Organizational Citizenship Behavior (OCB) is a new concept in terms of performance analysis that is not regulated by the organization, and a formal reward system is not taken into account, but this behavior will encourage the effectiveness and efficiency of the overall organizational function. High employee performance will also be created when Quality of Work Life (QWL) provides comfort and prosperity in the work environment, because it is consideredbe able to increase the role and contribution of employees in an organization. High work motivation will also have an impact on the better performance given by employees to achieve the goals of the institution. The purpose of this research are to find out whether or not : OCB affects work motivation, QWL affects work motivation, OCB affects employee performance, QWL affects employee performance, Work motivation affects employee performance, The effect of work motivation as a mediation of OCB to employee performance, The effect of work motivation as a mediation of the QWL to work performance.
In responding on local government regulations changes mandated by Act Number 23 of 2014 and stipulated Government Regulation (PP) Number 18 of 2016 concerning regional apparatus, the government of South Sumatra Province carries out changes in regional apparatus (nomenclature), so that there are several the impact on separating or mergering some departments and affairs and there arealso several agencies changed their names. The changes in regional apparatus (nomenclature) in the government of South Sumatra Province transform 19 services into 29 services agencies. The same thing also happened in the Office of Industry and Trade services and Cooperation (
Therefore, it is important to implementthe Organizational Citizenship Behavior (OCB) behavior in improving employee performance in these agencies. According to Borman and Motowidlo (
In addition to Organizational Citizenship Behavior (OCB), Quality Of Work Life (QWL) on employees also need to be concerned by leadership in an effort to support the achievement of high-performance of the employees by meeting the needs and expectations of the employees. The Quality Of Work Life (QWL) is a major problem that deserves to be concerned in an organization (
Work motivation is also very influential on employee performance. According to Hasibuan (
Organizational Citizenship Behavior (OCB)
Organizational Citizenship Behavior (OCB) is a new concept in terms of performance analysis. According to Organ in Podsakoff (
Quality Of Work Life (QWL)
The Quailty of Work Life is one of the management system approaches to coordinate and connect the potential of Human Resources (HR), where the quality of work life in the organization as a leadership effort to meet the needs of members and organizations on an ongoing basis. Where according to Cascio (
Work motivation
Motivation is defined as a driving force or impulse to humans that can lead to, direct, and organize behavior (
Work Performance
According to Kusnadi (
The objective of the study
To find out and analyze the effect of Organization Citizenship Behavior (OCB) and Quality of Work Life (QWL) on the performance of employees at the Industrial affair of South Sumatra Province.
To find out and analyze the effect of Organization Citizenship Behavior (OCB) and Quality of Work Life (QWL) on the performance of employees with work motivation as an intervening variable at Industrial affair of South Sumatra Province.
Scope of study
This study analyzes the relationship between Organization Citizenship Behavior (OCB) and Quality of Work Life (QWL) on the performance of employees with work motivation as an intervening variable at Industrial affair of South Sumatra Province. The location of research object is at Jalan Demang Lebar Daun No. 2610 Palembang, and the study was conducted in February 2018.
Types and Data Sources
In this study the data used in form of quantitative data, which includes data on the number of employees in Industrial affair of South Sumatra Province and the results of data processing from the research questionnaire. The data source in this study used primary data, where primary data collection was carried out by distributing questionnaires to employees at Industry affairs of South Sumatra Province.
Population and Sample
The population in this study was employees at Industry affairs of South Sumatra Province, there were 71 people, in which the census method was used by giving questionnaires to the entire population totaling 71 respondents consisting of permanent employees and non-permanent (honorary) employees at the Office of Industrial affair South Sumatera Province.
Method of collecting data
The method used to collect data in this study was observation, which is collecting data by conducting direct observations, and recording phenomena that occur at the location of the study, such as observing employee behavior about the time of arrival at work, work atmosphere and employee attitudes in carrying out tasks and job. In addition, data collection was carried out by distributing questionnaires about Organizational Citizenship Behavior (OCB), Quality Of Work Life (QWL), work motivation (WM) and work performance (WP) at the office of Industry affairs of South Sumatra Province to all respondents with the aim of collecting answer to be the data this research.
4.1 Result
Linearity Test
The linearity test can be seen from the Sig. Linearity if Sig < 0.05, the regression model is linear and vice versa.
Linearity Test Results
|
|
Sig. |
|
|
WM | 0.000 | Linear |
|
WM | 0.000 | Linear |
|
WP | 0.000 | Linear |
|
WP | 0.000 | Linear |
WM | WP | 0.000 | Linear |
From table 1, the results of linearity test shows that the significance values for Linearity are smaller than 005, so it can be concluded that the linearity assumption of structural models has been fulfilled
SmartPLS
Data analysis techniques with Partial Least Square Modeling (PLS) use several important stages, they are:
Validity test
Convergent validity in the measurement model (outer model) for reflective indicators can be seen from the correlation between the score items with the score of the construct, where the indicator is considered valid if it has a loading factor more than 0.5 (
Loading Factors Values
|
OCB | QWL | WM | WP |
OCB1 | 0,923 | - | - | - |
OCB2 | 0,894 | - | - | - |
OCB3 | 0,854 | - | - | - |
OCB4 | 0,821 | - | - | - |
OCB5 | 0,839 | - | - | - |
OCB6 | 0,903 | - | - | - |
OCB7 | 0,899 | - | - | - |
OCB8 | 0,904 | - | - | - |
QWL1 | - | 0,729 | - | - |
QWL2 | - | 0,919 | - | - |
QWL3 | - | 0,917 | - | - |
QWL4 | - | 0,724 | - | - |
QWL5 | - | 0,696 | - | - |
QWL6 | - | 0,831 | - | - |
QWL7 | - | 0,702 | - | - |
QWL8 | - | 0,891 | - | - |
WM1 | - | - | 0,925 | - |
WM 2 | - | - | 0,923 | - |
WM 3 | - | - | 0,877 | - |
WM 4 | - | - | 0,881 | - |
WM 5 | - | - | 0,888 | - |
WM 6 | - | - | 0,698 | - |
WM 7 | - | - | 0,839 | - |
WM 8 | - | - | 0,838 | - |
WP1 | - | - | - | 0,833 |
WP2 | - | - | - | 0,780 |
WP3 | - | - | - | 0,601 |
WP4 | - | - | - | 0,774 |
WP5 | - | - | - | 0,838 |
WP6 | - | - | - | 0,785 |
WP7 | - | - | - | 0,916 |
WP8 | - | - | - | 0,607 |
WP9 | - | - | - | 0,927 |
Table 2 above shows that loading factors provide the recommended value above 0.5, so it can be concluded that the indicators used in this study are valid or have met the requirements of Convergent Validity.
Likewise testing the validity of each construct was tested with Average Variance Exteracted (AVE) where the construct with good validity if it is more than 0.5 (
Table 3 Average Variance Extracted (AVE) Value
|
|
AVE |
1 |
|
0,507 |
2 |
|
0,502 |
3 | Work motivation | 0,521 |
4 | Work performance | 0,519 |
Table 3 above shows that the value of Average Variance Extracted (AVE) of all variables are above 0.5 which means that all latent variables (Organization Citizenship Behavior (OCB), Quality of Work Life (QWL), work motivation and work performance have met the requirements of Convergent Validity.
Validity can also be seen by comparing the value of Square root of Average Variance Extracted (AVE) for each construct with the correlation between constructs and other constructs in the model. Here is the square root value of Average Variance Extracted (AVE):
Table 4 Square Root of AVE Value
|
OCB | QWL | WM | WP |
|
|
|||
|
0,634 |
|
||
Work motivation | 0,707 | 0,491 |
|
|
Work performance | 0,567 | 0,633 | 0,684 |
|
Table 4 above shows that the square root of Average Variance Extracted (AVE) values of all latent variables Organization Citizenship Behavior (OCB), Quality of Work Life (QWL), work motivation and work performance are equal to (
The reliability test is done by looking at the Composite Reliability value of the indicator block that measures the construct. The result of Composite Reliability will show a satisfactory value if it is above 0.7. Reliability test can also be strengthened by Cronbach's Alpha where the recommended value is above 0.6. Reliability test results are as follows:
|
Composite Reliability |
Cronbach’s Alpha |
|
0,891 | 0,860 |
|
0,888 | 0,853 |
Work motivation | 0,893 | 0,861 |
Work performance | 0,905 | 0,880 |
Table 5 above shows that the Composite Reliability value of all variables is above 0.7, so that it can be concluded that the indicators are consistent in measuring the construct. Likewise, the Cronbach'sAlpha value of all variables is above 0.6, so that all research variables have shown as a fit measurement. This means that all question items that will be used to measure variables are reliable.
Compatibility Test of Structural Model (Inner Model)
Testing of the structural model (inner model) is done by looking at the R-Square value of the research model, which is a goodness of fit model test.
R-square Values
|
|
Work Motivation | 0,504 |
Work Performance | 0,586 |
Table 6 above shows the R-Square value of the work motivation variable is 0 504 which means that the variability of work motivation can be explained by the construct of Organization Citizenship Behavior (OCB) and Quality of Work Life (QWL) of 504% Furthermore, the R-Square value of employee performance variable is 0586 which means that employee performance variability can be explained by the construct of Organization Citizenship Behavior (OCB), Quality of Work Life (QWL) and work motivation by 586% The higher the R-Square value, the greater the ability of the independent variable can explain the dependent variable so that the structural equation is better
c. Hypothesis Test
Hypothesis testing on Partial Least Square (PLS) is based on the values found in the Structural model analysis, by looking at the significance of the influence of exogenous variables Organization Citizenship Behavior (OCB), Quality of Work Life (QWL) and work motivation (WM) on work performance (WP) by looking at the parameter coefficient (path coefficient) and the significance value of t-statistics. The following is the coefficient of the parameter (path coefficient):
Path |
Original |
Sample Mean |
T-statistic | P-Value |
0,662 | 0,631 | 3,263 | 0,001 | |
0,072 | 0,074 | 0,379 | 0,705 | |
-0,073 | -0,071 | 0,441 | 0,660 | |
0,419 | 0,431 | 4,982 | 0,000 | |
WMWP | 0,530 | 0,522 | 3,417 | 0,001 |
Based on the results of the inner model test can be made the results of the hypothesis based on t-Statistic and p-Value as shown in figure 1 as follows:
Based on table 7 and figure 1 above, then the results of hypothesis test can be concluded as follows:
The first hypothesis: Organization Citizenship Behavior (OCB) affectson work motivation, where the results of the t-statistic are 3,263 ≥ 1,96 or
The second hypothesis: Quality of Work Life (QWL) does not affect work motivation, where the results of the t-Statistic are 0,379 ≤ 1,96 or
Third hypothesis: Organization Citizenship Behavior (OCB) has no effect on employee work performance, where the results of the t-Statistic are 0,441 ≤ 1,96 or
The fourth hypothesis: Quality of Work Life (QWL) affects the performance of employees, where the results of the t-Statistic are 4,982 ≥ 1,96 or
Fifth Hypothesis: Work motivation affects employee work performance, where the t-Statistic result are 3,417 ≥ 1,96 or
Direct Effect
Direct effect occurs if one variable affects other variables, or there is no third variable that mediates (intervening) between the two variables, where the direct effect is as follows:
Path |
Original |
0,662 | |
0,072 | |
-0,073 | |
0,419 | |
WMWP | 0,530 |
Indirect Effect
Indirect effectoccurs if there is a third variable that mediates (intervening) between the two variables, where the indirect effect test is as follows:
Path |
Original |
|
0,662 x 0,530 | 0,351 | |
0,072 x 0,530 | 0,038 |
Based on the tables 8 and 9 above, the following hypotheses can be tested:
The Sixth hypothesis: Organization Citizenship Behavior (OCB) affects the employee work performance through work motivation as an intervening variable, where the direct effect is -0.073 and indirect effect is 0.351 (0.662 x 0.530), resulting in a different value between the direct effect and indirect effect with value of -0.073 < 0.351. It can be concluded that the indirect effect of work motivation variables mediate the relationship between Organization Citizenship Behavior (OCB) and employee performance. In other words, there is a significant effect of Organization Citizenship Behavior (OCB) on employee performance through work motivation as an intervening variable.
The seventh hypothesis: Quality of Work Life (QWL) has an effect on employee performance through work motivation as an intervening variable, from the results show that the direct effect is 0.419 and indirect effect is 0.038 (0.072 x 0.530), resulting in different valuesbetween direct effect and indirect effect with the value of 0.419 > 0.038. It can be concluded that the indirect effect of work motivation variables cannot mediate the Quality of Work Life (QWL) to employee performance. In other words, there is no significant effect of Quality of Work Life (QWL) on employee performance through work motivation as an intervening variable.
The results of the hypothesis test shows t-Statistic value is 3,263 ≥ 1,96 or
The hypothesis results are similar to the theory from Borman and Motowidlo (
From the result of hypothesis test, shows that the t-Statistic are 0,379 ≤ 1,96 or
From hypothesis test, the results of the t-Statistic are 0,441 ≤ 1,96 or
The results of this study in accordance with the results of Branham (
From the results of hypothesis test,the t-Statistic are 4,982 ≥ 1,96 or
The results of this research hypothesis aresimilar to the theory according to Husnawati (
From the results of hypothesis test,the t-Statistic are 3,417 ≥ 1,96 or
The results of the hypothesis is in accordance with Sunyoto (
From the results of this study, shows that there are different values of direct effect and indirect effect that is the value of -0.073 < 0.351, so that it can be concluded the work motivation variable can mediate the relationship between Organizational Citizenship Behavior (OCB) end employee work performance. It meansthat the existence of work motivation owned by employees will provide encouragement and enthusiasm for the employee to work optimally in their institution. In other words, this research shows that the need for mediation of work motivation in strengthening the effect of Organization Citizenship Behavior (OCB) on employee performance by providing work motivation so employee performance can be affected
From the results of this study shows that there is different value of direct effect and indirect effect that is the value of 0.419 > 0.038, so it can be concluded that the indirect effect of work motivation variable cannot mediate the Quality of Work Life (QWL) to employee work performance. From the results of this study shows that good Quality of Work Life (QWL) will raise employee satisfaction in working, and will directly affecton improving employee performance in the institution. It means that the results of this study indicate there is no need to mediate work motivation on between Quality of Work Life (QWL) to employee work performance, but Quality of Work Life (QWL) can directly affect employee performance. In other words, there is no significant influence of Quality of Work Life (QWL) on employee work performance through work motivation as an intervening variable.
The t-Statistic results are 3,263 ≥ 1,96 or
The t-Statistic results are 0,379 ≤ 1,96 or
The t-Statistic result are 0,441 ≤ 1,96 or
The t-Statistic results are 4,982 ≥ 1,96 or
The t-Statistic result are 3,417 ≥ 1,96 or
Furthermore, the conclusion on the effect of intervening variables on work motivation are as follows:
The effect of Organizational Citizenship Behavior (OCB) on employee performance directly is smaller than the indirect effect with the value of -0.073 < 0.351, therefore the measurement of the effect of Organizational Citizenship Behavior (OCB) on employee performance with motivation as an intervening variable can be done. In other words, there is a significant influence of Organizational Citizenship Behavior (OCB) on employee performance through work motivation as an intervening variable the office of industrial affair of South Sumatra Province.
The effect of Quality of Work Life (QWL) on employee performance directly is higher than the indirect effect of 0.419 > 0.038, therefore the measurement of Quality of Work Life (QWL) effects on employee work performance with motivation as an intervening variable cannot be done. In other words, there is no significant effect of Quality of Work Life (QWL) on employee performance through work motivation as an intervening variable at the office of industrial affair of South Sumatra Province.
Based on the conclusions in this study, the researcherrecommends, as follows: It is recommended to the leadership of the industrial affairs ofthe South Sumatra Province to improve employee work performance programs by concerning to Quality of Work Life (QWL) and work motivation because these two variables have significant effects on employee performance. Therefore, the leadership should be able to create a good Quality of Work Life (QWL) by fulfilling what the employee's needs and expectations in improving employee performance in the institution, such as by providing skills and opportunities for employees to support them in achieving high-performance both by providing promotional opportunities based on work achievement, the existence of facilities and infrastructure supporting employees in doing work and learning something, as well as the opportunity for employees to develop their capabilities.
However, it is also important to provide motivation for employees to arouse enthusiasm and employee satisfaction, so it can encourage employees to increase their work productivity, such as by maintaining good relationships among employees, the provision of promotions in form of rewards for employees by providing the environmental work condition, because environmental work conditions also affecting on the employeescomfort in working. Good work environment is satisfying for employees will improve their performance, meanwhile an inadequate work environment will reduce work motivation and reduce the performance of employees.