Yusuf.M,, /JDG Vol. 13 No. 02 (2023) 140-147

ISSN 2303-0089
e-ISSN 2656-9949

DINAMIKA GOVERNANCE
JURNAL ILMU ADMINISTRASI NEGARA
D OI: http:/ / ej our na l . up nj at im . ac. i d/ i nde x. p hp/ j dg/ arti c le/ v iew / 3 944

THE INFLUENCE OF KNOWLEDGE MANAGEMENT, LEADER MEMBER EXCHANG
ANDJOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: AN
EMPIRICAL STUDY ON INDONESIAN PUBLIC SECTOR GOVERNANCE EMPLOYEE
Muhammad Yusuf1
Program Studi Administrasi Publik, Fakultas Ilmu Sosial dan Politik, Universitas Muhammadiyah Palangka
Raya1
ARTIC LE INFORMATION

Article history:
Received date: 4 Juli 2023
Revised date: 24 Juli 2023
Accepted date: 20 Oktober 2023

ABSTRACT
This study discusses the Policy Evaluation of the Special Effort Program for the
Development of the Rice Agriculture Sector (UPSUS) in Tinggar Jaya Village,
Jatilawang District, Banyumas Regency. The UPSUS program aims to develop the
agricultural sector, especially in the rice commodity sector as an effort to increase
crop productivity and as an effort to improve national food security. It is hoped that
the UPSUS program in increasing the productivity of rice farming will gradually be
able to reduce rice imports which are carried out almost every year by the
government. With the UPSUS program, local farmers will be able to increase
agricultural productivity and be able to meet national rice needs. This research was
conducted using a descriptive qualitative research method with a case study
approach related to the evaluation of the UPSUS program. The data sources used
are primary data directly with interviews and secondary data sourced from relevant
data and references. The results of this study are seen from the aspect of the target
group of the UPSUS program, where the main target group is farmers who are
members of farmer groups in Tinggar Jaya Village. The stakeholder groups involved
are the local government, the Banyumas Military District Command, the village
government and farmer groups. Farmers' understanding of the UPSUS program
which is implemented in general has been well implemented, with support from the
government related to the assistance of agricultural equipment and repair of
irrigation facilities to support the success of the UPSUS program in the development
of the rice farming sector. The implementation of the UPSUS program is a model
for the development of the agricultural sector which not only seeks to increase rice
commodities but also changes the paradigm of farmers to develop modern
agricultural models in a sustainable manner as an effort to increase farmers'
welfare.
Keywords: Policy Evaluation, UPSUS Program, Food Security

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PENDAHULUAN
In this global era, there are so many changes that
often occur that reguire a company to always look at
the demands of change and make many ways and
efforts to create strategies and policies that are in
accordance with environmental changes to be able to
cope with any changes that will occur in the
environment. As is evident, the rapid development of
technology has changed the work system in the
organization. Widyastuti et.al (2023) states that
changes to the work system show a positive impact
related to the use of digital technology in the delivery
of public services so that they are more flexible,
efficient and transparent. According to Afsar et al.
(2016).Sekiguchi et al. (2008) every organization has
various efforts in creating an ideal work environment,
behavior Organizations play an important role in
realizing guality human resources. According to
Marfuatun et al. (2021) the success of a company in
achieving its goals cannot be separated from the role
of its employees. Employees in a company are not
merely objects in achieving goals, but more than that,
employees are also objects of actors. Without
employees, companies and organizations cannot
realize all the plans they have made, because it is in
the hands of employees that all of this will develop. If
an employee in doing everything, is not always driven
by things that are profitable for him, but because the
employee will have a feeling of satisfaction if he can
help or do something that has more of a role, then this
condition can be calledas organizational citizenship
behavior or also called Organizational Citizenship
Behavior (OCB). Susilatun et.al (2023) states that in
practice the dynamics of implementing the merit
system are quite complex due to the influence of
environmental conditions in which the system is
implemented, so that the progress of implementing
the merit system between one agency and another is
different considering that there are different social
and geographical environmental contexts.
In the era of globalization that is getting faster,
the development of organizations makes competition
within the organization increasingly stringent.
According to Zheng et al. (2010). Ndlela et al. (2001)
an organization must have a strong vision and mission
so that it has high competitiveness. Important
knowledge for companies to acguire this knowledge
must have a competitive advantage in the business
world. Including technical knowledge and business
development strategies as well as business

development strategies resulting from work or
performance produced by employees. According to
Abdillah (2021) performance is things that are
displayed by a person/employee or a process related
to work. Performance is not the end of a series of
work processes, but the appearance of totality that
starts from the activity factors of process inputs,
outputs and outcome materials. According to
Kasmiruddin et al. (2022), Marfuatun et al. (2021)
performance appraisal is the basis for determining
remuneration. Employee performance appraisal is
basically a major factor in developing an efficient and
effective organization, and for evaluating work
performance. Employees are one of the main
keys/success of the establishment of an organization.
Employees must have high competence to be in line
with what the company wants to achieve.
Organizational Citizenship Behavior is the
positive behavior of people in the organization.
According to Abdillah 2021): Baety et al. (2022)
OCB expressed in the form of a conscious and
voluntary willingness to work, contributing to the
organization more than what is formally reguired by
the organization. Organizational Citizenship
Behavior is an expression of love, loyalty and a high
sense of belonging from members of the organization.
If in an organization there are people who have high
OCB, it can be expected that the organization will be
able to face challenges that arise from environmental
changes, both internal and external. According to
Karavardar (2014).Liao et al. (2011)..Zheng et al.
(2010): Ndlela et al. (2001) employee motivation to
engage in Organizational Citizenship Behavior is
determined by how much the employee wants to
engage in the behavior and how much the employee
feels that he or she must engage in some behavior.
Employees may want to engage in a behavior, for the
sake of employees, for the sake of other people (both
leaders and co-workers, or for the organization itself.
There are many factors that can influence the
behavior of employees' Organizational Citizenship
Behavior, one of which is leader member exchange
and job embeddedness which will be discussed
deeper into this research. The study found that
employees feel satisfied if superiors are friendly and
understanding, give praise for good performance,
listen to employees' opinions and show concern for
employees. According to Husain et al. (2016).
Kasmiruddin et al. (2022) stated that if the interaction
between superiors and subordinates is of high guality,
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then a superior will have a positive view of his
subordinates so that subordinates will feel that
superiors provide a lot of support and motivation.
According to Risa et al. (2019), Wijayanto et
al. (2004) with a mature leadership relationship (high
LMX), superiors and subordinates experience mutual
influence, extracontractual behavior, mutual respect
and liking, internalization of the same goals. This
extra contractual behavior reflects Organizational
Citizenship Behavior. In addition to the Leader
Member Exchange factors that affect Organizational
Citizenship Behavior, this study will also discuss job
embeddedness that will affect Organizational
Citizenship Behavior. Job embeddedness is the
employee's attachment to his job and organization
which is influenced by aspects from within the job (on
the job) and outside the job (off the job). According
to Putra et al. (2021), Rahmati et al. (2021) argues that
employees who have job embeddedness in their work
will feel more attached to colleagues, work, and
organizations and express this attachment by
maintaining their membership status in the
organization where they work. In addition, job
embeddedness is also a network that allows
individuals to remain in the organization, where the
network is divided into the organization itself and the
communities within it.
In fact, the theory of job embeddedness is not
yet fully applicable in the Public Sector Governance
Employee environment, where there is still an
unfavorable relationship between employees or
superiors, this causes a high sense of discomfort.
According to Afsar et al. (2016) the incompatibility
of good relations felt by the Public Sector
Governance Employee makes employees not have a
high sense of sacrifice for work or what is called
sacrifice, the sacrifices made by employees for their
work do not necessarily come from the deepest heart
of the employee but because of bad feelings and
respect by order superiors so that employees decide
to work overtime, because the work environment is
not comfortable and not conducive, employees are
not willing to sacrifice their time for work the job.
The bond between employees and their work and
organization will affect the performance of these
employees. This is supported by the opinion of the
research conducted. According to Putra et al. (2021),
Risa et al. (2019) which states that job embeddedness
is an individual's attachment to a job that makes the
individual loyal and continues to work for the

company. According to Rahmati et al. (2021)
Individuals who have a bond with their work are
always willing to devote their energy to animate the
company because the individual is aware that the
company exists need it. Individual loyalty and
individual attitudes that continue to work for the
company can encourage the company to achieve
company goals. Liao et al. (2011)..Zheng et al. (2010)
Individual bond This can make individual
performance more optimal. The researcher intends to
measure its relation to organizational behavior,
including the individual behavior of university
employees and how the can manage employees, work
environment, so that they can be in line with
organizational goals, especially if the Organizational
Citizenship Behavior in the organization grows well,
then it becomes one of the strong factors underlying
this research.
According to Afsar et al. (2016):Sekiguchi et
al. (2008) knowledge sharing is a systematic process
of sharing knowledge, from one party to another
using various media and methods. Sharing knowledge
that occurs in organizations can be divided into two
types, namely sharing tacit knowledge and sharing
explicit knowledge. Implementing knowledge
sharing practices in organizational life is not an easy
task, because it reguires awareness and commitment
by each individual to remain consistent in
implementing knowledge management practices. one
says that knowledge sharing is communication.
between people, which involves the exchange and
reception of other people's knowledge, and one of the
principal ways of sharing knowledge is like human
interaction. According to Zheng et al. (2010): Ndlela
et al. (2001) culture of knowledge sharing can
develop new general competencies in people as well
as sharpen existing competencies, such as generating
new ideas, interacting, interpersonal bonds,
prioritizing things, creativity, planning, problem
solving, and team working. The application of
knowledge sharing is expected to meet the
information and knowledge needs of employees, then
to improve employee performance through
individual competence. According to Putra et al.
(2021). Rahmati et al. (2021) show knowledge
sharing has a significant impact on employee
performance. According to Wijayanto et al. (2004)
showed that knowledge sharing does not directly
affect employee performance. For an organization or
company, "factors that stimulate employees to behave
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in a certain way to achieve their goals, with work, and
consider the direction, intensity and persistence
RESEARCH METHOD
This study uses an explanatory research
approach, which aims to explain the causal
relationship between the research variables and the
testing hypothesis. This type of research is an
associative and guantitative type. To examine how a
variable is related or related to other variables, or
whether a variable is influenced by other variables.
This type of research is an associative and
guantitative type. The population in this study are all
Public Sector Governance Employees with a total of
670 mployees. The sampling method in this study
uses a non-probability methodsampling with a total
sample of 232 employees determined by the simple
random sampling method. Data collection technigues
used online guestionnaires, while data analysis
technigues in this study used structural eguation
modeling (SEM) analysis.
The hypothesis of this research is
Based on the literature review that has been
discussed and the empirical studies above, the
following is a discussion of the results of the research
as an attempt to synthesize theoretical studies with
empirical findings. The detailed discussion of the
results of the analysis and testing of the research
hypothesis is described as follows:
H1: Knowledge management has a positive and
significant
effect
on
Organizational
Citizenship Behavior
H2: Leader Member Exchange has a positive and
significant
effect
on
Organizational
Citizenship Behavior
H3:Job Embeddedess has a positive and significant
effect on Organizational Citizenship Behavior

Figure 1. Research Model
RESULTS AND DISCUSSION
Convergent validity is used to measure the
correlation between item scores and construct
scores, the higher the correlation the better the
validity of the data (Purwanto, 2021). Measurement
can be categorized as having convergent validity if
the value of the loading factor is » 0.7. Figure 2
shows that all loading factors have values » 0.7, s0
it can be concluded that all indicators have met the
convergent validity criteria, because there are no
indicators for all variables that have been
eliminated from the model. A variable is said to
meet construct reliability if it has a composite
reliability value of —» 0.7 and a crobanch alpha
value of » 0.7 has a good level of reliability for a
variable (Purwanto et al., 2021). Table 1 shows the
results of the reliability test analysis using the
SmartPLS tool which states that all composite
reliability values are greater than 0.7, which means
that all variables are reliable and meet the test
criteria. Furthermore, the cronbanch's alpa value
also shows that all cronbanch's alpa values are more
than 0.6 and this shows the level of variable
reliability that also meets the criteria.

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Hypothesis

T
P
Statistics Values

Knowledge
management –
2.276
0.000
Organizational
Citizenship
Behavior
Leader
Member
Exchange –
5.805
0.000
Organizational
Citizenship
Behavior
Job
Embeddedess 5.601
0.000
Organizational
Citizenship
Behaviour
Table 1. Reability Testing

Results

Supported

Supported

Table 2. Hypothesis Testing
Supported

After a research model is believed to be fit, a
hypothesis test can be carried out. The next step is
to test the hypotheses that have been built in this
study. In this case, the bootstrapping method was
carried out on the sample.

Figure

2.

Hypothesis

menu and after that a menu option appears, then
selecting bootstrapping.
Cronbach's Composite
(AVE)
Alpha
Reliability
Knowledge
0.806
0.826
0.643
management
0.803
0.808
0.634
Leader
Member
Exchange
Job
0.813
0.909
0.729
Embeddedness
Organizational
0.834
0.974
0.723
Citizenship

Testing

Testing with bootstrapping is intended to
minimize the problem of abnormal research data.
The final step of the test using the smart Pls
application is a hypothesis test and is carried out by
looking at the results of the bootstrapping value.
This test is carried out by selecting the calculate

The Effect of Leader Member Exchange on
Organizational Citizenship Behavior
From the results of testing the first hypothesis, it
can be concluded that there is a positive and
significant influence of Leader Member Exchange
on Organizational Citizenship Behavior with a
value of tcount » ttable (5.806 » 1.96) with a
significance of 0.000 «0.05, so Ha is accepted and
Ho is rejected, meaning the hypothesis (H1) shows
the results of leader member exchange have a
positive and significant effect on Organizational
Citizenship Behavior in Public Sector Governance
Employee. According to Rahmati et al. (2021)
Leader Member Exchange is a theory about
leadership that relates to improvements between
leaders
and
subordinates
in
achieving
organizational goals as the main goal. According to
Afsar
et
al.
(2016).Sekiguchi
et
al.
(2008).Karavardar (2014) the basic premise of the
Leader Member Exchange theory is that within an
organization, leaders develop different types of
relationships with their subordinates, and the leader
determines that there is a special relationship with
a group consisting of several followers. This group
is divided into two, namely in-group and out-group.
On the in-group, subordinates more trusted, get
more attention from superiors, and get special
rights. Subordinates in the out-group only get little
time given by the leader, little control given by the
leader, and the leader's relationship with the out
group. This research is supported by the research
conducted According to Risa et al. (2019).
Wijayanto et al. (2004) stated in their research that
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Leader
Member
Exchange
Organizational Citizenship Behavior.

influences

The Effect of Job Embeddedess on
Organizational Citizenship Behavior
From the results of testing the first hypothesis,
it can be concluded that there is a positive and
significant effect of Job Embeddedness on
Organizational Citizenship Behavior with tcount
ttable (5.601 — 1.96) with a significance of 0.000
«0.05 then Ha is accepted and Ho is rejected
meaning the hypothesis (H2) shows the results of
job embeddedness positive and significant effect on
Organizational Citizenship Behavior in Public
Sector Governance Employee. Employees who
have a bond with their work and organization will
always influence the employee's performance.
According to Afsar et al. (2016): Ndlela et al. (2001)
the psychological attachment of employees can
affect their sense of responsibility, this
psychological attachment will make employees care
about organization and has an impact on the
willingness of employees to behave extra towards
the organization. Individuals who feel a bond with
their work and organization make them individuals
Such positive behavior can contribute to the
efficiency and effectiveness Of organizational
functions, and can encourage the creation of
organizational citizenship behavior (OCB). In
connection with this opinion, individuals who feel a
bond with their work and organization will affect
the individual's performance in relation to it
encourage the efficiency and effectiveness of
organizational functions and can encourage the
creation of organizational citizenship behavior
(OCB). This research is in line with research that
done by Putra et al. (2021), Rahmati et al. (2021).
Risa et al. (2019) stated job embeddedness has a
positive effect on organizational citizenship
behavior (OCB).
The Effect of knowledge management on
Organizational Citizenship Behavior
The
relationship
between
knowledge
management and organizational performance
Knowledge anagement is with tcount » ttable (2.276
» 1.96) with a significance of 0.000 «0.05 justified
as an important tool in sustaining competitive
advantage and mprovement of organizational
performance. It goes on to say that knowledge

management arises as a source of competitive
advantage sustainable . Research on knowledge
management and company performance of small
and medium enterprises provides understanding that
the process of knowledge management shows a
positive contribution to company performance. This
research supports the research conducted by
Wijayanto et al. (2004), Zheng et al. (2010). Ndlela
et al. (2001) where management knowledge has a
significant effect on company performance.
Knowledge management is a business concept,
encompassing jointly-approved, coordinated and
purposeful
managed
ventures
managing
organizational knowledge through the process of
creating,
structuring,
disseminating
and
implementing
to
improve
organizational
performance and create value. Several studies, both
conceptually and empirically, provide findings in
the form of the relationship between knowledge
management and organizational performance. The
relationship
stating
that
management
knowledgement contributes to organizational
performance is prove through research by Rina et al.
(2019), Sukmayanti et al. (2018) and research by
Sukmayanti et al. (2018): Nugroho et al. (2021) For
most industries, knowledge management is the most
important main basis for facing future business
competition. Knowledge management through
knowledge acguisition, knowledge creation,
knowledge storing and knowledge sharing has had
a positive impact on the company's operational
performance. Knowledgemanagement provides
benefits to construction companies and the
manufacturing industry which play a role as project
knowledge management so that the company's
performance is achieved in the effective use of
project work tools, documentation systems, and
periodic improvements to continued projects. This
shows that Knowledge management has a
significant influence on company performance
which is acceptable.
Leader Member Exchange is focused on
assessing the interaction between superiors and
subordinates, the level of closeness of the
relationship between leaders and subordinates
indicates a positive relationship between superiors
and subordinates in an organization. The guality of
the relationship between superiors and subordinates
can improve performance between the two . Leader
Member Exchange theory rests on the assumption
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that leaders influence employees in an organization
through good guality relationships, high guality
relationships characterized by trust, desire, respect,
professionalism, and loyalty. Employees who have
ties to work and their organization will always
influence the performance of these employees.
Employee psychological attachment can affect a
sense of responsibility, this psychological
attachment will make employees care about the
organization and have an impact on the willingness
of employees to behave extra towards the
organization. Individuals who feel there is a bond
with their work and organization make the
individual behave positively which can contribute
to the efficiency and effectiveness of organizational
functions, and can encourage the creation of
organizational citizenship behavior (OCB). In
relation to this opinion, individuals who feel a bond
with their work and organization will affect the
individual's performance in terms of encouraging
the efficiency and effectiveness of organizational
functions and can encourage the creation of
organizational citizenship behavior (OCB).
CONCLUSION
Based on the results of hypothesis testing, the
following research conclusions are obtained:
Partially, Leader member exchange has a positive
and significant effect on Organizational Citizenship
Behavior on Public Sector Governance Employee,
Partially, Job Embeddedness has a positive and
significant effect on Organizationl Citizenship
Behavior on Public Sector Governance Employee,
and simultaneously Leader member exchange and
job embeddedness have a positive and significant
effect on Organizationl Citizenship Behavior on
Public Sector Governance Employee. Through
knowledge management, companies collect and
generate information and knowledge about their
customers, competitors and suppliers. The same
research was also carried out by researching the
influence of knowledge management resources on
company performance, the aim is to prove the role
of knowledge management on company
performance. Results research proves that
knowledge management has a positive effect on
company performance. Knowledge management
has three choices of roles that can be carried out,
namely (1) knowledge management has the role of
managing knowledge, concentrating on the

codification of knowledge and placing it in a
repositioning of knowledge that can be accessed by
employees according to their authority, (2)
knowledge management is directed at bringing
together people who have knowledge with people
who need knowledge with identification according
to their respective needs: (3) knowledge
management combines the first and second options,
growing larger resources, because if the resources
are insufficient then knowledge management can
become stagnant and unfocused. The limitation of
this study and which can be taken into consideration
in future research is the small sample size which
might reduce the power of statistical testing. For
future research it is expected to consider the type of
organization that will be the object of research, this
is because the forms of implementation of
knowledge management and organizational culture
that each organization has are different.
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