Pengaruh Work Engagement, Empowering Leadership, dan Job Satisfaction terhadap Organizational Citizenship Behaviour (OCB) pada Karyawan Swasta Gen Z di Kabupaten Karanganyar

David Ramadhan; Nike Larasati

doi:10.61132/keat.v3i3.2576

Authors

David Ramadhan Universitas Slamet Riyadi
Nike Larasati Universitas Slamet Riyadi

DOI:

https://doi.org/10.61132/keat.v3i3.2576

Keywords:

Empowering Leadership, Generation Z, Job Satisfaction, Organizational Citizenship Behaviour, Work Engagement

Abstract

This study aims to analyze the effects of Work Engagement, Empowering Leadership, and Job Satisfaction on Organizational Citizenship Behaviour (OCB) among Generation Z private-sector employees in Karanganyar Regency. This study employed a quantitative approach. The population consisted of all Generation Z private-sector employees working in private companies or organizations in Karanganyar Regency. The sampling technique used was non-probability sampling with a purposive sampling method. The sample consisted of 100 respondents. Data were collected through questionnaires and analyzed using multiple linear regression analysis, t-test, F-test, and coefficient of determination. The results showed that Work Engagement had a positive and significant effect on Organizational Citizenship Behaviour (OCB), Empowering Leadership had a positive and significant effect on Organizational Citizenship Behaviour (OCB), and Job Satisfaction had a positive and significant effect on Organizational Citizenship Behaviour (OCB) among Generation Z private-sector employees in Karanganyar Regency. The coefficient of determination indicated an Adjusted R Square value of 0.848, meaning that Work Engagement, Empowering Leadership, and Job Satisfaction collectively explained 84.8% of the variation in Organizational Citizenship Behaviour, while the remaining 15.2% was explained by other variables outside the scope of this study. Therefore, improving employee work engagement, implementing empowering leadership, and enhancing job satisfaction can encourage employees to engage in voluntary behaviours and contribute beyond their formal job responsibilities, thereby supporting organizational effectiveness.

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