Perbedaan Organizational Citizenship Behavior (Ocb) Karyawan Ditinjau dari Karakter Kepribadian Big-Five dan Tipe Komitmen Organisasi Pt Pertamina Upms I Medan

Abstract

This research has two objectives. First, to investigate the differences of OCB based on big five personalities (i.e. neuroticism, extraversion, openness, agreeableness and conscientiousness). Second, to determine the differences of OCB based on organizational commitment (i.e. affective commitment, continuance commitment and normative commitment). This research was involved of 104 employees of PT Pertamina UPMS I Medan. Measuring instruments used were OCB scale, big-five personality scale, and organizational commitment scale. The result of analysis data showed there were no differences of OCB based on kind of big-five personality (F = 1.138, p > 0.05), but there were differences of OCB based on type of organizational commitment (F = 13.724, p < 0.05), which is employee with commitment affective have higher OCB than employee with continuance commitment and normative commitment.

Penelitian ini mempunyai dua tujuan, pertama, untuk mengetahui perbedaan Organizational Citizenship Behavior (OCB) berdasarkan kepribadian big-five (yaitu neuroticism, extraversion, openness, agreeableness, dan conscientiousness). Kedua, untuk mengetahui perbedaan OCB berdasarkan tipe komitmen organisasi (yaitu Affective Commitment, Continuance Commitment, dan Normative Commitment). Penelitian ini melibatkan sebanyak 104 orang, yang merupakan karyawan PT Pertamina UPMS I Medan. Alat ukur yang digunakan dalam penelitian ini adalah skala OCB, skala kepribadian big-five dan skala komitmen organisasi. Hasil analisa data menunjukkan bahwa tidak terdapat perbedaan OCB ditinjau dari jenis kepribadian big-five (F = 1.138, p > 0.05), akan tetapi terdapat perbedaan OCB ditinjau dari tipe komitmen organisasi (F = 13.724, p < 0.05), dimana karyawan yang memiliki komitmen affective memiliki OCB lebih tinggi dari pada karyawan yang memiliki tipe komitmen continuance dan normative.