The influence of distributive justice, job satisfaction and affective commitment to organizational citizenship behavior
DOI:
https://doi.org/10.32358/rpd.2020.v6.464Keywords:
competitiveness, human resource, organizational commitment, performance, personalityAbstract
Purpose: This study aims to determine and analyze distributive justice, job satisfaction, and affective commitment to the Organizational Citizenship Behavior (OCB) of employees at a telecommunication company in Indonesia. Methodology/Approach: The population used was employees at a certain public telecommunication company in Indonesia, amounting to 80 people. The sample used the saturated sample method. The data analysis method used the multiple linear regression analysis. Findings: Results indicate that partially positive distributive justice is not significant to OCB. Job Satisfaction has a positive and significant effect on OCB, and Affective Commitment has a positive and significant impact on OCB. In contrast, simultaneously Distributive Justice, Job Satisfaction, and Affective Commitment have a significant effect on OCB of employees. Research Limitation/implication: This research studied at the branch of the telecommunication company in a province level, therefore the results cannot be generalized to represent the opinions of all employees throughout Indonesia. The variables were limited to distributive justice, satisfaction, and affective commitment. The number of operational variables in this model was relatively limited; in fact, several other variables have not been included. Originality/Value of paper: The research finding gives contribution to the human resources management to enhance the company’s competitiveness through maintaining the OCB.Downloads
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