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All Journal At-Tadbir : jurnal ilmiah manajemen Implementasi Manajemen & Kewirausahaan
Wandi Janwar
Universitas Terbuka
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Social Sciences

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The Mediation Model of Organizational Commitment on the Effect of Job Characteristics on Organizational Citizenship Behavior among Generation Z Employees in Makassar City Andi Rinda Oktariani; AR Hidayat; Wandi Janwar; Gary Leonard Hendrik
At-Tadbir : jurnal ilmiah manajemen Vol 10, No 2 (2026): At-Tadbir : jurnal ilmiah manajemen
Publisher : Islamic University of Kalimantan MAB Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31602/atd.v10i2.22727

Abstract

For organizations employing Generation Z workers, designing meaningful, feedback-rich, and skill enhancing jobs can strengthen organizational commitment and promote voluntary extra-role behavior. Managers should prioritize job design and employee engagement programs to foster higher OCB levels and organizational effectiveness.. This study aims to examine the effect of job characteristics on Organizational Citizenship Behavior (OCB) among Generation Z employees in Makassar City, as well as the mediating role of organizational commitment in this relationship. A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM.. Data were collected through purposive sampling from 120 Generation Z employees. The results indicate that job characteristics positively and significantly influence both organizational commitment and OCB. Organizational commitment also has a positive and significant effect on OCB. Furthermore, organizational commitment partially mediates the relationship between job characteristics and OCB, although the magnitude of mediation is relatively weak. The model demonstrates substantial predictive power for OCB and moderate predictive power for organizational commitment.
The Mediation Model of Organizational Commitment on the Effect of Job Characteristics on Organizational Citizenship Behavior among Generation Z Employees in Makassar City Andi Rinda Oktariani; AR Hidayat; Wandi Janwar; Gary Leonard Hendrik
At-Tadbir : jurnal ilmiah manajemen Vol 10 No 2 (2026): At-Tadbir : jurnal ilmiah manajemen
Publisher : Islamic University of Kalimantan MAB Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31602/atd.v10i2.22727

Abstract

For organizations employing Generation Z workers, designing meaningful, feedback-rich, and skill enhancing jobs can strengthen organizational commitment and promote voluntary extra-role behavior. Managers should prioritize job design and employee engagement programs to foster higher OCB levels and organizational effectiveness.. This study aims to examine the effect of job characteristics on Organizational Citizenship Behavior (OCB) among Generation Z employees in Makassar City, as well as the mediating role of organizational commitment in this relationship. A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM.. Data were collected through purposive sampling from 120 Generation Z employees. The results indicate that job characteristics positively and significantly influence both organizational commitment and OCB. Organizational commitment also has a positive and significant effect on OCB. Furthermore, organizational commitment partially mediates the relationship between job characteristics and OCB, although the magnitude of mediation is relatively weak. The model demonstrates substantial predictive power for OCB and moderate predictive power for organizational commitment.
Job characteristics and psychological capital on organizational commitment through organizational citizenship behavior: A comparative study of generation Y and Z employees AR Hidayat; Wandi Janwar; Gary Leonard Hendrik; Andi Rinda Oktariani
Implementasi Manajemen & Kewirausahaan Vol 6 No 1 (2026): IMKA JOURNAL
Publisher : Prodi Manajemen Fakultas Ekonomi dan Bisnis Universitas Wijaya Putra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38156/imka.v6i1.729

Abstract

This study aims to examine the influence of job characteristics and psychological capital on organizational commitment among Generation Y and Z employees, while also investigating the mediating role of Organizational Citizenship Behavior (OCB). Adopting a quantitative approach, data were collected through a survey of 200 respondents in Makassar City using purposive sampling, with measurement based on a Likert-scale questionnaire and analyzed באמצעות Structural Equation Modeling (SEM) using SmartPLS 4.1. The findings reveal that job characteristics exert a positive effect on both organizational commitment and OCB, whereas psychological capital significantly influences OCB but does not have a direct effect on organizational commitment. Furthermore, OCB demonstrates a significant positive effect on organizational commitment and serves as a partial mediator in the relationships between job characteristics and organizational commitment, as well as between psychological capital and organizational commitment. The results of the PLS-MGA analysis indicate no significant differences between Generation Y and Z in the structural relationships, suggesting a convergence in work-related behavioral patterns across these generational cohorts. This study contributes to the literature by integrating job characteristics, psychological capital, and OCB within a unified framework to explain the formation of organizational commitment, highlighting the pivotal role of OCB as a behavioral mechanism in strengthening employee attachment. The findings also provide strategic implications for organizations in effectively managing a multigenerational workforce to enhance engagement and overall performance.
Co-Authors Andi Rinda Oktariani AR Hidayat Gary Leonard Hendrik