Model Hubungan Motif, Modal Sosial, dan Kepribadian dengan Perilaku Kewargaan Organisasional: Kasus pada Industri Perbankan di Indonesia

Ariani, D. Wahyu (2007) Model Hubungan Motif, Modal Sosial, dan Kepribadian dengan Perilaku Kewargaan Organisasional: Kasus pada Industri Perbankan di Indonesia. In: At The Crossroad: Diversiry in I/O Psychology Practices Seminar, Workshop, Paper presentation, Exhibition, 9-11 Aguatus 2007, Universitas Gajah Mada Yogyakarta.

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Abstract

This study addressed the role of motives, social capital, and personality in organizational citizenship behavior (OCB) through integrated three theories that affected individual behavior in organization. These theories are attribution theory, social exchange theory, and the core self-evaluation. Two motives were identified organizational motives and indiviual motives, I provide a framework showing these motives may motivate citizenship behavior. Because OCB may serve different needs or motives for different individu, the measurement of these motives will improve the prediction of organizational citizenship behavior. Three dimensions of social capital were identified structural, relational, and cognitive dimension. These dimension of social capital may increase OCB because the interrelationship among organizational member. While, the core selfevaluation personality affects individual motivation and in-role performance. This personality has not been tested relation to OCB (extra-role performance). We used two raters for organizational citizenship behavior for anticipate the weakness of each rater. This research used structural equation modeling to analyze why individu performs organizational citizenship behavior throughout the relationship model among attribution theory, social exchange theory, personality theory and organizational citizenship behavior. This study indicate that organizational motives and the core self-evaluation personality are the strongest variables that affect organizational citizenship behavior. More organizational motives and the core self-evaluation, more organizational citizenship behavior. But in the supervisor-rating, more organizational motives, lower organizational citizenship behavior. In this study, self-rating is significantly different from supervisor-rating, and both ratings are valid. Supervisor-rating can eliminate common method variance. Social capital do not affects significantly to organizational citizenship behavior both self-rating and supervisor-rating. This study discuses the structural model analysis and theory or research that serve as a basis for this model.

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