Nama : Abrar Raja Rafa Basudewa

NIM : 43120010301
Mata Kuliah : Perilaku Organisasi
Dosen : Dr. Mochamad Soelton, S.Psi, MM, CHRMP, Psikolog
Paper Preview
How Did It Happen: Organizational Commitment and Work-Life
Balance Affect Organizational Citizenship Behavior
Mochamad Soelton
Management Department, Faculty of Economic and Business, Universitas Mercu Buana, Jakarta,

The importance of education in building human resources for the development of a nation and
state. It emphasizes the role of schools in producing quality human resources, which requires high
teacher competence. The passage also mentions the need for continuous teacher development and
the role of teachers in achieving educational goals. Organizational citizenship behavior (OCB) is
also highlighted as important in school organizations, as it goes beyond job descriptions and
contributes to overall success. Fair treatment by the organization is mentioned as a factor that
encourages OCB.
And then empowering employees and creating learning organizations have a positive impact
organizational commitment, which further leads to positive organizational citizenship behavior
(OCB). The possibility of perceived injustice arises with early retirement, as longer-serving
employees may feel unfairly treated compared to those with shorter hours and higher positions
and salaries. It is essential for companies to prioritize the perception of fairness among employees
to stimulate and motivate their OCB towards the organization.
So the point is Based on the results of hypothesis testing in this study, it is found that
organizational commitment does not have a effect on organizational citizenship behavior through
learning organization. The T-statistic value is smaller than the T-table value, and the P value is
higher than 0.. This suggests that there is no established relationship between organizational
commitment and organizational citizenship behavior through learning organization. It is noted
that some employees may have a strong commitment to the company but may not be interested in
developing their potential or helping coworkers because they believe it may hinder their own
performance.
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