Effects of Fulfilling Psychological Contracts and Job

Characteristics towards Organizational Citizenship Behavior

Mediated by Perceived Organizational Support at the SMEs

Culinary in Yogyakarta

Istiana Rahatmawati, Yuni Siswanti, and Ernawati

Universitas Pembangunan Nasional Veteran Yogyakarta

Keywords: Psychological Contract Fulfillment, Job Characteristics, Organizational Citizenship Behavior, Perceived

Organizational Support.

Abstract: This study aims to examine and analyse the direct influence of fulfilment of Psychological Contracts on OCB

(Organizational Citizenship Behavior), the direct influence of Job Characteristics on OCB, the indirect effect

of Fulfillment of Psychological Contracts on OCB through POS, and the indirect effect of Job Characteristics

on OCB through POS 68 employees from SMEs culinary in Yogyakarta. The method used in sampling is a

census, with a population of 68 employees. The analytical method used is Path Analysis. The results found

that: 1) There is a direct and significant effect of fulfilling Psychological Contracts on OCB; 2) There is a

direct and significant influence of Job characteristics on OCB; 3) There is an indirect and significant effect

on fulfilling Psychological Contracts on OCB mediated by POS; 4) There is an indirect and significant

influence of Job Characteristics on OCB mediated by POS.

INTRODUCTION

In the development of human resource management,

many companies currently focus not only on roles but

also on the extra role of employees, including

Organizational Citizenship Behavior (OCB). Organ

(1988) defines OCB as an individual's free behavior

that is explicitly or indirectly recognized by the

formal system, and in the aggregate of functioning

effectively and efficiently in an organization.

Kreitner and Kinicki (2014) stated that one of the

factors affecting OCB employees is the Psychological

Contract. In their research, Ahmad and Zafar (2018)

show that Psychological Contract Fulfillment leads to

increased organizational identification, employee

involvement, reduction in turn over the intention,

increased commitment, innovative work behavior,

employee performance, and Organizational

Citizenship Behavior. In the assessment conducted,

Organizational Citizenship Behavior also runs in

parallel with Job Characteristics. In the Ajgaonkar

study (in MajdAzar, 2018) conducted on a sample of

employees in the Indian industrial sector, and

examining the relationship between job

characteristics and OCB,

this study found that when providing greater

opportunities for employees to use many different

skills, reflected by showing higher OCB level. In

addition to Psychological Contracts, Job

Characteristics, and OCB, another variable examined

in this study is Perceived Organizational Support.

Defined as employees' overall beliefs about the extent

to which organizations assess their well-being

(Eisenberger et al., 1986).

This research takes the object at the SMEs

culinary in Yogyakarta, which is one of the many

companies engaged in the culinary industry.

Referring to the theory about OCB, one of the

indicators in OCB is Conscientiousness, which is a

behavior that goes beyond the requirements of the

organization's minimum role in terms of attendance,

and timeliness. Judging from the problems that have

occurred at SMEs culinary in Yogyakarta, its

employees have not fulfilled the Conscientiousness

by arriving late and not on time. Based on the results

of interviews with employees of the SMEes in

Yogyakarta head office in Sleman, it can be seen that

228

Rahatmawati, I., Siswanti, Y. and Ernawati, .

Effects of Fulﬁlling Psychological Contracts and Job Characteristics towards Organizational Citizenship Behavior Mediated by Perceived Organizational Support at the SMEs Culinary in

Yogyakarta.

DOI: 10.5220/0009961602280232

In Proceedings of the International Conference of Business, Economy, Entrepreneurship and Management (ICBEEM 2019), pages 228-232

ISBN: 978-989-758-471-8

the company is considered to have not provided

sufficient space for employees to develop their skills

and abilities so that employees have high.

Competitiveness in the industry. This is indicated by

the rarely held training and development for

employees. This can be related to the psychological

contract fulfillment theory, in which one of the

indicators is the Development of External Work.

Some employees are also quite difficult with the

work rhythm that is in the company. This is due to

many employees who are placed in divisions that are

not following their educational background so that

employees are less able to maximize the use of

knowledge and skills gained from formal education.

This phenomenon can be related to the Job

Characteristics theory proposed by Hackman and

Oldham (in Mas'ud 2004), where two of the indicators

are the use of knowledge and the use of employee

skills. The low level of Organizational Citizenship

Behavior is also caused by the low level of Perceived

Organizational Support. Based on the results of the

interview, it can be seen that the company is

considered not able to respond to employee

complaints properly.

LITERATURE REVIEW

2.1 Fulfillment of Psychological

Contracts

Rousseau (1995) defines psychological contracts as

individual beliefs formed by organizations and relates

to the provisions and agreements of exchange

between individuals and their organizations.

H1: Fulfillment of Psychological Contracts has a

direct and significant effect on Organizational

Citizenship Behavior at SMEs culinary in Yogyakarta

2.2 Job Characteristics

Hackman and Oldham (1975), as the originators of

the theory of job characteristics, in their journal,

define job characteristics as a set of environmental

variables that are widely regarded as important causes

of employee influence and behavior.

H2: Job Characteristics have a direct and

significant effect on Organizational Citizenship

Behavior at the SMEs culinary in Yogyakarta.

2.3 Organizational Citizenship

Behavior (OCB)

Organizational Citizenship Behavior (OCB) is

included in extra-role behavior, that is, an individual's

contribution exceeds the demands of a role at work,

which Organ (1988) defines as individual free

behavior that is explicitly or indirectly recognized by

the formal system, and in the aggregate to function

effectively and efficiently in an organization.

H3: Fulfillment of psychological contract

indirectly and significantly influences Organizational

Citizenship Behavior, which is mediated by

Perceived Organizational Support at the Special

Office of SMEs culinary in Yogyakarta.

2.4 Perceived Organizational Support

Perceived Organizational Support (POS) can be in the

form of appreciation for employee contributions,

listening to complaints, feeling proud of employee

performance or achievements, and meeting employee

needs. With the POS provided by an organization to

its employees can provide satisfaction for employees

and increase commitment to work, Rhoades &

Eisenberger (2002).

H4: Job Characteristics have an indirect and

significant effect on Organizational Citizenship

Behavior mediated by Perceived Organizational

Support at SMEs culinary in Yogyakarta

RESEARCH DESIGN

The framework of thought proposed for this study is

based on the independent and dependent variables

described. To further facilitate understanding of the

research framework, this can be seen as follows:

Picture 1: Research Model

Effects of Fulﬁlling Psychological Contracts and Job Characteristics towards Organizational Citizenship Behavior Mediated by Perceived

Organizational Support at the SMEs Culinary in Yogyakarta

229

RESEARCH METHOD

The research method used is a survey research

method, with primary and secondary data types. The

process of collecting data through interviews and

questionnaires distributed to 68 employees of SMEs

culinary in Yogyakarta Head Office in Sleman. The

instrument test used is the validity test and the

reliability test. Data analysis techniques used in this

study are Descriptive and Quantitative Analysis.

Quantitative Analysis in this study uses Path

Analysis. To test the role of mediators in this study,

the Sobel and Bootstrapping Test was used. The

Sobel Test Formula is as follows.

 = √22 + 22 + 22







RESULTS AND DISCUSSION

5.1 Descriptive Analysis

In this study, primary data sourced from 68

respondents, then analyzed to determine its general

characteristics, which are obtained from questions

related to gender, last education, age, and length of

work. Here is a table that shows the results of a

descriptive analysis of research.

Table 1. Characteristics of respondents by sex

Sex Number Percentage

Male 29 43%

Female 39 57%

Total 68 100%

Source: Primary data is processed, 2019

Table 2 Characteristics of respondents by last education

Occupation Number of Percentage

SD 1 1.47%

SMP 0 0%

SMA 12 17.65%

DIPLOMA 6 8.82%

S1 49 72.06%

TOTAL 68 100%

Source: Primary data processed, 2019

Table 3 Characteristics of Respondents by Age

Source: Primary data processed, 2019

Table 4 Characteristics of Respondents based on Work

Period Work

Source: Primary data processed, 2019

5.2 Quantitative Analysis Model I Path

Analysis

Model path I Analysis is used to analyze the effect of

Fulfilling Psychological Contracts (X1) and Job

Characteristics (X2) on Perceived Organizational

Support (Z). The pathway equation model I is Z =

0.308X1 + 0.637X2 + e1

The coefficient value of the Psychological

Contract Fulfillment path that can be seen in the beta

coefficient is 0.308, from the statistical calculations

the results of t count are 2.620 with a significance of

0.011, which is less than 0.05. This shows that the

Fulfillment of Psychological Contracts (X1) has a

direct and significant effect on Perceived

Organizational Support (Z).

The path coefficient value of Job Characteristics

that can be seen from the beta coefficient is 0.637; the

statistical calculation shows that t arithmetic is 5.409

with a significance of 0.000, which is less than 0.05.

This shows that Job Characteristics (X2) have a direct

and significant effect on Perceived Organizational

Support (Z).

The coefficient of determination (R2) by looking

at the Adjusted R Square is 0.857, which means that

85.7% of the Perceived Organizational Support

Age Number of Presentations

20 to 25 years 36 52, 94%

26 to 30 years 23 33.82%

31 to 35 years 7 10.29%

36 to 40 years 2 2.94%

Total 68 100%

Period Number of Presentation s

1 to 5 years 57 83.82%

6 to 10 years 10 14.71%

11 to 15 years 1 1.47%

Total 68 100%

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variable can be explained by the variable

Psychological Contract Fulfillment and Job

Characteristics, while 14.3% is influenced by other

variables not included in the model this. The error

value in the path of model I (e1) is √ (1-R ^ 2) = √ (1-

0,861) = 0.373.

5.3 Model II Path Analysis

Model II Path analysis is used to analyze the effect

of Psychological Contract Fulfillment (X1), Job

Characteristics (X2), and Perceived Organizational

Support (Z) on Organizational Citizenship Behavior

(Y). The pathway equation model II is as follows:

Y = Y = 0.283X1 + 0.366X2 + 0.306Z + e

The coefficient value of the Psychological

Contract Fulfillment path that can be seen in the beta

coefficient is 0.283. From the statistical calculation,

the result of t count is 2,237 with a significance of

0.029, which is less than 0.05. This shows that the

Fulfillment of Psychological Contracts (X1) has a

direct and significant effect on Organizational

Citizenship Behavior (Y).

The path coefficient value Job Characteristics that

can be seen from the beta coefficient is 0.366. The

results of statistical calculations show that the t value

is 2.524, with a significance of 0.014, which is less

than 0.05. This shows that Job Characteristics (X2)

have a direct and significant effect on Organizational

Citizenship Behavior (Y).

The path coefficient value of the Perceived

Organizational Support (Z) that can be seen from the

beta coefficient is 0.306. The results of statistical

calculations show that the t value is 2,410 with a

significance of 0.019, which is less than 0.05. This

shows that Perceived Organizational Support (Z) has

a direct and significant effect on Organizational

Citizenship Behavior (Y).

The coefficient of determination (R2) by looking

at Adjusted R Square is 0.851, which means that

85.1% of the variable Organizational Citizenship

Behavior can be explained by the variables of

Psychological Contract Fulfillment, Job

Characteristics, and Perceived Organizational

Support while 14.9% is influenced by other variables

not included in this model. The error value in the path

of model I (e2) is equal to 1 (1-R ^ 2) = √ (1-0,857) =

0,378.

By using the Sobel Test and Bootstrapping to test

the indirect effect of the X1 variable on the Y variable

via the Z variable, the following results are obtained.

t = 0.4116 / 0.0911 = 4.518112. Based on the results

of these calculations, the obtained value of t

arithmetic of 4, 518112> t table (1.9966), which

means significant at the 0.05 significance level.

To test the indirect effect of the X2 variable on the

Y variable through the Z variable, also used the Sobel

Test and bootstrapping, and the following results

were obtained. t = 0.3633 / 0.063 = 3.772586. Based

on these calculations, the obtained value of t counts

equal to 3.772586> t table (1.9966) which means

significant at the 0.05 significance level

CONCLUSIONS

Based on the analysis and discussion described in the

previous chapter, it can be concluded from this study

that :

Fulfillment of Psychological Contracts has a

direct and significant effect on Organizational

Citizenship Behavior at the SMEs culinary in

Yogyakarta, so the first hypothesis is

supported.

Job characteristics directly and significantly

influence Organizational Citizenship Behavior

at SMEs culinary in Yogyakarta, so that the

second hypothesis is supported.

Psychological contracts have an indirect and

significant effect on Organizational Citizenship

Behavior mediated by Perceived

Organizational Support at the SMEs culinary in

Yogyakarta, so the third hypothesis supported.

Job Characteristics have an indirect and

significant effect on Organizational Citizenship

Behavior mediated by Perceived

Organizational Support at SMEs culinary in

Yogyakarta Headquarters in Sleman, so the

hypothesis is fourth supported.

SUGGESTIONS

Because job characteristics have the greatest

influence on Organizational Citizenship Behavior, in

order to maintain and even increase the level of

Organizational Citizenship Behavior at SMEs

culinary in Yogyakarta, company management needs

to further analyze the characteristics, standards, and

requirements of the work, so that the employee can

work more optimally or even give more effort than

the company is targeting. Because Perceived

Organizational Support has a mediating role in this

research, the improvement of this indicator can be

made with the company assigning tasks according to

the expertise and interests of its employees, and the

Effects of Fulﬁlling Psychological Contracts and Job Characteristics towards Organizational Citizenship Behavior Mediated by Perceived

Organizational Support at the SMEs Culinary in Yogyakarta

231

company can also hold recreational events outbound

every six months. It is expected that with the increase

in job characteristics as the variable that has the most

influence, as well as the Perceived Organizational

Support, which has a mediating role, the will also

increase Organizational Citizenship Behavior.

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