Pengaruh Culture Values Terhadap Organizational Citizenship Behavior Perawat RSIA Khadijah Di Kota Makassar
DOI:
https://doi.org/10.59841/inoved.v1i3.644Keywords:
Culture Values, OCB, Nurses, HospitalsAbstract
OCB is an employee's willingness to take on roles that exceed their main role in an organization, so it is called extra-role behavior. This research aims to analyze the influence of cultural values on the organizational citizenship behavior of Russian nurses in Makassar City. The type of research carried out was quantitative research using an observational study with a cross sectional study design. Data collection is in the form of a questionnaire. The sample in this study were nurses at RSIA Khadijah, Makassar City, totaling 177 respondents. The results of the research show that there is an influence of culture values on the OCB of RSIA Khadijah Makassar City nurses. Culture values are the variable that has the most influence on the OCB of RSIA Khadijah Makassar City nurses. It is recommended that hospital management need to pay attention to culture values by utilizing language and tradition aspects, which have been done to emphasize new values that employees want to develop.
References
Anand, S., Vidyarthi, P., & Rolnicki, S. (2017). „Leader-member exchange and organizational citizenship behaviors : Contextual e ff ects of leader power distance and group task nterdependence‟, The Leadership Quarterly. nternational Leadership Association Elsevier, 1-12.
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. . (2014). Burnout and Work Engagement: The JD–R Approach. Ssrn, , 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-091235
Bhatla, N. (2017). The Effect of Dimensions of the Organizational Citizenship Behavior on performance of employees n Finance Sector with special reference to Banking sector n Lucknow. Asian Journal of Multidisciplinary Studies, 5(4), 152-160.
Chiaburu, D. S., Oh, . S., Berry, C. M., Li, N., & Gardner, R. G. (2011). The five-factor model of personality traits and organizational citizenship behaviors: a meta-analysis. Journal of Applied Psychology, 96(6), 1140–1160. https://doi.org/ 10.1037/a0024004.
Harris, K. (2015). An Examination of Multiple Predictors and Outcomes from Different Dimensions of LMX Relationship Quality.
Joseph, D., Newman, D., & Sin, H. (2011). Leader Member Exchange (LMX) Measurement : Evidence for consensus, construct breadth and discriminant validity. Research Methodology n Strategy and Management. Emerald, 89-135.
Liden, R., & Maslyn, J. (2018). Multidimensionafity of Leader-Member Exchange : An Empirical Assessment through Scale Development. 24(1), 43-72.
Organ, D. W. (2015). Organizational Citizenship Behavior. Second Edition. Elsevier.
Takeuchi, R., Bolino, M. C., & Lin, C.-C. (2015). Too many motives? The nteractive effects of multiple motives on organizational citizenship behavior. Journal of Applied Psychology, 100(4), 1239– 1248. https://doi.org/10.1037/apl0000001.
Vukonjanski, J., Nikolic, M., Terek, E., & vin, D. (2015). The nfluences of LMX Dimensions on Certain Dimensions of Organizational culture n Serbian companies. 5(2), 61-67.
Wimby, W., & Hastin, A. (2015). Organizational Culture Values nfluences to Lecturer ‟ s Organizational Citizenship Behavior at Economics and Business Faculty. Mediterranean Journal of Social Sciences, 6(5), 236-242.
