Does job satisfaction mediate the effect of a reward system on organizational citizenship behavior? Evidence from the public sector

  • 794 Views
  • 315 Downloads

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License

Employees with organizational citizenship behavior are characterized by the attitude of people who show employees’ willingness to exceed the minimum targets set by the organization. Thus, employees will work voluntarily even outside their duties and responsibilities. This study aims to investigate the interactions between reward systems and organizational citizenship behavior, considering work satisfaction as a mediating factor. This paper employs a quantitative methodology. Thirty-eight agricultural extension employees from the Agricultural Office in Labuhanbatu Regency, Indonesia, served as the samples. SEM (SmartPLS) approach was utilized to analyze the data. The findings discovered that the reward system has a favorable and considerable impact on job satisfaction. The results also boosted that the increase in employee job satisfaction has a positive and significant effect on increasing organizational citizenship behavior. The relationship between the reward system and organizational citizenship behavior is positive but insignificant. Moreover, the study also demonstrates that job satisfaction significantly and favorably mediates the impact of the reward system on organizational citizenship behavior. Therefore, a reward policy must be implemented to satisfy employees because job satisfaction is crucial in increasing organizational citizenship behavior.

view full abstract hide full abstract
    • Figure 1. Conceptual framework
    • Figure 2. Structural models
    • Table 1. Construct and measurements
    • Table 2. Outer loading
    • Table 3. Construct reliability
    • Table 4. Discriminant validity (Cross loading method)
    • Table 5. Hypotheses testing results
    • Conceptualization
      Zulkifli Musannip Efendi Siregar, Ade Parlaungan Nasution, Ende, Yudi Nur Supriadi, Meisa Reresimi
    • Data curation
      Zulkifli Musannip Efendi Siregar, Ende
    • Formal Analysis
      Zulkifli Musannip Efendi Siregar, Yudi Nur Supriadi, Meisa Reresimi
    • Investigation
      Zulkifli Musannip Efendi Siregar, Ade Parlaungan Nasution
    • Methodology
      Zulkifli Musannip Efendi Siregar, Ende, Yudi Nur Supriadi
    • Project administration
      Zulkifli Musannip Efendi Siregar, Ade Parlaungan Nasution
    • Supervision
      Zulkifli Musannip Efendi Siregar, Ade Parlaungan Nasution
    • Validation
      Zulkifli Musannip Efendi Siregar, Ade Parlaungan Nasution
    • Writing – original draft
      Zulkifli Musannip Efendi Siregar, Meisa Reresimi
    • Writing – review & editing
      Zulkifli Musannip Efendi Siregar, Ende, Yudi Nur Supriadi, Meisa Reresimi
    • Visualization
      Ade Parlaungan Nasution
    • Software
      Ende, Yudi Nur Supriadi
Related Articles

  • The relationship between employee well-being and organizational trust in the context of sustainable human resource management

    Vaida Jaskeviciute , Asta StankevicieneORCID , Danuta Diskiene , Julija SavickeORCID doi: http://dx.doi.org/10.21511/ppm.19(2).2021.10
    Problems and Perspectives in Management Volume 19, 2021         Issue #2         pp. 118-131 Views: 2966 Downloads: 2075 TO CITE АНОТАЦІЯ

    As the impact of the COVID-19 pandemic continues to grow, new challenges in the organizational and business environment emerge, causing the human resource management (HRM) to develop a flexible yet strategic and sustainable response in the face of instability and uncertainty. HRM practices that focus on employees’ emotional, psychological, and cognitive states are becoming crucial. The aim of this paper is to disclose the relationship between employee well-being and organizational trust in the context of sustainable HRM. The literature analysis revealed that sustainable HRM practices focused on meeting the needs of employees are particularly significant as they positively influence employee well-being. Furthermore, ensuring employee well-being based on sustainable HRM principles leads to increased organizational trust. The results of the analysis proved direct and indirect relationships between employee well-being and organizational trust; however, further research is needed to distinguish the relationship between sustainable human resource management practices and employee well-being, with a mediating role and moderating role of organizational trust.

  • Public finances, governance control and economic growth: a macroeconomic history approach

    Ola Honningdal GryttenORCID Researcher ID doi: http://dx.doi.org/10.21511/imfi.16(1).2019.15
    Investment Management and Financial Innovations Volume 16, 2019         Issue #1         pp. 189-202 Views: 2580 Downloads: 510 TO CITE АНОТАЦІЯ

    The size of the public sector is an important tool in public governance. Public sector size may fuel both economic growth and political influence over the economy.
    By compiling and processing data from different sources of public accounts the paper aims at mapping the development of key financial indicators for the Norwegian central government sector during the transition period from the mid 19th to the mid 20th century. The data enable us to give measures of the size of the public sector alone and compared to the overall economy.
    It is found that the sector started its continuous growth before politicians deliberately started to increase the sector’s size of the total economy. The paper also finds that an increase of the public sector often, but not always, reflects political economy regimes. Persistent growth in public finances as a tool for economic policy making did not take place before the introduction of the social-democratic regime in 1935.
    The paper also concludes that economic growth started before the growth in the public sector, suggesting that public sector growth might as well be a result of economic growth or vice versa.

  • The development of talent management in Malaysian public sector: a comprehensive review

    Sharmaine Sakthi AnanthanORCID , Halimah Abdul ManafORCID , Mega HidayatiORCID , Dian Suluh Kusuma DewiORCID doi: http://dx.doi.org/10.21511/ppm.17(2).2019.18
    Problems and Perspectives in Management Volume 17, 2019         Issue #2         pp. 242-253 Views: 2270 Downloads: 1138 TO CITE АНОТАЦІЯ

    The aim of this current study was to analyze recent development of talent management among public service managers in Malaysia. The study brings understanding on talent management and broader human capital issues within Malaysia context by analysing the comprehensive literature. Government of Malaysia is emphasizing on development of talent in the public sector, as it is the most significant resource for the public service. The study found that the government has invested in various programs and initiatives to develop and produce key talented human capital within the public sector. However, despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving. The study also indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch. Another key issue is the incapability to retain talented people that led to poor innovation and creativity within the country. Is key issue is part of the factors discussed in the 10th and 11th Malaysia Plan, and is a concern, as it plays a role in preventing the progress of Malaysia in achieving a developed nation by 2020. As one of the key aspirations of Malaysia is to enrich public service in Malaysia as a citizen centre that is having talented human capital. The study revealed that there is a need for in-depth quantitative and qualitative further research to discover new insights on talent management and retain talent among the public sector managers in Malaysia.

Download Preview
Close
Problems and Perspectives in Management
Problems and Perspectives in Management