<![CDATA[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh motivasi dan kompensasi terhadaporganizational citizenship behavior(OCB) dengan komitmen organisasional sebagai variabel intervening pada karyawan PDAM Kota Palu. Penelitian ini menggunakan pendekatan kuantitatif dengan dukungan data kualitatif. Populasi penelitian berjumlah 50 karyawan yang seluruhnya dijadikan sampel dengan teknik sensus. Data dikumpulkan melalui kuesioner, wawancara, dan observasi, serta dianalisis menggunakanStructural Equation Model(SEM) berbasisPartial Least Square(PLS). Hasil penelitian menunjukkan bahwa motivasi dan kompensasi berpengaruh positif dan signifikan terhadap OCB serta terhadap komitmen organisasional. Namun, komitmen organisasional tidak berpengaruh signifikan terhadap OCB dan tidak mampu memediasi hubungan antara motivasi dan kompensasi terhadap OCB. Temuan ini mengindikasikan bahwa peningkatan OCB lebih dipengaruhi secara langsung oleh motivasi dan kompensasi dibandingkan melalui komitmen organisasional. Implikasi penelitian ini menekankan pentingnya kebijakan organisasi dalam meningkatkan motivasi kerja dan pemberian kompensasi yang adil guna mendorong perilaku ekstra peran karyawan.Kata Kunci: Motivasi, kompensasi, komitmen organisasional, OCB, SEM-PLS ABSTRACTThis study aims to analyze the influence of motivation and compensation on organizational citizenship behavior (OCB), with organizational commitment as an intervening variable, among employees of PDAM Kota Palu. This study employs a quantitative approach supported by qualitative data. The study population consisted of 50 employees, all of whom were included in the sample using a census technique. Data were collected through questionnaires, interviews, and observations, and analyzed using a Structural Equation Model (SEM) based on Partial Least Squares (PLS). The results indicate that motivation and compensation have a positive and significant effect on OCB as well as on organizational commitment. However, organizational commitment does not have a significant effect on OCB and does not mediate the relationship between motivation and compensation on OCB. These findings indicate that an increase in OCB is more directly influenced by motivation and compensation than through organizational commitment. The implications of this study emphasize the importance of organizational policies in enhancing work motivation and providing fair compensation to encourage employees’ extra-role behavior.Keywords: Motivation, compensation, organizational commitment, OCB, SEM-PLS]]>
