The Influence of Organizational Culture on Organizational Citizenship Behavior (OCB) With Job Satisfaction as An Intervening Variable at The Indonesian Quarantine Agency
DOI:
https://doi.org/10.35870/ijmsit.v5i1.3771Keywords:
Organizational Culture, Organizational Citizenship Behavior, Job Satisfaction, Indonesian Quarantine AgencyAbstract
This study aims to analyze the influence of Organizational Culture on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an intervening variable at the Indonesian Quarantine Agency. Human Resource Management plays a crucial role in organizational effectiveness, one of which is through the application of OCB that can improve overall organizational productivity. OCB is a voluntary behavior exhibited by employees to assist in organizational productivity without any formal obligation. This research uses an explanatory research method with a quantitative approach. Data were collected through questionnaires distributed to 108 employees of the Indonesian Quarantine Agency and analyzed using SmartPLS 3 software. The findings show that Organizational Culture has a positive and significant effect on OCB. A strong organizational culture encourages employees to collaborate, create a stable work environment, and develop skills and experiences that contribute to OCB behavior. Furthermore, Organizational Culture also significantly affects Job Satisfaction. An innovative, stable, and collaborative work environment motivates employees to feel more satisfied with their work, which in turn enhances their work motivation. Another finding in this study is that Job Satisfaction acts as an intervening variable that strengthens the relationship between Organizational Culture and OCB. With these findings, it is expected that the Indonesian Quarantine Agency will pay more attention to the implementation of Organizational Culture that supports employee job satisfaction. The organization can strengthen its work culture by increasing employee involvement in decision-making processes, providing career development opportunities, and creating a work environment that supports collaboration and innovation. Thus, it is hoped that a positive organizational culture will continue to be maintained to enhance team effectiveness and overall organizational productivity.
Downloads
References
Algadri, R. A., Muis, M., & Munir, A. R. (2020). Kepemimpinan Transformasional dan Budaya Organisasi terhadap Organizational Citizenship Behavior dengan Kepuasan Kerja sebagai Variabel Intervening pada Karyawan Di PT. Primissima Sleman. YUME: Journal of Management, 3(3), 26-43. https://doi.org/10.37531/yum.v3i3.775
Diputra, I. B. G. S., & Riana, I. G. (2014). Pengaruh budaya organisasi dan kepuasan kerja terhadap motivasi kerja karyawan pada Hard Rock Hotel Bali. E-Jurnal Ekonomi dan Bisnis Universitas Udayana, 3(5), 276-285.
Ghashghaeinia, A. R., & Hafezi, S. H. A. H. R. A. M. (2015). Relationship between organizational culture and organizational citizenship behavior among personnel of Islamic Azad University of Fars. Journal of Applied Environmental and Biological Sciences, 5(11), 131-138.
Greenberg, J. And Robert A. Baron. (2023). Behavior in Organization International Edition, New Jersey: Prentice Hall.
Gunawan A, Sunaryo W, Muharam H. (2019). Peningkatan Organizational Citizenship Behavior melalui Pengembangan Kepemimpinan Transformasional dan Kepuasan Kerja. Jurnal Manajemen Pendidikan, 7 (2),778-789, doi :10.33751/jmp.v7i2.1327
Handoko, Hani. (2019). Manajemen Personalia dan Sumber Daya Manusia. Cetakan ke 21. Edisi ke 2. Yogyakarta: BPFE.
Hayati, N. (2020). Pengaruh Persepsi Dukungan Organisasi dan Budaya Organisasi Terhadap Organizational Citizenship Behavior Melalui Kepuasan Kerja. Equilibrium: Jurnal Ekonomi-Manajemen-Akuntansi, 16(2), 54-61. http://dx.doi.org/10.30742/equilibrium.v16i2.802
Organ, D.W., Podsakoff, P.M., & MacKanzie S,P,. (2019). Organizational Citizenship Behavior: Its nature, incidents, and conseqiences. London: Sage Publications.
Pia Asrunputri, A., Supriyadi, E., Putriana, L., & Putriana, L. (2020). Pengaruh Gaya Kepemimpinan, Budaya Organisasi Dan Iklim Organisasi Terhadap Organizational Citizenship Behaviour Di Perusahaan Dengan Kepuasan Kerja Sebagai Mediating Variable (Studi Kasus: PT EVI). EKOBISMAN: JURNAL EKONOMI BISNIS MANAJEMEN, 4(3), 183-193. https://doi.org/10.35814/jeko.v4i3.1428
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research. International Journal of Music Education, 26(3), 269-289. https://doi.org/10.1177/0255761410370658
Riani, L, A. (2021). Budaya Organisasi. Yogyakarta: Graha Ilmu.
Robbins, S. P., Judge, T. A. (2017). Perilaku Organisasi. Edisi 12. Jakarta: Salemba Empat.
Sharma, J.P., Bajpai, N., & Holani, U. (2010). Organizational Citizenship Behavior in Public and Private Sector and Its Impact on Job Satisfaction: A Comparative Study in Indian Perspective. International Journal of Biometrics, 6, 67.
Singarimbun, Masri dan Effendy, Sofyan. (2018). Metode Penelitian Survey, Edisi Revisi. Jakarta: LP3ES
Sofyandi, Herman. (2018). Manajemen Sumber Daya. Yogyakarta: Edisi Pertama. Graha Ilmu.
Tampubolon, P. Manahan., Sikumbak, Kisma F. (2019). Perilaku Keorganisasian Edisi Pertama. Jakarta: Ghalia Indonesia.
Titisari, Purnamie. (2019). Peranan Organizational Citizenship Behavior (OCB) Dalam Meningkatkan Kinerja Karyawan. Jakarta: Mitra Wacana Media.
Titisari, Purnamie. (2024). Peranan Organizational Citizenship Behavior (OCB) Dalam Meningkatkan Kinerja Karyawan. Jakarta: Mitra Wacana Media.
Trisia, Annisa. (2019). Pengaruh Budaya Organisasi Terhadap Organizational Citizenship Behavior (OCB) Pegawai Tetap di Kantor Pusat PT. Garuda Indonesi (PERSERO) Tbk. Jurnal Departemen Ilmu Administrasi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Indonesia.
Wibowo. (2018). Manajemen Kinerja. Edisi Ketiga. Jakarta: PT Raja Grafindo
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Acang Nurhasan
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
