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All Journal SEIKO : Journal of Management & Business JURNAL PEMBELAJARAN DAN MATEMATIKA SIGMA (JPMS) Jurnal Ilmiah Edunomika (JIE) Al-Kharaj: Journal of Islamic Economic and Business Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal Of Science, Technology & Management (IJSTM) International Journal of Humanities Education and Social Sciences Jurnal Teknologi dan Manajemen Industri Terapan Jurnal Informatika Ekonomi Bisnis Journal of International Multidisciplinary Research Ekomania Journal of Management Research and Studies
Teguh Setiawan Wibowo
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The Effect Of Person Organization Fit And Job Embeddingness On Organizational Citizenship Behavior At PLN Endri Haryati; Teguh Setiawan Wibowo; Agus Purbo Widodo
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 4 No 6 (2025): IJHESS JUNE 2025
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v4i6.1778

Abstract

Person–organization fit is commonly understood as the degree to which an organization’s values align with those held by individuals. This alignment is shaped not only by shared values, but also by similarities in personality and compatibility with colleagues. On the other hand, job embeddedness represents a comprehensive collection of factors that determine whether an employee remains in a role or decides to leave. Researchers typically evaluate this construct across three interrelated dimensions: fit, link, and sacrifice. Organizational Citizenship Behavior (OCB) belongs to the broader field of organizational behavior, focusing on discretionary actions that are neither explicitly defined nor formally rewarded. One way to view OCB sees it as extra-role performance—activities that fall outside the boundaries of the job description. Alternatively, it can be seen through a political or philosophical lens, framing OCB as akin to citizenship within an organization. In both interpretations, OCB reflects an employee’s personal convictions or perceptions of an unwritten psychological contract with the organization, motivating them to contribute beyond their formal duties.In this study, OCB is measured using a multifaceted set of indicators, including helping behavior, organizational compliance, sportsmanship, loyalty, individual initiative, social quality, and self-development. To explore how person–organization fit and job embeddedness influence OCB, we employed PLS (Partial Least Squares) path modeling using SmartPLS 3.0, yielding a comprehensive path diagram of the interrelationships among these variables. Our validity analysis revealed that all indicators for person–organization fit, job embeddedness, and OCB achieved factor loadings above 0.7, confirming their relevance in measuring each respective construct. Additionally, convergent validity was supported by AVE values exceeding 0.5 for all variables. Reliability assessments showed Cronbach’s Alpha scores above 0.6 and Composite Reliability values above 0.7, indicating stable and consistent measurement frameworks.Structural model results indicated that person–organization fit and job embeddedness together explained 15.3% of the variance in OCB (R² = 0.153), suggesting that the majority of variance is accounted for by other factors. Nevertheless, hypothesis testing confirmed that both person–organization fit and job embeddedness significantly influence OCB among PLN employees (p < 0.05), underscoring their important—but partial—role in predicting extra-role, citizenship behavior in organizational settings.
Employee Engagement as a Moderating Variable of the Influence of Resonant Leadership on Employee Performance Ahmad Abroza; Teguh Setiawan Wibowo; Rieneke Ryke Kalalo; Amelia Anwar; Nety Kumalasari
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 3 (2025): : All articles in this issue include authors from 3 countries of origin (Indone
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i3.7880

Abstract

This research is a quantitative study with an explanatory approach. The data used in this study is primary data obtained by the researcher from 335 Mandala Finance employees spread throughout Indonesia. The data obtained by the researcher was analyzed using the smart PLS 4.0 analysis tool. The result in this article show that The first hypothesis in this study aims to determine whether Resonant Leadership Style can have a positive relationship and a significant influence on Employee Performance variables. This is because the P-Values ​​in this article are positive and have a value below the 0.05 significance level, namely 0.003. These results indicate that Resonant Leadership Style can make employees more obedient, more compliant, company targets and visions can be easily achieved, can make the company stable, and ultimately can improve Employee Performance.. However, the results in this study show even more significant results. The researchers believe this is because the selection of Resonant Leadership Style as an independent variable is different from the five studies above which only used General Leadership Style as an independent variable. In addition, the second hypothesis in this study can also be accepted because the P-Values ​​are positive and below the significance level of 0.05, which is 0.000, which is more significant than direct testing. Based on this, it can be concluded carefully that employee involvement can also help and even strengthen the influence of the Employee Involvement variable on Employee Performance because employees who are increasingly involved in company activities can make employee skills increase so that if this is accompanied by a Resonant Leadership Style, it can make Employee Performance even more significantly increase.
Co-Authors AA Sudharmawan, AA Agus Purbo Widodo Ahmad Abroza Alvia Nur Layli Amelia Amelia Anwar Amin Harahap Ashur Harmadi Cakranegara, Pandu Adi Dian Parwati Dikky Mooy Eigis Yani Plamularso Eltie Christi Sandag Endri Haryati Fajar Satriyawan Wahyudi Fitria Fitroh Annisaul Mubarokah Gusti Noorlitaria Achmad Hendrik Pandiangan Husen I Wayan Eka Sudarmawan Irawati, Junita Irwan Suryadi Izzat Maulidi Zain Joni Wilson Sitopu Jumiati Jusri Jusri Mochamad Fatchurrohman Moh. Solehuddin Muh. Syaiful Saehu Muhamad Risal Tawil Muhammad Syafri Muhammadong Napsin Napsin Nety Kumalasari Noneng R Sukatmadiredja Nurnaningsih A Nurul Hidayati Ovita Charolina Priscadella Putri Christiyanti Puji Kurniawati Rahman Putri Raniyatu R Wisnu Prio Pamungkas Rasty Yulia Rezki Akbar Norrahman Rieneke Ryke Kalalo Risman Risman Riza Aulia Widyaningsih Sarah Zielda Najib SETIAWAN JODI, I WAYAN GEDE ANTOK Shobikin Siregar, Ade Perdana Sudadi Ulfatul Jannah Ulfatul Jennah Wardana, Miko Andi Yanita Yanti Setianti Yusron, Ali