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Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The Pela Gadong local wisdom is one of the most well-known local cultural values in Maluku, Indonesia. It plays an important role at the community level. This present study aims to describe the local wisdom values of Pela Gandong through the spirit of service that shapes organizational citizenship behavior (OCB) - such as altruistic behavior, extrarole behavior, prosocial behavior, and proactive behavior - and shapes group behavior - such as dynamics behavior, feelings of belonging, and teamwork cohesion. This present study was done in a explorative-qualitative manner, investigating the local wisdom values of Pela Gandong in a regional public hospital in Maluku - RSUD dr. M. Haulussy. The Pela Gandong local wisdom values had become a local cultural approach shaping the organizational behavior. The results of this study show that in the individual behavior, the OCB was formed (including the altruistic behavior, extra-role behavior, prosocial behavior, and proactive behavior); in the group behavior, it was found that the dynamics behavior, feelings of belonging, and teamwork cohesion were formed; and the organizational behavior was also formed to be harmonious, pro-peace, and there was an inclusive work environment. Simultaneously, these would form a better organizational performance. The Pela Gandong local wisdom values also had implications for the current organizational development where it played an important role for the organization's culture and at the same time, the local wisdom values also built shared relationships and shaped the behavior of each organization's members to be more professional, efficient, accurate, smooth, entreprising, safe, comfortable, disciplined, optimal, and instinctive to improve their performance at the organization. [ABSTRACT FROM AUTHOR]

The ability to think creatively is essential to the functioning of any business, and flexible management of human resources is an innovative technique that may be used to deal with changes in the economy and in technology. This study's objective is to analyze not only the influence that flexible human resources have on the innovativeness of a company but also the role that innovative work behavior and organizational learning capacity play as mediators in this relationship. Participants in the study consisted of 60 leaders and 345 subordinates/workers from small and mediumsized businesses in Indonesia. The participants were selected using a multi-stage selection technique. Structural Equation Modeling Partial Least Square (SEM-PLS) using Warp PLS version 7.0 was utilized in the analysis of the collected data. The findings suggest that flexible management of human resources might contribute to an explanation of business innovation. This study provides evidence for the relevance of innovative work behavior and organizational learning capacity in bridging the gap between flexible human resources and company innovation. The association between flexible management of human resources and corporate innovation can be somewhat moderated by innovative work behavior and the organizational learning capacity of a company. This work discusses the theoretical as well as the management implications of its findings. [ABSTRACT FROM AUTHOR]

This study aims to investigate the process of building organizational citizenship behavior among employees in the marine transportation business in Indonesia. This study also uses workplace spirituality and job satisfaction as mediators to understand the process of the influence of organizational justice on organizational citizenship behavior. This research uses a causal research type using a quantitative approach. The study's sample and population are workers in the marine transportation sector. The study's sample size was adapted to the structural equation modelling (SEM) that was applied. Data gathering procedures employed interviews and confidentially lists in questionnaires to evaluate the seven hypotheses proposed in this study, while data analysis techniques used Partial Least Square (SmartPls). According to the study's findings, job satisfaction, workplace spirituality, and organizational justice favour organizational citizenship behavior. Organizational justice influences organizational citizenship behavior by mediating job satisfaction, workplace spirituality, and both. The implications of this study's findings, which also reveal the mediating roles of job satisfaction and workplace spirituality, can assist organizations in developing plans to enhance organizational justice and Organizational Citizenship Behavior. [ABSTRACT FROM AUTHOR]

The importance of having self-identity by every individual is a necessity, including the identity of a newborn child. Identity is the right of every citizen, and the state has an obligation to carry out services, procurement, and spending as part of the legitimacy and legality of identity owned by each citizen. Developments in technology, modernization, and globalization, as well as the era of digitalization, can encourage and assist the process of having a digital self-identity of children from birth. This will be very influential in reducing acts of exploitation, such as trafficking, violence, exile, neglect, and other criminal acts. Therefore, the researcher takes a legal analysis approach to all applicable regulations in Indonesia related to access policies, and processes to disclosure of children’s identities. The results of the analysis carried out included, among other things, the enforcement of the provisions of the 1945 Constitution Article 28, Law Number 12 of 2006 concerning Citizenship, Law Number 23 of 2006 Population Administration, and Law Number 23 of 2014 concerning the ratification of Child Protection can become a legal umbrella for child ownership. In addition, the identity ownership of children from mixed marriages will be influenced by the validity of the marriage of their parents or the application for legalization through consanguine marriage in accordance with Law No. 1 of 1974. The process of owning a child’s digital identity will involve 3 institutions and or related agencies, including hospitals or maternity clinics as agencies that issue birth certificates, the Ministry of Religion as an institution that issues legal marriage certificates, and the Ministry of Home Affairs that issues valid personal identities in the form of temporary E-KTP and immigration passports. [ABSTRACT FROM AUTHOR]

This study aims to know, analyze, and formulate the strengthening of nationalism for the border community on Sebatik Island, Nunukan Regency, North Kalimantan Province through citizenship education. Sebatik Island is one of Indonesia’s border areas located in Nunukan Regency, North Kalimantan Province, which is directly adjacent to Sabah, Malaysia. The development gap between the country’s border areas shapes the attitudes and behaviors of Sebatik border communities, who have the preference to use foreign currency, consume foreign products, and have dual citizenship. This research uses a qualitative approach with a case study method. Data were obtained from in-depth interviews, observations, and documentation studies. The results showed that civic education in schools can contribute to strengthening nationalism through school-based civic education and community-based citizenship education which is carried out among others by lecture methods, socialization of national insight, habituation, field action, and involvement in basic military training organizations. The recommendations of this research can be used as a role model in strengthening the nationalism of Indonesian society, especially in border areas. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine perceived supervisory support (PSS) and the impact of the antecedents of sharing knowledge, namely, clan culture (CC) as well as trust in innovative work behavior (IWB). Design/methodology/approach: This research focuses on small and medium-sized enterprise (SME) employees, especially SMEs located around tourist attractions in Indonesia. Data collection was carried out by distributing questionnaires. The distribution of the questionnaire was carried out in two ways, namely, the offline and online systems via the Google form. Data analysis tool using structural equation modeling. Findings: The findings reveal that PSS, knowledge sharing (KS), CC as well as trust are positively related to IWB. In addition, it was also found that KS was proven to mediate CC relationships as well as the trust which had a positive relationship with IWB. Research limitations/implications: The research design uses cross-sectional data. This means that the measurement of variables is based on self-reports and is carried out at one time, which can lead to method bias that can affect the results of the study. Thus, further research is recommended to collect data longitudinally, which will make the findings stronger. Practical implications: Theoretically, this study extends previous research by outlining a set of organizational elements that tend to influence KS behavior and their impact on IWB in the SMEs context. Social implications: Managers and owners of SMEs need to create a CC because the creation of a family or CC will more easily foster a culture of sharing knowledge within the organization, which will ultimately increase IWB. Originality/value: This study emphasizes that it is not only internal factors within employees that can foster IWB but there are external factors that play an important role in increasing IWB, such as CC, PSS, trust and KS. And to the best of the authors' knowledge, this is the first study to include all the constructs in one model and the context of SMEs. [ABSTRACT FROM AUTHOR]

Although research on the relationship between trust and engagement with organizational citizenship behavior (OCB) has been extensively explored, the connection between these variables in the context of the chemical industry remains underexplored. The aim of this study is to examine the influence of trust on OCB, the impact of engagement on OCB, and the combined effects of trust and engagement on OCB in the Chemical Manufacturing Sector in Indonesia. This research employs a quantitative associative approach. The sample comprises 249 employees from manufacturing companies in the city of Cilegon, Indonesia, selected through proportional stratified random sampling techniques. The data analysis technique employed is multiple linear regression analysis using SPSS version 26. The findings of this study reveal that trust has a significant positive influence on OCB, engagement has a significant positive impact on OCB, and both trust and engagement collectively exert a significant positive influence on OCB in the Chemical Manufacturing Sector in Indonesia. The results of this research contribute to providing insights for chemical manufacturing companies in Indonesia to enhance the quality of their employees in achieving OCB principles. [ABSTRACT FROM AUTHOR]

Employees can experience developments that can advance the company, so companies must pay attention to the behavior of employees who work in the company. As many as 62% of millennial workers in Indonesia, they are considering and planning to leave their company. This is certainly not desired by companies where the millennial generation works. Based on field observations, researchers found that there is a problem of lack of employee OCB behavior. This is indicated by company turnover data for the last year. In this research, data will be collected based on quantitative methods. Questionnaires were distributed to 53 GlobalXtreme millennial generation employees using a saturated sampling technique. Partial Least Square (PLS) software will be used for the SEM analysis of this study model. According to the findings, OCB is significantly affected by work-life balance. Involvement has been shown to strengthen the connection between work-life balance and organisational citizenship behaviour. As burnout has a detrimental effect on organisational citizenship behaviour (OCB), worklife imbalance has the same effect. Work-life balance affects OCB via a mediating factor called burnout. [ABSTRACT FROM AUTHOR]

Police reform in the Mobile Brigade Corps unit in Indonesia, which seeks to break away from militaristic elements, has not been fully implemented optimally. This is reflected in the lack of implementation of human values in serving the community. The extra effort of officers in encouraging community service based on human values can be realized through Organizational Citizenship Behavior which is not only directed at fellow officers, but also towards organizations in the context of community service. Based on Social Exchange Theory, this study aims to investigate the mechanism of strengthening Organizational Citizenship Behavior in the context of the Police Mobile Brigade Corps with the support of Empowering Leadership, Psychological Empowerment, and Job Satisfaction. Using a quantitative approach, this study distributed online questionnaires to 395 Mobile Brigade Corps officers. Furthermore, this study analyzes the data using Partial Least Squares–Structural Equation Modeling. The test results show that Empowering Leadership can strengthen Organizational Citizenship Behavior. In addition, this study reveals the mediating role of Psychological Empowerment and Job Satisfaction in the influence of Empowering Leadership on Organizational Citizenship Behavior. With these findings, the Police Mobile Brigade Corps needs to improve the competence of officers through training and development efforts so that officers feel psychologically empowered and have job satisfaction. On the other hand, Mobile Brigade Corps needs to encourage leaders to provide opportunities for officers to participate in decision making and recognize their contributions to work. [ABSTRACT FROM AUTHOR]

This study explores and analyzes the knowledge and practices of digital citizenship (DC) of Islamic high school (IHS) students and Islamic higher education (IHE) students. Data were collected using a questionnaire distributed online. The participants were 765 IHS students in South Kalimantan, Indonesia, and 765 at State Islamic University Antasari Banjarmasin, South Kalimantan, Indonesia. Data were processed using T-test to determine the difference between digital citizenship practices and knowledge. Pearson's correlation was utilized to assess the relationship between knowledge and digital citizenship actions. This study found a significant correlation between students' knowledge of and practice digital citizenship. The knowledge and practice of digital citizenship of IHS and IHE students were similar. It shows that Islamic educational institutions have yet to be able to instill digital citizenship in Generation Z. Therefore, this study recommends that teachers, lecturers, and managers of Islamic education institutions introduce and instill digital citizenship in schools and universities. The government should also establish policies encouraging digital citizenship as part of learning in Islamic educational institutions. [ABSTRACT FROM AUTHOR]

This research was conducted aiming to determine the effect of motivation and compensation on employee performance mediated by organizational citizenship behavior at Sinergia Group Indonesia. This research was conducted because it saw the phenomenon of declining employee performance at Sinergia Group Indonesia. Employee performance can be influenced by factors such as personal factors, leadership factors, team factors, system factors, contextual/situational factors. The sampling method used is saturated sampling, because the entire population is used as a sample. This study used a sample of 40 people, using multiple linear regression techniques, path analysis and causal steps. The conclusions of this study are (1) the variable of motivation has a positive and significant effect on organizational citizenship behavior, (2) the variable of compensation has a positive and insignificant effect on organizational citizenship behavior, (3) motivation has a negative and insignificant effect on employee performance, (4) compensation variables have a positive and insignificant effect on employee performance, (5) organizational citizenship behavior variables have a positive and significant effect on employee performance, (6) organizational citizenship behavior variables are able to fully mediate the influence between motivational variables on employee performance, (7) organizational citizenship variables behavior is able to fully mediate the influence between compensation variables on employee performance. [ABSTRACT FROM AUTHOR]

Copyright of Riwayat: Educational Journal of History & Humanities is the property of Riwayat: Educational Journal of History & Humanities and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Theresearch objective to be achieved is to build an empirical model that can improve the Organizational Citizenship Behavior (OCB) of the State Civil Apparatus (ASN) of the Millennial generation through analysis of the Influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB) mediated organizational commitment and work satisfaction in the State Civil Apparatus (ASN) of the Millennial generation at the Ministry of Manpower of the Republic of Indonesia, Jakarta. The sampling technique that the researchers used was Proportionate Stratified Random Sampling. In this study, the number of State Civil Apparatus (ASN) from the Millennial generation who were sampled was 270 people from 833 people who worked at the Ministry of Manpower of the Republic of Indonesia, Jakarta. The procedure used in the development and testing of models and data processing is the structural equation model (SEM). The data were analyzed using the statistical software Lisrel 8.0. This research resulted in the finding that Organizational Culture, Transformational Leadership affect Organizational Citizenship Behavior (OCB), while Organizational Commitment and Job Satisfaction affect Organizational Citizenship Behavior (OCB). Other results show organizational commitment is able to mediate the indirect influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB). Likewise, Work Satisfaction is able to mediate the indirect influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB) [ABSTRACT FROM AUTHOR]

Copyright of Share: Journal of Islamic Economics & Finance / Jurnal Ekonomi dan Keuangan Islam is the property of Share Jurnal Ekonomi dan Keuangan Islam and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Academics are emphasizing the necessity of altering the behaviour of public officials to enhance their ecological efficiency, rather than depending exclusively on technological advancements. The shift in focus has been prompted by the sluggish and ineffective performance of public servants. Governmental organisations in well-developed Western economies have instituted policies with the objective of mitigating the environmental footprint of their activities. In developing economies, although there are no established protocols, public employees possess the capacity to voluntarily engage in diverse environmentally friendly initiatives. The inquiry is approached through the implementation of a theoretical structure that is founded on eco-initiative, environmental commitment, public service motivation (PSM), and organisational citizenship behaviour towards the environment (OCBE). An analysis was conducted on the participation of individual eco-initiatives among 600 employees in the capital city of Indonesia, based on collected data. The purpose was achieved through the utilisation of Structural Equation Modelling. The findings of our study suggest that PSM, environmental commitment, and OCBE are significant predictors of ecoinitiative in the public workplace. The discourse underscores the importance of individual employee motivation in self-initiated endeavours that advance effective public service while scrutinizing the impact of formalism which is still highly significant for Indonesians today. [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior is an important issue in achieving effectiveness and efficiency within an organization. This study aims to determine the correlation between organization-based self-esteem and authentic leadership with employees' organizational citizenship behavior. This is a quantitative study with a sample of 382 civil servants from Boyolali, Indonesia, selected using a cluster random sampling technique. The instruments used are organizational citizenship behavior, organization-based self-esteem, and authentic leadership scale. Based on the results, there is a correlation between organization-based self-esteem and authentic leadership with organizational citizenship behavior. Organization-based self-esteem and authentic leadership are significantly correlated with organizational citizenship behavior (p < .05). This study found that authentic leadership and organization-based self-esteem are both capable of facilitating the emergence of organizational citizenship behavior in employees. [ABSTRACT FROM AUTHOR]

This study aims to analyze the community movements of female fishermen, to obtain justice and fight discrimination for equal citizenship. Issuance of Indonesian Law concerning the protection of fishermen as a formal law to protect fishermen does not fully target female fishermen groups. One of the female fishermen movements in the coastal communities, which is joined by a community organization, was trying to request an adjustment of the occupation identity written in the National Identification Card (NIC) from housewife to fisherman to access the benefits of this law. Using four key dimensions of citizenship proposed by Stokke (2017), this paper seeks to fill a gap in the study of participatory and inclusive policy at the community level. We found that female fishermen experience unjust treatment in terms of recognition, welfare distribution, and political representation. They developed a shared identity based on their awareness of and encounters with unfair treatment, which is expressed in all four dimensions of citizenship, membership, legal status, rights, and participation. They learned a lot from this experience about how to identify each problem related to the four dimensions of citizenship, which serves as a strategy for developing and enhancing their sense of citizenship identity. Through a series of advocacy efforts and agreements, the recognition of female fishermen's citizenship is pursued to fulfill their requests. These female fishermen's initiatives to secure legal recognition of their identity employ transformative and affirmative strategies. This legal recognition will strengthen their access and other positive externalities, particularly on the welfare distribution programs and political representation. [ABSTRACT FROM AUTHOR]

The poor performance of local health workers in Indonesia has often been voiced in the regional health facility. This study investigates whether the bureaucratic behaviour, facilities and infrastructure, and organizational culture will increase local health workers' motivation and job performance. This study collects data from 22 local health facilities across Maros Regency, Indonesia, for a quantitative investigation. A response rate of 294 samples is obtained following the normal distribution sampling. The data is then analyzed using the covariance-based Structural Equation Model (CB-SEM) with AMOS software. The results indicate that only facilities, infrastructures, and cultures are crucial for increasing health-worker motivation and job performance. The direct and mediating effects are also reported, with the results discussed with the following implication. [ABSTRACT FROM AUTHOR]

The association of political brand relationship management and voters' citizenship behavior is a relatively new concept in political marketing research. The relationship between voters and political parties is more complicated in modern times, due to both the sophisticated trends of the current political scenario and voters' high expectations. This study investigates how political brand identification, political brand relationship investment, political brand relationship quality, and psychological contract violation influence voter citizenship behavior. Currently, the literature examining the effects of these factors on voter citizenship behavior, in conjunction with psychological contract violation, is fairly sparse. Using a sample set of 520 Indonesian voters, the study was able to determine that the political brand relationship quality has the strongest impact on voter citizenship behavior, followed by the political brand identification and political brand relationship investment. Further results imply that a psychological contract violation is not directly related to voter citizenship behavior but that it does significantly moderate the relationship between the political brand relationship investment and voter citizenship behavior. This research adds new insights into the field of political marketing and provides strategic branding guidelines for politicians and others planning to implement political branding to build a relationship with voters. [ABSTRACT FROM AUTHOR]

In industry 4.0, individual behavior in organization is still very much considered as the main determinant of organizational performance. Organizational citizenship behavior (OCB) is one of the unique behavior of individuals affecting the effectivity of the organization. This study focuses on organizational citizenship behavior (OCB) based on the aspects of antecedents and their consequences. This study aims at examining (1) the indirect influence of transformational leadership on individual performance through organizational citizenship behavior motivation (OCBM) and OCB, (2) the direct influence of OCB on individual performance and organizational performance, (3) the direct influence of OCB for individual performance and organizational performance. This study was conducted to 66 heads of small business and 410 employee at small business in West Sumatera and analyzed using cross level methods and hypothesis testing using hierarchical linear modeling (HLM). This study found that 1). OCBM and OCB simultaneously mediate the relation between transformational leadership with individual performance and also have role in elevating the individual performance, 2) individual performance is the mediator between OCBM with organizational performance and it contributes in elevating the organizational performance. The theoretical and practical implications of this study are the tranformational leadership (TL) is able to motivate the members to carry out OCB actively in organizations. Some limitations and future research directions are discussed. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the Organizational Citizenship Behavior (OCB) of correctional officers at the Super Maximum-Security Prison in Indonesia which is influenced by Transformational Leadership (TL) either directly or indirectly through Affective Organizational Commitment (AOC), Job Satisfaction (JS) and Job Self-Efficacy (JSE). This research was conducted on 224 prison officers as a sample size. Data was collected by means of a questionnaire distributed via Google Form. Robustness was built in two stages; the first stage was through a try out of research instruments and the second stage was through data collection which was done with the time lagged method. Furthermore, the data were analyzed using Structural Equation Modeling (SEM) with the help of AMOS 24 software. The results of this study indicate that triple mediation consisting of AOC, JS and JSE fully mediates the effect of TL on OCB. The novelty of this research lies in the role of triple mediation as the focuses of the study. Furthermore, the triple mediation has been proven to fully mediate the effect of TL on OCB thus may serve as empirical evidence that contribute to theoretical and practical developments in the fields of Human Resource Management and Organizational Behavior. [ABSTRACT FROM AUTHOR]

Introduction: The problem of nurse work behaviour related to extra-role work behaviour in Indonesia is currently still discussing. A scientific framework is needed to manage nurses' work behaviour, known as Organisational Citizenship Behaviour (OCB). This study aims to obtain a nurses' OCB model. Methods: This research is an analytic observational type with a cross-sectional study. A sample of 163 hospital nurses in Indonesia by simple random sampling technique. Data collection tool in the form of a questionnaire which was analysed using SEM-PLS. The nurse's OCB model is a fit model (SRMR= 0.071 < 0.08). Results: The nurse's OCB model is a model that focuses on agreeableness personality, which has a strong enough influence on the nurse's OCB behaviour process, namely altruism and courtesy so that it has an impact on nurses' job satisfaction in the conditions of their work environment. Conclusion: The nurses' OCB model contributes to efforts to increase job satisfaction among hospital nurses in Indonesia. [ABSTRACT FROM AUTHOR]

The purpose of the study was to determine the extent to which the role of perceived organizational commitment mediates the influence between perceived organizational support and organizational culture on organizational citizenship behavior. Quantitative methods are used in this study. The sample used by respondents was 195 employees at a security company in Jakarta, Indonesia, with a random sampling technique. The analysis used is path analysis whose data processing is done through SmartPLS 3.0. The results of the research on the perception of organizational support do not affect employee organizational citizenship behavior, while organizational culture affects employee organizational citizenship behavior, the results of testing organizational support are felt to affect organizational commitment, as well as organizational culture, affects employee organizational commitment while organizational commitment has a significant effect on citizenship organizational. The behavior of securities company employees in Indonesia. The discovery of novelty in the developed organizational citizenship behavior model can provide a solution to the COVID-19 pandemic, The company is to maintain its business, and the role of organizational citizenship behavior needs to improve through indicators from research results such as support from colleagues, responsibility for employee mistakes at work, the honest attitude of employees, superior support and employee trust in the company. The impact on the company's managerial implementation that needs to be changed, if implemented properly will result in the sustainability of the company's business, especially in securities companies [ABSTRACT FROM AUTHOR]

This paper argues that amid intensifying Sino-U.S. rivalry, middle powers in East Asia have contributed towards regional peaceful change through the exercise of good regional citizenship, a concept which draws on and modifies from the more commonly known good international citizenship which is closely associated with middle powers. Specifically, good regional citizenship involves proactively strengthening inclusive multilateralism, enhancing the rules-based order, and contributing to bridging efforts in East Asia. The paper examines the good regional citizenship of two middle powers, namely Australia and Indonesia. It finds that while both countries have exercised good regional citizenship, their specific strategies or the outcomes of their initiatives on regional dynamics have varied as a result of their relations with the respective major powers and their general foreign policy approaches. Australia's good regional citizenship has supported the preservation of U.S. leadership in East Asia vis-à-vis the rise of other regional powers, while Indonesia's good regional citizenship has helped to narrow the gaps among regional actors through mechanisms led by the Association of Southeast Asian Nations (ASEAN). [ABSTRACT FROM AUTHOR]

This research aims to determine and explain the effect of customer value co-creation behavior on customer value. This research is explanatory research using a quantitative approach. The questionnaires are used as a primary data collection to survey respondents directly. The population of this study is Ruangguru application customers who have been customers for at least one month. The location of this research is Ruangguru application customers in all cities in Indonesia. The sampling technique used was purposive sampling with a two-stage sampling method and obtained a total sample of 195 respondents. Data analysis was carried out Using SEM PLS and processed through the smartPLS 3.0 application and SPSS 24. This research shows that customer participation and citizenship behavior positively and significantly affect customer value. Customer citizenship behavior has the most dominant influence on customer value. Ruangguru customers find more value and benefits than expected when using Ruangguru Application with customer citizenship behavior. The findings of this research encourage managers of Ruangguru Application to formulate a strategy for customers to participate in the process of value co-creation so that Ruangguru Customers can act voluntarily to get better service. [ABSTRACT FROM AUTHOR]

Teachers' professional competence has become a popular issue since the COVID-19 pandemic. Therefore, this study investigates teachers' professional competence, in terms of emotional intelligence (EI), adversity quotient (AQ), and organizational citizenship behavior (OCB), when teachers need to deal with abnormal situations, such as the COVID-19 pandemic. Moreover, this study also seeks to explore the relationship of EI and AQ with teachers' professional competence mediated by OCB. The research data were collected through a questionnaire using a Likert scale from 589 participants: elementary school teachers in Indonesia were chosen through accidental sampling. The data analysis used structural equation modeling (SEM), complemented by common method bias, correlational, and descriptive analysis. The result shows that EI, AQ, and OCB have a significant relationship with teachers' professional competence. However, AQ more strongly promotes teachers' OCB and professional competence than EI does. In addition, OCB mediates the relationship between EI and AQ with teachers' professional competence. Accordingly, a new model regarding the relationship of EI and AQ with teachers' professional competence mediated by OCB was confirmed. Therefore, it is suggested that teachers' professional competence can increase through EI, AQ, and OCB. Hence, the new empirical model deserves to be discussed, adapted, and even adopted by practitioners and researchers to develop the professional competence of teachers in the future. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the effect of supervisor-directed organizational citizenship behavior (OCB) on leader–member exchange (LMX), the moderating role of impression management motives on this relationship, the effect of LMX on organizational and interpersonal deviance and the mediating effect of LMX on the relationship between supervisor-directed OCB and deviant behaviors. Design/methodology/approach: This study uses a survey questionnaire to collect data. Respondents were 342 nonmanagerial employees working in Surabaya Raya, Indonesia. Hypothesis testing is done using Partial least squares structural equation modeling (PLS-SEM). Findings: The results show that supervisor-directed OCB is positively related to LMX, and LMX is negatively related to organizational deviance but not significantly related to interpersonal deviance. The study also finds that impression management motives moderate the positive relationship between supervisor-directed OCB and LMX. Furthermore, LMX mediates the relationship between supervisor-directed OCB and organizational deviance, but not interpersonal deviance. Practical implications: This study suggests the importance of human resource management (HRM) activities and managers being aware of subordinate OCB motives and the impact of LMX on interpersonal and organizational deviance, as well as what supervisors need to do to reduce these negative effects. Originality/value: Few studies examined the relationship between supervisor-directed OCB and workplace deviance behaviors (WDBs). This study provides a mechanism of their relationship by considering LMX as a mediator. Also, heretofore the existing studies tend to focus more on LMX as an antecedent of OCB. This study provides an understanding of OCB as an antecedent of LMX with the moderating effect of impression management motives. [ABSTRACT FROM AUTHOR]

Cultural intelligence is an individual's ability to recognize, understand, and adapt to cross-cultural contexts in order to change his or her self-capacity. Hence, this study explores the relationship between cultural intelligence and interpersonal communication, psychological capital (PsyCap), and organizational citizenship behavior (OCB) among teachers in Indonesia and investigates the possibility of finding relevant new models. A Likert questionnaire was used to collect research data. The research participants included 450 Indonesian junior high school teachers selected by accidental sampling. Structural equation modeling (SEM) was used for data analysis, supported by descriptive statistics and correlational matrices. The results indicate that cultural intelligence is significantly related to teachers' interpersonal communication, PsyCap, and OCB. Additionally, this study also produces a new model regarding the relationship between cultural intelligence and a teacher's OCB, mediated by interpersonal communication and PsyCap. Therefore, researchers and practitioners can discuss and adopt a new empirical model to increase cultural intelligence. [ABSTRACT FROM AUTHOR]

So far, the study of indigenous people's attitudes towards Indo-Europeans in the era of decolonization, especially in Indonesia, has focused on native militia violence against Indo-Europeans. Serious studies on the desire of the indigenous people to persuade Indo-Europeans to become part of Indonesian society have been neglected. By employing the historical method, this study examines how Indonesian nationalists publicly imagined, framed, and convinced Indo-Europeans of their place as the most recent members of the nation during the Dutch-Indonesian war (1945-1947). The newly-born nation essentially consisted of indigenous ethnic groups, which in colonial times were socially inferior to Indo-Europeans. This study shows that there was a systematic attempt from the Indonesian side to define Indo-Europeans as 'new citizens' of Indonesia and as siblings of native Indonesians rather than a threat to Indonesian nationalism. Indonesian nationalists took various approaches to attract and educate Indo-Europeans. This article demonstrates that the relationship between the birth of the Indonesian nation-state and ethnic minorities is not only marked by violence, as it has been understood so far, but also by Indonesian public discussions about what mixed-race people mean for a multicultural Indonesian society, on how Indo-Europeans influenced the perspective of Indonesian nationalists on the new racial landscape in Indonesia, and on discourse about identity, nation, state and citizenship in the context of the end of European colonialism and the birth of an indigenous state in Southeast Asia. [ABSTRACT FROM AUTHOR]

The goal of the research was to examine the impact of organizational culture on the organizational citizenship behavior of employees at the Indonesian Post Office (Persero). Correlational research is the method employed. This study was conducted at PT Post Indonesia, namely at Post Offices in DKI Jakarta. Research time is JuneDecember 2021. The population of this research is all permanent employees and contract employees of PT Pos Indonesia, throughout DKI Jakarta who have been employees for at least 1 year. The population of this research is 2,835 people, with details of permanent employees as many as 2,700 people and 135 contract employees. This survey was used to collect data for this investigation. Smart PLS 3.0 was used to do univariate and bivariate analysis on the effect of the independent variable on the dependent variable. According to the findings, there is a 0.758 significant effect of organizational culture on organizational citizenship behavior with a P-Value of 0.000 0.05. A higher value on the parameter coefficient indicates that the better the organizational citizenship conduct, the greater the organizational culture. [ABSTRACT FROM AUTHOR]

The role of private universities in the intellectual life of the nation is very meaningful. This is evidenced by the increasing number of private universities participating in improving higher education in Indonesia. Until 2019, the number of private universities in Indonesia that took part in the intellectual life of the nation was around 3,129 units. This study aims to analyze the effect of organizational culture and job satisfaction on organizational citizenship behavior and employee performance at the University of Muhammadiyah Jember. The population in this study were permanent employees of the University of Muhammadiyah Jember, amounting to 113. The determination of the sample was based on the Slovin formula and the respondents were 53 employees. Test the reliability and validity of the data used to measure the measuring instrument used in the form of a questionnaire. Data analysis in this study used path analysis. The results showed that: (1) there was a positive and significant influence of organizational culture on OCB behavior (with a significance level of 0.004); (2) there is a positive and significant effect of job satisfaction on OCB (with a significance level of 0.013); (3) there is a positive and significant effect of organizational culture on performance (with a significance level of 0.034); (4) there is a positive and significant effect of job satisfaction on employee performance (with a significance level of 0.02); and (5) there is a positive and significant effect of the OCB variable on employee performance (with a significance level of 0.00). [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the role of ta'awun in reducing voluntary turnover intention. The authors defined ta'awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta'awun. Design/methodology/approach: This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings: Job embeddedness and organizational identification can improve ta'awun behavior. Ta'awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications: Ta'awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications: Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta'awun behavior. Originality/value: The Ta'awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta'awun behavior is more effective in reducing the intention of voluntary displacement. [ABSTRACT FROM AUTHOR]

Manuscript type: Research paper. Research aims: This study aims to investigate the effects of safety climate and employee engagement on organisational citizenship behaviour (OCB). Design/Methodology/Approach: Drawing from the social exchange theory and flow theory, a theoretical framework was developed and tested using data collected from 610 freelance sewage workers. A questionnaire survey was used to collect the data, while structural equation modelling (SEM) analysis was used as the data analysis approach. Research findings: The results reveal that both safety climate and employee engagement have significantly positive impact on employees' organisational citizenship behaviour amongst sewage workers in Indonesia. This finding indicates that although the sewage cleaners are often employed based on contract and may not be in a position to demand more from the organisations, they do appreciate the organisational commitment in producing a safe workplace environment. They, in return will demonstrate a higher engagement towards their work. Theoretical contribution/Originality: This study contributes to the organisational citizenship behaviour literature by examining how workplace environmental factors such as safety climate affects organisational citizenship behaviour. In the context of sewage cleaning, safety climate is important, as sewage workers are frequently exposed to and threatened by serious health problems. Yet, there has been a paucity of research on the sewage cleaning sector to understand the relationships. Research limitation/Implications: The study implies that when organisations are willing to improve safety climate, their employees will perceive improved safety climate, and then will have more engagement and organisational citizenship behaviour. [ABSTRACT FROM AUTHOR]

This research aims to determine the relationship between personality, attitude and behavior of secondary school teachers in Indonesia. Personalities include Big Five (BV), Emotional Intelligence (EI), Gender (G) and Age (A). While attitudes include Perception of Organizational Justice (POJ) and Organizational Commitment (OC) while Behavior is Organizational Citizenship Behavior (OCB). The sample is from 175 people. The results of the study showed that Personality (BV da EI) has positively related to attitude, while towards OCB, only BV was consistent, while EI will be significant to OCB if it passes POJ, while directly it is not significant. G and A are not significant to OCB and are inconsistent with their relationship to attitude. As well attitude has a significant relationship to behavior (OCB). Therefore, it is expected that school institutions should pay attention to teacher BV, both in recruiting, coaching and maintaining his performance. Besides that, schools need to pay attention to the school environment in order to provide good POJ, in order to increase the positive behavior of teachers in schools, besides that it is also necessary to motivate teachers (because the loading factor in the EI indicator is the lowest, 0.635 compared to the others). [ABSTRACT FROM AUTHOR]

The prime objective of the present study was to assess the impact of green training; green shared vision and Green employee involvement practices on organizational citizenship behaviour environment and environmental performance of the textile sector of Indonesia. Moreover, the mediating role of OCBE is examined, as well. The data was collected from the employees of the textile sector through survey method. The response rate of the study was 59.83%. The tool employed for analysis was PLS 3.2.9. the findings of the study confirm the mediating role of OCBE between green training, green shared vision and Green employee involvement practices and environmental performance. Moreover, the direct impact of green training, green shared vision and Green employee involvement practices on OCBE is also supported by the findings of the study. Present the study fills the gap of limited studies conducted regarding environmental issues. The findings of the study are helpful for practitioners and policymakers of the textile sector to use HRM strategies in order to improve environmental performance. [ABSTRACT FROM AUTHOR]

Organizations have faced pressure from their stakeholders to adopt environmentally friendly business practices since the last few decades, which creates a major problem in front of their management to sustain their position in the highly competitive market. In order to retain its strategic image among the stakeholders' minds, there is a need to develop some green practices in its human resources department that boost its sustainability. In this paper, there is a brief description regarding how these green HRM bundles caused a major impact on environmental sustainable performance. Its independent variables are; green hiring, green training & involvement, and green performance management & compensation. While organizational citizenship behavior acts as a mediator between independent and dependent variables. An online survey-based quantitative data collection method is used where 402 participants' data is considered to apply the SPSS test i.e. structural equation modelling. The majority of the participants' results show that green performance management & compensation cause a major influence on organizational citizenship behavior and environmental sustainable performance. While green hiring has, the least impact and green training & involvement show the moderate outcome on the dependent and mediating variable. This study is an informative approach for the Indonesian healthcare sector and its management to make some efficient changes in its HR policies, and also this data will add value in the decision making process of this state policymakers and other research fellows. Indeed, this is important research, but there are also some limitations like lack of mixed research, and Indonesia state-based restricted research can affect the acceptability of this analysis. This gap can fulfill by upcoming scholars in their research journals. [ABSTRACT FROM AUTHOR]

Many of organization implement code of conduct as an explicit guidance to help employees knowing the standard of ethics from management"s viewpoints, with the aim to gain productivity achieving organization"s goal. The purpose of this paper is to examine the influence of ethics institutionalization on organizational citizenship behavior and to analyze the role of organizational commitment in mediating the impact of ethics institutionalization on organizational citizenship behavior with psychological empowerment as a moderator in one of State Institution in Indonesia. This research will use a quantitative approach with online survey method to 250 respondents which were determined by purposive sampling method. Respondents come from employees of XYZ State Institution who already work at the institution for minimum 2 years. Based on analysis from preliminary literature, it can be concluded that all variables used in this research are valid, reliable and having correlation with each others. This research is still on progress and result will be discussed further. [ABSTRACT FROM AUTHOR]

The main objective of the current study is to examine the impact of the corporate entrepreneurship, knowledge management on the job performance of employees of IT sector firms in Indonesia. Additionally, the study has also examined the mediating role of organizational commitment, in the relationship between corporate entrepreneurship, and job performance, and between the knowledge management and the job performance. The firms from the IT (information technology) industry are chosen as a sample of the study. The data is collected with the aid of a questionnaire that is adopted from the prior studies. The study has used the structural equation modeling for the analysis of the data. At earlier stages it is suggested to apply PLS modelling that is at theoretical development stage which let the researcher to confirm and examine the experimental models determining the direct relationship between compete entrepreneurship, knowledge management, organizational commitment, and the job performance are significant at p-value less than 0.05. The findings of the study highlighted that the compete entrepreneurship, knowledge management, are significant determinants of the organizational commitment. Meanwhile, the study has confirmed that the organizational commitment, mediate in the relationship between corporate entrepreneurship, and job performance, and between the knowledge management and the job performance. The study is among the pioneer study and will be helpful for the policymakers and researchers. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the effect of job motivation and commitment on organizational citizenship behavior (OCB) of Indonesian and Malaysian employees. Organizational and national cultures are introduced as moderators and OCB as a mediator to investigate their relationships in the context of job performance. Design/methodology/approach: The sample was drawn from employees using a purposive sampling method. A total of 264 valid questionnaires were obtained from employees. The data were analyzed using regression analysis. Findings: The results show that job commitment and job motivation positively affect OCB in Indonesia but not Malaysia. The results also reveal that job motivation affects OCB in both countries. In Indonesia, organizational culture and national culture partially moderate the influence of job commitment and motivation on OCB, except the commitment to the organization's culture. However, roles of these moderators in job commitment and motivation are not evident in Malaysia. The result of this study also shows that OCB affects performance in Malaysia but not Indonesia. Practical implications: The results of this study can be used to explore Indonesian and Malaysian employees. Although the culture of these two countries is originated from the same roots which cause many similarities among them, there are differences in terms of OCB and employee's performance that can affect organizational performance and also ways in dealing business with Indonesian and Malaysian companies. Originality/value: This study is one of the first studies to examine cross-cultural dimensions in two Southeast Asian countries. The findings contribute to the current OCB literature by confirming the roles of OCB and culture in the effects of job motivation and commitment on job performance. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to investigate the mediating effect of affective commitment on the relationship between personality and organizational citizenship behavior (OCB) in a non-Western culture. We attempt to increase understanding of how personality and work attitudes affect OCB in a culture where relationships are highly valued. Data collected among employees in an Indonesian cement factory indicate that affective commitment partially mediates the relationship between extraversion and OCB directed at individuals (OCB-I) and at the organization (OCB-O), and also partially mediates the relationship between emotional stability and OCB-O. We confirm the importance of examining work attitudes in personality-OCB relationships in collective cultures. [ABSTRACT FROM AUTHOR]

This study examines the utility of project risk management maturity (PRMM) for project-based organizations across different domains. The relationship between organization-level PRMM and firm's performance is studied. Two alternatives of theoretical model are developed on the basis of an extensive literature review. The first model (i.e. traditional model) posits a direct positive relationship between PRMM and organizational performance. The second model suggests that the relation between the two key variables is positively moderated by the average level of "complexity" of projects which are typically performed by respective organizations. A cross-sectional, self-administrated survey is carried out with targeted respondents of senior members representing their respective organizations in construction, ICT, and telco industries in Indonesia (distributed = 651, response rate = 21.5%, final sample size = 100). The result suggests that, in general, the utility of PRMM is observable across organizations—but its efficacy diminishes for organizations with lower level of "project complexity." This study provides an empirical support to the moderation model. The finding contributes to theoretical refinement on studies pertinent to project risk maturity. From a practical perspective, the result highlights the importance of contextual variables (in this case, project complexity) when designing organizational maturity. [ABSTRACT FROM AUTHOR]