Determinants of Organizational Citizenship Behavior Through Organizational Commitment
DOI:
https://doi.org/10.58526/jsret.v5i3.1240Keywords:
job satisfaction, Organizational Citizenship Behavior, Organizational Commitment, Perceived Organizational Support, person-job fitAbstract
This study investigates how job satisfaction, perceived organizational support, and person-job fit shape organizational citizenship behavior through organizational commitment among civil servants of the West Sumatra Regional Police. A quantitative survey was conducted with 182 respondents selected using proportionate random sampling. Questionnaire data were examined with Partial Least Squares Structural Equation Modeling in SmartPLS 4. The measurement model satisfied convergent validity, discriminant validity, and construct reliability requirements. All direct relationships were positive and significant: job satisfaction, perceived organizational support, and person-job fit predicted both organizational commitment and organizational citizenship behavior, while organizational commitment also predicted organizational citizenship behavior. The indirect effects through organizational commitment were significant for all three antecedents, indicating partial mediation because the corresponding direct paths remained significant. The model explained 67.5% of the variance in organizational commitment and 77.2% of the variance in organizational citizenship behavior. These findings show that employee-organization reciprocity and employee-job compatibility operate together in strengthening discretionary contributions in a public-sector policing context.
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