Professional Documents
Culture Documents
The Effect of Procedural Justice and Big Five Personality On Organizational Citizenship Behaviour Through Organizational Commitment of Employees at Kutai Kartanegara Tenggarong University
The Effect of Procedural Justice and Big Five Personality On Organizational Citizenship Behaviour Through Organizational Commitment of Employees at Kutai Kartanegara Tenggarong University
The Effect of Procedural Justice and Big Five Personality On Organizational Citizenship Behaviour Through Organizational Commitment of Employees at Kutai Kartanegara Tenggarong University
'()* +,(-./012*33 4335*3 67+8(2930:;(+<* =(>?-(/7304?@( A58;(2930B5+7*-+?*3 6-+.+C+-+8D0:2+8*2+/ E5C)+33+(? 15C-+</8+(?0F** AC(580G(52?/- :(?8/<83
{mm|}~ ~jn~ wef^_``ye
HIIJKLLLMNOOPQKRSTUVTWX
YZ[\]^_`^abacded^fgehijkl
mnopqrs^\ttcruav^src^[tew
\xxe``^Zrycwav̀z
opn~~n
ko
qmo~}
~mo~
~o
][\Y ^¡¢\£[¤¥¢^]Y¥¦^¥^§\Y[\¤^¨Y[¡^©\]¢^[¨^ªY\\¦^¨¥]§^«§\\
¬¤Y[¬§¢§\¤¡\^£¤ªY®^[Y¥¦¥\¢^¨Y[¡^¢Y\¤^ª\¤¥¡\¢\]¯^tt°^±²³
¤aw´ya´e^rs^acf_xveµ^w´v_`g
ÈÉÉÊËÌÍÎÉÏËÐÑ cr``ces^[¥µ^¶·°¶¸¹¹¶ºc»ra`°¼·¶½²¶·°·¶
ÒÓËÔÍÔËÕÌÍÖÔÌÔÍÐÉÉÊËÌÔÍÕÉÍÔÕÉ×ÌÍËØÙÉ×ÚÛÕËÉØÍÉØ [\Z^Yexrcdµhgfft`µººdra»°rc´ºacf_xveº±e¾x·³ss¸¾d¾¿dx·¸¸ss¾±¸x¸½À¾¶xd¿
ÑÉÖ×ÍÐÉÚÜÖÕÌ×Ý
ÞÉÍÑÉÖÍÛÐÐÌÜÕß Áo
qÂÃ~m
~Äo~Å
~mno
¤\^]¥¢\£¥¤¥¢ ^£\]^[^]¬¥̈¥^¤[\¢¥[]^¨[Y^]\¦[^¬\¤¡^«¡¢Y[Æ ¤[^]¬°®^¥^Y\¥¨
Í Y ¤\]^¥^¢§^]\¤^¬\ª^]£²©\¢Y]§Ç^¢§^Y[¦ª[¦^¬]¢Y\¡^©\¢Y]§Ç^[Y¢§
¤©^Y¦ h[¨^][¢§^]¤\©]¥Ç^¥[]¥\¯^tt°^¾²¶½
¤aw´ya´ersacf_xveµw´v_`g
!"#11$
%
12436341 31&
012312424 56789
97
7
9
9
78
6
9795997
7
"#$% &'#()*+,-%.. /..0%. 12&3#-4.+56#&7% 8#9:(#*2.+/:;# <036#-4.+=0&2%(&:%. 1(&)&>&(&3?+5-&3%-&* @0>$&..&#: ,0>(&7*3&#:+A%% <>#03+B#0-:*( 5#:3*73.
vdwxeyzh{|}ew|v
Vt^Y[`q̀saZmrYmnY[m~`YmnYab`Y`[aY]^ZaZrY\r_Y~m[aYsm~o`qqZrY^`s`raY\^aZsq̀[YmrY^m\[sm~
xi{
{{ji{i
kj{i{j{
i{
j{j
i
{
{ii{j{
{i
{j{ji
CDDEFGGGHIJJKLFMNOPQORS {j{hi{jk{i{{wij
c ¡¢£¤¢¥¦¢§¨c\r_Y©ª¢«¢¬®¢¯°¡
§°¡±¡Y²³_\\r\Y³rZp`^[Za´Yµ\qŹY¶r_mr`[Z\·
¶[[t`Y¸²¹¸·´YX`oa`~`^Yº»¼½´YooY¾½¿ÀÁ
Â\rt\`YmnY\^aZsq̀ÃYÄrqZ[b
Åtqq¿a`ÆaYo\o`^ÃY_m]rqm\_
TUVWXYZ[Y\]\^_`_Yab`cdefg
hijklmnYWoo^mp\qYnm^YVo`r Ç®¢¡È¤¢¤É±¨È° Ê¢¨Ë¢Ê¨°¢ ¢Ê®¢Ì¡±¢¯¨É Í¢±¤¢Ê¨¢Ê®¢Í¨ ɨ ¢¨Ë¢¡Îͱʡ±¢±¡ ¤¢ ʨ¢¡
Wss`[[YUmt^r\q[u Êʱ° Ê¢¡ ¤¢Ê¨°¢ÈȨʢˡͱʢ¡¢Î¨ª ΢¡È¤±Ï¢¨Íͤ¢ ¢© È¡¡¢ÐÊÏѢǮ¢Í¡¢Ê®
¤Í± ¢ ¢Ê®¢¡¡¢¨Ë¢Í¢Ë±¤¢¡ ¤¢ Í¡ αϢʮ¡Ê ¤¢Ê®¢ÒÊ Í¢¨Ë¢Ó¡¦¢ÔÌ¡± ¢Í±Ê¡±
Ó¡¢Î¡Ê¨ ¢ÏÊ°¢Ë¨¢È¡¤¤Ï¢Ë±¤Õ¢ ¢© È¡¡¢ÐÊÏÑ¢ÌÏ¢°¡¦ ΢ʮ¢È¡¤¤Ï¢Ë±¤¢Óͨ°¢¡¢Ê¨°
¨ÓÖÍÊ¢Ó¡¤¢¨ ¢Ê®¢È Íȱ¢¨Ë¢Í¨Ê¨°×¢¢ÒÈÍʤ¢Ê¨¢°¡ Ê¡ ¢Ê®¢ÒÊ Í¢¨Ë¢Ó¡¦¢ ¢© È¡¡
ÐÊÏÑØÇ®¢Ê¤Ï¢Ò¡° ¢Ê®¢Ó ËÊ¢¡ ¤¢Ë¡Ó±ÊÏ¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Îעͨ ¨°Í¢ËËÍ ÍÏ¢¨Ë
Ê®¢¢¨Ë¢È¨¤Íʨ ¢Ë¡Íʨ¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Î×¢ ɨ ° Ê¡±±Ï¢Ë ¤±Ï¢È¨¤Íʨ ¢È¡ÊÊ ¢¨Ë
ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Îעʮ¢È¨Ê Ê¡±¢¨Ë¢Ó¡¦¢°Ó ΢¡¡¢¡¢Ê®¢¡ÊÊ¡Íʨ ¢¨Ë¢Í¨Ê¨°×
È˨°¡ Í¢¨Ë¢¡ÎÓ ¢ÏÊ°¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° ΢¡ ¤¢Í¡Ê¢¡¢Ï ÎÏ¢°¨¤±¢Óʪ ¢Ó¡¦
¡ ¤¢Í¨Ê¨°¢Ó¡¤¢¨ ¢¡ÎÓ Ñ¢Ç®¢±Ê¢¨ÓÊ¡ ¤¢Í¡ ¢Ó¢Í¨ ͱ¤¤¢Ê®¡Ê¢Ê®¢Í¨°°¨¤ÊÏ¢Í
È¡¤¤Ï¢ª¨Ê®¢Ê¨¢Ó¢¤¢¡¢Ë¡° ΢ ¢ÙÓ¡¦¢Ù°Ó Îע͢ˡ°¢ ¢ÙÓ¡¦¢Ù°Ó ΢ͱ¡Ë¤¢¡
ËËÍ Ê¢ ¢ ΢Ȩ¤Íʨ ¢Ë¡Íʨ¢ÓÊ¢®¡¢ ¨Ê¢¡Í®É¤¢¨ÈÊ°¡±¢ËËÍ ÍÏעȨ¤Íʨ ¢È¡ÊÊ ¢
ÙÓ¡¦¢Ù°Ó ΢ʱ±¢ ΢ͮ°Í¡±¢Ô ¨Ê¢ÏÊ¢ ɨ ° Ê¡±±Ï¢Ë ¤±ÏÕ¢¡ ¤¢ÙÓ¡¦¢Ù°Ó ΢®¡¢¡¢ÉÏ
¨Ó±¢¡Î¡¡ ¢Í±Ê¡±¢É¡±¢Ê®¡Ê¢Í¡ ¢Ó¢¤¢¡¢Ê¨°¢¡ÊÑ
Ú¢ÛÜÝÞ¢ÓϢʮ¢¡Ê®¨Ñ¢¬Í ¢ßàáÙ×¢á±×¢ß¡Ñ¢Ç®¢¡Êͱ¢¢¡ ¢¨È ¢¡ÍÍ¢¡Êͱ¢¤ÊÓʤ
¤¢Ê®¢Ê°¢¡ ¤¢Í¨ ¤Ê¨ ¢¨Ë¢Ê®¢Ð¡ÊɢШ°°¨ ¢ÊÊÓʨ ¢ÔÐТÌâÕ¢±Í Ñ
ãi{{
i{ii{ii{ii
{
j
{
kik{
j
ii{j{i{
{j
{äjj
yi{jkji
cß¡®°¡ ¢¥¤Ñ¢å¡ËÖ´Yå¡æ¢¥¤Ñ¢¥¡®Ëç±´
¥Ê® ¢¯¡±´Y娡 ¢¥¤Ñ¢¥¨¡çç°Y\r_Yå¡¡ ¢¥¤Ñ
ß¡¦Ó
ðññòóôõöñ÷óøù ¶[[t`Y¼º²½º·´Yè`s`~`^Yº»¼½´YooYº¸¸¿Á»¹
Â\rt\`YmnY\^aZsq̀ÃYÄrqZ[b
úûóüõüóýôõþüôüõøññòóôüõýñõüýñÿôõó01ñÿ23ýóñ0õñ0
ùñþÿõøñ24þýôÿ5 Åtqq¿a`ÆaYo\o`^ÃY_m]rqm\_
6ñõùñþõ3øøô4ý7
¢Ê¤Ï¢ª¡¢Í¨ ¤Íʤ¢Ê¨¢Ë ¤¢¨Ê¢Ê®¢±É±®¨¨¤¢Í¨ ¤Ê¨ ¢¨Ë¢¯¡Ï¡¢ßÉ×¢±¨Í¡Ê¤¢¡Ê¢Ê®¢ Ρ¡¢ ¨ ¢¨Ë
©°¦¢È¡ç±¡¢ ¤¢Ê®¢¤ÊÍÊ¢¨Ë¢¯¡Ê¡¦®¡±¢Ë¨¢Êª±É¢°¨ Ê®¢Ë¨°¢à±Ï×¢ÛÜÝۢʨ¢à ×¢ÛÜÝéÑ¢ê ¢Ê®
õ È Ê¢Ê¤Ïעʢª¡¢Ë¨ ¤¢Ê®¡Ê¢®Î®Ê¢ÈÍ Ê¡Î¢ÔëÜìÕ¢¨Ë¢Ê®¢Ë®° ¢¢Ï¨ ΢ÔÛݢʨ¢éݢϡÕ
ª®¢¡Ó¨Ê¢íÛ좨ˢʮ¢Ë®° ¢¤¢Ó¨¡Ê¢Ë¨¢Ë® ÎÑ¢ÌÏ¢±Î¨ ×¢ëîì¢Ë®° ¢¡¢¥±°¢¡ ¤
°¡Ö¨ÊÏ¢Ôïëìբˮ° ¢¡¢å ¤Ñ¢ê ¢Ê°¢¨Ë¢¤Í¡Ê¨ ×¢ïÜ좮¡¤¢¤Í¡Ê¨ ¢È¢Ê¨¢È°¡Ï¢±É±×¢ÝÛì
8811
9!916789
971 310
012312424 56789
97
7
9
9
78
6
9795997
7
"#$% &'#()*+,-%.. /..0%. 12&3#-4.+56#&7% 8#9:(#*2.+/:;# <036#-4.+=0&2%(&:%. 1(&)&>&(&3?+5-&3%-&* @0>$&..&#: ,0>(&7*3&#:+A%% <>#03+B#0-:*( 5#:3*73.
vdwxeyzh{|}ew|v
Vt^Y[`q̀saZmrYmnY[m~`YmnYab`Y`[aY]^ZaZrY\r_Y~m[aYsm~o`qqZrY^`s`raY\^aZsq̀[YmrY^m\[sm~
xi{
{{ji{i
kj{i{j{
i{
j{j
i
{
{ii{j{
{i
{j{ji
CDDEFGGGHIJJKLFMNOPQORS {j{hi{jk{i{{wij
c ¡¢£¤¢¥¦¢§¨c\r_Y©ª¢«¢¬®¢¯°¡
§°¡±¡Y²³_\\r\Y³rZp`^[Za´Yµ\qŹY¶r_mr`[Z\·
¶[[t`Y¸²¹¸·´YX`oa`~`^Yº»¼½´YooY¾½¿ÀÁ
Â\rt\`YmnY\^aZsq̀ÃYÄrqZ[b
Åtqq¿a`ÆaYo\o`^ÃY_m]rqm\_
TUVWXYZ[Y\]\^_`_Yab`cdefg
hijklmnYWoo^mp\qYnm^YVo`r Ç®¢¡È¤¢¤É±¨È° Ê¢¨Ë¢Ê¨°¢ ¢Ê®¢Ì¡±¢¯¨É Í¢±¤¢Ê¨¢Ê®¢Í¨ ɨ ¢¨Ë¢¡Îͱʡ±¢±¡ ¤¢ ʨ¢¡
Wss`[[YUmt^r\q[u Êʱ° Ê¢¡ ¤¢Ê¨°¢ÈȨʢˡͱʢ¡¢Î¨ª ΢¡È¤±Ï¢¨Íͤ¢ ¢© È¡¡¢ÐÊÏѢǮ¢Í¡¢Ê®
¤Í± ¢ ¢Ê®¢¡¡¢¨Ë¢Í¢Ë±¤¢¡ ¤¢ Í¡ αϢʮ¡Ê ¤¢Ê®¢ÒÊ Í¢¨Ë¢Ó¡¦¢ÔÌ¡± ¢Í±Ê¡±
Ó¡¢Î¡Ê¨ ¢ÏÊ°¢Ë¨¢È¡¤¤Ï¢Ë±¤Õ¢ ¢© È¡¡¢ÐÊÏÑ¢ÌÏ¢°¡¦ ΢ʮ¢È¡¤¤Ï¢Ë±¤¢Óͨ°¢¡¢Ê¨°
¨ÓÖÍÊ¢Ó¡¤¢¨ ¢Ê®¢È Íȱ¢¨Ë¢Í¨Ê¨°×¢¢ÒÈÍʤ¢Ê¨¢°¡ Ê¡ ¢Ê®¢ÒÊ Í¢¨Ë¢Ó¡¦¢ ¢© È¡¡
ÐÊÏÑØÇ®¢Ê¤Ï¢Ò¡° ¢Ê®¢Ó ËÊ¢¡ ¤¢Ë¡Ó±ÊÏ¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Îעͨ ¨°Í¢ËËÍ ÍÏ¢¨Ë
Ê®¢¢¨Ë¢È¨¤Íʨ ¢Ë¡Íʨ¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Î×¢ ɨ ° Ê¡±±Ï¢Ë ¤±Ï¢È¨¤Íʨ ¢È¡ÊÊ ¢¨Ë
ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° Îעʮ¢È¨Ê Ê¡±¢¨Ë¢Ó¡¦¢°Ó ΢¡¡¢¡¢Ê®¢¡ÊÊ¡Íʨ ¢¨Ë¢Í¨Ê¨°×
È˨°¡ Í¢¨Ë¢¡ÎÓ ¢ÏÊ°¢¨Ë¢ªÊ±¡ ¤¢È¡¤¤Ï¢Ë¡° ΢¡ ¤¢Í¡Ê¢¡¢Ï ÎÏ¢°¨¤±¢Óʪ ¢Ó¡¦
¡ ¤¢Í¨Ê¨°¢Ó¡¤¢¨ ¢¡ÎÓ Ñ¢Ç®¢±Ê¢¨ÓÊ¡ ¤¢Í¡ ¢Ó¢Í¨ ͱ¤¤¢Ê®¡Ê¢Ê®¢Í¨°°¨¤ÊÏ¢Í
È¡¤¤Ï¢ª¨Ê®¢Ê¨¢Ó¢¤¢¡¢Ë¡° ΢ ¢ÙÓ¡¦¢Ù°Ó Îע͢ˡ°¢ ¢ÙÓ¡¦¢Ù°Ó ΢ͱ¡Ë¤¢¡
ËËÍ Ê¢ ¢ ΢Ȩ¤Íʨ ¢Ë¡Íʨ¢ÓÊ¢®¡¢ ¨Ê¢¡Í®É¤¢¨ÈÊ°¡±¢ËËÍ ÍÏעȨ¤Íʨ ¢È¡ÊÊ ¢
ÙÓ¡¦¢Ù°Ó ΢ʱ±¢ ΢ͮ°Í¡±¢Ô ¨Ê¢ÏÊ¢ ɨ ° Ê¡±±Ï¢Ë ¤±ÏÕ¢¡ ¤¢ÙÓ¡¦¢Ù°Ó ΢®¡¢¡¢ÉÏ
¨Ó±¢¡Î¡¡ ¢Í±Ê¡±¢É¡±¢Ê®¡Ê¢Í¡ ¢Ó¢¤¢¡¢Ê¨°¢¡ÊÑ
Ú¢ÛÜÝÞ¢ÓϢʮ¢¡Ê®¨Ñ¢¬Í ¢ßàáÙ×¢á±×¢ß¡Ñ¢Ç®¢¡Êͱ¢¢¡ ¢¨È ¢¡ÍÍ¢¡Êͱ¢¤ÊÓʤ
¤¢Ê®¢Ê°¢¡ ¤¢Í¨ ¤Ê¨ ¢¨Ë¢Ê®¢Ð¡ÊɢШ°°¨ ¢ÊÊÓʨ ¢ÔÐТÌâÕ¢±Í Ñ
ãi{{
i{ii{ii{ii
{
j
{
kik{
j
ii{j{i{
{j
{äjj
yi{jkji
cß¡®°¡ ¢¥¤Ñ¢å¡ËÖ´Yå¡æ¢¥¤Ñ¢¥¡®Ëç±´
¥Ê® ¢¯¡±´Y娡 ¢¥¤Ñ¢¥¨¡çç°Y\r_Yå¡¡ ¢¥¤Ñ
ß¡¦Ó
ðññòóôõöñ÷óøù ¶[[t`Y¼º²½º·´Yè`s`~`^Yº»¼½´YooYº¸¸¿Á»¹
Â\rt\`YmnY\^aZsq̀ÃYÄrqZ[b
úûóüõüóýôõþüôüõøññòóôüõýñõüýñÿôõó01ñÿ23ýóñ0õñ0
ùñþÿõøñ24þýôÿ5 Åtqq¿a`ÆaYo\o`^ÃY_m]rqm\_
6ñõùñþõ3øøô4ý7
¢Ê¤Ï¢ª¡¢Í¨ ¤Íʤ¢Ê¨¢Ë ¤¢¨Ê¢Ê®¢±É±®¨¨¤¢Í¨ ¤Ê¨ ¢¨Ë¢¯¡Ï¡¢ßÉ×¢±¨Í¡Ê¤¢¡Ê¢Ê®¢ Ρ¡¢ ¨ ¢¨Ë
©°¦¢È¡ç±¡¢ ¤¢Ê®¢¤ÊÍÊ¢¨Ë¢¯¡Ê¡¦®¡±¢Ë¨¢Êª±É¢°¨ Ê®¢Ë¨°¢à±Ï×¢ÛÜÝۢʨ¢à ×¢ÛÜÝéÑ¢ê ¢Ê®
õ È Ê¢Ê¤Ïעʢª¡¢Ë¨ ¤¢Ê®¡Ê¢®Î®Ê¢ÈÍ Ê¡Î¢ÔëÜìÕ¢¨Ë¢Ê®¢Ë®° ¢¢Ï¨ ΢ÔÛݢʨ¢éݢϡÕ
ª®¢¡Ó¨Ê¢íÛ좨ˢʮ¢Ë®° ¢¤¢Ó¨¡Ê¢Ë¨¢Ë® ÎÑ¢ÌÏ¢±Î¨ ×¢ëîì¢Ë®° ¢¡¢¥±°¢¡ ¤
°¡Ö¨ÊÏ¢Ôïëìբˮ° ¢¡¢å ¤Ñ¢ê ¢Ê°¢¨Ë¢¤Í¡Ê¨ ×¢ïÜ좮¡¤¢¤Í¡Ê¨ ¢È¢Ê¨¢È°¡Ï¢±É±×¢ÝÛì
8811
9!916789
971 310
012312424 3456078
'() *2+4(3*6, -.
/-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>D
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B3,M@>@=NMDDOPOD,QPD=N,OM@J@=PMN=
RSTUTSVUWXYZW[S\]U^ZW[_`aVbaWcYZW[STdeW[YZWfS\ST_]]U^WgY
hi6-I;'6-;j-klm<n6mm-<nn;oGh<;n-<n-<pqI;o<nr-hi6-qI;:l9h-9;pq6h<h<o6n6mm-;j-j;;:-p<9I;
<n:lmhIs-<n-m;lhi6Gmh-ml'Gt6m<u-<n:;n6m<Gv-LL?-D>FDO
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>N
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BAOPQP3PMJ@@@P(OOEO@E(@==@AQ,PN(3
wd^VS^_x_^WyY
GnG'sm<m-;j-hi6-zlG'<hs-;j-qlk'<9-m6Io<96-<n-hi6-I6r<;nG'-m69I6hGI<Gh-;j-m;lhi6Gmh
pG'l{l-I6r6n9su-<n:;n6m<Gv-LL?-DMFNN
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>P
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B/ONPPJDD>@,QP3>=(QEE(D=E(@/MNP=(
|S}^SW~Y
hi6-6jj69h-;j-j<nGn9<G'-Gn:-n;n-j<nGn9<G'-9;pq6nmGh<;n-;n-6pq';s66-H;k-mGh<mjG9h<;n
;j-qh-kGn{-q6I{I6:<hGn-IG{sGh-kqI-p;:6In-6qI6mm-;j-Gpk;n-kIGn9iv-LL?-NPFP>
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>A
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BP,AN=@EDPOJQPQ,J(QQ3=OOO/EQO(DQ>
f_}_\SW[YZ|_xdU}WXYY[YZW[S
aS}a]baW[YZWU^VU^WY
9;ppln<9Gh<;n-q6Ij;IpGn96-Gn:-6nhI6qI6n6lI<G'-k6iGo<;I-<n-o<''Gr6F;tn6:-6nh6IqI<m6
<n-pGnGr<nr-o<''Gr6-6nh6IqI<m65-G-9Gm6-mhl:s-;j-qGnrrlnriGIH;-o<''Gr6-;j-kGnhl'-9<hsu
<n:;n6m<Gv-LL?-P=FA>
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>O
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B/Q,,NJE(=ENAPQQOE=>/M@OM/,33/=@A
bSTd}WyYZgSV_VWYYRYZSS}W|YYY
p;:6'-:6o6';qp6nh-;j-q;h6nh<G'-GI6G-ml<hGk<'<hs-:6h6Ip<nGh<;n-;j-m{<qHG9{-hlnG-9Gh9i
lm<nr-pl'h<-m6nm;I-mGh6''<h6-Gn:-r6;rIGqi<9-<nj;IpGh<;n-msmh6p-<n-t6mh-qGqlG-tGh6Imv
LL?-A=FON
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>M
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B/(M@=3Q@AD(/PODA(AM(@EQ/A@=,A,EQ
X\S^]SWXYZWg_TS^SWXYZWXS^UWY
jG9h;Im-:6h6Ip<n<nr-hi6-:69<m<;n-;j-jGIp6Im-h;-<pqI;o6-zlG'<hs-;j-9;jj66-qI;:l9h<;n
Gn:-9iGnr6m-;j-6GIn6:-<n9;p6-<n-hi6-m6p6n:6-:GIGh-'Glh-:<mhI<9hu-<n:;n6m<Gv-LL?-OPFOE
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>@
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B/OO3P3/@3A3(PMDDQO(>E>MD>J/ADN=D
[_Vd}^SWYYZ[_S^SWYWWgYZW[S}`SSWYXYYZWU
U^W[YYRY
9;ppln<hs-kGm6:-h;lI<mp-Gm-mlmhG<nGk'6-h;lI<mp-mlqq;Ihv-LL?-M>FM@
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?>E
¡ ¢£¤¢¥¦ ££ :;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BJOAQPA@AOE,EP3QOE(JMA(A3AAPJM>J(
¡¢¥§¡ ¢¨
©¡¦§ ª R_VUWyYYY[YZWa]SWXYXYYcY[Y
<nj'l6n96-;j-H;k-mGh<mjG9h<;n-Gn:-;IrGn<Gh<;nG'-9;pp<hp6nh-;n-'6G:6I-p6pk6I
69iGnr6-Gn:-6pq;t6Ip6nh-;j-k6iGo<;I-<n-;IrGn<Gh<;nv-LL?-MEF@O
'()*+(*,-./-(01234,5-6)*4278
90.770,/:;<5=>?=@AA=B0C.(7?D>=EF=>?=>
!"#11$
%
12436341 21&
012312424 3456078
()* +2+4),3-6./01
2.345367738)9*:+5;43<34534
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,847I4A6@A4J,@K:;4<4:I437KLI3MA,-;
NOPQRSTUVWOXTQPQYZ[\[
=.]^_/`.0a.1abc_da(1ae.b=(^0?].0b.]d=fdd/.b=?gd?].1a(0gd.1a.?0^d.a/=0./1]^?1(^h
1a/0ad]1=i.EE5.6Mj<3
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j34533
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8L4I3:4<J;MM3K37<I6IJJ6<:6-,:3J3@
mQnToOnpTYq[N[UVNOoQnrQPYs[UYNToQPSOPpQtYu[
=a=c`]1].0b./1]^?1v_^10a.dbb1(1da(`.0a.v0^^cd/.f=^d?.w?0/_(^._]1ae./=^=.daxdc0wgda^
=a=c`]1].gd^y0/i.EE5.<;j<<
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j3453;
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8-KII,A,<JM@IK67LIMJ6:7LA733LK,-A
zQ{TY|[UYNQo}Q~Y|[q[UY|RQoYu[|[UYuQ~oORTYu[
(=??`1ae.(=w=(1^`.=a=c`]1].0b.^yd.dax1?0agda^.=^.(0=]^=c.^yd./1]^?1(^.v=a`_w_^1y
]1^_v0a/0.^0.^yd./dxdc0wgda^.(_c^1x=^10a.0b.(0^^0a11.]d=fdd/.d_(yd_g=.(0^^0a11i
EE5.344j34M
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j3453L
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8-64LA@L4<<M,K-<M<<3A4-J7466K;:MI
QTPTY[UYuQrQnRTUYNOXQPR
^yd.dbbd(^.0b.w?0(d/_?=c.>_]^1(d.=a/.v1e.b1xd.wd?]0a=c1^`.0a.0?e=a1=^10a=c.(1^1da]y1w
vdy=x10_?.^y?0_ey.0?e=a1=^10a=c.(0gg1^gda^.0b.dgwc0`dd].=^._^=1.=?^=ade=?=
^daee=?0ae._a1xd?]1^`i.EE5.346j337
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j3453K
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8476M6-,-KAM7K-3JIK-LKJL433,76;LL
ZnPQ
QPp~TY[|[UYnRQY|[|[[[N[
]^?=^de`.0b.y_g=a.?d]0_?(d].dgw0fd?gda^.0a.^yd.dbb0?^.^0.0w^1g1d.^yd.(=w1^=c
y_g=a.w0^da^1=c.0b.v=c1.g=a/1?=.vd=(y.?d]0?^..]w=i.EE5.33Jj3;L
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j34537
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8----IJK<A-7IK<:<I3AMLIIL-A-LA-I,
~{QnY|[UYTXoQPpnQRSTY[UYmQnTQtXQPQY\[
(0gg_a1^`.dgw0fd?gda^.v`.]^?dae^yda1ae.x1cc=ed.0fad/.da^d?w?1]d].]?1g=?^=a1
g=g_?.1a.w1̀_ae=ai.EE5.3;Kj3;6
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j3453J
/0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8:6L<7IMJI7JIKAM,63@7L@6:6<I@44<:
nTQPTYN[N[UYNQPQST
^?=/1^10a=c.g=?d^.g=a=edgda^.]^?=^de`.1a.(0a/1^10a].0b.g0/d?a.g=?d^./dxdc0wgda^i
EE5.3;<j3L6
c:kFl:F,.*-.:)DG@H,2.dkFHG+C
()*++),-./012.345367738)9*:+5;43<j3453M
¡¢ ¡ ¡£¤¥£¦§¡¤¤ /0=>.?,@*)A2BCDDE+288A*:95*)F8:)DG@H,8,I,IJL:437:,KLKK66I:3KA6IMKJ3,:@
¢£¦¨¢¡£©
ª¢§¨¡« nTQPX
Q~UY|{nTpQY[
cde=c.w?0^d(^10a.b0?.w=^1da^].=a/.^?=/1^10a=c.yd=c^y.gd/1(=^10a.v=]d/.0a.e0xd?agda^
?de_c=^10a.34L.0b.`d=?.;43K.0a.^?=/1^10a=c.yd=c^y.]d?x1(d].1a.wd=av=?_.(1^`i.EE5.3L<j
3KJ
c:kFl:F,*-:)DG@H,2dkFHG+C
!"#11$
%
12436341 &1'
012312424 3456078
'() *2+4(3*6, -.
/-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?=@
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BM@/NO,NPOMO3Q>,PEMMA,=M,DO>P=,3/
RSTUVWVWXYZ[R[\[]^_W`WaUbcXYd[]Y_eUfUgYh[
ij6-GkG'lm<m-;n-m;9<G'-Gk:-o6k6i<9-I6'Gi<;kmj<p-9jGko6m-Gq;ko-rsIs-9;qqsk<il-nI;q
9;ki6qp;IGIl-p6Imp69i<t6u-LL?-=QNF=A=
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?=E
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BDMPJ,E,DNAEMQ(,>P,MN3,/ON=3(EDN3
hW`vwxWgcYy[z[]Y{SgbWY|[|[}[~[_[
9;kmsq6I-r6jGt<;I-<k-ij6-6IG-;n-<k:smiI<G'-I6t;'si<;k-Q?>u-LL?-=ADF=AN
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?D>
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B(M3/ODNAN,MPQ,MA(A,JPP/(P/O3,AJ(
hWcbW`Y\[[]^|XWXbWY[[]^_WXSwSYZ[[
GkG'lm<m-;n-ij6-o;t6Ikq6ki-I;'6-n;I-<k9'sm<t6-oI;
ij-;n-6Gmi-HGtG-pI;t<k96-<k:;k6m<Gu
LL?-=A@F=OA
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?D=
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B(ADOJ3@M@AMMQ3>/@,MP,,M3N,//QOQN
hWWfvXWY[]^|UwWXY|[
ij6-GkG'lm<m-;n-6<mi6k96-;n-q<oIGi<;k-<k-ij6-9;ki6i-;n-rGms:GIG-9;qqsk<il-<k-Gqr;k
9<il-<k:;k6m<Gu-LL?-=OOF=OE
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?DD
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BM,EA@3QOM3>QQOP=EM>/(3MPMEO@((>A
hWgeWXcY[_[]Y_eW`Y[\[[]YUwWfWY_[]YZWgWXweW`Y[_[
<qp'6q6kiGi<;k-;n-G9i<t<il-rGm6:-9;mi<ko-mlmi6q-<k-I6G'-pI<96-9G'9s'Gi<;k-;n-9;mi
;n-o;;:m-qGksnG9isI6:-n;I-ij6-:6i6Iq<kGi<;k-;n-ij6-m6''<ko-pI<9<ko-n;I-miGIiFsp
rsm<k6mm5-nIs<i-9;qr<k<kou-LL?-=N>F=NE
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?DM
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,BAPD(>=DOM/>OQPQQ@D/=D=/,@>/PA/@A
gWXSSY\[_[]YUgxWwc̀Y[
nG9i;Im-Gnn69i<ko-ij6-:69<m<;k-;n-nGIq6Im-<k-m6'69i<ko-
j<i6-p6pp6I-qGI6i<ko
9jGkk6'mu-LL?-=@>F=@O
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?DQ
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B3==J>J(((P=JQ/DQ@>>JAO>3J@N@,QQE
|wcW]Y|VWUbbcXYh[[[]Y_WXSwSY[]YhWXvXfveYd[Yz]Y|gccXYh[[]YhUVWVcXbWY[
6p';<iGi<;k-IGi6-r6n;I6-Gk:-Gni6I-q;IGi;I<sq-<k-n<mj6I<6m-qGkGo6q6ki-GI6G-N=Q-N=A
Gk:-N=O-n<mj6Iq6k-n<mj<ko-oI;sk:-<k-r<isko-k;Iij-ms'G
6m<-;n-<k:;k6m<Gu-LL?-=@NF=ED
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?DA
:;GH-I,3.0J5K811L75BBJ.(C?.0*B(01234,B,JPDEPJP/MPPQ>33@PM,PEM=>/>,P>=3
¡¢ £¤¡¡
£¥ ¦
gcWXWYzY{[[}[[Z[]Y{SgbWY|[|[}[~[_[
§¤¥¨
q6iGF9;qp6i6k9l-;n-jsqGk-I6m;sI96m-<k-<qpI;t<ko-m6It<96-sG'<il-<k-pjGIqG9l
:6pGIiq6ki-;n-Ims:-'skoskou-LL?-=EMF=EE
'()*+(*,-./-(01234,5-6)*4278
90.770,/-:;<5-=>?=@AA=B0C.(7?D>=EF=>?DO
:;GHI,3.0J5811L75BBJ.(C?.0*B(01234,BQ>A(>EQPPQM=QQ>@((J(E3>N=PJ=QND/
!"#11$
%
12436341 01&
012312424 3456078
()*
2+4,-3.6/ 0 1
2345667839920:;<01=9:16>/?.9@AB:AC@DD@EF@@AG::2:C/AHFD2F@HIJ
KLMNOPOQRSKSTSUSRSVQWXLYMQTSTSRSZS[S
\-)(]^_à`_b,*c(,d\-̀`_]*e,fg*ec̀hi,77<,IAAjIAG
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<IH
()*+,-./012345667839920:;<01=9:16>/?.9m/EIAI22:@EE@AB/GF:22EDC:EC@CIC:
KnLPMoNMQpQqS[SrSVQrsPOQtSuSvS
_fg,gwwg^_,)w,c]xyg-,)w,_)]-d̀_d,*c(,hgcg-*e,y*cz,^-g(`_d,)c,f)_ge,-))x,)wwg-d{
|)xgc,|)-zg-d,*c(,h-)|_f,)w,_)]-d̀x,dg^_)-,c̀,_fg,\-)ac̀^g,)w,y*eì,77<,IACjIFC
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<IG
()*+,-./012345667839920:;<01=9:16>/?.9:.@GBF:EJGmE@ImB:/I@GCDB@2HGG.2E
}Oo~MQtSSVQ[sNOMPOoMQRSrSVQrsPOQtSuSvSVQtMLMsoOQTSTSpSRS
_fg,-)eg,)w,_fg,h)ag-cxgc_{,\-à*_g,dg^_)-,*c(,d)^`*e,^*\`_*e,_)|*-(d,(gage)\xgc_
)w,^)xx]c`_bjy*dg(,_)]-d̀x,d]d_*c̀*yè`_b,c̀,z]\*ch,c]d*,_gchh*-*,_x̀]-i,77<,IIAjIIC
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<IC
()*+,-./012345667839920:;<01=9:16>/?.9EAE2.E/D:2HD@ID.GF/HJ@/DImJ:/GmC
[nLXoXQpSTSVQ[nYMLMNOVQqnnMoOMNnoQ[SVQuMLNMNOQTS[S
_fg,gwwg^_àgcgdd,)w,`_jy*dg(,^e*dd,x*c*hgxgc_,c̀,x̀\-)ac̀h,d_](gc_d,(d̀^`\ec̀gi
77<,IEAjIE@
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<EA
()*+,-./012345667839920:;<01=9:16>/?.9C.@.DHFmHGI@@CJ.CmC@C/DBB2IC.GAC
[sLOoMQpQ
SVQvNMMQpQtS[S
-)eg,)w,_-*(`_`)c*e,aèe*hg,*c(,gca-̀)cxgc_*e,^)c(`_`)cd,)c,_fg,g(]^*_`)c
)w,^fè(-gci,77<,IEBjI@G
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<EF
()*+,-./012345667839920:;<01=9:16>/?.9GEmJG:@/./CI@CmDD@DA@2:BAJ./BJHI
[nOMPMNOQRSqSVrMLMQWS[S
_fg,x)d_,x̀\)-_*c_,w*^_)-d,_f*_,(g_g-xc̀g,_]-c)ag-,c̀_gc_`)ci,77<,I@CjIBm
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<EI
()*+,-./012345667839920:;<01=9:16>/?.9CHAGJICHB:2J@:@BCBBGmB@Em.AJmHCE
OoYMMoOQpSTS}S[SVQtMLMsoOQTSTSpSRS
_fg,gwwg^_,)w,_)]-d̀x,aèe*hg,(gage)\xgc_,)c,^)xx]c`_b,gx\)|g-xgc_,*c(,|gew*-g
c̀,_)]-d̀x,aèe*hg,)w,\*che`\]-*c{,y*che,̀(d̀_-`^_,)w,c̀()cgd`*i,77<,IBHjImB
e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<EE
()*+,-./012345667839920:;<01=9:16>/?.9CmE/AGD/:B@J@G2ACB/AFBEDA2D2@C/2
sNNOVZoMOQrS
_fg,gd̀_gc^g,)w,h))(,h)ag-cxgc_,h)ag-c*c^g,e\dg,*h*c̀d_,^)cd\-̀*^b,yb,y]dc̀gddgd
c̀,\-)^]-gxgc_,)w,h))(d,*c(,dg-a`^gd,c̀w-*d_-]^_]-g,c̀,\-)_g^_c̀h,_fg,c̀_g-gd_
¡¢
)w,d_*zgf)e(g-i,77<,ImmjIHH
£ ¡¤ e:k=l:=.,0J,:16>/?.3,gk=?>85
^10881.J,()3̀,FA<FGBBF91;0:8<IAFCjFA<E@
()*+,-./012345667839920:;<01=9:16>/?.9I..A/G/@D//J@EBCDH@IDBF/.FBJF.F:
!"#11$
%
12436341 d5:1.0kd0/>:?x.2>: &1'
012312424 3456078
2436
'()*+,-.,'-/0)1,2+30)
67894 45
:,;<==>;<;<?,@ABB0).,C-A*.)1,-D,EF*0/A1GA*)1,).3,'-/0->H/-.-I0/,'/0+./+B,J@CKE'LM,E11,@0F(GB,@+B+*N+3M,
HO/+PG,Q(+*+,-G(+*Q0B+,.-G+3?,/-.G+.G,-.,G(0B,B0G+,0B,10/+.B+3,A.3+*,),R*+)G0N+,R-II-.B,EGG*0SAG0-.,TM<,U.G+*.)G0-.)1,10/+.B+M,
V(+,P-0.G,-D,N0+Q,-D,H30G-*0)1,S-)*3,I)W,.-G,/-0./03+,Q0G(,-P0.0-.,-D,)*G0/1+BX,)AG(-*BM,Y-BG0.F,B+*N0/+,P*-N03+3,SW,@+FM*AM
Z[[\]^_`[a]bc
de]f_f]g^_hf^f_b[[\]^f_g[_fg[i^_]jk[ilmg][j_[j
c[hi_b[lnhg^io
p[_c[h_mbb^ngq
_
!"#11$
%
12436341 &1&
RJOAS, 10(94), October 2019
DOI 10.18551/rjoas.2019-10.14
ABSTRACT
This study aims to analyze the influence of Procedural Justice, Big Five Personality, and
Organizational Commitment on Organizational Citizenship Behavior on employees of Kutai
Kartanegara University, Tenggarong. The analytical tool used was structural equation
modeling. The samples used in this study were 92 respondents. The results showed that
Procedural Justice had a significant effect on Organizational Citizenship Behavior;
the second finding is that the Big Five Personality at Kutai Kartanegara University had a
significant effect on Organizational Commitment. The third finding is that the Organizational
Commitment of employees at Kutai Kartanegara University had a significant effect on
Organizational Citizenship Behavior. And the fourth finding is Big Five Personality of
employees at Kutai Kartanegara University had a significant effect on employees’
Organizational Citizenship Behavior.
KEY WORDS
Procedural justice, big five personality, organizational commitment, organizational citizenship
behavior.
108
RJOAS, 10(94), October 2019
109
RJOAS, 10(94), October 2019
METHODS OF RESEARCH
The population in this study was employees of the University of Kutai Kartanegara
especially the employees who are in the middle and bottom management position,
with a total of 120 respondents. The method used in this sampling uses the Slovin formula
with a significance level of 5% and produced a sample of 92 respondents.
110
RJOAS, 10(94), October 2019
Based on the loadings value table above, the indicators BF1, PJ3, PJ5, and PJ6 must
be removed from the model because they have loadings value less than 0.5 and they are not
significant.
After evaluating the first stage of discriminant validity by issuing a drop indicator that
has a loading factor value below 0.5, it is necessary to retest, to make sure each indicator
has a loading factor value above 0.5.
Based on the estimation results of discriminant validity phase II, the following values
are obtained:
Testing the structural model or the Inner Model is done by looking at the R-square
value which is a model of goodness-fit test.
The relationship of Big Five Personality to Organizational Commitment has an R-
Square value of 0.170, which means that the Organizational Commitment variable that can
be explained by Big Five Personality is only 17%. The rest 83% is influenced by other
variables which are not examined in this study.
111
RJOAS, 10(94), October 2019
Hypothesis testing is used to partially test the influence of exogenous (X) and
endogenous (Y) variables by looking at coefficients path and comparing t-statistics with t-
tables. T-value obtained from the bootstrapping with Smart-PLS software. Bootstrapping
testing also aims to minimize the problem of research data abnormalities (Ghozali, 2006).
The following table shows the Path Coefficient for each variable:
After evaluating the structural model, the following equation results are obtained:
Based on the P-Values value on the relationship between Procedural Justice and
Organizational Citizenship Behavior of 0,000. This proves that Procedural Justice has a
significant influence on Organizational Citizenship Behavior because the P-Values value is
smaller than 0.050, so it can be concluded that H1 is accepted.
112
RJOAS, 10(94), October 2019
This is reinforced by previous research by Kamdar et All (2006) stating that our findings
show not only that individual differences directly predict Organizational Citizenship Behavior
role definition but also that they have moderate relationships between procedural justice
perceptions and Organizational Citizenship Behavior role definitions.
The personal observation of the researchers regarding this matter, found that some
employees of Kutai Kartanegara University who felt that they had enough equality of
treatment and justice in their workplace tended to do positive behavior towards their fellow
colleagues, this was in line with the statement that Procedural Justice had an influence on
Organizational Citizenship Organizational Behavior Citizenship Behavior, as stated by
Greenberg (2005) in Wikiantari (2013) that people will be concerned with other people
towards the organization where they work when they believe that the organization has
treated them fairly. Basically, every individual who lives in the same scope will always try to
help each other, because basically human are social beings who are always related to each
other in an effort to achieve a common goal.
Thus the synthesis that can be drawn from the discussion above is that Procedural
Justice has a significant influence on Organizational Citizenship Behavior. In the second
hypothesis testing, it was found that the P-Values on the relationship between Big Five
Personality to Organizational Commitment was 0,000. This proves that the Big Five
Personality of Kutai Kartanegara University employees has a significant influence on
Organizational Commitment, this argument refers to the P-Values which is less than 0.05, so
that the second hypothesis stating that the Big Five Personality affects the Organizational
Commitment can be accepted. On personal observation, the researchers found that some
respondents were more interested in new things in an effort to find satisfaction and
experience, it became a separate reason in meeting the needs of these individuals in the
organization that sheltered them. In line with the thoughts of Goldberg1981 in Feist and Jess
(2009) who states that "Openness to experience measures the desire to seek and appreciate
new experiences, get to know something that is not familiar and has broad interests.
Employees at the University of Kutai Kartanegara with Organizational Commitment are
influenced by factors to seek and appreciate new experiences.
Thus the synthesis that can be drawn from the discussion above is that Big Five
Personality has a significant influence on Organizational Commitment.
On the third hypothesis testing, it was found that the P-Values on the relationship
between Organizational Commitment and Organizational Citizenship Behavior was 0.005.
This proves that the Organizational Commitment of Kutai Kartanegara University employees
has a significant influence on the individual Organizational Citizenship Behavior, this
argument refers to the P-Values less than 0.050, so the third hypothesis stating that
Organizational Commitment influences Organizational Citizenship Behavior can be
concluded that this argument refers to the P-Values value less than 0.050, so the third
hypothesis stating that Organizational Commitment influences Organizational Citizenship
Behavior can be accepted.
This is reinforced by previous research by Prasetio et al (2017) stated that the variable
"Organizational Commitment indeed contributes as a mediator in the effect of Job
Satisfaction on Organizational Citizenship Behavior.”
The personal observation of the researchers regarding to this matter, Researchers
found that some employees of Kutai Kartanegara University who had a high level of
organizational commitment tended to carry out extra-role of Organizational Citizenship
Behavior, this was due to a sense of individual responsibility towards their performance
which was clearly tangent to the performance of coworkers as a team, thereby triggering the
individual in helping to complete the work of other co-workers. As stated by Gautam, Van
Dick, Wagner (2004) that "The commitment of these employees is the driving force in the
creation of Organizational Citizenship Behavior in organizations. Organizational commitment
is one of the important factors influencing the creation of Organizational Citizenship Behavior
in organizations". This view conveyed that employee commitment can trigger extra-role
behavior, this need to be mentioned, considering commitment is one of the important factors
that influence it.
113
RJOAS, 10(94), October 2019
Thus the synthesis that can be drawn from the discussions above is that the
Organizational Commitment has a significant influence on Organizational Citizenship
Behavior.
On the fourth hypothesis testing, it was found that the P-Values on the relationship
between Big Five Personality to Organizational Citizenship Behavior through Organizational
Commitment was 0.032. This proves that the behavior of Big Five Personality employees of
Kutai Kartanegara University has a significant influence on the Organizational Citizenship
Behavior through Organizational Commitment, this argument refers to the P-Values value
which is less than 0.050, so the fourth hypothesis stating that Big Five Personality has a
significant influence Organizational Citizenship Behavior through Organizational Commitment
is acceptable.
This is reinforced by previous research by Salwa, Wikansari (2017) which states that
"Openness is a personality dimension that has a significant relationship to the formation of
Organizational Citizenship Behavior for employee of PT. Amarta Karya (Persero) Bekasi.
There is a significant correlation between the openness variable of 0.377 with a significance
of 0.040 <0.05 on the formation of Organizational Citizenship Behavior for employees of PT
Amarta Karya Persero".
Researchers observations related to this matter, researchers found that some
employees who have high responsibility for their work tend to be diligent and work hard and
are able to complete the tasks given. They also will be more concerned to their colleagues
who have not been able to complete their work so that they tends to help their colleagues.
Thus the synthesis that can be drawn from some of the discussions above is Big Five
Personality has a significant influence on Organizational Citizenship Behavior through
Organizational Commitment.
The results of data analysis in the discussion and testing of hypotheses that have been
stated previously, so the conclusions of this study are as follows:
Statistically, the view of Procedural Justice of Kutai Kartanegara University employees
has a significant effect on the Organizational Citizenship Behavior, in this case, the better the
condition of Procedural Justice at Kutai Kartanegara University, the higher the Organizational
Citizenship Behavior of its employees. The second finding is that the Big Five Personality of
employees at Kutai Kartanegara University has a significant effect on Organizational
Commitment. This can be seen from the personality of employees who tend to have a high
level of Big Five Personality, it will eventually increase the Organizational Commitment. The
third finding is, the Organizational Commitment of employees at Kutai Kartanegara University
has a significant effect on Organizational Citizenship Behavior. The higher the level of
commitment from the employees of Kutai Kartanegara University, the higher of
Organizational Citizenship Behavior. Statistically the Big Five Personality of employees at
Kutai Kartanegara University has a significant effect on the Organizational Citizenship
Behavior for employees through Organizational Commitment. The higher the Big Five
Personality shown by Kutai Kartanegara University employees, the higher the Organizational
Citizenship Behavior, which is mediated by employee commitment.
The authorities of Kutai Kartanegara University should pay attention to the application
of procedures that apply to their employees. So that complaints about the applicable rules
can be minimized and resolved so as to trigger the expected extra-role behavior. The second
suggestion, the authorities of Kutai Kartanegara University should pay attention to the
behavior patterns of their employees in order to be able to occupy their proper positions, the
right work position towards the right individual will further enhance the Organizational
Commitment to the expected employee. Third suggestion, the authorities of Kutai
Kartanegara University should pay attention to the needs of their employees regarding
improvement of their employees' Organizational Commitment, so that the increase in
commitment can trigger expected extra-role behavior. The fourth suggestion, authorities at
Kutai Kartanegara University pay attention to the behavior patterns of their employees who
114
RJOAS, 10(94), October 2019
show the personality of the Big Five Personality in order to be strategically positioned, so that
other employees will be motivated and trigger the expected extra-role behavior.
Based on the existing literature, we can recommend for future researchers that there
are still a variety of theoretical constructs that contribute in creating the Organizational
Citizenship Behavior of employees, including Job Satisfaction, Salary Satisfaction and
Motivation.
REFERENCES
1. Allen, N. J., and Meyer, J. P. (1990). The Measurement and Antecedents of Affective,
Continuance, and Normative Commitment to the Organization. Journal of Occupational
Psychology, 1-18.
2. Bienstock et al. 2003. Organizational Citizenship Behavior and Service Quality.Journal
Citizenship Behavior and Service Quality. Journal of Service Marketing. Volume 17
Nomor 4, 357-378.
3. Ghozali and Latan, 2015. Partial Least Squares: Konsep, Teknik and Aplikasi
Menggunakan Program SmartPLS 3.0 (Untuk Penelitian Empiris) Edisi 2. Semarang:
Badan Penerbit Universitas Diponegoro.
4. Henle, 2005. Predicting workplace deviance from the interaction between organizational
justice and personality. Journal of Managerial Issues, volume 17 Nomor 2, 247-263.
5. Ivancevich, Konopaske and Mattison. 2006. Perilaku and Manajemen Organisasi Jilid 1.
Jakarta: Erlangga.
6. Kamdar et all, 2006. “All in a Day’s Work”: How Follower Individual Differences and
Justice Perceptions Predict Organizational Citizenship Behavior Role Definitions and
Behavior. Journal of Applied Psychology Vol. 91 No.4, 841-855.
7. Mauna and Shabur. 2017. Big Five Personality Terhadap Komitmen Organisasi Dosen
Universitas Negeri Jakarta. Jurnal Penelitian and Pengukuran Psikologi. Volume 6
Nomor 1.
8. Organ. 2006. Organizational Citizenship Behavior; its Nature, Antecedents, and
Consequences. London: Sage.
9. Prasetio AP et all, 2017. Job Satisfaction, Organizational Commitment, and
Organizational Citizenship Behaviour in State-owned Banking. Universal Journal of
Management 5 (1), 32-38.
10. Salwa, Wikansari, 2017. Hubungan Kepribadian Big Five Terhadap Pembentukan
Organizational Citizenship Behaviour (OCB) Pegawai Pada PT Amarta Karya (Persero)
Bekasi. Jurnal Ilmiah Manajemen & Bisnis Vol. 18 No.2, 164-176.
11. Wikantari, 2014. Pengaruh Faktor-Faktor Personality and Procedural Justice Terhadap
Organizational Citizenship Behavior. Jurnal STIAMI Vol.11 No.2.
12. Wikiantari. 2013. Pengaruh Faktor-Faktor Personality and Procedural Justice Terhadap
Organizational Citizenship Behavior. Jurnal Bijak. Volume 11 Nomor 2.
13. Feist and Jess. 2009. Theories of Personality,Seventh Edition. New York: McGraw Hill
14. Gautam, Van Dick, Wagner. 2004. Organizational Identification and Organizational
commitment: Distinct aspects of two related concepts. Asian Journal of Social
Psychology, 8(3), 305-314. https://doi.org/10.1111/j.1467-839X.2005.00172.x.
115