Dorothea Wahyu Ariani

The goal of this research was to test education factor as the moderate variable ofthe relationship model among core self-evaluation personality, motives, and organizationalcitizenship behavior. The research integrated the use of attribution theory, social exchangetheory, core self- evaluation theory. A survey was conducted by using questionnaires fromprevious research. The questionnaires were sent to 128 branches of the bank industry locatedin 16 major cities in Java. The samples consisted of 636 tellers. Validity tests and reliabilitytests were used to test the questionnaires contents. The Structural Equation Modelling (SEM)was used to test the relationship among the variables. The result proved that educationmoderated the relational model between core self- evaluation personality, organizationalconcern motives, pro-social values motives, impression management motives and organiza-tional citizenship behavior.

This study addressed the role of motives, social capital, and personality in organizational citizenship behavior (OCB) through integrated three theories that affected individual behavior in organization. These theories are attribution theory, social exchange theory, and the core self-evaluation. Two motives were identified organizational motives and indiviual motives, I provide a framework showing these motives may motivate citizenship behavior. Because OCB may serve different needs or motives for different individu, the measurement of these motives will improve the prediction of organizational citizenship behavior. Three dimensions of social capital were identified structural, relational, and cognitive dimension. These dimension of social capital may increase OCB because the interrelationship among organizational member. While, the core selfevaluation personality affects individual motivation and in-role performance. This personality has not been tested relation to OCB (extra-role performance). We used two raters for organizational citizenship behavior for anticipate the weakness of each rater. This research used structural equation modeling to analyze why individu performs organizational citizenship behavior throughout the relationship model among attribution theory, social exchange theory, personality theory and organizational citizenship behavior. This study indicate that organizational motives and the core self-evaluation personality are the strongest variables that affect organizational citizenship behavior. More organizational motives and the core self-evaluation, more organizational citizenship behavior. But in the supervisor-rating, more organizational motives, lower organizational citizenship behavior. In this study, self-rating is significantly different from supervisor-rating, and both ratings are valid. Supervisor-rating can eliminate common method variance. Social capital do not affects significantly to organizational citizenship behavior both self-rating and supervisor-rating. This study discuses the structural model analysis and theory or research that serve as a basis for this model.

This study addressed the role of organizational commitment, job satisfaction and personality in contextual performance (organizational citizenship behavior) and task performance or in- role performance. Job satisfaction were identified satisfaction to reward and organizational commitment were identified affective organizational commitment and self-esteem personality, I provide a framework showing these variables may motivate citizenship behavior and in-role performance. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 250 employees in service organizations such as hospitals, schools, hotels, and educational institution. Validity tests and reliability tests were used to test the questionnaires contents. The Structural Equation Modelling (SEM) was used to test the relationship among the variables. The result proved that self-esteem personality have the strongest effect on individual in-role performance, and organizational commitmen...

This article is the conceptual view of goal setting theory and effects of goal setting on individual performance. Goal setting is recognized, and is a major theory of work motivation. Difficult goals have consistently been shown to lead to higher levels of performance than easy goals. If there is no commitment, a goal can have no motivational effect. Goals are central to current treatments of work motivation, and goal commitment is a necessary condition for difficult goals to result in higher task performance.Keywords : goals, goal-setting theory, performance

This research aims to explore cultural development indicators in Daerah Istimewa Yogyakarta (DIY), which seen having competitive advantage. Then, formulating its policy, strategy and implementation programs based on cultural development. Data were obtained from survey to inhabitants in four regencies and one city. We processed data statistically by factor and cluster analysis. In addition, we did SPACE (Strategic Position and Action Evaluation), internal-external analysis and using choice experiment to look for and chose priorities among them. The results indicate that imperative parameters of cultural shape are organic solidarity, spiritualism, social institution, introduction of Javanese culture and language on early education, appreciation of arts, using formal and non-formal institution simultaneous and doing well communication in society. Therefore, the critical factors of cultural physic are arts value, arts performance, supporting infrastructure of culture, heritage conservat...

The goal of this research is to test the relationship model between motive, structural dimension, relational dimension, and cognitive dimension, as well as core self evaluation personality with organizational citizenship behavior. The research integrates the use of attribution theory, social exchange theory, core self evaluation theory, and two raters of organizational citizenship behavior. Eventhough organizational citizenship behavior is positively correlated with social capital, motive, and personality, the relationship of each factor is not the same strength. This is due to differences in job conditions, environment, task independency, and research setting. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 128 branches of the bank industry located in 16 major cities in Java. The sample consisted of 636 tellers and 129 head tellers. Validity tests and reliability tests were used to test the questionnaires contents. The Structur...

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

Employee performance (EP) is an important variable that can improve company performance. Many studies have examined various factors that influence EP. Compensation, motivation, and job satisfaction (JS) are three important variables that have been shown to have an effect EP. This study aimed to examine the model of the relationship between the four variables. By using 520 government company employees in Yogyakarta, Indonesia, the results of model testing proved that compensation, motivation, and JS were related to EP. The results of the mediation model testing using structural equation modeling (SEM) found that motivation also played a role as a mediating variable for the relationship between financial rewards and EP. In this relationship model, motivation was able to increase JS, but employees who feel satisfied cannot guarantee that they will perform better.

Purpose: The objective of this study was to re-examined the relationship of job satisfaction, organizational culture and employee performance.   Theoretical framework:  There were several studies that examine the relationship between organizational culture, job satisfaction, and employee performance. The employee performance is a consequence of organizational culture and employee job satisfaction. The relationship between the three variables is not surprising, especially the relationship between the two types of performance measures, in-role performance (IRP) and extra-role performance (ERP).   Design/methodology/approach:  This study aims to re-examine the relationship and influence job satisfaction (JS), organizational culture (OC), in-role performance (IRP), and extra-role performance (ERP) using 376 employees who work in several micro, small and medium scale manufacturing companies in Yogyakarta, Indonesia.  The factor analysis was used to test the validity, and Cronbach’ Alpha ...

The purpose of this study is to examine the relationship between leader-member exchange (LMX) and its relationship with job satisfaction and affective organizational commitment and to test empirically whether relationship between job satisfaction and affective organizational commitment is mediated by LMX. LMX abo acted as a mediator of the relation between employee job satisfaction and affective organizational commitment. This study tested the relationship between LMX and work outcomes (job satisfaction and affective organizational commitment). It further examined the potential for LMX to mediate the associations between job satisfaction and affective organizational commitment and job satisfaction between LMX and affective organizational commitment. A direct survey is conducted by using questionnaires from the previous research. The questionnaires are sent to 450 employees from manufacturing industries in Indonesia, especially Yogyakarta city. Validity and reliability tests are used to evaluate the questionnaire contents. The Structural Equation Modeling (SEM) is employed to test the relationship among the variables. Result from 392 respondents from manufacturing industries and found support for the majority of our predictions. Introduction Leader-member exchange theory (LMX) represents a theoretical approach to understanding leadership at work (Liden, Sparrowe, & Wayne, 1997). Research on LMX has tended to either examine antecedents factors predicting the LMX relationship or the relationship between LMX and outcome factors. LMX theory suggests that exchanges take place between supervisors and subordinates. From these exchanges, supervisors form relationships of varying quality with their subordinates. Employees in high-quality relationships receive a number of advantages, more freedom, better job assignment, greater access, and increased opportunities to work with their leaders. The nature of LMX relationship has a remarkable impact on the subordinate outcomes, like satisfaction with work, commitment, in-role performance, and organizational citizenship behavior (Bhal, Gulati, & Ansari, 2009). High-quality relationships are characterized by higher levels of supervisor support and guidance, higher levels of supervisor support and guidance, higher levels of subordinate satisfaction and performance, and lower levels of subordinate turnover. The number one reason people leave organization is that they are being treated poorly by their bosses (Mardanov, Sterrett, & Baker, 2007). According to Tepper (2000), the other reason are lower job and life satisfaction, lower commitment, higher conflict between work and family, and psychological distress. LMX research has primarily focused on the outcomes of LMX relationship (Gerstner & Day, 1997). Much less attention has been paid to antecedents. Furthermore, there are very few instances where both antecedents and outcomes have been examined in the same study. In this article, we focus on the three relationship model. The first model is relationship between job satisfaction in two dimension, work satisfaction and career satisfaction and how LMX might mediate the relationship between this an affective organizational commitment as the outcome factors. The second model is relationship between LMX and affective organizational commitment is mediated by job satisfaction. The third model is relationship between LMX and job satisfaction is mediated by affective organizational commitment. As such, the purpose of this study is fourfold. First, we want to examine the relationships between work satisfaction and career satisfaction and LMX quality, and look at the associations between the job satisfaction variables and affective organizational commitment. Second purpose is to determine whether LMX mediates the relationships between job satisfaction and affective organizational commitment. Third purpose in to determine whether job satisfaction mediates the relationships between LMX and affective organizational commitment. …

This study aims to examine the relationship model of job satisfaction, organizational commitment, and turnover intention. This research was conducted at the manufacturing company in Yogyakarta and Surakarta, with a sample of 206 employees. Testing four models of the relationship is done by using structural equation modeling with AMOS program. Results of this study show that most models fit to the data are partially mediated model of multidimensional organizational commitment. This study confirmed previous research showing that states that job satisfaction and organizational commitment showed a positive and significant relationship. Organizational commitment and job satisfaction also showed a negative and significant relationship with turnover intention. In addition, organizational commitment is stronger predictor intention to turnover than job satisfaction. Effect of job satisfaction on turnover intention showed inconsistent results that are influenced by many other variables.

This study aims to test the relationship models between lecturers’ organizational citizenship behavior (teachers’ OCB), students' motivation, and students' performance. This study also aimed to test students’ motivation as a mediating variable. The study was conducted in Bandung, Indonesia with 490 of college students as the sample. Methods of testing construct validity is conducted by factor analysis, whereas the internal consistency reliability testing using Cronbach's Alpha. Method of the data analysis is conducted by the structural equation model (SEM) using Analysis of Moment Structures (AMOS). The results of this study indicated that the relation between lecturers’ OCB and students' performance is mediated by students' motivation. This study contributes to the understanding of the lecturers’ OCB as an important variable to motivate college students for achieving performance, students’ participation, and students’ obedience in collectivist cultures such as I...

As well as cognitive competence, social competence is an important factor in improving student's academic motivation. Social relationships can encourage greater psychological place attachment capable of creating motivated strategies for learning interests and learning effort. This study aims to test models of the relationship between social relationships and motivated strategies for learning interests and learning effort with psychological place attachment as a mediating variable. This study also examines the role of gender as a moderating variable in the relationship model four variables studied. The study was conducted in Indonesia with 369 schools of business students as the sample. Methods of testing construct validity is conducted by factor analysis, whereas the internal consistency reliability testing using Cronbach’s Alpha. Method of data analysis is conducted by the structural equation model using AMOS. The results of this study indicated that the relation ...

Studies on the relationship between employee job satisfaction and performance have controversy. The Howthorne Studies conducted in 1930 was conducted to test the effect of job attitudes on performance. In the study it was found that a happy employee is a productive employee (Saari & Judge, 2004). Although many previous studies and support from the Social Exchange Theory states that employee job satisfaction affects the service quality, but the impact of employee job satisfaction on service quality can not be detected. This research was conducted in three private hospitals in Central Java with a self-assessment by 134 employees who assess employee job satisfaction and customer-assessment by 134 customers who assess the service quality it receives as a measure of the performance of a service company. The relationship between two variables is discussed.

This study addressed the role of motives and personality in organizational citizenship behavior. Three motives were identified organizational concern motive, prosocial values motive and impression management motive. I provide a framework showing these motives may motivate citizenship behavior. Because organizational citizenship behavior (OCB) may serve different needs or motives for different individual, the measurement of these motives will improve the prediction of OCB. OCB is a kind of contextual performance, a prosocial action, and personality trait involves prosocial thought, feelings, and action. It is suggested that engaging in OCB might affect a person’s self-concept. A survey is conducted by using questionnaires from the previous research. The questionnaires are sent to 400 lecturers in Yogyakarta, Indonesia. The samples consisted of 370 lecturers. Validity and reliability tests are used to evaluate the questionnaire contents. We employed structural equation modeling for th...

The present study examined the correlations of scores for motivational beliefs and self-regulated learning outcomes among 257 undergraduate students business program in Indonesia who responded to Motivational Strategies for Learning Questionnaire. Analysis showed a positive correlation between scores for motivational beliefs and self-regulated learning outcomes but a negative one for scores on test anxiety and self-regulated learning. This study also examines the effect of internal mentoring teachers to motivational beliefs and self-regulated learning. The result of this study indicated that student self-regulated learning related to career development dimension and role modeling in the internal mentoring or teaching supervision and self-efficacy and intrinsic values in motivational beliefs. In addition, self-regulated learning is more influenced by the self-efficacy and intrinsic values rather than internal mentoring supervisors or teachers. Test anxiety does not affect self-regula...

Our research focuses on the impact of supportive leadership and employee engagement on the organizational citizenship behavior (OCB). The research study setting with the individual unit of analysis. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 300 employees in service organizations in Yogyakarta, Indonesia, 252 completed surveys data were returned anonymously in sealed envelopes. Validity and reliability tests were used to test the questionnaires contents. The structural equation modeling (SEM) was used to test the relationship among variables. The result proved that supportive leadership and employee engagement have direct positive relationship with OCB and employee engagement mediated the relationship between supportive leadership and OCB. A thorough discussion on the relationship among the variables as well as on self-rating is presented in this paper.