Journal of Business and Economics, ISSN 2155-7950, USA August 2014, Volume 5, No. 8, pp. 1430-1441 DOI: 10.15341/jbe(2155-7950)/08.05.2014/022 Academic Star Publishing Company, 2014 http://www.academicstar.us
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The Influence of Competency and Commitment to Organizational
Citizenship Behavior and Its Impact to Employee Productivity Based on
Perception of Supervisors: A Survey at Star Hotels in West Java
Asep Kurniawan
(Faculty of Economics, University of Jenderal Achmad Yani (Unjani) Bandung, Cimahi, Indonesia)
Abstract: The number of employees who are not productive due to lack of competence and commitment and
lack of good organizational citizenship behavior, resulting in the disruption of the achievement of employee
productivity. This study aims to produce study the influence of competence, commitment to employee productivity,
both directly and through organizational citizenship behavior. This research is descriptive and verifikatif the
method of the survey, conducted in five-star hotel star in particular 3, 4 and 5 in West Java with a total sample size
of 223 supervisors of food and beverage and supervisor of room division. Testing hypotheses is using Structural
Equation Modeling (SEM). The results showed: contribute to the influence of competency and commitment to
employee productivity through greater organizational citizenship behavior compared to the influence of
competency and commitment to employee productivity directly, this suggests that organizational citizenship
behavior is built through competency and committed employees have a major role to increase productivity and
decrease employee star hotels.
Key words: competence; commitment; organizational citizenship behavior and employee productivity
JEL codes: Z1
1. Introduction
Fluctuations in the number of tourist arrivals were accommodated in West Java province can be seen in 2004
grew by 34.67% from the previous year, and continue to decline. In 2006 growth in tourist arrivals had very poor
condition, due to a decrease of 19.40% from the previous year. Year 2008 saw a huge growth in the amount of
65.71% from the previous year. Furthermore, fluctuations in the number of domestic tourist visits were
accommodated in West Java province can be seen in 2004 grew by 41.75% from the previous year, and has
decreased notably in 2005 was 9.78%. Furthermore, in 2006 the growth of tourist arrivals increased from 2005 by
6.70% in 2007, but the growth is very small at 0.41% over the previous year and in 2008 there was an increase is
quite high at 9.46% from the previous year (Department of Tourism and Culture of West Java Province, 2010).
The growing amount of accommodation in the province of West Java in 2003-2010 can be explained that the
development of the star from 2003 to 2005 did not experience an increase in the number of hotels. In 2006 the
Asep Kurniawan, Ph.D., Faculty of Economics, University of Jenderal Achmad Yani (Unjani) Bandung; research area/interests:
human resources management. E-mail: [email protected].
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development of the number of star hotels grew by 4.44% or as much as 6 star hotels, and in 2007 also grew by
9.93% or as many as 14 hotels. Later in 2008, an increase of 12.90% and until 2010 there was no increase in
growth in the number of hotels (Department of Tourism and Culture of West Java Province, 2010).
Productivity Indonesian ranks 59 of 61 countries (Reuters, 2009). If Indonesian is reviewed more in-depth
ranking of 60 countries in 2005 alone ranked Indonesian remained unchanged in position 59 of the 60 countries to
compete with the overall productivity of Thailand (ranked 27), Malaysia (ranked 28), Korea (ranked 29), China
(ranked 31), Philippines (ranked 49) (IDM Word Competitiveness Yearbook, 2005).
Minister of Manpower and Transmigration (minister) Erman said that the labor productivity of HR (human
resources) Indonesian is low. According to an international survey, Indonesia ranks 137 of 147 countries surveyed.
In Indonesian, people of different cultures—different causes demising productivity—each different region (Bali
Post).
According Wiratha (1998) that have not achieved target of tourist allegedly caused by the professionalism of
the employees of the hospitality industry as an industry providing accommodation services remains low, with the
knowledge or insights of employees relatively narrow and less able to create ideas, solve problems that arise and
sense of responsibility is still relatively small. Furthermore, Kessler (2008) states that many organizations have
attempted to build a model—a model of competence to identify the core competencies that organizations need to
be more competitive and successful in the future.
Level of employee commitment in Indonesian is still low when compared to other countries. According to
the Asia Market Intelligence said that employees in Asia involving 1679 respondents in nine countries, namely
Indonesian, Korea, Singapore, Malaysia, the Philippines, Thailand, Taiwan, Hong Kong and China. The survey
results demonstrate the commitment and loyalty of employees in Indonesian is relatively low compared with other
Asian countries (14/XVII SWA Magazine, July 2001). Along with other researchers, namely Wyatt who conducted
a survey of 8000 employees from 46 companies in 14 major industry in Indonesian shows the level of
commitment and loyalty of employees in Indonesian is still low (Reuters, December 1, 2004).
Based on preliminary research and observations that have been made against 30 people who assess the
operational supervisor employees at the food and beverage as well as the employees of the hotel room division
three, four and five in West Java Province, investigators get some phenomenon.
The first phenomenon is related to the fact that employee competence (ECPT) star in West Java Province
explained that 53.33% in the opinion of food and beverage supervisor and the supervisor’s immediate superior
room division as an employee, showing employees who worked under him was not competent. According to
Kessler (2008) states that organizations should be able to make sure employees understand the job competencies
to be able to adjust to the job.
The second phenomenon, an overview of employee commitment (ECMT) star in West Java Province by
rating food and beverage supervisor and supervisor room devision showed 56.67% of the employees are not
committed. According to Luthans (2006) suggested that a summary of past and present research shows a positive
relationship between organizational commitment and desired outcomes such as high performance, low employee
turnover, and absenteeism rates.
The third phenomenon, an overview of organizational citizenship behavior (OCB) employee-star hotel in
West Java can be seen that 56.67% of the employees are not organizational citizenship behavior. According to an
expert who has examined the OCB, that will enhance the achievement of goals and organizational effectiveness
(Bowler, 2006).
The Influence of Competency and Commitment to Organizational Citizenship Behavior and Its Impact to Employee Productivity Based on Perception of Supervisors: A Survey at Star Hotels in West Java
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Finally the fourth phenomenon, to employee productivity (EPR) star in West Java Province assessments
food and beverage supervisor and supervisor room division showed 53.33% of employees are not productive.
According to Sedarmayanti (2010) that with the development of business activities in various sectors, it needs
more attention workings that will create efficiencies that will ultimately result in labor productivity.
Increased productivity will be difficult to be increased if the management of an organization does not manage
its human resources effectively. According Rivai and Sagala (2010) stated that the achievement of the business
objectives of the organization, the problems faced by the management not only in raw materials, work tools,
production machines, money and the environment, but also about employees (human resources) which manage
factors of production other.
Based on the above research background, the research problem is formulated as follows: How much
influence employee competence (ECPT), employees’ commitment (ECMT) on employee productivity (EPR), both
directly and through organizational citizenship behavior (OCB) on star hotels in West Java Province
2. Literature Review
Grand Theory in this research is the theory of management. The power management is shown by the many
individuals who have the dedication, integrity and professionalism in the travel and career development (Druker &
Maciariello, 2008)
Middle Range Theory is a theory in the study of Human Resource Management (HRM) and Organizational
Behavior. Human Resource Management is the process of managing the individuals in achieving organizational
goals. HRM is part of the management process associated with managing resources effectively and efficiently
starting from procurement, developing and retaining competent human resources to achieve organizational goals
(Mahapatro et al., 2010). According to Armstrong (2009) states that the practice of HRM focuses on aspects of
how to manage the human resources employed in the organization. Furthermore Torrington et al. (2008) suggested
that HRM is the basis of all management activities but not of all business activities. However, business activities
should be sure to attract human resources that suit their needs and manage them well. While the concepts of
organizational behavior represents the human resource management, not the entire management. Organizational
behavior does not intend to describe the overall management (Luthans, 2006). Furthermore, according to Mullins
(2006) examine the behavior of many organizations related to the behavior of individuals within the organization.
Behavior is often the most central issues related to the problems of individuals and groups within the organization
especially faced with the complexity of the behavior of individuals and groups in the modern business world.
While opinion Schermerhorn et al. (2010) stated that organizational behavior is the basis for learning about the
behavior of individuals, groups and organizations both through the understanding of work-related behavior,
interpersonal processes in the dynamics of the organization to achieve organizational performance.
Applied Theory of the study was the theory of competence, the theory of commitment, organizational
citizenship behavior theory (OCB) and the theory of productivity. Commission a number of individual
characteristics associated with the reference criteria expected behavior and performance in a job or situation that is
expected to be met (Spencer & Spencer, 1993). According to Meyeretal (2002) suggested that the theory of
commitment is an attitude or psychological relationship between the individual members of the organization that
is characterized by the belief and acceptance of the goals and values of the organization, the desire to remain a
member and a desire to advance the organization. Furthermore, according to Porter, the Armstrong et al. (2006)
The Influence of Competency and Commitment to Organizational Citizenship Behavior and Its Impact to Employee Productivity Based on Perception of Supervisors: A Survey at Star Hotels in West Java
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said that the theory commitment as binding (attachment) and loyalty (loyalty), which is the relative strength of an
individual’s identification with and involvement with civic organization. OCB according Organ et al. (2006) is an
attitude employee behavior voluntary, sincere, happy without having to be governed and controlled by the
company in providing good service. Employee Productivity (EPR) is a relationship between the input and output
or effectiveness or efficiency. Employee Productivity (EPR) can be enhanced by using the concept of effective and
efficient (Robbins, 2003; Sinungan, 2009; Suryanto, 2010; Sedarmayanti, 2010; Sakamoto, 2010; Heizer &
Render, 2011).
3. Research Methods
This study will use the descriptive research methods and verification. The number of respondents was as
many as 223 people, the food and beverage supervisor and the supervisor room division star hotels scattered all
regencies/cities in West Java Province. A variable to be measured is the employee competency, employee
commitment, and organizational citizenship behavior and employee productivity. The method used to process and
analyze the data in this study is analysis is descriptive and structural equation modeling as a tool in making
conclusions. Later research instruments need to be tested on other respondents to determine the level of validity
and reliability.
4. Research Results
4.1 Compatibility of Model Test Results
Test match in structural equation modeling, the model can be seen by some as a model suitability test criteria
is presented in the following Table 1.
Table 1 Model Match Test Results
Size Goodness of Fit Value Estimation Results
Chi-Square 4812.53 (p-value = 0,000)
RMSEA 0.053*
GFI 0.646
AGFI 0.624
NFI 0.946*
CFI 0.978*
IFI 0.978*
RFI 0.946*
PNFI 0.917*
PGFI 0.609
Note: *meet the criteria of a good model.
Size suitability models in SEM analysis, namely:
The calculation of the value of 2 (chi-square) for the studied models obtained for 4812.53 with ap-value =
0.000. Judging from the p-value less than 0.05 indicates that the 2 test significant.
Judging from the value of RMSEA (0.053 < 0.08) for the model under study shows that the model is obtained
to meet the criteria.
Judging from the value of GFI (Goodness of Fit Index) for the model studied by 0.646 < 0.90 indicates that
The Influence of Competency and Commitment to Organizational Citizenship Behavior and Its Impact to Employee Productivity Based on Perception of Supervisors: A Survey at Star Hotels in West Java
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the model obtained yet eligible.
The results indicate the absolute size of the suitability of the acquired models meet the criteria of goodness of
fit in the relatively small size of the RMSEA (0.053 < 0.080) suggesting that the empirical models obtained are in
accordance with the theoretical model. To measure parsimonious (CFI, IFI, RFI and PNFI) all meet the criteria of
good models, i.e., greater than 0.90.
4.2 Measurement Model
In this study, there are 20 latent variables to the manifest variables as number 79 employee competency (ECPT)
latent variable consisted of 45 variables manifest, employee commitment (ECMT) consists of 15 manifest variables,
organizational citizen behavior (OCB) consists of 18 manifest variables and employee productivity (EPR) consists of
one manifest variable. In matches test model (goodness of fit) concluded that the model is acceptable, meaning that
the model obtained can be used to test the hypothesis that has been proposed. Using maximum likelihood estimation
method obtained full path diagram model of ECPT, ECMT and OCB influence on EPR.
Figure 1 Coefficient of Structural Equation Modeling Standards
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4.3 Validity Test Instruments
If the correlation coefficient point declarations with a total score 0.317 then the statement is declared
invalid (Sarwono & Martadiredja, 2008, p. 189). The results of the calculation of commission instruments validity,
employee competence, employee commitment, organizational citizen behavior, and all meet the requirements of
validity employee productivity shown in the following table:
Table 2 Results Test Validity Questionnaire Employee Competency (ECPT)
The number of the statement
Validity index Critical value Information The number of the statement
Validity index Critical value
Information
Item 1 0.584 0.317 Valid Item 24 0.742 0.317 Valid
Item 2 0.613 0.317 Valid Item 25 0.802 0.317 Valid
Item 3 0.614 0.317 Valid Item 26 0.644 0.317 Valid
Item 4 0.727 0.317 Valid Item 27 0.738 0.317 Valid
Item 5 0.589 0.317 Valid Item 28 0.709 0.317 Valid
Item 6 0.599 0.317 Valid Item 29 0.675 0.317 Valid
Item 7 0.722 0.317 Valid Item 30 0.640 0.317 Valid
Item 8 0.675 0.317 Valid Item 31 0.737 0.317 Valid
Item 9 0.746 0.317 Valid Item 32 0.791 0.317 Valid
Item 10 0.688 0.317 Valid Item 33 0.623 0.317 Valid
Item 11 0.548 0.317 Valid Item 34 0.633 0.317 Valid
Item 12 0.681 0.317 Valid Item 35 0.729 0.317 Valid
Item 13 0.678 0.317 Valid Item 36 0.750 0.317 Valid
Item 14 0.727 0.317 Valid Item 37 0.760 0.317 Valid
Item 15 0.797 0.317 Valid Item 38 0.710 0.317 Valid
Item 16 0.780 0.317 Valid Item 39 0.671 0.317 Valid
Item 17 0.835 0.317 Valid Item 40 0.629 0.317 Valid
Item 18 0.713 0.317 Valid Item 41 0.601 0.317 Valid
Item 19 0.811 0.317 Valid Item 42 0.606 0.317 Valid
Item 20 0.705 0.317 Valid Item 43 0.755 0.317 Valid
Item 21 0.717 0.317 Valid Item 44 0.655 0.317 Valid
Item 22 0.785 0.317 Valid Item 45 0.648 0.317 Valid
Item 23 0.691 0.317 Valid
Table 3 Questionnaire Validity Test Results Employee Commitment (ECMT)
The number of the statement
Validity index Critical value Information The number of the statement
Validity index Critical value
Information
Item 1 0.605 0.317 Valid Item 9 0.614 0.317 Valid
Item 2 0.623 0.317 Valid Item 10 0.518 0.317 Valid
Item 3 0.591 0.317 Valid Item 11 0.610 0.317 Valid
Item 4 0.622 0.317 Valid Item 12 0.655 0.317 Valid
Item 5 0.528 0.317 Valid Item 13 0.646 0.317 Valid
Item 6 0.603 0.317 Valid Item 14 0.586 0.317 Valid
Item 7 0.562 0.317 Valid Item 15 0.627 0.317 Valid
Item 8 0.601 0.317 Valid
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Table 4 The Results of Test Validity Questionnaire Organizational Citizenship Behavior
The number of the statement
Validity index Critical value InformationThe number of The statement
Validity index Critical value
Information
Item 1 0.723 0.317 Valid Item 10 0.636 0.317 Valid
Item 2 0.688 0.317 Valid Item 11 0.641 0.317 Valid
Item 3 0.750 0.317 Valid Item 12 0.711 0.317 Valid
Item 4 0.740 0.317 Valid Item 13 0.808 0.317 Valid
Item 5 0.823 0.317 Valid Item 14 0.687 0.317 Valid
Item 6 0.616 0.317 Valid Item 15 0.743 0.317 Valid
Item 7 0.619 0.317 Valid Item 16 0.789 0.317 Valid
Item 8 0.809 0.317 Valid Item 17 0.718 0.317 Valid
Item 9 0.734 0.317 Valid Item 18 0.755 0.317 Valid
Table 5 Test Result Validity Questionnaire EPR
The number of the statement Validity index Critical value Information
Item 1 0.670 0.317 Valid
Item 2 0.691 0.317 Valid
Item 3 0.713 0.317 Valid
Item 4 0.733 0.317 Valid
Item 5 0.567 0.317 Valid
Item 6 0.748 0.317 Valid
4.4 Reliability Test Instruments
Reliability coefficient calculation technique used is the Cronbach Alpha reliability coefficient. Based on the
results of treatment using the split-half obtained reliability test results as follows:
Table 6 Test Results Reliability Questionnaire Research
Questionnaire Reliability coefficient Critical value Information
Employee competency 0.978 0.80 Reliable
Employee commitment 0.908 0.80 Reliable
Organizationalcitizenship behavior 0.956 0.80 Reliable
Employee productivity 0.879 0.80 Reliable
4.5 Effect of Employee Competency (ECPT), Employee Commitment (ECMT) and Organizational
Citizenship Behavior (OCB) Against Employee Productivity (EPR)
Substructure to be tested is the influence of the commission, ECPT, ECMT, and OCB against the EPR. Based
on the research paradigm substructure to be tested is formulated as follows.
Table 7 Structural Influence Model of ECPT, ECMT and OCB against EPR
Endogenous Constructs
Exogenous constructs Error variance
ECPT ECMT OCB
EPR γ2.1ECPT γ2.2ECMT 2.1OCB + ζ 2
Note: Description: ECPT: competence; ECPT: commitment; OCB: organizational citizenship behavior; EPR: employee productivity; ζ2: The influence of other factors on employee productivity; γ2.1: Coefficient influence employee competence on employee
productivity; γ2.2: Coefficient influence commitment employees on employee productivity; 2.1: coefficient influence of
organizational citizenship behavior on employee productivity.
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From the results of data processing using the software LISREL structural equation is obtained as follows.
Table 8 Effect of Structural Equation Commission, ECMT and OCB against EPR
Endogenous Constructs
Exogenous constructs Error variance
ECPT ECMT OCB
EPR 0.2041
(3.5539) 0.1968
(3.4580) 0.5118
(7.4788) 0.3940
Note: Description: Figures in brackets are the t-test statistic value.
Together-each variable ECPT, ECMT and OCB is to contribute or influence by 60.60% against the EPR in
star hotels in the province of West Java. While the remaining 39.40% is influenced by other factors beyond the
three independent variables were studied.
Through values of the coefficients contained in the table can be calculated the effect of each independent
variable (ECPT, and ECMT) against EPR
Table 9 Effect of the Great ECPT, ECMT and OCB against EPR
FreeVariable Coefficient The Direct Path Through OCB Total
ECPT 0.2041 4.17% 6.33% 10.50%
ECMT 0.1968 3.87% 5.33% 9.20%
OCB 0.5118 26.19% 26.19%
Among the three independent variables, OCB contributed most to the EPR, otherwise variable ECMT
contributed the least to the EPR on star hotels in West Java Province. Once the path coefficients are calculated,
and then to prove whether the ECPT, ECMT and OCB significant effect on the EPR, the hypothesis testing.
4.6 Effect of Competence (ECPT) and Commitment (ECMT) against Employee Productivity (EPR)
The hypothesis to be tested is the influence of the ECPT, and ECMT against EPR in star hotels in the
province of West Java. Visually path diagram on testing the third hypothesis is described as follows.
Figure 2 Diagram Line Hypothesis Testing
4.7 Effect of Competence (ECPT), and Commitment (ECMT) in Together against Employee
Productivity (EPR) H0: All 2.i = 0 i = 1.2
: ECPT and ECMT together no effect against the EPR in star hotels in the province of West Java.
Ha: There2.I0 i = 1.2
: ECPT and ECMT together the same effect on the EPR in star hotels in the province of West Java.
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Hypothesis testing is done through the provision of F-test statistics reject Ho if Fcount greater than Ftable, or
otherwise accept Ho if Fcount less than or equal to the Ftable. Formerly known that the ECPT and ECMT give effect
to the EPR by 19.70% and the value can be calculated through the value of F according to the formula
Fcount = 1 2
1 2
2Z(X X )
2Z(X X )
(n-k-1)R
k(1-R )
Fcount = ,
,
,
From table F for a significance level of 0.05 and degrees of freedom (2; 220) obtained value of Ftable is 3.037.
Because of the results obtained Fcount value (26.986) and greater than the Ftable (3.037), then the error rate of 5% so it
was decided to reject H0Ha accepted. So based on the results of the test with a 95% confidence level concluded that
the ECPT and ECMT together—equally significant effect on the EPR in star hotels in the province of West Java.
Effect of simultaneous variables ECPT and ECMT against EPR star hotels in West Java is positive, meaning
that the level of the EPR can be explained by the level of ECPT and ECMT employee owned hotels. ECPT and
ECMT has significant influence statistical tests against the EPR, which means that the influence of the EPR,
ECPT and ECMT show a strong and significant influence.
The influence of other variables against the EPR indicated by the amount of 80.30% epsilon this indicates
that there are other variables that affect the EPR took part in the star hotels in West Java outside EPR and ECMT
variables that need further study.
4.8 Effect of Competence(ECPT) in Partial against Employee Productivity (EPR) H0: 2.1 = 0 : ECPT had no effect on the EPR in star hotels in the province of West Java.
Ha : 2.1 0 : ECPT effect on the EPR in star hotels in the province of West Java.
Table 10 Test Results Influence ECPT on EPR
Coefficient path tcount tcritical Ho Ha
0.2041 3.5539 1.96 Rejected Accepted
Based on the test results can be seen tcount ECPT variable (3.5539) greater than tcritical (1.96). Because tcount is
greater than tcritical, then the error rate of 5% so it was decided to reject Ho Ha accepted. So based on the results of
the test with a 95% confidence level the Commission concluded that the partial effect on the EPR in star hotels in
the province of West Java.
Partially, the direct influence of the ECPT against EPR star hotels at 4.17%, the indirect effect through the
ECPT against EPR conjunction with OCB at 6.33% so that the total effect of the Commission against the EPR of
10.50%. This fact indicates that the ECPT variables that include variables of intellectual competence with
dimensions of competency achievement and acting, as well as competency skills; emotional competence variables
of self-efficacy and competence dimensions of service, as well as social competence variables of managerial
competence and competence dimensions influencing others show a positive influence in the formation and
improvement of EPR star hotels. The findings of the research ECPT positive influence on EPR star hotels indicates
that improvements through increased ECPT very important role in the formation and improvement of OCB.
The results of this study have been empirically proven and backed by some of the theory and the results of
previous studies that high ECPT can improve EPR.
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4.9 Effect of Commitment (ECMT) in Partial against Employee Productivity (EPR) H0 : 2.2 = 0 : ECMT had no effect on the EPR in star hotels in the province of West Java.
Ha : 2.2 0 : ECMT effect on the EPR in star hotels in the province of West Java.
Table 11 Test Result Influence ECMT on EPR
Coefficient path tcount tcritical Ho Ha
0.1968 3.4580 1.96 Rejected Accepted
Based on the test results can be seen tcount ECMT variable (3.4580) greater than tcritical (1.96). Because tcount is
greater than tcritical, then the error rate of 5% so it was decided to reject Ho Ha accepted. Based on the test results
with 95% confidence level concluded that the ECMT in partial against the EPR in star hotels in the province of
West Java.
While the direct influence of the EPR star hotels at 3.87%, the indirect effect ECMT to do with the EPR
through of 5.33%, so the total effect of the ECMT against OCB at 9.20%. This fact indicates that the variable
working capital which includes the dimensions of affective commitment, continuous commitment and normative
commitment showed a positive influence in the formation and improvement of EPR star hotels. The findings of
this study ECMT positive influence on EPR star hotels indicate that improvements ECMT very important role in
the formation and improvement of EPR star hotels.
4.10 Influence of Organizational Citizenship Behavior (OCB) against Employee Productivity (EPR)
The hypothesis to be tested is the influence of the EPR in OCB star hotels in West Java Province. Visually
path diagram on the test the second hypothesis is described as follows.
Figure 3 Diagram Line Hypothesis Testing
H0 : 2.1= 0 : OCB had no effect on the EPR in star hotels in the province of West Java.
Ha : 2.1 0 : OCB effect on the EPR in star hotels in the province of West Java.
Table 12 Effect of OCB Testing Results against EPR
Coefficient path tcount tcritical Ho Ha
0.5118 7.4788 1.96 Rejected Accepted
Based on the test results can be seen tcount OCB variable (7.4788) greater than tcritical (1.96). Because tcount is
greater than tcritical, then the error rate of 5% so it was decided to reject Ho Ha accepted. Based on the test results with
95% confidence level was concluded that OCB partially affect the ERP in star hotels in the province of West Java.
CO
AL
CV
SP
SD
OL
OC
OC
0.7626 EPR ratio EP0.511 1.0000
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The influence of the OCB against EPR star hotels at 26.19%. This fact suggests that the OCB variables that
include dimensions conscientiousness, altruism, civic virtue, sportsmanship, self development, organizational
loyalty and organizational compliance showed a positive influence in the formation and improvement of the EPR.
The findings of the research OCB positive influence on EPR star hotels indicates that improvements in OCB very
important role in the establishment and improvement of the EPR.
The results of this study have been empirically proven and backed by some of the theory and the results of
previous studies that high OCB employees can improve EPR.
Based on these three variables influence OCB greatest effect against the EPR star hotels that is equal to 26.19%
compared to the two other variables that influence the ECPT against the EPR gained 10.50% greater than the
influence of the ECMT against EPR only 9.20%. Of the magnitude of the indirect effect can explain the existence
of the interrelationship between variables ECPT, ECMT and OCB could increase the influence of variables
observed against EPR star hotel in the district/city in the province of West Java. This shows improvement
occurred in all three variables, namely the ECPT, ECMT and OCB together will increase EPR star hotels in
regency/city in the province of West Java. Contribution of the direct influence of the ECPT and working capital
amounted to 19.70% against the EPR but if the ECPT and the influence of the ERP through OCB ECMT
contributed 60.60%. This suggests that the ECPT and ECMT must be supported by a high OCB to get more EPR
star hotels level is high.
5. Conclusion
Contributions influence employee competence (ECPT) and the commitment of employees (ECMT) on
employee productivity (EPR) through organizational citizenship behavior (OCB) is greater than the influence of
competence and commitment to employee productivity is directly suggesting that organizational citizenship
behavior built through competency and committed employees have a great role to increase employee productivity
star hotels.
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