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All Journal Jurnal Manajemen & Keuangan Community Engagement and Emergence Journal (CEEJ) Ilomata International Journal of Management Ilomata International Journal of Management Golden Ratio of Human Resource Management Journal of Management and Administration Provision e-Jurnal Apresiasi Ekonomi
Sandi, Hendrik Heri
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Social Sciences Other

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The Effect of Work-Life Balance on Organizational Citizenship Behavior (OCB) with Organizational Commitment as A Mediation Variable: A Study at PT. Semen Padang: JEL Classification: H83, O33, O38, M15 Niktarisya, Khairani Alya; Sandi, Hendrik Heri
Journal of Management and Administration Provision Vol. 6 No. 2 (2026): Journal of Management and Administration Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jmap.v6i2.931

Abstract

Organizations are required to effectively manage human resources to improve performance and sustainability. One behavior that supports organizational effectiveness is Organizational Citizenship Behavior (OCB). This study aims to analyze the effect of Work-Life Balance on Organizational Citizenship Behavior with Organizational Commitment as a mediating variable among employees of PT Semen Padang. This research uses a quantitative approach with a causal associative design. Data were collected through questionnaires distributed to 127 employees of PT Semen Padang. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results show that Work-Life Balance has a positive and significant effect on Organizational Citizenship Behavior. Work-Life Balance also positively influences Organizational Commitment, and Organizational Commitment significantly affects Organizational Citizenship Behavior. Furthermore, Organizational Commitment is proven to mediate the relationship between Work-Life Balance and Organizational Citizenship Behavior. These findings indicate that better work-life balance increases employees' organizational commitment and encourages voluntary work behaviors that support organizational effectiveness.
The Effect of 360° Performance Appraisal on Employees Intention to Stay with Career Development as a Mediating Variable: Evidence from a Teaching Hospital in Depok City: JEL Classification: M12, M54, J63, J24, I11 Armys, Latyfa Cania; Sandi, Hendrik Heri
Journal of Management and Administration Provision Vol. 6 No. 2 (2026): Journal of Management and Administration Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jmap.v6i2.932

Abstract

Human resources are a crucial element in ensuring the sustainability and quality of healthcare services. In hospitals, maintaining Employee Intention to Stay is important to support service continuity and organizational stability. However, high work pressure and limited career development opportunities may reduce employees’ intention to remain in the organization. This study aims to examine the effect of 360° performance appraisal on Employee Intention to Stay with career development as a mediating variable at a teaching hospital in Depok City. This study employed a quantitative causal research design. Data were collected through questionnaires distributed to 180 employees. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3.2.9. The results indicate that 360° performance appraisal does not have a significant direct effect on Employee Intention to Stay. However, 360° performance appraisal has a significant positive effect on career development, and career development significantly influences Employee Intention to Stay. Furthermore, career development mediates the relationship between 360° performance appraisal and Employee Intention to Stay. These findings suggest that the effectiveness of performance appraisal influences Employee Intention to Stay indirectly through career development within the organization.
Co-Authors Armys, Latyfa Cania Biswan, Ali Tafriji Fakhria, Duratul Farida, Fitria Nur Hayatie, Syarifah Niktarisya, Khairani Alya Nur, Najmi Resa, R. Sabbrina, Hanifa Sholikhah, Mar'atus Susi Evanita Wanda Putra, Riki Yenti, Surnaini Isma Yunia Wardi