Combining Person-Job Fit, Organizational Commitment and Organizational Citizenship Behavior to Advance Performance

Abstract

Background and Purpose: Complaints are a consequence in a company and require improvement. With constructive efforts, there will be feedback that leads to the maintenance of the company’s image. This study seeks to examine the effect of personjob fit and organizational commitment on OCB and performance. Design/Methodology/Approach: The object of the research is PLN in the Mahakam sector of East Kalimantan because it considers that the performance of employees so far has not been optimal. Our focused on 65 employees, and the distribution of the sample was based on simple random sampling. The path analysis method simplifies data processing. Informants who were selected and invited to be interviewed were permanent employees on technical duty at the production site, and all of them were male. Results: Referring to observations, we find that person-job fit and organizational commitment have a significant positive effect on OCB. Then, on performance, person-job fit, organizational commitment, and OCB have a significant positive effect. Conclusion: The novelty lies in the development of dimensions or indicators, expanding knowledge relevant to this research topic. Because it limited the interviews in nature, not all respondents reacted optimally to the number of questions asked. Implications: Academic, managerial, and theoretical contributions consider broad scenarios for further study of investigations or comparisons related to efforts to improve employee performance.