Available online at JIME website: https://journal.ibs.ac.id/index.php/jime/ Organizational Commitment and Job Satisfaction Towards Organizational Citizenship Behavior (OCB) Employees of PT Anugerah Sekuritas Indonesia Anggi Setyawati1*, Marisi Pakpahan2, Prasastiara Eka Marsella3 Management Study Program, Institut Binis dan Multimedia asmi, Jakarta, Indonesia123 Received: 15th February 2024. Revised: 17th February 2024, Accepted: 17th May 2024. Available online: 26th June 2024, Published regularly: June 2024 Abstract The objectives of this research are: 1) To determine and analyze the influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. 2) To determine and analyze the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. 3) To determine and analyze the influence of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. The research method used is a quantitative method. The results of this research show that Organizational Commitment has a significant effect on Organizational Citizenship Behavior, the level of correlation relationship is very strong and is marked by a value of 82% indicating the positive contribution of Organizational Commitment to Organizational Citizenship Behavior and Job Satisfaction has a significant effect on Organizational Citizenship Behavior, the level of correlation relationship is very strong and marked with a value of 80.8% indicating a positive contribution from Job Satisfaction to Organizational Citizenship Behavior and Organizational Commitment and Job Satisfaction simultaneously influence Organizational Citizenship Behavior and marked with a value of 85.7% indicating a positive contribution from Organizational Commitment and Job Satisfaction simultaneous influence on Organizational Citizenship Behavior. This value increases when both variables are analyzed simultaneously (together). Keyword: Organizational Commitment, Job Satisfaction and Organizational Citizenship Behavior (OCB). *) Corresponding Author Email: anggisetyawati4@gmail.com (Anggi Setyawati) 101 Jurnal Ilmu Manajemen dan Ekonomika, Vol. 16, No. 2 June 2024:101-112 Abstrak Tujuan dari penelitian ini adalah: 1) Untuk mengetahui dan menganalisis pengaruh Organizational Commitment terhadap Organizational Citizenship Behavior (OCB) karyawan PT Anugerah Sekuritas Indonesia. 2) Untuk mengetahui dan menganalisis pengaruh Job Satisfaction terhadap Organizational Citizenship Behavior (OCB) karyawan PT Anugerah Sekuritas Indonesia. 3) Untuk mengetahui dan menganalisis pengaruh Organizational Commitment dan Job Satisfaction terhadap Organizational Citizenship Behavior (OCB) karyawan PT Anugerah Sekuritas Indonesia. Metode penelitian yang dilakukan adalah metode kuantitatif. Hasil penelitian ini menunjukkan bahwa Organizational Commitment berpengaruh signifikan terhadap Organizational Citizenship Behavior, tingkat hubungan korelasi yang sangat kuat dan ditandai dengan nilai 82% menunjukkan kontribusi positif dari Organizational Commitment terhadap Organizational Citizenship Behavior dan Job Satisfaction berpengaruh signifikan terhadap Organizational Citizenship Behavior, tingkat hubungan korelasi yang sangat kuat dan ditandai dengan nilai 80,8% menunjukkan kontribusi positif dari Job Satisfaction terhadap Organizational Citizenship Behavior serta Organizational Commitment dan Job Satisfaction berpengaruh secara simultan terhadap Organizational Citizenship Behavior dan ditandai dengan nilai 85,7% menunjukkan kontribusi positif dari Organizational Commitment dan Job Satisfaction berpengaruh secara simultan terhadap Organizational Citizenship Behavior. Nilai ini meningkat ketika kedua variabel dianalisis secara simultan (bersama-sama). Kata Kunci: Organizational Commitment, Job Satisfaction dan Organizational Citizenship Behavior (OCB). INTRODUCTION productivity, effective use of resources, improving In the world of companies, employees are an the quality of human resources and increasing important role for the goals of an organization, in operational efficiency in the company (Aisyah, order for the goals of a company to be achieved, 2020). One of the steps taken by organizations in an cooperation is needed among employees, so that effort there are no obstacles or difficulties in the process behavior (OCB) is to pay attention to factors such of achieving organizational goals. Organizations as organizational commitment and job satisfaction want their employees to be willing to carry out tasks (Dewi & Riana, 2019). to improve organizational citizenship that are not listed in their job descriptions, employee PT Anugerah Sekuritas Indonesia is a brokerage behaviour that is carried out voluntarily, sincerely company that acts as an intermediary for buying and and happily without having to submit to company selling in the capital market or futures trading. sanctions, command and control to provide good Established in 1990, PT Anugerah Sekuritas service (Ukkas & Latif, 2017). Indonesia, formerly known as PT Anugerah The existence of organizational citizenship Securindo Indah (ID), is a Securities Company that behavior (OCB) is very important in increasing continuously develops itself to provide a variety of 102 Setyawati, A., Marisi, P., Marsella, P, E., Organizational commitment and Job… financial products for retail, corporate and In an effort ISSN: 2089-4309 (print) 2579-4841 (online) to increase organizational institutional customers. PT Anugerah Sekuritas commitment to the organization, PT Anugerah Indonesia's comprehensive investment approach Sekuritas Indonesia offers gift rewards in the form and advice uses the hope that it can continue to of gifts or bonuses to employees for achieving good provide results. In addition, the company's leadership of PT the best quality of service for clients/customers. Anugerah Sekuritas Indonesia also always creates Some of the problems that are considered to occur frequently are problems related to the lack of motivation to encourage the involvement of every employee. organizational citizenship behavior (OCB) of PT However, these efforts have also not been Anugerah Sekuritas Indonesia employees. Among maximized considering the desire of employees to them are the behavior of problems in the work leave the organization and their attitude in carrying environment caused by factors such as the lack of out their duties. And in order to increase job organizational management in management such as satisfaction, PT Anugerah Sekuritas Indonesia not looking for the root of the problem, not provides a basic salary higher than the provincial conducting discussions, not being open to criticism minimum wage. In addition, PT Anugerah Sekuritas or suggestions, not determining the best solution for Indonesia also provides incentives for employees the conducting who work overtime. Employees of PT Anugerah evaluations. Meanwhile, the problem reported by Sekuritas Indonesia also receive social benefits in employees with low organizational citizenship the form of health insurance and employment behavior (OCB) are employees who complain about insurance. However, these efforts have not brought work problems because the job exceeds the job high job satisfaction. This is the element of description, the salary is below the regional implementing OCB behavior for PT Anugerah minimum wage and the workload also affects the Sekuritas Indonesia employees. common welfare and not amount of work that must be done, the time to complete the work, and the individual's competence THEORETICAL to complete the work. HYPOTHESIS DEVELOPMENT There is also a problem with the willingness to FRAMEWORK AND Organizational Citizenship Behavior (OCB) help colleagues voluntarily, when employees do not According to Najih (2022), OCB presents itself apply these points, it will not accelerate the as a liberal or voluntary attitude in helping completion of their colleagues' tasks, so that in turn employees who are experiencing difficulties. it will not increase the productivity of the Although the OCB is not recognized as an official colleagues. As well as the lack of tolerance for work award system, it helps the organization achieve its situations due to a lack of acceptance of differences goals. A similar opinion was expressed by (mindset and attitude) and a lack of politeness Vipraprastha, Sudja, and Yuesti (2018) OCB is an towards colleagues. act of personal initiative that does not necessarily 103 Jurnal Ilmu Manajemen dan Ekonomika, Vol. 16, No. 2 June 2024:101-112 take the form of a job description but is carried out organization. voluntarily, without compensation to help achieve Organizational commitment affects whether the company's goals. According to Adawiyah, employees remain members of the organization or Baliartati, and Rafi (2022) OCB is a voluntary leave the organization to find other jobs. behavior, not a forced action, which aims to Meanwhile, according to Kusumaputri (2020), strengthen the interests of the organization to satisfy organizational commitment is defined as a force that employees or contribute to the company. binds individuals to one or more goals. Where this According to Organizational Wahyusaputri Citizenship (2018), is related to the relative strength of personal (OCB) identification and organizational involvement. Behavior consists of five dimensions, namely: According to Allen and Meyer (1990) (in 1. Conscuentiousness, It is proof that a person is inherently organized, trustworthy, and hardworking. Sulistyawati, 2018) define each of the dimensions and indicators of organizational commitment as follows: 2. Altruism, It is an attitude of willingness to help other employees solve problems. 1. Affective Commitment Emotional attachment to the organization and 3. Courtessy, It is an attitude that tries to prevent belief in the organization's values. Indicators of the occurrence of a problem and makes various affective commitment: efforts to prevent the consequences of the (1) employees have a strong desire to have a problem from getting worse in the future. career in their company, 4. Sportmanship is a tolerant attitude towards (2) employees believe in the values of the various disturbances that must occur as a result organization, of organizational activities. (3) employees want to serve the organization. 5. Civil Virtue is an attitude of participation in corporate politics and supports the administrative functions of the company. 2. Continuance Commitment A high level of ongoing commitment will persist in the organization, not for emotional reasons but because the individual is aware of the losses he Organizational Commitment or she will suffer if he leaves the organization. According to Sulistyawati (2018), organizational Indicators of continuous commitment: (1) commitment is a strong desire to be part of a team, employees' love for the organization, (2) desire strong the to continue working, (3) willingness to sacrifice organization, and certain beliefs and acceptance of personal interests, (4) employee attachment to the organization's values and goals. According to work, (5) feelings of discomfort when leaving Priyandini, their current job. entrepreneurial Nurweni, abilities and towards Hartati (2020), organizational commitment is the willingness of certain employees to continue to be members of the 104 3. Normative Commitment It is a necessity to remain a member of an Setyawati, A., Marisi, P., Marsella, P, E., Organizational commitment and Job… ISSN: 2089-4309 (print) 2579-4841 (online) organization for moral reasons or ethical reasons. their abilities can be measured by the following Indicators of normative commitment: (1) loyalty indicators: (1) working conditions in the to the organization, (2) happiness at work, (3) company help workers feel comfortable, (2) pride in working for the organization. companies provide working conditions that encourage workers to use their abilities and Job Satisfaction According to Steel et al. (2019) Defining job skills. 3. Co-Worlers satisfaction as a positive feeling towards a person's People who work in this environment can be work that results from an evaluation of the nature of measured by the following indicators: (1) the job. The higher the job satisfaction, the more colleagues can help and support each other at positive the attitude towards work and vice versa. work, (2) colleagues always create a harmonious Thus, it can be concluded that job satisfaction is a work atmosphere at the same time. pleasant emotional feeling for employees that has a 4. Promotion positive impact on their work environment. Actions to improve their status in the company According to Purwanto et al. (2021) Job satisfaction can be measured through indicators: (1) can be interpreted as the difference between what is accepting greater responsibility if the employee achieved and what is expected. The smaller the gap is promoted, (2) having opportunities for between the two, the more it shows that the advancement or opportunities that the company individual is satisfied with his job. Meanwhile, offers to employees. according to Syaflinursyah and Active (2020), job 5. Supervision satisfaction is also a form of employee satisfaction People assigned by the company to supervise the with the way the work is carried out so that it can employees can be measured by the following have a positive impact on the organization. indicators: (1) the supervisor provides According to Hasibuan (2019), the dimensions information and directs to the employee, (2) the and indicators commonly used to measure job supervisor is willing to listen to the employee's satisfaction are as follows: complaints and does not impose his will 1. Salary/Wages excessively. The amount of money received, and salary are considered reasonable. With indicators: (1) the RESEARCH METHOD amount of salary/wages received from the The type of research used is quantitative company meets the requirements, (2) the research. The population of this study is all company's allowances and bonuses other than employees of PT Anugerah Sekuritas Indonesia the basic salary meet the requirements. totaling 65 people. The 65 samples used in this 2. Work it self Opportunities for workers to use and improve study were non-probability sampling. The sampling technique used is saturated sampling, which is a 105 Jurnal Ilmu Manajemen dan Ekonomika, Vol. 16, No. 2 June 2024:101-112 sampling technique in which all members of the Reliability Test population are sampled. In this study, an ordinal According to Sugiyono (2019), a research scale is used by using the likert scale technique instrument can be said to be reliable if the which is used to measure the attitudes, opinions, and Cronbach ́s Alpha value is greater than or equal to perceptions of a person or a group of people about 0.60. Based on the results of the test of the social the Organizational Commitment variable resulting in dissemination of questionnaires with Google Form Cronbach ́s Alpha 0.781 with the number of media and disseminated directly to respondents via statement instruments 11, the Job Satisfaction Whatsapp. variable produced Cronbach ́s Alpha 0.781 with the phenomena, namely through The data analysis method uses SPSS (Statistical number of statement instruments 10, and Package for Social Sciences) for windows version Organizational 26.0. The data analysis technique uses 1) instrument variable produced Cronbach ́s Alpha 0.777 with the test: validity and reliability, 2) classical assumption number of statement instruments 10. test: normality, multicollinearity, Citizenship Behavior the (OCB) and From the results of the reliability test, the heteroscedasticity, 3) influence test: correlation inference of the instrument from the reliable coefficient, determination coefficient and multiple research variable can be drawn and can be used for linear regression, 4) hypothesis test: partial and research instruments. simultaneous. This research was carried out at PT Anugerah Sekuritas Indonesia This research was Classical Assumption Test carried out from September 2023 – January 2024. Normality Test According to Duli (2019:114), normality testing RESULT, DISCUSSION, AND MANAGERIAL aims to see whether the distributed residual values IMPLICATION are normal or not. In this study, the normality test Test Instrument used Kolmogorov-smirnov by comparing the sig. Validity Test value obtained > 0.05. From the results of the The validity test in this study was carried out by normality test, a significance value of 0.051 (0.051 comparing the value of the calculation with the > 0.05), it can be concluded that the distribution of table. According to Ghozali (2018:53), the data in this study is distributed normally. questionnaire is declared valid if the value of the calculation > the table. With a value of sig. 0.05 Multicollinearity Test obtained a table value of 0.2441. The Validity Test According to Sekaran and Boogie (2016:316), produces statement items on the three variables the multicollinearity test was shown to test whether studied that have a greater calculation than the table a correlation between independent variables was or in other words are declared valid. found in the regression model. The Multicollinearity Test in the study by looking at the 106 Setyawati, A., Marisi, P., Marsella, P, E., Organizational commitment and Job… Tolerance and VIF values of each independent ISSN: 2089-4309 (print) 2579-4841 (online) model. variable, if the Tolerance value > 0.10 and the VIF value <10, then free from on the The Influence of Organizational Commitment and multicollinearity test, it is known that the variables Job Satisfaction on the Organizational Citizenship Organizational Commitment and Job Satisfaction Behavior (OCB) of PT Anugerah Sekuritas have tolerance values of 0.188 > 0.10 and VIF Indonesia Employees. multicollinearity the data symptoms. is Based Discussion values of 5.330 < 10. Therefore, the results of the 1. Based on Table 1 of the determination calculation of Tolerance and VIF values can be coefficient (R2), it is known that the value of concluded of the determination coefficient is 85.7%, This multicollinearity between independent variables in shows that the positive contribution of the regression model. Organizational that there is no symptom Commitment and Job Satisfaction has a simultaneous effect on Heteroscedasticity Test According to Organizational Ghozali (2018:138), Citizenship Behavior of the 85.7% and the remaining 14.3% is influenced heteroscedasticity test is a test that aims to check by other factors that are not studied in this whether the regression model has unequal variance study. between the residual of an observation and a 2. Based on Table 2, it is known that the constant different observation. The heteroscedasticity test in value is 3,930, the regression coefficient value this study was carried out using the gleijser method, of the Organizational Commitment variable is with decision-making, namely the sig. value of each 0.457 and the Job Satisfaction is 0.419. The variable in this study > 0.05. Based on the results of result forms a regression equation, namely: the heteroscedasticity test with the gleijser method, OCB= 3.930 + 0.457 OC + 0.419 JS + e. it can be seen that the sig value of the 3. Based on Table 3, the influence of Organizational Commitment variable 0.283 > 0.05 Organizational and the Job Satisfaction variable 0.713 > 0.05, it Satisfaction on Organizational Citizenship can Behavior was obtained with a fcalculated be concluded that there are no heteroscedasticity symptoms in the regression Commitment and Job value of 185,431 (185,431 > 3,140) Tabel 1. Determination Coefficient Model Summaryb Adjusted R Std. Error of the Model R R Square Square Estimate 1 .926a 0,857 0,852 3,70869 a. Predictors: (Constant), Job Satisfaction (JS), Organizational Commitment (OC) b. Dependent Variable: Organizational Citizenship Behavior (OCB) 107 Jurnal Ilmu Manajemen dan Ekonomika, Vol. 16, No. 2 June 2024:101-112 Table 2. Result of Multiple Regression Coefficientsa Standardized Coefficients Beta Model t Sig. 1 (Constant) 3,930 1,786 2,201 0,031 Organizational 0,457 0,100 0,509 4,583 0,000 Commitment (OC) Job Satisfaction 0,419 0,105 0,441 3,971 0,000 (JS) a. Dependent Variable: ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) Table 3. ANOVA Table ANOVAa Sum of Mean Model Squares df Square F Sig. 1 Regression 5100,981 2 2550,490 185,431 .000b Residual 852,773 62 13,754 Total 5953,754 64 a. Dependent Variable: Organizational Citizenship Behavior (OCB) b. Predictors: (Constant), Job Satisfaction (JS), Organizational Commitment (OC) with a sig value of 0.000 (0.000 < 0.05) level of correlation is very strong and is Therefore, it can be concluded that H3 is characterized by a value of 80.8%, showing a accepted or there is an influence between positive contribution of Job Satisfaction to Organizational Organizational Citizenship Behavior. Satisfaction Commitment together and Job (simultaneously) on Organizational Citizenship Behavior. 3. Organizational Commitment and Job Satisfaction have a simultaneous effect on Organizational Citizenship Behavior and are CONCLUSION, SUGGESTION, AND LIMITATIONS positive 1. Organizational Commitment has a significant effect characterized by a value of 85.7%, showing a on Organizational Citizenship contribution of Organizational Commitment and Job Satisfaction having a simultaneous effect on Organizational Behavior, the level of correlation is very Citizenship Behavior. 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