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Arninda, Arninda
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The Influence of Employee Engagement and Job Satisfaction on Organizational Citizenship Behavior Among Civil Servants at UPT Puskesmas Batang Tarang, Sanggau Regency 10000 c Sudirman, Isnitta Aulya; Arninda, Arninda
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This research aims to analyze the influence of employee engagement and job satisfaction on organizational citizenship behavior (OCB) among State Civil Apparatus (ASN) at UPT Puskesmas Batang Tarang, Sanggau Regency. The background of this research is based on the importance of human resource development in improving the quality of public services, especially in the health sector. The approach used is an associative quantitative approach, with data collection through questionnaires to 35 respondents using a total sampling technique. Employee engagement is measured through three main dimensions: vigor, dedication, and absorption. Job satisfaction is measured through five aspects: work, supervision, coworkers, promotion, and salary. Meanwhile, OCB is measured using five dimensions: altruism, conscientiousness, sportsmanship, courtesy, and civic virtue. The results of validity and reliability tests show that all instruments in this study are valid and reliable. Data analysis is conducted using multiple linear regression. The results indicate that employee engagement and job satisfaction simultaneously show a value of 27.783 with a significance of 0.000 < 0.05, positively and significantly influencing OCB. The results of partial significance tests (t-test) reveal that the Employee Engagement variable (X1) has a calculated t value of 5.261 with a significance level of 0.000, which means statistically this variable has a significant partial effect on OCB. Similarly, the Job Satisfaction variable (X2) shows a calculated t value of 5.001 with a significance value of 0.000, thus it can be concluded that this variable also has a significant partial effect on OCB, with a coefficient of determination (R²) of 0.635. This means that 63.5% of the variation in OCB can be explained by these two independent variables. Partially, each variable also has a positive and significant effect on OCB, with significance values below 0.05. This research provides theoretical and practical implications in human resource management, especially in creating a work environment that supports the enhancement of ASN engagement and satisfaction to strengthen OCB behavior and the quality of health services.
The Influence of Job Involvement and Organizational Commitment on Organizational Citizenship Behavior of Civil Servants at UPTD Puskesmas Korpri Kubu Raya Regency Pratama, Syahroni; Arninda, Arninda
Electronic Journal of Education, Social Economics and Technology Vol 6, No 2 (2025)
Publisher : SAINTIS Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33122/ejeset.v6i2.871

Abstract

This study aims to analyze the influence of Job Involvement and Organizational Commitment on the Organizational Citizenship Behavior (OCB) of Civil Servants (PNS) at UPTD Puskesmas Korpri, Kubu Raya Regency. The research uses an associative quantitative approach with 36 respondents selected using a saturated sampling technique. Data were collected through questionnaires and interviews. The regression analysis results show the equation Y = 1.895 + 0.241X₁ + 0.312X₂ with a correlation coefficient (R) of 0.630, indicating a strong relationship category, and a determination value (R²) of 39.6%, while the remaining 60.4% is influenced by variables outside the research. The F test results indicate that Job Involvement and Organizational Commitment simultaneously have a positive and significant effect on OCB. The partial t-test results also show that Job Involvement and Organizational Commitment have a positive and significant influence on OCB. In conclusion, employee involvement and commitment make a real contribution in shaping organizational citizenship behavior within the health center environment. Future researchers are suggested to consider adding other variables such as job satisfaction, transformational leadership style, organizational culture, work environment atmosphere, work motivation, or work-life balance. By including these variables, the results are expected to provide a more comprehensive picture of the factors influencing organizational citizenship behavior (OCB), especially in health service institutions.
The Influence of Compensation and Organizational Commitment on Employees' Turnover Intention at PT Ruang Raya Indonesia (Ruangguru) West Kalimantan Regional Office Nugroho, Satrio; Arninda, Arninda
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8089

Abstract

This study examines the impact of Compensation and Organizational Commitment on employees' Turnover Intention at Ruangguru. The research utilizes a quantitative approach with 58 respondents from various departments within the organization. Data were analyzed using multiple linear regression, with normality, linearity, and multicollinearity tests conducted to ensure the validity of the results. The findings reveal that both Compensation and Organizational Commitment have a significant influence on Turnover Intention, with Compensation being the more dominant factor. Higher compensation increases the likelihood of employees considering leaving the organization if they feel inadequately compensated, while stronger Organizational Commitment reduces Turnover Intention. These results suggest that organizations should focus on offering competitive compensation and fostering a strong commitment to minimize turnover intentions and improve employee retention.
Co-Authors Agung Madepo, Mahardika Agustista, Pirda Alya Supandih, Fathia Andriansyah Andriansyah Archie, Ananda Darusman Darusman Destian, Nanda Kevin kevin Khoyriah, Umi Kusuma, Haniyyah Lina Budiarti, Lina Madina, Madina Maulydiawati, Dea Miftahul Sirat, Okta Muhammad Agus Muljanto Munawir Munawir Permaisella, Ranti Nada Pratama, Syahroni Riska Riska Saputra, Riski Alfiandi Satrio Nugroho Sembiring, Rinawati Seno Hadi Saputro Sudirman, Isnitta Aulya Supandih, Fathia Alya Ulpa, Ulpa Utari, Melia