Assessing the Impact of Human Resource Quality and Organizational Commitment on Organizational Citizenship Behavior in Lampung Province’s Development and Construction Industry
Keywords:
Quality of Human Resources, Organizational Commitment, Organizational Citizenship Behavior, Department of Highways and Construction Development of Lampung ProvinceAbstract
The role of human resources in building superior services is very important. Organizations feel the need to build and have reliable human resources. Apart from performance based on their main job, employees are also expected to be able to demonstrate positive behavior that supports the achievement of organizational performance. This emphasizes the importance of the organization in building employee OCB enthusiasm. The development of OCB behavior is influenced by several factors including the Quality of Human Resources and Organizational Commitment. This research aims to examine the influence of Human Resource Quality and Organizational Commitment on Organizational Citizenship Behavior (OCB) in Lampung Province Highway and Construction Department Employees. The method used in this research is a quantitative method. Data collection used a questionnaire, the population in the study was all employees of the Lampung Province Highways and Construction Department, totaling 310 employees, the sampling technique according to Hair et al., (2010) used purposive sampling. From the results of multiple linear regression, the results showed that all independent variables consisting of Quality of Human Resources (X1) and Organizational Commitment (X2) showed positive numbers. Then based on the results of the t test (partial test) Human Resource Quality (X1) has a significant influence on Organizational Citizenship Behavior (Y) and Organizational Commitment (X2) has an insignificant influence on Organizational Citizenship Behavior (Y). then based on the results of the F test (simultaneous test) Human Resource Quality (X1) and Organizational Commitment (X2) together have a significant influence on Organizational Citizenship Behavior (Y).
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