Analisis Kesejahteraan Karyawan Melalui Penilaian Organizational Citizenship Behavior (OCB) Di Industri Perbankan Solo Raya
Abstract
Langkah atau cara agar terlibat dan memaksimalkan potensi saat bekerja di kantor, dapat dilakukan dengan bekerja sesuai jam kerja, porsi, dan tekanan normal. Meskipun demikian, mentalitas ini masih belum berkembang di kalangan Gen Z, Gen X, Millenial, dan Boomer. Ini dapat menunjukkan bahwa kalangan ini mencerminkan rendahnya organizational Citizenship Behavior (OCB) yang sangat penting untuk kelangsungan hidup organisasi. Karena itu, penting untuk berinvestasi dalam praktik yang meningkatkan kinerja individu, seperti mencapai tingkat kepuasan kerja karyawan yang tinggi, yang akan membuat karyawan merasa didukung dan termotivasi untuk bekerja lebih keras lagi. Karena perusahaan yang memberikan nilai kepada karyawannya dapat mencapai tingkat kinerja terbaik. Tujuan dari penelitian ini adalah untuk mengevaluasi kesejahteraan karyawan yang berfokus pada kebahagiaan di tempat kerja (job satisfaction), menemukan makna dan tujuan bekerja, termasuk perasaan keterlibatan dan komitmen afektif untuk organisasi, dan mengacu pada tingkat keterlibatan dalam pekerjaan dan penyerapan ke tingkat konsentrasi dan keasyikan dalam pekerjaan, yang mengacu pada keterampilan praktis yang harus dimiliki karyawan. Menggunakan struktural kuadrat terkecil parsial pemodelan persamaan (PLS-SEM), studi kuantitatif ini dengan mudah melibatkan 112 karyawan pada Insutri Perbankan di Solo Raya. Hasil penelitian menunjukkan bahwa Job Satisfaction memiliki nilai signifikan secara positif terhadap OCB; Affective Commitment memiliki nilai signifikan secara positif terhadap OCB; Employee Engagement memiliki nilai signifikan secara positif terhadap OCB.
Kata Kunci: Job Satisfaction; Affective Commitment; Employee Engagement; dan OCB
ABSTRACT
To engage and maximize potential while working in the office, it can be done by adhering to regular working hours, workload, and normal pressure. However, this mentality has not yet fully developed among Gen Z, Gen X, Millennials, and Boomers. This may indicate a low level of organizational citizenship behavior (OCB), which is crucial for organizational sustainability. Therefore, it is important to invest in practices that enhance individual performance, such as achieving high levels of job satisfaction among employees, which will make them feel supported and motivated to work even harder. Because companies that value their employees can achieve the best performance. The aim of this research is to evaluate employee well-being, focusing on happiness in the workplace (job satisfaction), finding meaning and purpose in work, including feelings of engagement and affective commitment to the organization, and referring to levels of engagement in work and absorption to the extent of concentration and absorption in work, which refers to the practical skills that employees must possess. Using Partial Least Squares-Structural Equation Modeling (PLS-SEM), this quantitative study easily involved 112 employees in the banking industry in Solo Raya. The results of the study indicate that job satisfaction has a significant positive value towards OCB; affective commitment has a significant positive value towards OCB; and employee engagement has a significant positive value towards OCB.
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