Influence Of Person Organizational Fit (PO-Fit) And Employee Engagement In Improving Employee Performance With Organizational Citizenship Behavior (OCB) As Intervening Variables (In Semarang's Police Academy)
Abstract
The purpose of this research is to test and to describe the influence of the person organizational fit and Employee Engagement against employee performance with Organizational Citizenship Behavior as an intervening variable in MANAGE Akpol Semarang. Target research activities are devoted to the modeling of the impact person organizational fit, Employee Engagement against performance employee with Organizational citizenship behavior as intervening variable. The research population is all the government employees in the MANAGE part of the Semarang as many as 100 with sample 100 employees, whereas sample technique used is saturated sample method, the technique of data analysis is done by using double linear regression. Based on an analysis conducted by the researchers concluded that person organizational fit proved to have a positive effect on organizational citizenship behavior, person organizational fit proved to have a positive effect on employee performance. Employee engagement has a positive effect on organizational citizenship behavior, employee engagement has a positive effect on employee performance, person organizational fit is more effective indirectly influencing or through organizational citizenship behavior intervening, Employee engagement is more effective than indirect through intervening organizational citizenship behavior.
Full Text:
PDFReferences
Ardila Prasinta Devi, 2015. Pengaruh Perzon Organization Fit dan Kualitas Kehidupan Kerja
Terhadap Kinerja dengan OCB sebagai Mediasi, Studi pada Dinas Kelautan dan Perikanan Kab
Rembang . Emprit.Unisbank.ac.id./emprit/3175/
Astuti, Sih Darmi. 2010. Modal Person Organizational Fit (Model PO-Fit) terhadap kepuasan
kerja komitmen organisasi dan kinerja karyawan . Jurnal Bisnis dan Ekonomi, 17 (143).
Debora dan Seniati, A. N. L., 2004. Pengaruh Kepribadian dan Komitmen Organisasi terhadap
Organization Citizenship Behavior (OCB) , Makara, Sosial Humaniora, 8 (3), 105-111.
James B Avey, Rebecca J. Reichard. Fred Lithans, dan Ketan H. Mihatre. 2011. Meta-Analysis
of the Impact of Positive Psychological Capital on Employee Attitude, Behaviors, and
Performance . ttps://worldwidescience.org/topicpages/p/positive+psychology+focuses.html
Loyd Beal III, Jacquelince M, Stavros, dan Matthew L. Cole. 2013. Effect Of Psychological
Capital and Resistance To Change On Organizational Citizenship Behavior .
https://docplayer.com.br/76299670-Capital-psicologico-positivo.html
Luthans, Frend. 1995. Organizational Behavior. New York: McGraw Hill. George Holmes
Distinguished Professor of Management, University of Nebraska
Organ dan Murphy. 2002. Organizational Citizenship Behavior: The Good Soldier Syndrome,
Lexington Books, Lexinton, MA.
Podsakoff, P .M . MacKenzie , S. B, Paine, J. B., & Bachrach, D. G. 2000. On Organizational
Citizenship Behavior: A Critical Review of The Theoretical and Empirical Literature and
Suggestion for Future Research . Jurnal of Management, 26 (3), 513-563.
Robins, S.P. 2001. Organization Behavior, (9th ed.) Prentice-hall, New Jersey.
DOI: http://dx.doi.org/10.26623/ebsj.v2i1.4340
Refbacks
- There are currently no refbacks.
Copyright (c) 2021 johanis souisa
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Economics and Business Solutions Journal
Published by :
Faculty of Economics, Semarang University
Soekarno Hatta Street, Tlogosari Kulon, Pedurungan
Semarang City, Central Java - Indonesia
P-ISSN : 2580-6084
E-ISSN : 2580-8079
Email : jseb@usm.ac.id