Eva Ayu Monica, Rina Dwiarti

The Effect of Work Environment, Job Loyalty and Work Motivation on Organizational Citizenship Behavior at PDAM Bantul Regency

Introduction

The effect of work environment, job loyalty and work motivation on organizational citizenship behavior at pdam bantul regency. Explore how work environment, job loyalty, and motivation influence OCB at PDAM Bantul Regency. Quantitative research reveals significant positive relationships.

Abstract

The purpose of this quantitative research is to examine the relationship between organizational citizenship behavior (OCB) and PDAM Bantul Regency's work environment, employee loyalty to their employer, and overall work motivation. A total of sixty-one workers participated in the survey, and the results were evaluated utilizing SPSS and a Likert scale. There was a favorable and statistically significant relationship between OCB at PDAM Bantul Regency and three factors: work environment, work loyalty, and work motivation.

Review

This study investigates the influence of work environment, job loyalty, and work motivation on Organizational Citizenship Behavior (OCB) within PDAM Bantul Regency, presenting a relevant and focused inquiry into factors critical for organizational effectiveness. The research clearly states its quantitative approach and objective, aiming to establish relationships between these well-recognized drivers and OCB. The finding of a favorable and statistically significant relationship across all three independent variables with OCB offers valuable insights for the specific organization studied, suggesting that improving these aspects could foster more engaged and cooperative employee behaviors. The clarity of the objective and the directness of the reported findings are commendable. However, the abstract presents several methodological limitations that warrant closer scrutiny. The sample size of 61 workers is relatively small for a quantitative study utilizing SPSS to examine multiple variables, which could impact the generalizability and statistical power of the findings. While a "survey" and "Likert scale" are mentioned, crucial details regarding the specific instruments used to measure work environment, job loyalty, work motivation, and OCB are absent, making it difficult to assess their validity and reliability. Furthermore, stating that "results were evaluated utilizing SPSS" is vague; specifying the exact statistical tests (e.g., correlation, regression analysis) performed would significantly enhance the methodological transparency and allow for a better understanding of how the "favorable and statistically significant relationship" was determined. The abstract implies an "effect" in the title but only discusses a "relationship," which is appropriate given the likely cross-sectional survey design, but precision here is important. Despite these limitations, the study offers practical implications for PDAM Bantul Regency, guiding management on areas to focus on for enhancing OCB. To strengthen the academic contribution and generalizability of future work, it is recommended that subsequent research employ a larger and more diverse sample. Detailed descriptions of the measurement instruments and the specific statistical analyses performed are essential for transparency and replicability. Future studies could also benefit from exploring the nuances of these relationships, perhaps through mediation or moderation analyses, or by adopting longitudinal designs to better establish causality rather than just correlation. Comparing findings across different organizational types or regions could further enrich the understanding of these critical dynamics.

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