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All Journal International Journal Artificial Intelligent and Informatics Journal of Management Branding
Husni
Universitas Muhammadiyah Mamuju
Computer Science & IT Economics, Econometrics & Finance

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Pengaruh Emotional Intelligence, Organizational Commitment, dan Job Satisfaction terhadap Organizational Citizenship Behavior pada PegawaiInstansi Pemerintah: Studi pada Kantor Vertikal Ditjen PerbendaharaanProvinsi Sulawesi Barat Husni; M Said Abdullah; Rezki Wardani
Journal of Management Branding Vol. 3 No. 2 (2026): Journal of Management Branding
Publisher : Pascasarjana Universitas Muhammadiyah Mamuju

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71326/jmb.v3i2.116

Abstract

This study aims to analyze the effects of emotional intelligence, organizational commitment, and job satisfaction on organizational citizenship behavior (OCB) among employees of the Vertical Offices of the Directorate General of Treasury in West Sulawesi Province. This study employed a quantitative approach using a survey research design. The research sample consisted of 67 respondents selected through the total sampling technique. Data were collected using a Likert-scale questionnaire and analyzed through validity and reliability tests, multiple linear regression analysis, partial significance tests (t-test), simultaneous significance test (F-test), and the coefficient of determination (R²). The results indicate that emotional intelligence, organizational commitment, and job satisfaction each have a positive and significant effect on organizational citizenship behavior. Simultaneously, the three independent variables also have a significant positive effect on OCB. The novelty of this study lies in simultaneously examining these three variables in the context of government employees in West Sulawesi, a public-sector setting that remains relatively underexplored. These findings imply that strengthening employees’ emotional intelligence, organizational commitment, and job satisfaction can serve as an effective strategy for promoting positive employee behavior within public sector organizations
The Effect of HRIS Information System Service Quality on Employee Work Productivity: The Role of Green Behavior as a Moderation Variable in the Regional Office of the Directorate General of Treasury of West Sulawesi Province Husni; Yuniawan Hari Raharjo; Hari Yeni; Muhammad Aqil
International Journal Artificial Intelligent and Informatics Vol. 4 No. 3 (2026): August 2026
Publisher : Research and Social Study Institute (ReSSI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33292/xq3jpq64

Abstract

Digital transformation in human resource management requires public organizations to provide information systems that are not only technically reliable but also capable of supporting employee efficiency and sustainability. This study aims to analyze the effect of Human Resource Information System (HRIS) service quality on employee work productivity and examine the role of green behavior as a mediating variable at the Regional Office of the Directorate General of Treasury of West Sulawesi Province. The study used a quantitative approach with an explanatory design. All 64 employees were selected as respondents through a saturated sampling technique. Data were collected using a Likert-scale questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares using SmartPLS. The results showed that HRIS service quality had a positive and significant effect on employee work productivity with a path coefficient of 0.312, a t-statistic of 2.986, and a p-value of 0.003. HRIS service quality also had a positive and significant effect on green behavior with a coefficient of 0.751, a t-statistic of 9.214, and a p-value <0.001. Furthermore, green behavior had a positive and significant effect on work productivity, with a coefficient of 0.418, a t-statistic of 4.307, and a p-value <0.001. The indirect effect of HRIS service quality on productivity through green behavior was also significant, with a coefficient of 0.314, a t-statistic of 4.081, and a p-value <0.001. The model explained 71.2% of the variation in employee work productivity. These findings confirm that responsive, easy-to-use, and tailored HRIS services can increase productivity directly and through fostering resource-efficient, orderly, and sustainability-oriented work behaviors.
Co-Authors Hari Yeni M Said Abdullah Muhammad Aqil Rezki Wardani Yuniawan Hari Raharjo