International Journal Of Science, Technology & Management
ISSN: 2722-4015
Religiosity and Organizational Citizenship Behavior: a Study
on Student Employees in South Tangerang
Chandra F. Arifianto 1*, Mutawali 2, Heny Subekti 3
1,2
Department of Management, Faculty of Economy, University of Pamulang, Jl. Surya
Kencana No 1 South Tangerang, Indonesia
3
Department of Civic Education, Faculty of Teaching and Education, University of Pamulang,
Jl. Surya Kencana No 1 South Tangerang, Indonesia
*
Corresponding author:
Email: chandrafa.spsi.mm@gmail.com
Abstract.
This study explored the concept of Organizational Citizenship Behavior (OCB) in
relation to student employees. The dimensions of religiosity is used as an
independent variable in this study. This study expands the extant research by
examining OCB of student employees, where very few studies exist. For this
research 174 student employees completed an online survey, where we looked to
identify correlations between OCB and three dimensions: participation, importance
and meaning. Data collection in this study used a qustionnaire that developed a
variable of religiosity totaling 9 items and variables totaling 15 items which isusing
multiple linear regression. The statistically significant correlation between three of
these dimensions and OCB will help campusidentify and encourage OCB in their
student employees. The result of study shows that there is effect of the participation
dimension (XL) and the meaning dimension (X3), but there is no efect of the
meaning dimension (X3) on OCB.
Keywords: Religiosity, OCB, Student employees, participation dimension,
importance dimension, meaning dimension
1. INTRODUCTION
The sense of ownership of an organization that refers to organizational
citizenship behavior (OCB) is being explored by scholars. Behavior that consciously
wants to do something in the name of the organization without reward, is something
that is less common. But in fact, many are showing these things. There is link between
self-satisfaction and OCB at work [1]. His research shows that the higher individual's
position (as picture of satisfaction at work) has negative effect to his/her OCB. Thus, it
is illustrated that job satisfaction is a very weak predictor for OCB. Whereas there is a
relation between satisfaction in working with OCB, although he states this depends on
gender, age and length of work [2].
Next, research in Indonesia itself. There is an influence, both organizational
commitment and job satisfaction with OCB on employees in a private enterprise in
Yogyakarta [3]. The interested one is research using student respondents who were
involved in student organizations [4]. The results also show the same thing, namely the
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influence of job satisfaction on OCB. Another reasearch also found that student
employees had a high OCB towards the organization where he worked compared to the
campus he studied. But what must be considered that the respondents are student
employees who work part time on their campuses [5].
However, job satisfaction does not affect OCB. The behavior of being a good
corporate citizens/employees (good corporate citizens), not necessarily because of
employee satisfaction at work. Such behavior may be caused by other factors, such as
religiosity and organizational climate. The factor of religiosity itself is the strongest
factor [6].
Therefore, researchers see that there is still few literatures that analyzing
religiosity behavior towards OCB. Moreover, this research uses student as respondents.
Students themselves are divided into pure students who are only active on campus
(studying and organizing) and student employees, who divide their time to study and
working. Student employees at private universities often just study and then go home,
without even being interested in being active in campus organization. Student
employees have high motivation to study, but must deal with time management for
lecturing and working [7]. On the other hand, students who care about campus, join the
clubs on campus, take part in campus activities, and help campus friends, are the OCB
forms for students [8]. For this reason, a sense of ownership of the campus will become
more value for them, when able to become part of the campus. This is what is
described as OCB in the student work environment.
If student employees have high OCB, lik employees, the campus will have
students ith high productivity in academics, save energy resources in maintaining
campus functions and coordinate the academic community easily by involving the
student workers (9) event thogh they are busy with their job outside campus. On this
basis, researchers believe that this study will be able to provide an overview related to
OCB behavior that exists in student employees. What's more, researchers also want to
see the effect of religiosity on OCB. In a country that upholds religion and is engraved
in the first precepts of the state symbol, every individual of Indonesia should be able to
carry out their respective religious orders in their daily lives.
Previous research conducted on students in Purwokerto, has shown that there is
only one dimension that has a significant influence between religiosity and OCB, while
other dimensions (ritual, ideological, intellectual, experience) have no influence at all
[10]. The same thing happened to teachers and staff in Sleman, where religiosity had
no significant effect on OCB [11]. But when the employees as respondents, the
research has different results. The religiosity of employees on a private enterprise in
Semarang has a significant effect on OCB [12]. Even in state-owned enterprises,
religiosity has an influence on OCB [13].
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Religiosity
When discussing religiosity, of course, there are many ways of looking on it.
Commonly, religiosity cannot be separated from religion [14]. There are also those
who scientifically recognize religiosity in different ways. So that religiosity is closer to
the beliefs and activities. Therefore, it need a single concept of religiosity itself. To
measure this religiosity, many concepts have been used and the possibility of being
related to one another [15].
While, this study using the religiosity approach theory which looks at religiosity
in general. For this reason, There are mentions the following three dimensions to
measure one's religiosity [16].
a. Participation.
It can be described as the intensity of individuals attending or attending
religious services. Each region have a different intensity of activities. In
Indonesia, religious activities often take place routinely and massively. Praying
in congregation conducted 5 times a day is routinely carried out. Not to
mention the recitation, istghosah, grand takbir to rituals that are harmonized
with local culture. Other religions (Protestant, Catholic, Hindu, Buddhist and
Confucian, as minority religions) also carry out their rituals freely and
routinely. Because the government has guaranteed the implementation of
religious activities and stated in the law, making the intensity of religious
service activities is certainly strong in Indonesia. This is what further grows
the seeds of mutual respect and preserves interfaith harmony. It can be
described the intensity of attending religious services is so high. Religious
activities themselves are the joints of individual life in Indonesia [17]. For that
reason, facilities to be able to carry out religious activities are provided places
of worship anywhere. Starting in cities, villages, offices, schools, even prisons.
Such individuals are said to have extrinsic religiosity because they carry out
ritual activities to meet their inner needs [18].
b. Importance.
Here individuals feel the need for God's presence in their lives. In their
daily lives, individuals will feel that God will always watch over them so they
will always be careful when they act. There are still Western societies in the
US who believe in the role and intervention of God in creating the universe
[19]. Therefore, they represent their gratitude with prayer and worship. Such
individuals truly believe that God exists, without the need for sensory
evidence. This is what shows the individual's own faith [20]. This faith is born
from the existence of confidence in him on the existence of God. Attitude
arises because of his faith. Then seen in the form of behavior [21]. Faith is
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c.
what drives the individual to always be close to God and feel the need for
God's presence in him. It is included as intrinsic religiosity [18].
Meaning.
This is the frequency which one ponders the meaning and purpose of life.
Many in psychology studies show that the meaning of life is always related to
the level of welfare. Individuals who have the meaning of a good life in
themselves, then have the opportunity to survive longer [22]. Even more
interesting when the meaning of life devided into 3 views [23]: (1) a broad
sense of life and individual sense; (2) a core sense in the purpose and direction
of one's life; and (3) a sense of value inherent in life and have a life worth
living. While the meaning of life by students is different from the results [17],
how a student when viewed by the meaning of his life in terms of religion,
family, social interaction, new moments, love, emotions, and challenges,
shows that the meaning of life is more towards emotional factors and social
interaction. There is explained more emotional factors to how they have
benefits for others, while social interaction actors lead to the ability to solve
challenges [24].
Organizational Citizenship Behavior (OCB)
The concept of Organizational Citizenship Behavior (OCB) has been widely
illustrated by several figures, such as: [25], [26] to [27]. Also, there has been a
development in understanding problems with the OCB approach [26]. So, that it can
provide conceptual understanding and differences between various forms of citizenship
behavior (citizenship behavior).
But in broad outline OCB can be defined as free employee behavior, such as
helping other employees, voluntarily promoting their organization, which is an
important factor to see the performance of the organization [28].
OCB itself has indicators including [27]:
a) Altruism, discretionary behavior to help others specifically to relevant tasks.
b) Sportmanship, the willingness of employees to tolerate less than ideal
conditions without complaints.
c) Civic Virtue, individual behavior that shows that he is an individual who
participates deeply and is responsible, such as being involved in, or caring
about the state of the organization.
d) Conscientiousness, discretionary behavior of employees that goes well beyond
the minimum role in the organization, obeying rules, attendance, rest, and so
on.
e) Courtesy, discretionary behavior in individuals that aims to prevent the
occurrence of problems related to work with others.
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Religiosity and OCB
The relevance of religiosity to OCB can be seen from research which shows
that intrinsic religious factors (the emotional connection of individuals with religious
values) have more influence on OCB than extrinsic religious factors (only carrying out
religious activities for their own benefit) [18]. But in this study, researchers looked at
religiosity factors in general. Therefore, researchers want to see the influence of each
of the dimensions that exist in religiosity [29]. So the hypothesis in this study on figure
1 are:
H1
Dimension of participation has an influence on OCB.
H2
Dimension of importance has an influence on OCB.
H3
Dimension of meaning has an influence on OCB.
Participation
Importance
Organizational
Citizenship
Behavior
Meaning
Fig 1.. Conceptual Framework
II. METHODS
This research was conducted in South Tangerang with a target population of
student employees at tertiary institutions in South Tangerang. The approach used in
this study is a quantitative approach to prove hypotheses with statistical analysis.
Judging from the type of this research is the type of correlational research, namely
research that seeks to connect two or more variables based on facts that have occcurred
through data collection, data processing, than analyzing and finally expalining.
The sampling method used is accidental sampling which is one of the nonprobability sampling techniques. The sample used in this study were 174 student
employees. Profile of respondents can be seen in the table 1.
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Table 1. Profile of Respondents
Gender
Amount of Respondents
Female
Male
115
59
Religion
Amount of Respondents
Islam
Protestant
Catholic
Hindu
Buddhist
Confucian
Other
157
9
7
0
1
0
0
Data collection in this study used a questionnaire that developed a variable of
religiosity totaling 9 items and OCB variables totaling 15 items. All research variables
are measured using a Likert scale; where: 5 as strongly agree until 1 as strongly
disagree. Data obtained from respondents, then processed using a tool that is SPSS ver
22. The analysis used in this research is multiple linear regression.
III. RESULT AND DISCUSSION
The research results directly present the data and results obtained from the study.
This section only provides a narrative description of the results of the study without
any interpretation or evaluation.In this part of the discussion, researcher interprets the
meaning of the results of the study, both in accordance with expectations or not.
Following are the results of his research.
Table 2. Correlation Model Summary
Std. Error of the
Model
R
R Square
Adjusted R Square
Estimate
a
1
.364
.133
.118
4.479
a. Predictors: (Constant), PARTICIPATION, IMPORTANCE, MEANING
Table 2 explains the magnitude of the correlation / relationship (R) value of 0.364 and
the coefficient of determination (R square) of 0.133. This shows that the influence of
independent variables (Meaning, Importance and Participation) on related variables
(OCB) is 13.3%.
From the output of table 3, it is known that the calculated F value = 8,732 with a
significance level of 0,000 <0.05, then the regression model can be used to predict the
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participation variable or in other words there is the influence of the Meaning (X1),
Importance (X2) and Participation (X3) variable of the OCB variable (Y).
Table 3. ANOVA
Model
Sum of Squares
df
Mean Square
F
1
Regressio
525.550
3
175.183
8.732
n
Residual
3430.828
171
20.063
Total
3956.377
174
a. Dependent Variable: OCB
b. Predictors: (Constant), PARTICIPATION, IMPORTANCE, MEANING
Sig.
.000b
While from table 3 it can be seen that the constant value (a) is 39,348 while the
Participation value (b / regression coefficient X1) is 0.794, the Importance Value (b /
regression coefficient X2) is -0.01, and the Meaning value (b / regression coefficient
X3 ) equal to 0.729, so the regression equation can be written:
Y = a + bX1 + bX2 + bX3, or
Y = 39,348 + 0.794X1-0,001X2 + 0.729X3
The equation can be translated as follows:
1. A constant of 39,348 implies that the consistent value of the variable
Religiosity is equal to 39,348.
2. Regression coefficient X1 of 0.794 states that for each addition of 1% OCB
value, the Participation value increases 0.794. The regression coefficient is
positive. So that it can be said that the direction of the influence of variable X1
on Y is positive.
3. Regression coefficient X2 of -0,001 states that for each addition of 1% OCB
value, the importance value decreases 0.001. The regression coefficient is
negative. So it can be said that the direction of the effect of variable X2 on Y is
negative.
4. Regression coefficient X3 of 0.729 states that for each addition of 1% OCB
value, the Meaning value increases 0.729. The regression coefficient is
positive. So it can be said that the direction of the influence of the X3 variable
on Y is positive.
From the output above, it is known that:
H1. Variable X1 (Participation) has a calculated T value = 3.306 with a
significance level of 0.001 <0.05. Then the regression model can be used to
predict the participation variable or in other words the Participation variable
(X1) influences the OCB variable (Y).
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H2. Variable X2 (Importance) has a calculated T value of -0.04 with a significance
level of 0.997> 0.05. Then the regression model can be used to predict the
participation variable or in other words the Importance variable (X2) does not
affect the OCB variable (Y).
H3. Variable X3 (Meaning) has a calculated T value of 2.856 with a significance
level of 0.005 <0.05. Then the regression model can be used to predict the
participation variable or in other words the Meaning variable (X3) influences
the OCB variable (Y).
IV. CONCLUSION
This section concludes that partially the Participation variable (X1) has a
positive influence on the OCB variable (Y). If there is an increase in the Participation
aspect, OCB will also increase. The variable Importance (X2) has no influence on the
OCB variable (Y). If there is an increase in the aspects of importance, OCB has no
influence from the increase, it could be decreased. The Meaning variable (X3) has a
positive influence on the OCB variable (Y). If there is an increase in the Meaning
aspect, then OCB also increases.
Simultaneously the variables Participation (X1), Importance (X2), and Meaning
(X3) have an influence on the OCB variable (Y). If there is an increase in the aspects
of participation, importance and meaning, then the OCB also increases. The results of
this study are same as the research which shows that religiosity can be used to predict
employees at UIN Sultan Syarim Kasim [30], public universities in Malaysia [31] and
social workers in Muslim countries [32]. In fact, it is also necessary for organizations
to accommodate religious activities to inculcate religiosity, which turns out to be able
to expedite and streamline the functioning of the organization itself [33].
Briefly the results and discussion of the study. This section also explains the
implications of the results, limitations of the study and recommendations for the
development of future research.
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