Kepuasan Kerja sebagai Mediator antara Pengembangan Karier, Dukungan Atasan, dan Organizational Citizenship Behavior
DOI:
https://doi.org/10.61105/jier.v3i2.343Keywords:
Pengembangan karir, dukungan pengawas yang dirasakan, kepuasan kerja, perilaku anggota organisasiAbstract
This study aims to examine the mediating role of job satisfaction on career development and supervisor support towards organisational citizenship behaviour. The sampling technique used was random sampling. This study found that perceived supervisor support and career development have a significant positive effect on job satisfaction, perceived supervisor support and career development have a significant positive effect on organisational citizenship behaviour, and job satisfaction has a significant positive effect on organisational citizenship behaviour. The results show that job satisfaction acts as a mediator in the relationship between career development and organisational citizenship behaviour. The results also show that job satisfaction acts as a mediator in the relationship between perceived supervisor support and organisational citizenship behaviour. The implications of this study provide an overview for organisations to make strategic decisions in improving career development programmes and strengthening support for employees in the workplace.
References
Al-Shawabkeh, K. M. (2017). Career path development and its impact on organizational citizenship Behavior in Greater Amman Municipality. International Journal of Business and Management, 12(3), 79. https://doi.org/10.5539/ijbm.v12n3p79.
Almazrouei, H. S., Zacca, R., Evans, J. M., & Dayan, M. (2018). Great expectations: The moderating role of pre-departure opinion on the relationship between organizational justice and expatriates’ commitment and job satisfaction. Journal of Global Mobility, 6(2), 178–193. https://doi.org/10.1108/JGM-07-2017-0031
Ammara, A., Muhammad, K., Iqbal, Shahid, M., Habibah, Ume, Ishaq, & Atif, M. (2018). The impact of supervisory justice and perceived Supervisor support on organizational citizenship behavior and commitment to supervisor: the mediating role of trust. Cogent Business and Management, 5(1), 1–17. https://doi.org/10.1080/23311975.2018.1493902
Burns, K. L. (2016). Perceived organizational support and perceived supervisor support as antecedents of work engagement. In San Jose State University SJSU ScholarWorks. San Jose State University.
Carmeli, A., Shalom, R., & Weisberg, J. (2007). Considerations in organizational career advancement: What really matters. Personnel Review, 36(2), 190–205. https://doi.org/10.1108/00483480710726109
Crow, M. S., Lee, C.-B., & Joo, J.-J. (2012). Organizational justice and organizational commitment among South Korean police officers: An investigation of job satisfaction as a mediator. Organizational Justice and Commitment, 35(2), 402–423. https://doi.org/10.1108/13639511211230156
Fitrio, T., Apriansyah, R., Utami, S., & Yaspita, H. (2019). The effect of job satisfaction to organizational citizenship behavior (OCB) mediated by organizational commitment. International Journal of Scientific Research and Management, 7(09), 1300–1311. https://doi.org/10.18535/ijsrm/v7i9.em01
Hao, Y., Hao, J., & Wang, X. (2016). The relationship between organizational justice and job satisfaction: Evidence from China. Journal of Chinese Human Resource Management, 7(2), 115–128. https://doi.org/10.1108/JCHRM-07-2016-0012
Iqbal, S., Hongyun, T., Akhtar, S., Ahmad, U., & Nyarko Ankomah, F. (2020). Impacts of supervisor support on turnover intentions: Mediating role of job satisfaction. Asian Journal of Education and Social Studies, 6(3), 1–9. https://doi.org/10.9734/ajess/2020/v6i330174
Iriani, N. I., Suyitno, S., Sasongko, T., Rifa’i, M., Indrihastuti, P., & Yanti, D. A. W. (2023). Leadership style, compensation and competence influence on employee performance through job satisfaction. Journal of Business and Management Studies, 5(1), 38.
Kartika, E. W., Kaihatu, T. S., Adiwijaya, M., & Nugroho, A. (2017). Perceived supervisor support (PSS), Affective commitment, and organizational citizenship behavior (OCB): Study in Indonesian Context. Sustainable Entrepreneurial Organization. Paper Presented at ICOEN The 3rd International Conference on Entrepreneurship. Surayabay: Universitas Ciputra, 180–192.
Khan, S. I., Mahmood, A., Kanwal, S., & Latif, Y. (2015). How perceived supervisor support effects workplace deviance? mediating role of perceived organizational support. Pakistan Journal of Commerce and Social Sciences, 9(3), 940–967.
Kurniawan, I. S., & Hutami, L. T. H. (2019). The mediation of job engagement to rewards and recognition toward organizational citizenship behavior and task performance. 2nd International Conference on Banking, Accounting, Management and Economics (ICOBAME 2018), 86(Icobame 2018), 48–52. https://doi.org/10.2991/icobame-18.2019.10
Ladebo, O. J. (2008). Perceived supervisory support and organisational citizenship behaviours: Is job satisfaction a mediator? South African Journal of Psychology, 38(3), 479–488. https://doi.org/10.1177/008124630803800303
Maden, C., & Kabasakal, H. (2014). The simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: Does organizational support matter? International Journal of Human Resource Management, 25(3), 341–366. https://doi.org/10.1080/09585192.2013.789446
Mohamed, M. S., & Anisa, H. (2013). Job Engagement: SCMS Journal of Indian Management, January-March 2013, X(1), 22–31.
Naway, F. A., & Haris, I. (2017). The Effect of career development, perception of organizational justice and job satisfaction on teacher’s organizational citizenship behavior. International Review of Management and Marketing, 7(2), 17–21.
Ngugi, J. (2017). Role of working conditions on organization citizenship behaviour in the Banking Industry: A survey of Barclays Bank in North Rift Region. IOSR Journal of Business and Management, 19(06), 32–37. https://doi.org/10.9790/487x-1906013237
Puah, L. N., Ong, L. D., & Chong, W. Y. (2016). The effects of perceived organizational support, perceived supervisor support and perceived co-worker support on safety and health compliance. International Journal of Occupational Safety and Ergonomics, 22(3), 333–339. https://doi.org/10.1080/10803548.2016.1159390
Saleem, Y. (2013). Career development an imperative of Job satisfaction and career commitment : Empirical evidence from Pakistani Employees in Banking. European Journal of Business and Management, 5(21), 108–119.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4), 653–663.
Soelton, M., Visano, N. A., Noermijati, N., Ramli, Y., Syah, T. Y. R., & Sari, Y. J. (2020). The implication of job satisfaction that influence workers to practice organizational citizenship behavior (OCB) in the work place. Archives of Business Research, 8(5), 33–48. https://doi.org/10.14738/abr.85.8139
Vigoda-Gadot, E., & Grimland, S. (2008). Values and career choice at the beginning of the MBA educational process. Career Development International, 13(4), 333–345. https://doi.org/10.1108/13620430810880826
Wau, J., & Purwanto. (2021). The effect of career development, work motivation, and job satisfaction on employee performance. Jurnal Aplikasi Bisnis Dan Manajemen, 7(2), 262–271. https://doi.org/https://doi.org/10.17358/jabm.7.2.262
Wong, Y. T., Wong, C. S., & Ngo, H. Y. (2012). The effects of trust in organisation and perceived organisational support on organisational citizenship behaviour: A test of three competing models. International Journal of Human Resource Management, 23(2), 278–293. https://doi.org/10.1080/09585192.2011.610966
Yang, F., Liu, J., Huang, X., Qian, J., Wang, T., Wang, Z., & Yu, H. (2018). How supervisory support for career development relates to subordinate work engagement and career outcomes: The moderating role of task proficiency. Human Resource Management Journal, 28(3), 496–509. https://doi.org/10.1111/1748-8583.12194
Zhang, Y., Farh, J. L., & Wang, H. (2012). Organizational antecedents of employee perceived organizational support in China: A grounded investigation. International Journal of Human Resource Management, 23(2), 422–446. https://doi.org/10.1080/09585192.2011.560886
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Nala Tri Kusuma
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
