Exploring Factors that Influence Organizational Citizenship Behavior
in the Advertising Industry
MOCHAMAD SOELTON1, PAIJAN PAIJAN1, R. JOKO SUGIHARJO1, ABDUL RAHMAT1,
PARWOTO PARWOTO1, SUPRIYATNO SUPRIYATNO1, WIDIA RAHMAWATI1,
TANTRI YANUAR RAHMAT SYAH2
1Management Department, Faculty of Economic and Business,
Universitas Mercu Buana,
Jl. Meruya Selatan No. 1, Meruya, Kembangan, Jakarta Barat,
INDONESIA
2Management Department, Faculty of Economic and Business,
Universitas Esa Unggul
Jl. Arjuna Utara No. 9, Duri Kepa, Kb. Jeruk, Jakarta Barat,
INDONESIA
Abstract. Advertising is presenting intriguing content or messages to the public through mass media to promote
a company's products or services. In its development, the use of outdoor advertising media slowly began to
shift to digital media marketing. Digital marketing is an effort to market a product or promote a brand using
digital media or the internet. This research aims to examine the relationship between Organizational
Communication and Perception of Organizational Support on Organizational Citizenship Behavior mediated by
Work Motivation. Research design, all employees were sampled 125 employees and the analysis used was
quantitative analysis using questionnaire data collection methods. Structural Equation Model was used as an
analytical method, and Smart Partial least square was used as an analytical tool. Results, demonstrate that
organizational communication and perceptions of organizational support have a major impact on organizational
citizenship behavior, and Organizational Communication and Perceptions of Organizational Support on
Organizational Citizenship Behavior can be mediated by motivation. Findings, massively prominent
motivation affects employee behavior that is voluntary outside the job description and is not regulated by
company regulations. However, it is incredibly valuable for the corporation since it may boost the
organization's effectiveness and efficiency.
Key-Words: Organizational Communication, Organizational Perception, Organizational Citizenship Behavior,
Work Motivation, Advertising Industry
Received: June 21, 2022. Revised: December 29, 2022. Accepted: February 2, 2023. Published: February 28, 2023.
1 Introduction
Advertising is presenting intriguing content or
messages to the public via mass media regarding
promoting a company's products or services.
Moreover, outdoor advertising media slowly shifted
to digital media marketing. Digital marketing uses
digital media or internet networks for advertising
items or promoting an online brand, [92]. Many
businesses are turning to digital marketing to sell
their products as technology advances. There are
also various types of digital marketing, such as
Websites, Search Engine Marketing, Social Media
Marketing, Online Advertising, Email Marketing,
and Video Marketing. Because advertising or
messages are offered directly to preset targets,
typically internet users, product marketing via digital
marketing benefits are more personal. Furthermore,
marketers may more quickly calculate the accuracy
of the media utilized in product promotion. This
organization is a Branding company and Indoor and
Outdoor Advertising that provides, among others,
the manufacture of embossed letters, neon boxes,
and signage. The organization was established in
1985 with customers from various fields such as
Banking, Property, Automotive, Restaurant, and
others. At this time, traditional advertising
companies must be able to compete with digital
marketing, which is becoming more desirable
because it has many advantages. Therefore, as a
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DOI: 10.37394/23207.2023.20.48
Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
Tantri Yanuar Rahmat Syah
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traditional advertising company, you must have
competent and well-performing resources to
compete with digital marketing companies.
Human resource management is very important
in managing an organization or company. The
success or failure of an organization is highly
dependent on the management of its resources, [1].
Human resources are critical for businesses or
organizations to manage personnel so they may
perform efficiently, [2], [24].
Internally, human resources are important
because they are directly related to company
operations, and one factor that can be of concern is
Organizational Citizenship Behavior, [46], [59].
Organizational Citizenship Behavior contributes to
the organization by increasing the productivity of
colleagues, increasing the productivity of managers,
saving resources owned by management and the
organization as a whole, assisting in the maintenance
of group functions, being very effective in
coordinating work group activities, increasing
organizational stability, and improving the
organization's ability to adapt to environmental
changes, [3], [19], [39].
Organizational Citizenship Behavior also has an
important role for employees because if employees
already have Organizational Citizenship Behavior,
then the employee will work as much as possible for
the company, [4], [22].
Extra-role behavior refers to an employee's
readiness to take on a role (role) that is greater than
his primary function in an organization, [103]. Work
conduct that surpasses particular performance
requirements is referred to as extra role behavior,
[47], [79]. Because it pertains to the work conduct of
employees connected to the organization and other
coworkers, extra-role behavior has significant
repercussions for the organization. Furthermore, the
employee's good attitude toward extra-role conduct
has a beneficial influence on the efficiency and
effectiveness of the organization's overall
performance, [48], [96].
The basic problem that occurs in the company
is the low attitude of Organizational Citizenship
Behavior in employees as most employees do not
have the initiative to replace their coworkers who do
not attend, so the workload becomes unbalanced,
which results in delays in working on a project, [49],
[83]. And not all employees cannot arrive on time
and provide information on absences, this can
hamper project work because all employees already
have their respective job desks, so if someone
arrives late or does not notify their absence while
working on a project, then this can result in result in
delays in the execution of the project. The last factor
that is the reason why most customers are
dissatisfied with the project results from PT Mentari
Billboard is that not all employees want to stay in
the company if the company is having a difficult
time or the project is quiet, [50], [72], [100].
The low Organizational Citizenship Behavior
attitude of employees greatly affects the results of
projects carried out by the organization for the last
four years, were from several projects carried out
every year, most of them experience delays in
completing project work, resulting in poor customer
satisfaction survey results, [45], [51], [88].
Organizational citizenship behavior is a critical
aspect of organizational performance. Individual
conduct that is free to select and is not directly or
openly governed by a formal incentive system and
progressively enhances organizational success is
referred to as Organizational Citizenship Behavior.
functioning effectively, [52], [102]. Organizational
Citizenship Behavior is a person's involvement
beyond the roles and demands given in the
workplace, besides, it involves helping each other
and voluntarily working if given more assignments
and obeying the applicable rules, [5], [21].
Research Gaps. Several previous studies have been
conducted on organizational citizenship behavior
with various variables. Previous research states that
Organizational communication has a positive and
substantial influence on organizational citizenship
behavior, which indicates that the better
organizational communication is implemented, the
greater the organizational citizenship behavior
demonstrated by employees, [6], [34]. This is in line
with research conducted, [34]. It implies that
motivation has a big and good influence on
Organizational Citizenship Behavior, [55]. The
positive and significant effect of motivation on
Organizational Citizenship Behavior means that if
the basic needs, safety and security guarantees,
social security, and appreciation felt by employees
are fulfilled, Organizational Citizenship Behavior
will increase, [7], [30].
Meanwhile, previous research, [36], [37]
identifies that the perception of organizational
support does not affect organizational citizenship
behavior. Sometimes employees need appreciation
in the form of material, not only in the form of
morals, so it can be interpreted that the perception of
organizational support does not affect organizational
citizenship behavior, [8], [36], [37].
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Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
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2 Literature Review
2.1 Organizational Citizenship Behavior
Extra-role behavior refers to an employee's
readiness to take on a role (role) greater than his
primary function in an organization. This is referred
to as extra-role behavior, [4], [41]. Organizations
with good personnel will have greater job
performance. Work conduct that surpasses particular
performance requirements is referred to as "extra
role behavior." Because it pertains to the work
conduct of employees connected to the organization
and other coworkers, extra-role behavior has
significant repercussions for the organization, [53],
[44], [65]. Furthermore, the employee's good
attitude toward extra-role conduct has a beneficial
influence on the efficiency and effectiveness of the
organization's overall performance, [9], [14].
2.2 Organizational Communication
Communication in organizations is a science that
studies how to interact within an organization,
[54], [103]. Communication is an integral part of
an organization to help sustain organizational
activities, [10]. According to experts, the
following is the definition, Organizational
communication is the display and understanding
of communication among communication units
within an organization, [10], [40].
Communication is the process of effectively
transmitting and receiving information or
messages between two or more individuals so that
the intended message is comprehended. An
organization is made up of communication units
that have hierarchical connections with one
another and perform activities in a given context,
[57]. From these definitions, it can be seen that
organizational communication is interrelated with
one another, [82]. Communication is a tool to
build a good organization. If there is an error in
the interpretation of communication, it will affect
the goals of the organization. So that existing
human resources are required to understand and
understand in carrying out the tasks that are
informed or given. Then it is necessary to
understand the function of communication in
organizations, which will be discussed in the next
theory, [84], [99], [104].
2.3 Organizational Support Perception
Perceived The degree to which employees think that
the organization values their contribution and cares
about their well-being is referred to as organizational
support, [9], [12], [25], [18], [105] states that the
perception of organizational support is the employee's
perception of the extent to which the organization
provides support to employees and the extent to which
the organization is ready to provide assistance. with
the welfare of its employees, [105].
2.4 Work Motivation
Work motivation is a driving force that is owned or
contained within each individual in carrying out an
activity so that individuals want to do, work and
engage in activities to use all their abilities and
potential to achieve the desired goals, [56], [85],
[106]. as previously determined. To realize high
work motivation requires a certain level of attention
to employees to aim the company to generate profits
so it can be sustainable, [74]. Work motivation is a
driving factor that allows an employee to be willing
and willing to mobilize the ability and time to carry
out various tasks that are their duty and complete
their duties in the context of attaining goals and
various predetermined company, [33], [94], [94].
3 Hypothesis and Research
Framework
The Effect of Communication on Organizational
Citizenship Behavior. Communication can affect
organizational citizenship behavior through a good
supervisor, where the supervisor communicates with
employees and provides direction and technical
assistance to employees, [58], [101]. This research is
in line with the opinion expressed, which concludes
that organizational communication supports
organizational citizenship behavior. That is, the
better organizational communication carried out by
employees in the internal and external scope, the
level of job satisfaction owned by employees will be
better, [78], [93].
H1: Communication affects Organizational
Citizenship Behavior.
The Influence of Perceived Organizational
Support on Organizational Citizenship Behavior.
Perceived organizational support is the degree to
which employees feel the organization values their
contribution and cares about their well-being, [9]. So
it is necessary to further analyze the effect of
Perceived organizational support on Organizational
Citizenship Behavior through job satisfaction. The
results of research support this conducted, [109],
which found that there was a positive relationship
between the perceived organizational support
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Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
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variable and organizational citizenship behavior,
[109].
H2: Perception of Organizational Support affects
organizational citizenship behavior.
The Effect of Organizational Communication on
Work Motivation. In an organization,
communication is needed to increase and generate
motivation, [70]. For example, providing direction
or guiding organizational members in the
implementation of job desks or tasks, motivating
organizational members on how to better improve
work performance, controlling the behavior of
organizational members such as complaints felt by
members, and exchanging information related to the
implementation of tasks within the organization to
make it more efficient, [95]. Maximum in the
process. The findings of this study demonstrate that
corporate communication impacts job, [10], [11].
H3: Organizational Communication affects work
motivation.
The Influence of Perceived Organizational
Support on Work Motivation. The organizational
support variable positively and significantly
influences employee work motivation, [12], [23].
Organizational support has a positive relationship
with work motivation because organizational
support can encourage employees to show their
abilities which in turn become pride in themselves,
[12]. This is in line with the opinion, [23] which
states that organizational support has a positive
impact on work motivation because organizational
support has a big contribution to the continuity of
the company, and the company can directly monitor
its subordinates so that it can foster strong
motivation in employees, [13], [20].
H4: Perception of Organizational Support affects
Work Motivation.
The Effect of Work Motivation on
Organizational Citizenship Behavior. Motivation
is a desire or will that arises from within employees
that can encourage the emergence of enthusiasm to
work optimally so that the company can achieve its
goals, [14]. From the results of research conducted
[23], it is known that work motivation has a positive
influence on Organizational Citizenship Behavior.
This proves that good work motivation can produce
optimal individual performance, [15], [18].
H5: Work Motivation affects Organizational
Citizenship Behavior.
The Effect of Work Motivation in Mediating the
Effect of Organizational Communication on
Organizational Citizenship Behavior. According
to the findings of the study, motivation might
influence the effect of organizational communication
on organizational citizenship behavior performance,
[16], [17]. Health workers at the Malang City
Hospital. These results indicate that organizational
communication can form positive motivation in
employees' minds, [71]. Motivation can impact the
link between organizational communication and
health worker performance when employees are not
doing well. Organizational Citizenship Behavior and
Organizational Commitment together have a
significant effect on employee performance, [75],
[76]. This means that individuals with
Organizational Citizenship Behavior and
organizational commitment can increase employee
performance for the business and themselves. From
the results of the research above, it can be explained
that if Organizational Communication is positive
(good), then work motivation will increase or be
high, high work motivation will increase
performance and increase performance by having
good Organizational Citizenship Behavior, [60],
[98], [107].
H6: Work Motivation is able to mediate the
relationship of the influence of Organizational
Communication significantly on the Performance of
Organizational Citizenship Behavior.
Work motivation influences perceived
organizational support's effect on organizational
citizenship behavior. Performance factors are also
influenced by motivation, job satisfaction,
leadership, stress levels, physical conditions of
work, compensation systems, work environment,
commitment to the organization, and economic,
technical, and other behavioral aspects, [18], [42].
Individual work motivation can mediate or further
improve performance through its relationship with
perceived organizational support, [19]. The results
of this study are supported, [42], on members of the
Sleman police. The result is that the perception of
organizational support has a significant and positive
influence on employee performance through work
motivation, [73].
Organizational citizenship behavior and
organizational commitment have a considerable
influence on employee performance, [17], [35]. This
indicates that individuals with Organizational
Citizenship Behavior and organizational
commitment can increase employee performance for
both the organization and themselves, [80]. From the
results of the research above, it can be explained that
if the perception of organizational support is positive
(good) then work motivation will increase or high,
high work motivation will increase performance and
increase the performance of having good
Organizational Citizenship Behavior, [90], [108].
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Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
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H7: Work Motivation mediates the effect of
Perceived Organizational Support on
Organizational Citizenship Behavior
Fig. 1: Research Framework
4 Method
The actions in this study begin with activities to
identify difficulties in the research site,
articulate problems, and collect basic theories
from reinforcing the foundation of each
variable, [64] . Data gathering methodologies,
instrument setup, and testing procedures were
also developed. Given the current population's
features and the study's objective, the sampling
strategy utilized in this study is a saturated
sample, which means that all members of the
population are used as samples. This study
takes a quantitative approach, with a
questionnaire survey that employs the Partial
Least Square methodology. The population in
this study were employees of PT Mentari
Billboard, namely, 125 people.
5 Results and Discussion
5.1 Results
Look at the value of R Square (R2), which is
the Goodness of Fit (GoF) Model test. In
assessing the model with Partial Least Square,
one begins to look at the R Square (R2) for
each latent dependent variable. The values of R
square are 0.75 (strong), 0.50 (moderate) and
0.25 (weak). The relevance of the prediction
value (Q squared) is 0.02 (small), 0.15
(moderate) and 0.35 (large). Testing the
Goodness of Fit Structural model on the inner
model using predictive relevance (Q2). The Q-
Square (Q2) value is greater than 0 (zero),
indicating that the model has a predictive
relevance value.
Table 1. Goodness of Fit Model (GoF)
Variable
AVE
Composite
Reliability
Cronbach's
Alpha
R Square
Organizational Communication
0.619
0.947
0.938
-
Work Motivation
0.634
0.912
0.884
0.864
Organizational Citizenship
Behavior
0.636
0.963
0.959
0.931
Organizational Support
Perception
0.653
0.944
0.933
-
X1
Organizational
Communication
X2
Organizational
Support Perception
M
Work Motivation
Y
Organizational
Citizenship Behavior
H1
H2
H3
H4
H5
H6
H7
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Table 2. Loading Factor between Latent Variables and Dimensions
Variable
Indicator
Outer
Loading
Remark
Organizational
Citizenship Behavior
OCB1
0.794
Valid
OCB2
0.756
Valid
OCB3
0.816
Valid
OCB4
0.826
Valid
OCB5
0.821
Valid
OCB6
0.791
Valid
OCB7
0.805
Valid
OCB8
0.779
Valid
OCB9
0.804
Valid
OCB10
0.756
Valid
OCB11
0.815
Valid
OCB12
0.760
Valid
OCB13
0.840
Valid
OCB14
0.761
Valid
OCB15
0.805
Valid
Organizational
Communication
OC1
0.804
Valid
OC2
0.789
Valid
OC3
0.769
Valid
OC4
0.760
Valid
OC5
0.719
Valid
OC6
0.797
Valid
OC7
0.824
Valid
OC8
0.790
Valid
OC9
0.800
Valid
OC10
0.782
Valid
OC11
0.813
Valid
Organizational
Support Perception
OSP1
0.828
Valid
OSP2
0.788
Valid
OSP3
0.787
Valid
OSP4
0.828
Valid
OSP5
0.842
Valid
OSP6
0.824
Valid
OSP7
0.776
Valid
OSP8
0.756
Valid
OSP9
0.821
Valid
Work Motivation
WM1
0.798
Valid
WM2
0.759
Valid
WM3
0.796
Valid
WM4
0.820
Valid
WM5
0.755
Valid
WM6
0.819
Valid
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Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
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Table 3. The Result of Hypothesis Testing
Origin
al
Sample
(O)
Standard
Deviatio
n
(STDEV
)
T Statistics
(|O/STDEV
|)
P
Value
s
Remark
Organizational
Communication Work
Motivation
0.538
0.104
5.182
0.000
Positive -
Significa
nt
Organizational
Communication
Organizational citizenship
behavior
0.367
0.076
4.810
0.000
Positive -
Significa
nt
Work Motivation
Organizational citizenship
behavior
0.215
0.064
3.335
0.001
Positive -
Significa
nt
Organizational Support
Perception Work
Motivation
0.407
0.101
4.038
0.000
Positive -
Significa
nt
Organizational Support
Perception Organizational
citizenship behavior
0.408
0.070
5.797
0.000
Positive -
Significa
nt
Organizational
Communication Work
Motivation Organizational
citizenship behavior
0.116
0.042
2.731
0.007
Part
Mediatio
n
Organizational Support
Perception Work
Motivation Organizational
citizenship behavior
0.088
0.034
2.563
0.011
Part
Mediatio
n
Fig. 2: Bootstrapping Test Results
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5.2 Discussion
The Effect of Communication on Organizational
Citizenship Behavior. Based on this study
hypothesis assessment, the results of the T-statistic
value of 4,810, the original sample value of 0.367,
and the P Values of 0.000. The T-statistic value is
greater than the T-table value of 1.96, the original
sample value shows a positive value, and the P-
values value is less than 0.05, these results indicate
that communication has a positive and significant
effect on organizational citizenship behavior.
Communication can affect organizational citizenship
behavior through a good supervisor who
communicates with employees and provides
direction and technical assistance to employees, [86].
This study is in line with the opinion that
organizational communication has a significant
positive effect on organizational citizenship behavior.
That is, the better organizational communication
carried out by employees in the internal and external
scope, the level of job satisfaction owned by
employees will be better, [69].
The Influence of Perceived Organizational
Support on Organizational Citizenship Behavior.
Based on this study hypothesis assessment, the
results of the T-statistic value of 5.797, the original
sample value of 0.408, and the P Values of 0.000.
The T-statistic value is greater than the T-table value
of 1.96, the original sample value shows a positive
value, and the P-values value is less than 0.05, these
results indicate that the Perception of Organizational
Support has a positive and significant effect on
organizational citizenship behavior.
Perceived organizational support is the degree to
which employees believe the organization values its
contribution and cares about employee well-being.
This is supported by the results of research which
found that there is a positive relationship between the
perceived organizational support variable and
organizational citizenship behavior, [26], [43].
The Effect of Organizational Communication on
Work Motivation.
The T-statistic value of 5.182, the original sample
value of 0.538, and the P values of 0.000 were
obtained from the hypothesis test in this study. The
T-statistic value is more than the T-table value of
1.96, the original sample value is positive, and the P-
value is less than 0.05, hence, communication has a
positive and significant influence on work
motivation.
This research shows that in an organization,
communication is needed in order to increase and
generate motivation. For example, it was providing
direction or guiding organizational members in the
implementation of job desks or tasks, providing
motivation to organizational members on how to
improve work performance better, controlling the
behavior of organizational members such as
complaints felt by members, and exchanging
information related to the implementation of tasks
within the organization to make it more efficient.
maximum in the process, [27]. Through the results of
this study, it is explained that organizational
communication influences work motivation. This is
in line with the research which proves that
organizational communication has a significant
positive effect on work motivation, [69], [110].
The Influence of Perceived Organizational
Support on Work Motivation. The T-statistic value
of 4,038, the original sample value of 0.407, and the
P values of 0.000 were obtained from the hypothesis
test in this study. The T-statistic value exceeds the T-
table value of 1.96, the original sample value is
positive, and the P-value is less than 0.05. this result
indicates that the perception of organizational support
positively and significantly affects work motivation.
The perception of organizational support has a
positive relationship with work motivation because it
can encourage employees to show their abilities
which become pride themselves, [81]. In addition,
organizational support has a big contribution to the
continuity of the company, and the company can
directly monitor its subordinates to foster strong
employee motivation, [87]. This research is
supported, [61], which shows that the perceived
organizational support variable positively and
significantly influences employee motivation, [61].
The Effect of Work Motivation on Organizational
Citizenship Behavior. The T-statistic value of 3.335,
the original sample value of 0.215, and the P value of
0.001 were obtained from the hypothesis test in this
study. The T-statistic value is greater than the T-table
value of 1.96, the original sample value is positive,
and the P-value is less than 0.05, indicating that work
motivation has a positive and significant influence on
organizational citizenship behavior. Motivation is a
desire or will that arises from within the employee,
which can encourage the emergence of enthusiasm to
work optimally so that the company can achieve its
goals, so that good motivation will increase
employee citizenship behavior, [89], [91].
From the results of research as known that work
motivation has a positive influence on Organizational
Citizenship Behavior. This proves that good work
motivation can directly produce optimal individual
performance, [28], [31], [32].
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Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
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The Effect of Work Motivation in Mediating the
Effect of Organizational Communication on
Organizational Citizenship Behavior. Based on the
hypothesis test findings in this study, the T-statistic
value of 2,731, the value of the original sample of
0.116, and the value of P value of 0.007. The T-
statistic value is greater than the T-table value of
1.96, the original sample value is positive, and the P
value is less than 0.05. this result shows that work
motivation can mediate Organizational
Communication on Organizational Citizenship
Behavior.
These results indicate that building organizational
communication can form positive motivation in
employees' minds, [97]. When employees do not
work well, motivation can influence the relationship
of organizational communication to organizational
citizenship behavior. From the research results
above, it can be explained that if Organizational
Communication is positive (good) then work
motivation will increase or high, high work
motivation will increase performance and increase
good Organizational Citizenship Behavior. The
results of this study are supported by the research that
shows that Work Motivation is able to mediate
Organizational Communication on Organizational
Citizenship Behavior, [29], [38].
The influence of work motivation in mediating the
effect of perceived organizational support on
organizational citizenship behavior. The T-statistic
value in this study was 2,563, the original sample
value was 0.088, and the P Values were 0.011. The
T-statistic value is bigger than the T-table value of
1.96, the original sample value is positive, and the P-
values are less than 0.05, indicating that work
motivation is able to mediate the effect of Perceived
Organizational Support on Organizational
Citizenship Behavior.
Individual work motivation is able to mediate or
further enhance Organizational Citizenship Behavior
through its relationship with perceived organizational
support, [66]. From the research results above, it can
be explained that if the perception of organizational
support is positive (good) then work motivation will
increase or high, high work motivation will increase
performance and increase the performance of having
good Organizational Citizenship Behavior, [67]. The
results of this study are supported, [68], by members
of the Sleman Police. The results show that the
perception of organizational support has a
significant and positive influence on
Organizational Citizenship Behavior through work
motivation, [68].
6 Conclusions and Recommendations
6.1 Conclusion
This study aims to examine the factors associated
with organizational communication, perceived
organizational support, job motivation, and
organizational citizenship behavior. The findings of
this study were gathered through employee research,
[62], [63]. Massively major motivation affects
employee behavior that is voluntary outside the job
description and is not regulated in company
regulations, but it is very profitable for the company
because it can increase the effectiveness and
efficiency of the organization, [77]. The following
conclusions may be derived from the findings of the
computations in this study:
1) Employee motivation is significantly improved by
organizational communication. This suggests that
employee motivation will rise if the company's
organizational communication is strong.
2) Organizational communication has a considerable
favorable influence on employees' organizational
citizenship behavior. This indicates that if a
company's communication is good, it will foster an
attitude of employee citizenship behavior.
3) Work motivation has a strong favorable influence
on workers' organizational citizenship behavior.
This suggests that if employee motivation is
strong, employee civic behavior is also high.
4) Their perception of organizational support
significantly influences employees' job motivation.
This indicates that if employees have a positive
view of corporate support, their motivation will
grow.
5) Employees' perceptions of organizational support
have a considerable favorable influence on
corporate citizenship behavior. This suggests that
the attitude toward citizenship behavior will
improve if organizational support is perceived as
positive.
6) Work Motivation moderates the impact of
organizational communication on organizational
citizenship behavior among employees. This
suggests that organizational communication can be
mediated by job incentives in order to increase
organizational citizenship behavior.
7) Work Motivation moderates the influence of
perceived organizational support on organizational
citizenship behavior among employees. This
suggests that job motivation can act as a conduit
for organizational support in terms of improving
organizational citizenship behavior.
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Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
Tantri Yanuar Rahmat Syah
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6.2 Recommendation.
The company always creates civic behavior among
employees, such as making gatherings so that
employees get closer and remind each other to
complete work. Schedule meetings between
departments so as not to prevent employees from
obtaining information. Make maximum efforts to
select employees in providing material and non-
material support to employees' families, such as
Health or Education assistance. Carry out well and
always motivate employees so that employees can
direct each other in their work. I can direct coworkers
in completing tasks. Suggestions for future
researchers, who will do research on the same topic
and utilize this study as a reference, need to be re-
examined since there may be comments that are not
suitable because, as a writer, I believe there are still
many shortcomings and limits.
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Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
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Contribution of Individual Authors to the
Creation of a Scientific Article (Ghostwriting
Policy)
Conceptualization: Mochamad Soelton.
Data curation: Mochamad Soelton.
Formal analysis: Mochamad Soelton.
Funding acquisition: Mochamad Soelton.
Investigation: Paijan P, Parwoto P.
Methodology: Mochamad Soelton, Tantri Yanuar
Rahmat Syah.
Project administration: Mochamad Soelton,
Supriyatno S, Abdul Rahmat.
Resources: Joko Sugiharjo, Widia Rahmawati,
Parwoto P.
Software: Mochamad Soelton.
Supervision: Mochamad Soelton.
Validation: Mochamad Soelton.
Visualization: Widia Rahmawati.
Writing – original draft: Mochamad Soelton.
Writing – review & editing: Mochamad Soelton,
Widia Rahmawati.
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.48
Mochamad Soelton, Paijan Paijan, R. Joko Sugiharjo,
Abdul Rahmat, Parwoto Parwoto,
Supriyatno Supriyatno, Widia Rahmawati,
Tantri Yanuar Rahmat Syah
E-ISSN: 2224-2899
540
Volume 20, 2023
Sources of Funding for Research Presented in a
Scientific Article or Scientific Article Itself
No funding was received for conducting this study.
Conflict of Interest
The authors have no conflicts of interest to declare
that are relevant to the content of this article.
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(Attribution 4.0 International, CC BY 4.0)
This article is published under the terms of the
Creative Commons Attribution License 4.0
https://creativecommons.org/licenses/by/4.0/deed.en
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