organizational Citizenship Behavior. (9) There is no significant effect of Job Satisfaction constructs on Organizational Citizenship Behavior through Organizational Commitment. (10) Green Organization Culture constructs have no significant effect on Organizational Citizenship Behavior through Organizational Commitment.

Few empirical studies have examined the connections between employees’ commitment and organizational citizenship behaviors to the company. Also, not much is known about how a specific part of meaningful work affects the organization’s citizenship behaviour of people who work as travel agents. Our study examines whether meaningful work mediates an organization’s commitment to organizational citizenship behaviour. The research is quantitative with descriptive methods, and 104 participants participated. The scales were available online, and they filled them out. Statistical analysis uses the PLS structural equation model to test the model. The main finding of the study demonstrates that (i) There is no relationship between organizational commitment and organizational citizenship behaviour shown in the statistical result is 0.055, (ii) the Statistical result of 0.826 between organization commitment to meaningful work shows that there is a direct link between two variables (iii) and there is the link is between meaningful work and organizational citizenship behaviour with the statistical result is 0.814, (iv)  From this point on, the structural equation model shows that meaningful work is the only difference between organizational commitment and citizenship behaviour with P-Value 0.000. The study has shown that meaningful work as a full mediator can help organizational citizenship behaviour. Organizational commitment and citizenship behaviors are related and reinforced by meaningful work.

This study aims to explore the mediating role of job satisfaction in the influence of transformational leadership and transactional leadership on organizational citizenship behavior (OCB). A total of 110 respondents were involved in this study. In collecting data, researchers distributed questionnaires to nurses at the regional general hospital, Tulungangung, East Java, Indonesia. The collected data were then analyzed using the partial least squares (PLS) method. The research findings show that there is a significant relationship between transformational leadership and OCB, job satisfaction and OCB. However, not as we expected, transactional leadership did not show a significant improvement in nurses’ OCB. Furthermore, both transformational leadership and transactional leadership are able to act as strong predictors of job satisfaction. Finally, we hypothesized that job satisfaction may mediate the effect of transformational leadership and transactional leadership on OCB.

This study aims to examine and understand the influence of psychological capital on employee turnover intention through the mediating role of organizational commitment and work-life balance on Generation Z and millennial employees in Bandung, West Java. The data used in this study are primary and secondary data obtained from the employees of the companies and the company data. This study uses the census method as a sampling technique, with a number of samples of 100 respondents. The data is collected by distributing questionnaires and carrying out observations in the company. The data is further processed using Structural Equation Modeling with the Partial Least Square method. The results of this study indicate that psychological capital has a significant influence on employee turnover intention, organizational commitment, and work-life balance. Furthermore, organizational commitment and work-life balance are found to have a direct negative influence on turnover intention. Both of these variables also act as mediators in the relationship between psychological capital and turnover intention.

This study aims to examine and analyse the effect of green transformational leadership and green attitude on green organisational citizenship behaviour mediated by emotional intelligence. This research was conducted at Batik Warna Alam SMES in Klaten, Central Java, with 118 respondents. Analysis of the data used is the quantitative method of Structural Equation Modelling (SEM) SMART-Partial Least Square (PLS) Software. This study indicates that: (1) There is a positive and significant effect between green transformational leadership on emotional intelligence. (2) there is a positive and significant effect between green attitude to green attitude (3) there is a positive and significant effect between emotional intelligence on green organisational citizenship behaviour. (4) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour (5) there is a positive and significant effect between green attitude and green organisational citizenship behaviour (6) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour mediated by emotional intelligence (7) there is a positive and significant effect between green attitude and green organisational citizenship behaviour mediated by emotional intelligence at Batik Warna Alam SMEs in Klaten, Central Java.

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

This study presents the Job Demands-Resources (JD-R) model to investigate employees’ organizational commitment. The purpose of this study is to examine the effect of job demands and job resources on organizational commitment, as well as the mediating effect of work engagement, in the context of Indonesian state-owned enterprises. Data were gathered using a questionnaire from 115 employees of a state-owned enterprise. Partial Least Squares - Structural Equation Modeling (PLS-SEM) was performed to analyze data. Results of data analysis indicate the negative influence of job demands and positive influence of job resources on organizational commitment. Also, work engagement mediates the effect of job demands and job resources on organizational commitment. The results of this study give a contribution to both theoretical and practical viewpoints. At the theoretical level, this study contributes to the literature on organizational commitment theory and the JD-R model. From the practical viewpoint, the study findings offer insight for Indonesian state-owned enterprises management to enhance employees’ organizational commitment by considering job demands, job resources, and work engagement of employees.

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

The purpose of this study is to examine and analyze the influence of workplace happiness and innovative work behavior on job satisfaction mediated by work engagement on employees of a private university in Tenggarong, East Kalimantan during the Covid-19 pandemic. This research is quantitative with a sample of 100 people taken through proportional stratified random sampling. The data analysis technique used is descriptive statistical analysis and structural equation modeling (SEM). The conclusion of this study is that there is a positive influence between workplace happiness and innovative work behavior on job satisfaction, there is a positive influence between workplace happiness and work engagement, there is a positive influence between work engagement and job satisfaction, and there is a positive influence between workplace happiness on job satisfaction mediated by work engagement.  

This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values ??and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values ??which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.

The objective of this research is to understand the characteristic of the LMX relationship between leader and follower in the construction industry (in the context of a project-based organization) with followers as the provider of ideas and knowledge. This research is conducted in a construction state-own enterprise (SOE) in Indonesia, selected due to tight competition and the consequential need for innovation within short timescales. This study involves all 121 projects that existed at the time of data collection, and the unit of analysis is a dyadic relationship between general managers (as leader) and project managers (as a follower). Of these dyads, only 118 dyads can be analyzed (97.52 percent participation rate) and the analysis method used in this study is descriptive statistical analysis. The findings indicate the presence of statistic similarity between leaders and followers in case: the man’s gender 98,3%, regional origin match 42,4%, similarity level of education 39,8%, the similarity of ownership of construction certification 71,2%, the duration of the current working relationship with the leader for 13 to 24 months (49,2%), the duration of knowing current leader in the company for above 5 years (60%). Therefore, the demographic similarity is an important characteristic of high-quality LMX.

This study aims to investigate the effect of job crafting practices on job outcomes (work engagement and job satisfaction). This research was conducted on workers at Perseroan Terbatas (PT). Petra Arun Gas (PAG) with a working population of 180 people. Samples were taken as many as 123 people based on Krejcie and Morgan Sample Tables (in Sekaran & Bougie, 2009, pp. 254-255). The selection of sample members was carried out using the simple random sampling method. Primary data is obtained by distributing questionnaires to all samples. Data were analyzed using simple linear regression analysis tools with the help of SPSS. The results of the research data analysis show that job crafting has a significant effect on the two dependent constructs, namely work engagement and job satisfaction.

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable,  VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

This study aimed at exploring the impact of procedural justice on work engagement, trust in leadership and Organizational Citizenship Behavior (OCB). Data were collected from 100  employees working in manufacturing and analyzed by using Partial Least Square. The results of this study suggested that procedural justice is positively related to work engagement,  trust in leader and work engagement is positively related to OCB. Trust on leadership doesn’t mediating the relationship procedural justice to  OCB,  but work engagement is partially mediating the relationship procedural justice to OCB. This study resulted that work engagement has a contribution to building OCB.

This study aims to determine the effect of self-efficacy towards work perception and job satisfaction. The population of this study is the employees of government agencies in Bandung, Indonesia. The total samples are 117 employees with purposive sampling technique. This study uses Partial Least Square-Structural Equation Modeling (SEM) for analyzing the data. The results showed that self-efficacy significantly influences the work perception and job satisfaction. Moreover, it is found that work perception has a significant effect on job satisfaction. It shows that the level of self-efficacy can increase the work perception and job satisfaction. It indicates that the high level of self-efficacy will be a positive influence on the behavior of employees in conducting their duties so that it can increase their job satisfaction.