FACTORS TRIGGERING ORGANIZATIONAL CITIZENSHIP BEHAVIOR, FAILURE AND SUCCESS: A CASE STUDY OF A HIGHER EDUCATION INSTITUTION

Abstract

Purpose\xa0 of\xa0 Study: In today s digital era, every individual is claimed must be able to create and innovate in order to be able to thrive in the future so that the resilience of the company will be strengthened. Currently\xa0 higher education institution is in need of change in order to maintain the survival and development within the competitive world. Organizational citizenship behavior, is a role that exceed the basic obligations undertaken by an employee. This research aims to reveal the influence of transformational leadership, organizational climate, work motivation, and job satisfaction towards Organizational citizenship behavior. \nMethodology: Data was retrieved via survey method using questionnairesmethod of data collection. The population of the present srudy is thelecturers of Pembangunan Nasional Veteran University of East Java. Purposive sampling method has been used, with approximately 187 lecturers already working for more than 5 years. Hypothesis testing are conducted using Partial Least Square analysis (PLS). \nMain Findings:The results exhibited thattwo hypotheses were accepted and two other hypotheses were rejected. Organizational climate and job satisfaction have an influence on Organizational citizenship behavior,\xa0 while transformational leadership and work motivation have no effect toward Organizational citizenship behavior. \nImplications/ Applications: The results provide a guidance for the reasons for success and failure of OCB. The success of OCB is characterized by an organizational climate that is able to improve performance and provide job satisfaction. Whereas the failure of OCB implementation was caused by transformational leadership who were unable to change behavior and motivated lecturers to voluntarily help friends in doing their jobs.Based on the findings, it is suitable to emphasise the need for improving workplace climate as well as job satisfaction. Employers that would like to retain talented academics in their academic institutions should not be concerned about leadership quality and work motivation which has no impact on the citizenship behaviour. The insights are particularly useful in the case of Indonesia trying to develop its national education system to be on par with more developed economies and produce graduates who are employable on a global scale.