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>Pengaruh Kepuasan Kerja, Kepemimpinan Transformasional dan Komitmen Organisasional pada Kinerja Karyawan, dengan Organizational Citizenship Behavior (Ocb) sebagai Variabel Mediasi
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Pengaruh Kepuasan Kerja, Kepemimpinan Transformasional dan Komitmen Organisasional pada Kinerja Karyawan, dengan Organizational Citizenship Behavior (Ocb) sebagai Variabel Mediasi
This study aims to determine the effect of job satisfaction, transformational leadership and organizational commitment on employee performance, using OCB as mediating variable. This research was conducted on employees at PT. Dan Liris Sukoharjo Central Java. The respondents were regular employees totaling 200 employees. The technique of sampling was Non-Probability Sampling and the technique of analyzing data was Structural Equation Modeling (SEM) using AMOS 21.0 program. The result shows that job satisfaction, transformational leadership, organizational commitment and OCB simultaneously give positive effect and significant on the employees\u27 performance. Job satisfaction and organizational commitment on OCB is not significant, whereas transformational leadership give positive effect and significant on OCB. OCB success to mediate the full effect between job satisfaction and organizational commitment on employee performance, but OCB mediates the influence of transformational leadership on employee performance partially. Managerial implications of this research are human resource management should improve job satisfaction, organizational commitment and appealedthe head to apply transformational leadership to improve employee performance through OCB behaviors.
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机译：本研究旨在使用OCB作为中介变量来确定工作满意度，变革型领导和组织承诺对员工绩效的影响。这项研究是针对PT的员工进行的。 Dan Liris Sukoharjo中爪哇语。受访者是正式员工，共有200名员工。采样技术为非概率采样，数据分析技术为使用AMOS 21.0程序的结构方程模型（SEM）。结果表明，工作满意度，变革型领导，组织承诺和OCB同时对员工绩效产生积极影响，并具有重要意义。对OCB的工作满意度和组织承诺并不重要，而变革型领导对OCB产生积极影响且意义重大。 OCB的成功可以调解工作满意度和组织承诺之间对员工绩效的全面影响，但是OCB可以部分地调适变革型领导对员工绩效的影响。这项研究的管理意义在于人力资源管理应提高工作满意度，组织承诺并呼吁主管运用变革型领导能力，以通过OCB行为改善员工绩效。
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