Articles

Identification of Factors Influencing Organizational Citizenship Behavior (OCB) among Healthcare Workers: A Systematic Literature Review

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Organizational Citizenship Behavior (OCB) refers to voluntary behaviors that play an important role in enhancing the effectiveness of healthcare services. However, various work-related pressures in healthcare facilities often lead to a decline in OCB. This study aims to identify factors influencing OCB among health workers using a Systematic Literature Review (SLR) approach following the PRISMA guidelines. Literature searches were conducted through Google Scholar, ScienceDirect, and Garuda databases, covering publications from 2015 to 2025. A total of 16 articles met the inclusion criteria and were analyzed thematically. The findings indicate that OCB is influenced by two main groups of factors: internal individual factors (job satisfaction, organizational commitment, emotional intelligence, optimism, work motivation, and quality of work life) and external organizational factors (transformational leadership, organizational culture and climate, perceived organizational support, leader–member exchange, workload, work stress, and emotional supervisor support). External factors were found to be more dominant than internal factors. These findings underscore the importance of organizational strategies in fostering supportive leadership and a positive work climate to enhance Organizational Citizenship Behavior among health workers.

The Effect of Transformational Leadership and Employee Engagement on Employe Performance Mediated by Organizational Citizenship Behaviour (OCB) on ASN Employees at the Gunungkidul Regional Secretariat Office

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The Regional Secretariat is a key element in fostering a more professional and change-adaptive bureaucracy. According to the 2024 Performance Report of the Gunungkidul Regency Regional Secretariat, several strategic indicators have not yet been fully achieved. This reflects a performance gap between expectations and actual ASN performance. This study aims to analyze the influence of transformational leadership and employee engagement on employee performance mediated by organizational citizenship behavior (OCB) in ASN employees at the Gunungkidul Regional Secretariat Office. This study used a sample of 112 civil servants at the Gunungkidul Regional Secretariat office. The research method employed descriptive analysis to observe the characteristics of respondents and the research variables. Furthermore, the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The study found that transformational leadership and organizational citizenship behavior (OCB) did not significantly influence employee performance, while employee engagement significantly influenced employee performance. Furthermore, organizational citizenship behavior (OCB) mediated the relationship between transformational leadership and employee engagement on employee performance.

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

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Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.