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kusuma, nala tri
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Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PENGARUH MOTIVASI KERJA, KERJA TIM, LINGKUNGAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN YAMIE PANDA Key, Natasha Kins; Subiyanto, Didik; Kusuma, Nala Tri
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 2 (2025): Edisi Mei - Agustus 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i2.5805

Abstract

Komponen utama organisasi tidak mungkin terpisahkan dari fungsi sumber daya manusia (SDM) dan keberhasilannya dalam mencapai tujuannya. Tindakan sukarela yang diambil di luar tanggung jawab resmi karyawan yang dapat meningkatkan keberhasilan organisasi dikenal sebagai Organizational Citizenship Behavior (OCB). Pekerja yang berdedikasi pada perusahaannya niscaya akan merasakan rasa loyalitas terhadap perusahaan. Hal ini menunjukkan bahwa pekerja terlibat dalam OCB untuk menghargai perilaku organisasi dengan menunjukkan keseriusan mereka terhadap pekerjaan dan bersikap membantu, penuh perhatian, dan peduli terhadap rekan kerja mereka. Tujuan dari penelitian ini adalah untuk mengkaji bagaimana Organizational Citizenship Behavior (OCB) karyawan Yamie Panda dipengaruhi oleh lingkungan kerja, kerja sama tim, dan motivasi mereka. Delapan puluh karyawan Yamie Panda di Yogyakarta, Semarang, dan Surabaya dipilih melalui pengambilan sampel tidak sengaja, yang juga dikenal sebagai pengambilan sampel acak, sebagai bagian dari metodologi penelitian kuantitatif. Temuan penelitian mengungkapkan bahwa OCB dipengaruhi secara positif dan signifikan, baik sebagian maupun secara bersamaan, oleh motivasi kerja, kerja sama tim, dan lingkungan kerja. Menurut penelitian ini, peningkatan variabel-variabel ini dapat meningkatkan perilaku OCB karyawan, yang pada gilirannya memengaruhi keberhasilan dan kinerja bisnis. Kesimpulan penelitian ini bahwa bisnis seharusnya dapat mengembangkan rencana yang lebih berhasil untuk meningkatkan keterlibatan karyawan.
Pengaruh Kepuasan Kerja, Komitmen Kontinu, Dan Lingkungan Kerja Terhadap organizational citizenship behavior Pengawai Dinas Perhubungan Provinsi Daerah Istimewa Yogyakarta: Usada, Dinda Theresia; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Journal of Management, Economic, and Accounting Vol. 4 No. 2 (2025): Juli-Desember
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v4i2.931

Abstract

The phenomenon of low employee voluntary behavior to go beyond their roles, or organizational citizenship behavior (OCB), remains a challenge in the government sector, including at the Department of Transportation of the Special Region of Yogyakarta. Low OCB can hinder the effectiveness of public services because employees only work according to their job descriptions without making extra contributions. Based on the differing findings of previous research regarding factors influencing OCB, this study was conducted to examine the influence of job satisfaction, continuous commitment, and work environment on OCB. This study employed a quantitative approach with a population of 50 employees, who were also used as the sample through a census technique. Data was collected using a five-point Likert scale questionnaire, then analyzed with multiple linear regression using SPSS. The research results show that job satisfaction, continuous commitment, and work environment have a positive and significant effect on OCB. These findings support the social exchange theory (SET) framework, which asserts that reciprocal interactions between employees and the organization encourage the emergence of extra-role behavior. The practical implications of this research emphasize the importance of increasing job satisfaction, strengthening employee commitment, and creating a conducive work environment to enhance OCB and support organizational performance.
Organizational Citizenship Behavior: The Role of Job Fit, Job satisfaction, and Transformational leadership Nikmah, Ulfatun; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/he77ya65

Abstract

This study investigates the influence of person–job fit, job satisfaction, and transformational leadership on organizational citizenship behavior (OCB) among employees of the Cultural Service of the Yogyakarta Special Region. OCB represents discretionary employee behavior that enhances organizational functioning but is not explicitly required in formal job descriptions. A quantitative research design was employed, using a census method to collect data from 100 employees through structured questionnaires. The research instruments were adapted from validated scales, and the data were analyzed using multiple linear regression with SPSS version 23. The findings reveal that person–job fit exerts a significant positive effect on OCB, indicating that alignment between employees’ competencies and job demands encourages greater voluntary contributions. Job satisfaction also demonstrates a significant influence, suggesting that satisfied employees are more likely to engage in behaviors that support organizational effectiveness. Moreover, transformational leadership is found to have a strong positive effect on OCB, underscoring the role of inspirational and visionary leadership in motivating employees to perform beyond formal requirements. Collectively, the three predictors explain 94.5% of the variance in OCB, reflecting their substantial contribution to discretionary work behaviors. These results highlight the importance of enhancing job–person alignment, fostering job satisfaction, and strengthening transformational leadership to cultivate OCB in public sector organizations. The study contributes to the literature on organizational behavior and offers practical implications for improving employee performance through human resource management strategies.
The Influence Work Environment, Job Satisfaction and Work Stress on Turnover Intention Kusuma, Nanda Perdi; Septyarini, Epsilandri; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/r4m8ds86

Abstract

This study investigates the influence of work environment, job satisfaction, and job stress on turnover intention among employees at DM Baru Retailindo, Bantul. The research adopts a quantitative design, involving the entire employee population as the sample, totaling 49 respondents, selected using a saturated sampling technique. Data collection was conducted through structured questionnaires, and the responses were analyzed using multiple statistical methods to assess both partial and simultaneous effects of the independent variables on turnover intention. The findings indicate that the work environment exerts a positive and significant effect on turnover intention, suggesting that certain aspects of the workplace may contribute to employees’ desire to leave. Conversely, job satisfaction demonstrates a negative and significant effect, meaning that higher levels of satisfaction are associated with lower turnover intention. Additionally, job stress shows a positive and significant influence, implying that increased stress levels elevate the likelihood of employees intending to resign. The simultaneous analysis confirms that the three factors collectively have a significant impact on turnover intention. These results hold important practical implications for human resource management at DM Baru Retailindo. Efforts to improve the physical and social aspects of the work environment, enhance job satisfaction through recognition and career development, and mitigate job stress through workload management could contribute to lowering turnover rates. The study provides valuable insights for managerial decision-making and may serve as a reference for future research aimed at strengthening employee retention strategies and ensuring organizational sustainability.
The Influence of Organizational Justice, Organizational Culture and Job Satisfaction on Organizational Commitment of Employees of the Health Department of Gunungkidul District Azis, Muhammad Nur; Prayekti, Prayekti; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/xj4v1h08

Abstract

This study examines the influence of organizational justice, organizational culture, and job satisfaction on organizational commitment among employees of the Gunungkidul Regency Health Office. Using a quantitative approach, data were collected from a saturated sample of 80 employees through structured questionnaires measured on a Likert scale. The research variables included organizational justice, organizational culture, job satisfaction, and organizational commitment, adopted from established measurement instruments. Data analysis was conducted using multiple linear regression with SPSS. The results demonstrate that organizational justice has a positive and significant effect on organizational commitment, indicating that fair treatment in terms of workload, income, and recognition enhances employees’ willingness to remain dedicated to the organization. Similarly, organizational culture exerts a significant positive impact, suggesting that shared norms, values, and teamwork contribute to stronger commitment. Job satisfaction also positively influences commitment, showing that satisfied employees with supportive work environments are more likely to remain loyal. Furthermore, the simultaneous testing confirms that organizational justice, culture, and job satisfaction collectively explain 35.1% of the variance in organizational commitment, while the remaining 64.9% is attributed to other factors outside the study. The findings underscore the importance of promoting fairness, strengthening organizational culture, and ensuring job satisfaction to sustain employee commitment. This study contributes to the organizational behavior literature and provides practical recommendations for public institutions to enhance human resource management strategies in health sector organizations
Co-Authors Agus Dwi Cahya Ambar Lukitaningsih Ananda, Deanissa Setya Asy, Martinus Andika Audita Nuvriasari Azis, Muhammad Nur Berlian, Aleandra Rizki Cahyani, Eni Fitriana, Anita Wahyu Gendro Wiyono Hidayat, Merlin Hutami, Lusia Tria Hatmanti Ignatius Soni Kurniawan Ika Lestari, Luthfiyyah Ismarsanto, Falya Ikhlimarisqi Kasidi, Davet Key, Natasha Kins Kusuma Chandra Kirana, Kusuma Chandra Kusuma, Nanda Perdi Lavendasari, Lusei Marwanti, Retno Deni Megarani, Shifa Mubarkah, Ahmad Hanif Nonik Kusuma Ningrum Nugroho Heri Cahyono Nur Jannah, Dewi Karomatun Pratama, Rohmawan Adi Pratama, Yhoga Heru Prayekti Prayekti, Prayekti Putri Dwi Cahyani, Putri Dwi Rachma, Chintya Thalita Rahayu, Niken Wulan Rayona, Nyoman Rayya Restanti, Yusni Sanjaya, Machmud Zain Alwi Saputro, Enzo Sungsang Sari, Susi Dian Martha Septyarini, Epsilandri Subiyanto, Didik Titik Desi Harsoyo, Titik Desi ULFATUN NIKMAH Usada, Dinda Theresia Utami, Sabina Sandriani Wibowo, Arif Ardy