Job Motivation, Quality Work of Life and Organization Citizen

Behavior toward Organizational Commitment

Tiara Nurul Hidayah

and Windijarto

Master Program Study of Human Resource Development , Postgraduate School of Universitas Airlangga, Campus B Jl.

Airlangga No.4-6 Surabaya, Indonesia

Lecturer of Management, Head of Department Human Resource Development Postgraduate School Universitas Airlangga,

Campus B Jl. Airlangga No.4-6 Surabaya, Indonesia

Keywords: Job Motivation, Quality Work of Life, Organization Citizen Behavior, Organizational Commitment.

Abstract: PT XXX Jaya Farm Hatchery Pasuruan is a company which engages in breeding of parent stock chicken

that have experienced a decline in production output significantly over last 5 years. This decline has caused

a decrease in productivity. There is also a gap in job motivation, quality work of life and organization

citizen behavior towards organizational commitment. This research aims to determine the effect of job

motivation, Quality Work of Life, Organization Citizen Behavior, towards Organizational Commitment.

Study at PT XXX Jaya Farm Hatchery Pasuruan either partially or simultaneously, as well as to know which

variable were the most significant influence on Organizational Commitment. This research was conducted

with quantitative methods. Data collection techniques used is a questionnaire with a sample of 120

respondents. The results of research show that job motivation, quality work of life and organization citizen

behavior have simultaneous and partial effect towards organizational commitment. The results of the

research stated that the quality work of life is the most significant variable on organizational commitment.

Variable Job Motivation, Quality of Work Life and Organizational Citizenship Behavior on organizational

commitment, has a strong relationship and the remaining influenced by other variables has not been

examined in this study.

1 INTRODUCTION

One of the most capable factors to determine the

success or failure of an organization is the factor of

human resources or HR. Every

organization/company expects every employee to

have a high commitment to the organization to

achieve company goals, because basically the

commitment of employees to the organization that

ultimately affect the progress of a company as a

whole.

There are several factors that influence

organizational commitment. In personal factors

include job expectations, job motivation. In

organization factors include job scope, quality work

of life, organization behavior. In non-organization

factors include availability of alternative jobs

(Sopiah, 2008).

PT. XXX Jaya Farm Hatchery Pasuruan is a

subsidiary of PT. XXX Group, a large company in

Thailand engaged in various fields, one of the field

is animal husbandry. PT XXX is a company engaged

in the DOC (Day Old Chick) and the largest

processed food in Indonesia.

Problems that exist in PT. XXX Jaya Farm

Hatchery Pasuruan branch is a gap that occurs,

where the level of job motivation, quality of work

life and organizational citizenship behavior are done

well but there is an indication of the level of

organizational commitment is still not maximum.

Based on the observations of researchers, it is

found that employee turnover rate is quite high. The

employee turnover data for 2013-2017 is shown in

the graph below:

Hidayah, T. and Windijarto, .

Job Motivation, Quality Work of Life and Organization Citizen Behavior toward Organizational Commitment.

DOI: 10.5220/0007551107690773

In Proceedings of the 2nd International Conference Postgraduate School (ICPS 2018), pages 769-773

ISBN: 978-989-758-348-3

769

Figure 1: Turnover intention of PT. XXX Jaya Farm 2017.

This figure shows that at PT. XXX Jaya Farm,

individuals who are satisfied with their work tend to

fulfill the commitment to the organization, resulting

in the emergence of employee loyalty to the

organization, which ultimately leads the employee to

have a sense of dependence and responsibility on the

organization. Individuals with low organizational

commitment will tend to undertake ways that can

disrupt organizational performance such as work

slowness and high employee turnover, low

commitment employees tend not to survive in an

organization because employees with committed low

feel does not have an attachment to the organization

so this is what triggers employees to not last long

working on the company. This is evidenced by the

high number of outgoing employees in 2014 and

2016 of about 20.6% and 18.4% and an increase in

the number of employees coming in 2017 by 42.1%.

2. MANUSCRIPT PREPARATION

2.1 Job Motivation

Motivation is a form of encouragement that exists in

a person. The impetus comes from internal factors as

well as external factors (Chen et al, 2016).

The motivation is divided into two, namely

internal and external. Internal motivation occurs

when a person wants something, then he will try to

perform a certain activity so that what he wants to be

achieved, which includes 1) Achievements; 2)

Recognition; 3) Responsibility; 5) Growth or the

possibility to grow and 6) Work Itself (Allen et al,

2013). External factors arise when the individual

does activities that get reciprocity from the outside

to achieve their goals, which is influenced by 1)

Company policies and administration; 2)

Supervision; 3) Wages, salaries or other benefits

including incentives; 4) Interpersonal relationships;

5) Status; 6) Job security and 7) Working conditions

(Hezberg, 2012).

2.2 Quality Work of Life (QWL)

Quality of work life is one of the forms of applied

management philosophy in order to manage the

organization in general and human resources in

particular. As a philosophy, quality of work life is a

management perspective on people, workers and

organizations. The key elements of the philosophy

are the management's concern about the impact of

work on people, the effectiveness of the organization

and the importance of employees in problem solving

and decision-making especially concerning their

work, career, income and fate in the work

(Husnawati, 2006).

Successful creation of quality of work life in an

organization is an effort that is not easy and should

be pursued by both parties, namely the management

and employees (Husnawati, 2006).

Quality work of life can be measured through

nine dimensions: 1) Employee participation; 2)

Conflict resolution; 3) Communication; 4)

Occupational health; 5) Work safety; 6) Work

security; 7) Decent compensation; 8) Pride; and 9)

Career development (Cascio, 2010).

2.3 Organization Citizenship Behavior

Organizational citizenship behavior is often defined

as the behavior of individuals who have the freedom

to choose, which is indirectly or explicitly

acknowledged by the reward system and contributes

to the effectiveness and efficiency of organizational

functions (Novliadi, 2007). Organizational

citizenship behavior has three main forms, namely:

1) Obedience; 2) Loyalty and 3) Participation

(Organ, 2006). OCB can be measured through five

dimensions: 1) Altruism; 2) Civic Virtue; 3)

Conscientiousness; 4) Sportsmanship and 5)

Courtesy (Organ, 2006).

2.4 Organizational Commitment

Commitment in work is perceived as a willingness

to provide energy, loyalty to the organization and

strive to realize the success of organizational goals.

This commitment is characterized by a strong desire

to remain as a member of the organization, a desire

to strive according to the organizational desires and

beliefs and acceptance of the values and goals of the

organization so that members of the organization

ICPS 2018 - 2nd International Conference Postgraduate School

770

committed in working to realize the success of the

goals of the organization. Commitment is the key to

organizational success (Trinantoro, 2005).

2. 5 Methods

The sampling technique used is total sampling,

namely the technique of determining the sample if

all members of the population are used as samples.

The purpose of using total sampling is for research

that wants to make generalizations with very small

errors. So that the total sample of this study is 120

employees.

Data collection techniques are the most

important step in research because the main purpose

of the research is to get data. Data collection

technique used in this study is questionnaire.

That is a list of questions which contains several

questions related to variables in the study. Based on

the suitability between the level of measurement and

data collection techniques used by researchers. This

questionnaire is given to respondents, namely

employees of PT. XXX Jaya Farm Hatchery Unit

Gempol Pasuruan.

Data collection by collecting turnover intention

data in 2013-2017 was examined and other data

related to the company, especially data regarding

organizational commitment (Y) in order to support

and supplement. The analysis used in this study is

quantitative analysis. In quantitative research, data

analysis is an activity carried out after data from all

respondents or other data sources have been

collected. Activities in data analysis include:

grouping data based on variables and types of

respondents, tabulating data based on variables from

all respondents, presenting data for each variable

studied, performing calculations to answer the

formulation of the problem and performing

calculations to test the hypothesis that has been

proposed. The analysis technique used by

researchers in this study is multiple linear regression

analysis techniques. if you intend to predict how the

condition (ups and downs) of the dependent variable

(criterion), if two or more independent variables as

predictor factors are manipulated (increased value

down).

3 RESULT AND DISCUSSION

Based on the results of the research hypothesis

testing conducted at PT XXX Jaya Farm Hatchery

Pasuruan showed that the calculation of F test

known value of F-count of 32.737 and F-table of

2.70 with df the numerator 3 and the denominator

94. Thus it is proven that F-count greater than F-

table which means H0 rejected and Ha accepted at a

significance level of 0.000. This means that there is

a significant influence of job motivation (X1),

quality of work life (X2) and organizational

citizenship behavior (X3) variables simultaneously

to organizational commitment (Y).

Job motivation variable when viewed from the

result of partial test (t test) get t count value in this

research is equal to 2,694 with significance level

equal to 0.008 bigger than t table equal to 1.98552 it

indicates that there is rejection of H0 and acceptance

of Ha which mean there is influence of significant

variable job motivation (X1) to the organizational

commitment variable (Y) of 26.8% so that the effect

is small because the partial determination coefficient

below 50%. And seen from doubled linear

regression showed that coefficient value equal to

0.396 stated that addition of job motivation equal to

1 will increase organizational commitment equal to

0,396.

This is in line with the research of

Alimohammadi (2013) which explains that there is a

significant positive impact between motivation and

organizational commitment. So that it can be

concluded, the existence of high motivation will also

provide a high level of organizational commitment.

The next variable is quality work of life.

Variable quality work of life is when viewed from

the results of partial test to get the value of t count in

this study is 4.357 with a significance level of 0.000

greater than t table of 1.98552 this indicates that the

rejection of H0 and accept Ha meaning that there is

a significant influence variable quality of work life

(X2) to organizational commitment variable (Y) of

0.411 or 41.1% so that influenced small because the

coefficient of determination below 50%. And from

the results of multiple linear regression shows the

value of coefficient of 0.451 states that the quality of

work life of 1 will increase the organizational

commitment of 0.451. The last variable is

organizational citizenship behavior.

This is in line with the research of Wenda

Chrisienty O (2015). The results of the study show

that there is an influence of quality of work life on

employee organizational commitment at CV Sinar

Plasindo. Thus the quality of work life is very

important in creating employee organizational

commitment. This indicates that the higher the

quality of work life felt by employees, the higher the

employee's commitment to the organization.

Organizational citizenship behavior variable

when viewed from partial test result get t count

Job Motivation, Quality Work of Life and Organization Citizen Behavior toward Organizational Commitment

771

value in this research is equal to 2,313 with level of

significance equal to 0.023 bigger than t table equal

to 1.98552. This indicates that the rejection of H0

and the acceptance of Ha which means there is a

significant influence organizational citizenship

behavior (X3) variable to organizational

commitment variable (Y) of 23.2% so the effect is

small because the determinant coefficient below

50%. And from the results of multiple linear

regression shows the value of coefficient of 0.187

states that the addition of organizational citizenship

behavior of 1 will increase the organizational

commitment of 0.187.

This is in line with Bogy Juniar Gintang

Kumara's (2014) research, there is a very significant

positive relationship between organizational

commitment and the level of organizational

citizenship behavior in Ratu Luwes Pasar Legi

employees. towards organizational citizenship

behavior of 89.3%. Which explains more than the

average employee who has an OCB to work for the

company where he works, overall the employees

have a high commitment to the organization.

Of all the independent variables, the most

significant influence is the quality of work life (X2)

with the highest t count of 4.357 with the significant

level of 0.000 and has the largest partial coefficient

of determination that is equal to 0.411 or 41.1% and

the smallest significance of other variables. From the

results of multiple linear regression shows the value

of large coefficient the most among other variables

that is equal to 0.451. The result of the research

shows that quality of work life (X2) have the most

significant effect to organizational commitment (Y).

This shows how important the quality of work life.

CONCLUSIONS

Based on the results of research that has been done

about "The influence of job motivation,

organizational citizenship behavior and quality of

work life toward organizational commitment (Study

At PT. XXX Jaya Farm Hatchery Pasuruan" it can

be concluded as follows:

Job Motivation (X1), quality work of life (X2)

and organizational citizenship behavior (X3)

together or simultaneously affect organizational

commitment (Y). Independent variables have

influence together proved by result of F test which

have simultaneous influence of independent variable

to dependent variable. Thus the first hypothesis in

this study has been proven and acceptable which

means Ha accepted, H0 rejected.

Job motivation (X1) partially significant effect

on namely quality work of life (X2) and

organizational citizenship behavior (X3). Thus the

third hypothesis has been proven and acceptable.

(Y), organizational citizenship behavior (X3)

partially significant influence on organizational

commitment (Y), quality of work life (X2) partially

or each has a significant effect on organizational

commitment (Y). It is proven based on t test where t

count value of each variable is bigger than t table.

Thus the second hypothesis in this study has been

proven and acceptable.

The variable that has the most significant

influence on organizational commitment (Y) is the

quality of work life (X2) variable because it has the

highest t count. And has the smallest significance

among other variables.

ACKNOWLEDGEMENTS

The researchers would like to express their gratitude

to God and to thank the parties involved in this

research. Million thanks go to my beloved family

who always support and encouraged my spirit, the

lecturers of Airlangga University, the employees in

this research who became the respondents, and my

colleagues who helped in funding this research.

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