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I Made Purba Astakoni
Dosen Tetap pada Prodi Manajemen Sekolah Tinggi Ilmu Manajemen Handayani Denpasar

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Journal : MEDIA BINA ILMIAH

PERAN GENDER SEBAGAI VARIABEL MODERASI PADA MODEL KOMITMEN ORGANISASIONAL ,ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA KARYAWAN Ni Made Satya Utami; I Ketut Setia Sapta; I Made Purba Astakoni; Ni Putu Nursiani
MEDIA BINA ILMIAH Vol 14, No 12: Juli 2020
Publisher : BINA PATRIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (429.064 KB) | DOI: 10.33758/mbi.v14i12.598

Abstract

This study has several objectives: to analyze the effect of organizational commitment on employee performance; analyze the effect of organizational commitment on organizational citizenship behavior; analyze the effect of organizational citizenship behavior on employee performance; analyze the role of gender as a moderating effect of organizational commitment on employee performance; analyze the role of gender as a moderating effect of organizational commitment on organizational citizenship behavior; analyze the role of gender as a moderating effect on organizational citizenship behavior on employee performance. The population in this study were all employees of a notary office in Bangli Regency, amounting to 45 employees. Sampling is done by taking the entire population (saturated sample) that is equal to 45 respondents. Data collection techniques used were interviews with questionnaires with multiple choice closed. In this study data analysis uses the Partial Least Square (PLS) approach. The results showed that the overall evaluation of the model seen from the coefficient of determination can be said to be sufficient, Q-Square Predictive Relevance meets existing requirements and Goodness of Fit in a large position (large) then the overall model is declared quite good. Hypothesis 1, which states organizational commitment has a significant positive effect on employee performance has not been accepted. Hypothesis 2, which states organizational commitment has a significant positive effect on employee OCB, is acceptable. Hypothesis 3, which states that employee OCB has a significant positive effect on employee performance, is acceptable. Based on gender testing has not been tested as a moderating both in terms of organizational commitment to employee performance, in terms of organizational commitment to OCB, as well as in the relationship of OCB to employee performance