The Influence Person Job Fit and Person Organization Fit to

Organizational Citizenship Behavior Employees on Islamic

University of Kalimantan Muhammad Arsyad Al Banjari

Banjarmasin

Muhammad Alfani

, Muhammad Hadini

, Jarkawi

, and Nurul Auliah

Faculty of Economics Uniska MAB Banjarmasin, Adhyaksa Stret, Banjarmasin, Indonesia

The Faculty of Teacher and Education Uniska MAB Banjarmasin, Adhyaksa Stret, Banjarmasin, Indonesia

Keywords: PJFit, POFit, dan OCB.

Abstract: The population of this study is the entire employees of Islamic University of Kalimantan Muhammad

Arsyad Al Banjari Banjarmasin as many as 176 people. Furthermore, to perform the analysis by using

Structural Equation Model (SEM) analysis, according to Ferdinand (2006), the sample of respondents used

must meet the requirements of between 100 to 200 respondents. Thus this study is planning the number of

samples of the total population of employees of Islamic University of Kalimantan Muhammad Arsyad Al

Banjari Banjarmasin as many as 176 people. After circulated questionnaire as many as 176 employees, it

turns out that only 105 people return, then the sample of respondents set as many as 105 people. It meets the

requirements criteria using SEM analysis ranging from 100 to 200 respondents. The data used in this

research are qualified; validity and reliability. The type of data used in this study is quantitative data, which

measures the influence of Person Job Fit, and Person Organization Fit, against Organization Citizenship

Behavior (OCB). Based on the size scale, the data types used are ordinal data, intervals and ratios in which

in addition to naming and sequence elements, it also has significant and comparable interval properties.

Data source in this research is primary data and secondary data. Primary data is data obtained directly from

the respondents through the questionnaire. And secondary data is data obtained from other parties who have

collected and publish it first. This study aims to test and analyze the causal relationship between exogenous

and endogenous variables, as well as checking the validity and reliability of the instrument and the overall

research construct. Therefore, we use Structural Equation Model (SEM) analysis technique using AMOS

program package (Analysis of Moment Structure) version 22.0 The research conducted on the employees of

Islamic University of Kalimantan Muhammad Arsyad Al Banjari Banjarmasin about Person Job Fit (PJ_Fit)

and Person Organization Fit (PO_Fit) to Organizational Citizenship Behavior (OCB), using 105

respondents, and by using AMOS software version 22.0 and using equation of SEM model, hence result of

research known that; The Person Job Fit perception is not significant to OCB, and Person Organization Fit

Perception is significantly influence OCB.

1 INTRODUCTION

Quality of employees is one of the key in

determining the development of an organization,

both institutions and companies. As the driving force

of an organization to achieve organizational goals,

professional employees are required in their fields,

therefore, an organization can experience growth

and sustainability depending on the volunteerism of

its employees. Employee Volunteer is the

responsibility of every Company, from employee

recruitment to employee satisfaction while doing the

job, and when employees feel comfortable with their

work without excessive burden, the employee's

satisfaction will arise. Satisfaction is encouraging

the emergence of a good achievement for the

company through the improvement of employee

performance so that when providing services to

consumers will be better and reciprocal for the

company is a performance improvement that will be

good for the company.

In the concept literature affecting employee

performance, among others; Person Job Fit

518

Alfani, M., Hadini, M., , J. and Auliah, N.

The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of Kalimantan Muhammad Arsyad Al Banjari Banjarmasin.

DOI: 10.5220/0009023400002297

In Proceedings of the Borneo International Conference on Education and Social Sciences (BICESS 2018), pages 518-527

ISBN: 978-989-758-470-1

(Edwards, 1991; O'Reilly, Chatman, & Caldwell,

1991) and Person Organization Fit, (Kristof, 1996;

Netemeyer et al., 1999, Valentine et al., 2002;

Vancouver et al., 1994). Similarly in empirical

studies, Organizational Citizenship behavior (OCB)

as a variable Dennis Organ (1997), Barnard (in

Jahangir, Akbar, Haq, 2004), Podsakoff, et al.

(2009), in selecting employees with values and

beliefs appropriate to job characteristics and

organizational characteristics forming experiences

that can strengthen employee performance.

Suspected also directly or indirectly through person

job fit dan person organization fit effect on

organizational citizenship behavior employee.

1.1 Problem Statement

Based on the background, then put forward the

following issues:

1. Does Person Job Fit Influential Significant to

Organizational Citizenship Behavior (OCB)

Employee of Islamic University of Kalimantan

Muhammad Arsyad Al Banjari Banjarmasin?

2. Does Person Organization Fit Influential

Significant to Organizational Citizenship

Behaviour (OCB) Employee of Islamic

University of Kalimantan Muhammad Arsyad Al

Banjari Banjarmasin?

2 LITERATURE RIVIEW

2.1 Person Job Fit (P-J Fit)

According to the theory of person job fit, the

conformity between job / task characteristics and

individual ability to perform the task will strengthen

employee's ties to his work, ie employees will be

more committed to work (Allen and Meyer, 1997 in

Ozag and Duguma, 2005). Studies on the problem of

individual suitability with work, within an

organization have been the subject of some research

in the past. The results of Sims & Galen Kroeck

(1994: 939) states that: “It is readily accepted that

types of jobs, while this concept may appear

obvious, the person-situation match in other aspects

of the employment situation is perhaps equally

important as the type of work performed”. And it is

accepted that different types of individuals are

compatible with different types of occupations. Thus

it is clear that the suitability between the individual

and the type of work in various other aspects on the

job situation may be as important as the type of

work to be done. So that will be obtained employees

who really have the desired competence

organization, which is able to change following the

job.

Tom as quoted by Sims & Galen (1994:939) “a

person’s preference for an organization should vary

with the degree of similarity between his self-

concept and his image of work in the organization”.

A person's choice of a company will depend on the

degree of resemblance between the inner self

concept and the image he or she sees in the work of

the enterprise. Bohlander dan Snell (2004:184)

argued, that the suitability of individuals with work

(person-job fit) is a process Job specifications, in

particular, help identify the individual competencies

employees need for success-the knowledge, skills,

abilities, and other factors (KSAOs) that lead to

superior performance. This means that individual

job suit is a job specification process in an effort to

help identify individual employee competencies

needed to achieve success, such as knowledge,

ability, expertise and other factors that can refer to

superior performance, therefore this variable is very

important to be noticed by the company. Likewise,

Bowen, et. al. (1997: 37) states that person job fit

takes into account the types of individuals required

with qualifications: the appropriateness of

knowledge, skills, abilities, social skills, personal

needs, values, interests and personality traits.

It is thus important for the company to make

individual work adjustments so as to achieve optimal

individual performance. Based on opinion

Bohlander dan Snell (2004) and Bowen et.al. (1997)

if synergized, the Person Job Fit has 8 indicators

namely : Knowledge, Skill, Abilities, Social skills,

Personal needs, Values, Interest, Personality traits.

2.2 Person Organization Fit

Person organization fit (P-O Fit) is broadly defined

as the appropriateness between organizational values

and individual values, (Kristof, 1996; Netemeyer et

al., 1999; Vancouver et al., 1994). P-O Fit is based

on the assumption of individual desire to maintain

their conformity with organizational values,

(Schneider, Goldstein, & Smith, 1995). P-O Fit is

defined as the appropriateness between individual

personality and organizational characteristics

(Bowen et al, 1997). P-O Fit is described as a

multidimensional building consisting of three types:

values, personality, and work environment, Handler

(2004). In P-O Fit the conformity between

employees and organizations is strongly emphasized

(Barrick, et.al., 2005).

The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of

Kalimantan Muhammad Arsyad Al Banjari Banjarmasin

519

According to Robert L. Mathis and John H.

Jackson (2004: 191), the definition of the method

Person Organization Fit is Person Organization Fit

is the congruence between individuals and

organizational factors. Mean Individual Match with

the organization is an adjustment between the

individual with the factors of company organization.

Thus the Person Organization Fit is a selection

method that takes into account the suitability

between individuals and organizational values, and a

technique that places the selection process as a

means to interact between organizations with

individuals, where the Match between Individual

and Person Job Fit, and Individual Match with the

organization (Person Organization Fit), is calculated

and defined simply, rather than the traditional

selection model. According to Bowen et.al (1997:

48) the selection indicators using the Person

Organization Fit method are as follows: Suitability

of candidate knowledge of employees with

organizational values, Conformity of employee

candidate skills with organizational values,

Conformity of employee candidate ability with

organizational values, Conformity of employee

candidate needs with environment of organizational

values, Conformity between personal values of

prospective employees and organizational values.

2.3 Organizational Citizenship

Behavior

The Organizational Citizenship Behavior (OCB)

concept was first proposed by Dennis Organ (1997)

and defines OCB as : individual behaviour that is

discretionary, not directly or explicitly recognized

by the formal reward system, and that in the

aggregate prompts the effective functioning of the

organization. By discretionary, we mean that the

behaviour is not an enforceable requirement of the

role or job description, that is the clearly specifiable

terms of the person’s employment contract with the

organization ; the behaviour is rather a matter of

personal choice, such that its ommision is not

generally understood as punishable.

OCB is an individual voluntary behavior beyond

a job description that is explicitly or indirectly

recognized by a formal reward system, and can

aggregate effectively improve the effectiveness of an

organization. But more than half a century ago,

Barnard (in Jahangir, Akbar, Haq, 2004) has stated a

similar concept to OCB, the concept is expressed by

willingness of individuals to contribute cooperative

efforts to the organization was indispensable to

effective attainment of organizational goals namely:

the willingness of individuals to contribute by

working to work with the organization is necessary

to achieve the goals of the organization effectively.

Podsakoff, et al. (2009) states, the effects of OCB

are not only felt for the organization but for

individuals who reflect the OCB itself. Individuals

displaying OCBs will tend to get better performance

ratings from their leaders than employees who do not

feature OCB. This is the employee who presents to

OCB will be preferred and considered more

favorable to the organization or other possibilities

such as a leader who is aware that the OCB plays an

important role in the success of an organization and

considers OCB as a form of an employee's

commitment, will assess employee performance

featuring OCB better than those not displaying OCB.

Based on the opinion of Dennis Organ (1997)

and Podsakoff, et.al., (2009) if in synergized it can

be stated that Organizational Citizenship Behavior

(OCB) has 8 dimensions or indicators as follows :

Altruism, Courtesy, Sportsmanship, Civic Virtue,

Conscientiousness, Organizational compliance,

Organizational loyalty, Self development.

3 METHODS OF RESEARCH

3.1 Research Design

According to Mohammad Nazir (2002: 99) that the

meaning of the research design is all the necessary

processes in the planning and implementation

research. In this design we need an image or

diagram that can provide initial clues to further

clarity of research, so as to facilitate further analysis

of the data.

This research is used to explain how big

influence of latent variable that is Person Job Fit,

and Person Organization Fit, Against Organizational

Citizenship Behavior and Employee Performance of

Islamic University of Kalimantan Muhammad

Arsyad Al Banjari Banjarmasin.

This study identifies the causal relationship

between variables. With Explanatory survey method.

Understanding this survey method in which

information is collected from some members of the

population, as proposed by Burhan Bungin (2009:

112) that: Generally the definition of the survey is

the definition of samples of some members of the

population, in which information is collected from

some populations. ...... .. The purpose of the survey

can be data collection, which is explaining or

explaining, studying the phenomenon with the

relationship of research variables.

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3.2 Population and Sampling

Population according to Sugiarto (2001: 27) is the

whole unit or individual within the scope to be

studied. The population of this study is the entire

employees of Islamic University of Kalimantan

Muhammad Arsyad Al Banjari Banjarmasin as many

as 176 people. Based on the census formula, then the

size of the sample respondents in the study is equal to

the large number of population as many as 176

people. But after distributed to the respondents, it

turns out that only 105 people return. So this research

using survey formula, and determined as sample of

respondents as many as 105 people.

Furthermore, to conduct analysis by using

Structural Equation Model (SEM) analysis,

according to Ferdinand (2006), the respondent

sample used must meet the requirement that is

between 100 up to 200 respondents. Thus the number

of samples of 105 respondents have met the SEM

criteria.

3.3 Methods of Data Collection

The data used in this research are qualified; validity

and reliability. The type of data used in this study is

quantitative data, which measures the influence of

job fit personnel, and person organization fit, against

OCB, and employee performance. Based on the size

scale, the data types used are ordinal data, intervals

and ratios in which in addition to naming and

sequence elements, it also has significant and

comparable interval properties. Data source in this

research is primary data and secondary data. Primary

data is data obtained directly from the respondents

through the questionnaire. And secondary data is

data obtained from other parties who have collected

and publish it first.

This study aims to examine and analyze the

causal relationship between exogenous and

endogenous variables both endogen intervening and

endogen dependent, as well as check the validity and

reliability of the research instrument as a whole.

Therefore, we use Structural Equation-Model (SEM)

analysis technique using AMOS program package

(Analysis of Moment Structure) version 22.0

4 METHOD OF DATA ANALYSIS

4.1 Uji Validitas

Ghozali (2011), states that the validity means how

much accuracy and accuracy of a measuring

instrument in performing the measuring function, or

in other words a measuring device can be expressed

as having high validity if the measuring device

performs its measuring function properly, or provide

measurements that are appropriate for the purpose of

measurement. A valid measuring instrument, not just

being able to disclose data accurately and provide a

careful picture of the data. Careful means that

measurement is able to provide a picture of the

slightest difference between subjects with each

other. Loading factor has fulfilled the convergent

validity that is when ≥ 0,5 (Ghozali, 2011).

4.2 Uji Reliabilitas

A measuring instrument next to a valid, must also be

reliable. A measuring device is said to be reliable if

the gauge gives consistent results, or in other words

indicates how much measurement can give relatively

no different results when re-measured against the

same subject. Reliability refers to the internal

consistency and stability of the value of a particular

measurement scale. Reliabillitas concentrate on the

problem of measurement accuracy and result

(Sarwono, 2002). The approach used is to assess the

magnitude of composite reliability and variance -

extrated from each construct. With the formulation

as follows:

Source : Ferdinand, 2006

Where: Standard Loading is obtained directly

from standardized loading for indicator (from

AMOS calculation). € j is the measurement error of

each indicator. The value of this extrated variance is

recommended at a level of at least 0.50 (Ferdinand,

2006). The limit value used to assess an acceptable

level of reliability is 0.60 (Nunully in Arikunto,

2003). If the research is exploratory then a value

below 0.60 is still acceptable along with

accompanying empirical reasons seen in the

exploration process.

4.3 Hypothesis Testing

Research on the Influence of Person job fit, and

Person organization fit, to OCB employees of

Islamic University of Kalimantan Muhammad

Arsyad Al Banjari Banjarmasin. In conducting

hypothesis testing, the data obtained then processed

in accordance with the needs of the analysis. For the

purposes of discussion, data is processed and

The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of

Kalimantan Muhammad Arsyad Al Banjari Banjarmasin

521

presented based on the principles of descriptive

statistics, while for the purposes of hypothesis

analysis and testing used inferential statistics. To test

the hypothesis used multivariate analysis with

Structural Equation Model (SEM) using AMOS

program version 22.0

Testing whether the proposed hypothesis can be

accepted is done by comparing the probability value

(p) with a significant level of α determined by 0.05.-

If the probability value (p) is less than the value of α

(0.05), then the hypothesis is acceptable. Vice versa,

if the probability value (p) is greater than the value

of α (0.05), then the hypothesis is not accepted.

However, before hypothesis testing is done, firstly

done confirmatory factor analysis to see the

dimensions that can be used to form factor or

construct.

4.4 SEM Model Analysis

Statistical analysis of inferential data using the

Structural Equation Model (SEM) technique allowed

a researcher to examine several dependent variables

at once, with some independent variables

(Ferdinand, 2006). Thus the indices that can be used

to test the feasibility of a model can be summarized

in the following Table.

Table 1: Index Goodness of Fit

Hypothesis testing, conducted by testing the

significance of regression based on F test at α = 0.05

on each coefficient of equation, either directly or

partially.

After testing the basic assumptions of SEM and

on the test of conformity and statistical tests, the

next step is to modify the model that does not meet

the requirements of the tests that have been done.

After the model is estimated, the residual must be

small or close to zero and the frequency distribution

of the residual covariance must be symmetric

(Tabachnick and Fidell, 2007).

Hair et al. (1998) provides a guide to consider

whether or not modifications should be made to a

model, by looking at the number of residuals

generated by the model. If the residual amount is

greater than 5% of all residual covariance produced

by the model, then modification needs to be

considered. When found the residual value generated

by the model is large enough ( > 2.58), then another

way of modifying is to consider adding a new path

to the estimated model.

5 RESULT AND DISCUSSION

5.1 Validity Instrument Test

Instrument validity test is conducted to know the

level of validity or degree of accuracy of the

instrument used in data collection. An instrument is

cultivated valid if it is able to measure what is

desired and can reveal the data of the variables

studied appropriately. The high degree of validity

indicates the extent to which the data collected does

not deviate from the description of the variable in

question. Valid or not an item / instrument indicator

can be known by comparing the Pearson Product

Moment correlation index with a level of

significance with a degree of convidence 95% with

the critical value r

table

at significance level = 5%

with degrees freedom = n - (k + 1) = 105 - (4 + 1) =

100 is 0.196. The test results of Validity &

Reliability Instruments can be explained as below:

5.1.1 Person Job Fit (X1) Validity

Table 2: The test result of Validity Person Job Fit (X

The test result of Product Moment correlation on

Person Job Fit Variable (X

) correlated

significantly with the Table score indicated

correlation index value Pearson Product Moment

greater than r

tabel

so the instrument against all the

indicators that make up the variable Person Job Fit

) declared valid and can be used to test the

hypothesis.

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5.1.2 Person Organization Fit (X2) Validity

Table 3: Test result of Validity Person Organization Fit

)

The test result of Product Moment correlation on

Person Organization Fit variable (X

) correlated

significantly with the Table score indicated

correlation index value Pearson Product Moment

greater than r

tabel

so the instrument against all the

indicators that make up the variable Person

Organization Fit (X

) declared valid and can be used

to test the hypothesis.

5.1.3 Organizational Citizenship Behavior

(OCB) Validity

Table 4: The test result of Validity Organizational

Citizenship Behaviour (OCB)

The test result of Product Moment correlation on

Organizational Citizenship Behaviour Variable (Z)

correlated significantly with the Table score

indicated correlation index value Pearson Product

Moment greater than r

tabel

so the instrument against

all the indicators that make up the variable Variabel

Organizational Citizenship Behavior (Z) declared

valid and can be used to test the hypothesis.

5.2 Test Instrument Reliability

Test Reliability is used to test the consistency of

measuring instruments used. This Questionnaire as a

measuring tool is consistent when measuring

something repeatedly gives the same or consistent

results. Nunully in Arikunto (2003), an indicator is

considered reliable if the value alpha Cronbach >

0,60. The test result of reliability Instrument can be

seen as follows.

Table 5: The test result of Reliability Questionnaire

Instrument

The test result of reliability as shown in Table 5

can be stated that all the variables studied are stated

reliable because of its value Greater than 0,6. The

conclusion can be taken that the reliability value is

categorized very high because it is in the range

above 0.80.

5.3 Test of Validity and Reliability of

Constructs (variable) in SEM

Analysis

This section presents the results of preliminary

analysis before testing the full model of structural

equations (SEM). The latent variable in the research

model will be examined with the discussion of the

level of reliability in building the variables through

the model Confirmatory Factor Analysis (CFA).

Test of Confirmatory Factor Analysis (CFA) and

test of Convergent Validity conducted aims to

confirm each indicator that has been made based on

previous research and existing theory can be used to

explain the constructs of research variables that is

Person Job Fit, and Person Organization Fit,

Organizational Citizenship Behavior. The test result

of Confirmatory Factor Analysis (CFA) meet

criteria if value Critical Ratio (CR) > 1,96 with

Probability < 0,05 and test of Convergent Validity

meet the criteria if Loading Factor or Standardized

Loading Estimate > 0,5.

5.3.1 Construct Validity Test of Person Job

Fit (X

)

Testing the validity of each loading value to test the

significance of indicator construct of Person Job Fit

) as follows.

Table 6: The test result validity of CFA person Job Fix

)

The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of

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Based on Table 6 above it can be explained that

the value factor loading Knowledge (X

1.1.

) is 0,586

great than 0,5 which means the indicator is valid can

be used to measure constructs of person job fit. And

so on factor value loading Skill (X

1.2.

) is 0,537,

Abilities (X

1.3

) is 0,575, Social Skill (X

1.4.

) is 0,554,

Personal Needs (X

1.5.

) is 0,799, Value (X

1.6.

) is

0,752, Interest (X

1.7.

) is 0,700, and Personality

Traits (X

1.8.

) is 0,619 which all indicators have a

factor value loading great than 0,5. This means that

all the indicators forming the variables person job fit

it is valid and can be used to measure the construct

person job fit.

5.3.2 Construct Validity Test of Person

Organization Fit (X

)

Table 7: The test result validity of CFA Person

Organization Fix (X

)

Testing the validity of each value loading to test

the significance of each indicator construct of

Person Organization Fit (X

) as follows:

Based on Table 7 above it can be explained that the

value loading factor of Knowledge (X

2.1.

) is 0,721

great than 0,5 which means the indicator is valid can

be used to measure the construct of person

organization fit. and so on factor values of loading

Skill (X

2.2.

) is 0,703, Abilities (X

2.3

) is 0,711,

Personal Needs (X

2.4.

) is 0,642 and Personal Value

2.5.

) is 0,690 which all indicators have a loading

factor greater than 0,5. This means that all the

indicators forming the variables person organization

fit it is valid and can be used to measure the

construct person organization fit.

5.3.3 Construct Validity Test of

Organizational Citizenship Behaviour

(OCB)

Testing the validity of each loading value to be

tested for significance on each indicator construct

Organizational Citizenship Behaviour (Z) as

follows:

Table 8: The test result validity Organizational Citizenship

Behaviour (Z)

Based on Table 8 above it can be explained that

the value loading Altruism (Z

) is 0,629 great than

0,5 which means the indicator is valid can be used to

measure the construct of Organizational Citizenship

Behavior. and so on factor values of loading

Courtesy (Z

) is 0,629, Sportmanship (Z

) is 0,639,

Civic Virtue (Z

) is 0,661, Conscientiousness (Z

)

is 0,720, Organizational Compliance (Z

) is 0,701,

Organizational Loyalty (Z

) is 0,667, and Self

Development (Z

) is 0,656 which all indicators have

a loading factor greater than 0,5. This means that all

the indicators forming the variables Organizational

Citizenship Behavior it is valid and can be used to

measure the construct Organizational Citizenship

Behavior.

5.3.4 Construct Reliability Test of Person

Job Fit (X1)

Reliability testing of each loading value to be tested

for significance on each indicator construct of

Person Job Fit (X

) obtained from the value

standard loading and measurement error.

Table 9: The test result Reliability of Person Job Fit (X

)

Based on Table 9 calculation of the reliability

value of the construct person job fit as follows :

Based calculation on Table 10 obtained the value

of construct reliability Person Job Fit amount

0,84933, meaning that the eight indicators

mentioned above are reliable forming constructs

Person Job Fit is 84,933%. And beyond standard

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Cronbach Alpha according to Nunully in Arikunto

(2003) of 0,60 or 60%.

By using the same way obtained the reliability

value of the construct Person Organization Fit of

0.81151, it means that the five indicators above are

reliable form the Person Organization Fit structure

of 81.151%. And exceeds the Cronbach Alpha

standard according to Nunully in Arikunto (2003) of

0.60 or 60%.

The amount of reliability value of construct

Organizational Citizenship Behavior of 0.86352, it

means that the eight indicators above are reliable

form the construct Organizational Citizenship

Behavior of 86.352%. And exceeds the Cronbach

Alpha standard according to Nunully in Arikunto

(2003) of 0.60 or 60%.

5.4 Evaluation of Model Eligibility

Criteria

The Structure Model This equation is done to see the

various assumptions required in this study, as well as

whether to make modifications or not in Full Model.

Based on Table 11 it is known that the seven

parameters of goodness of fit index looks good, so

the Model Structure Equation modification as in

figure 1 as follows:

Figure 1: The Structural Equation Model: Person Job fit,

and Person Organization fit, To Organizational

Citizenship Behaviour Employee of Islamic University of

Kalimantan Muhammad Arsyad Al Banjari Banjarmasin.

Based on the result of confirmatory factor

analysis known value of goodness of fit index in

Table 10 as follows

Table 10: Goodness of Fit Index

Based on Table 10 it is known that the five

parameters Goodness Of Fit index looks Good, and

three parameters appear marginal therefore the result

of the Equation Model Model can already be done as

a basis for Testing Assumptions in Sructural

Equation Model (SEM).

5.5 Hypothesis Testing of Structural

Equation Model (SEM)

Based on the result of structural equation model

analysis Person Job Fit, and Person Organization

Fit, To Organizational Citizenship Behavior

Employee of Islamic University of Kalimantan

Muhammad Arsyad Al Banjari Banjarmasin.

Hypothesis testing can be seen in the following

Table

Table 11: The Test Result with SEM Model.

Based on Table 11 above can be explained the

results of hypothesis testing as follows:

1. Hypothesis one (H

) states that Person Job Fit

has no significant effect on Organizational

Citizenship Behavior (OCB). Path coefficients

with negative sign are - 0,230 with value of C.R.

equal to - 1,151 smaller than 1,96, and

probability value equal to 0,053 > α equal to 5%,

meaning Person Job Fit have no significant effect

to Organizational Citizenship Behavior (OCB).

So hypothesis one (H

) is rejected, meaning

Person Job Fit does not significantly influence

Organizational Citizenship Behavior (OCB).

2. Hypothesis two (H

) states that Person

Organization Fit significant effect on

Organizational Citizenship Behavior (OCB).

Path coefficient marked positive 1,406 with

value of C.R. 6,564 is greater than 1.96, and the

probability value of *** < α is 5%, meaning that

The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of

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525

Person Organization Fit has a very significant

effect on Organizational Citizenship Behavior

(OCB).

So hypothesis two (H

) is accepted, meaning

Person Organization Fit has significant effect to

Organizational Citizenship Behavior (OCB).

6 CONCLUSIONS

1). Perceptions about the person job fit to the

organizational citizenship behavior of the

employees of Islamic University of Kalimantan

Muhammad Arsyad Al Banjari Banjarmasin, the

value is very small, So that this is ignored or can

be stated that, person job fit is not significant and

does not affect the organizational citizenship

behavior on employees of Islamic University of

Kalimantan Muhammad Arsyad Al Banjari

Banjarmasin.

2). Perceptions about the person organization fit

have a significant positive effect on

organizational citizenship behavior, because it

has been tested the truth. If perception about

person organization fit to organizational

citizenship behavior applied well to employees

of Islamic University of Kalimantan Muhammad

Arsyad Al Banjari Banjarmasin, then

organizational citizenship behavior this will get

better either or fit.

SUGGESTIONS

Suggestions to the Owner as the coach ie; Board of

Trustees of Yayasan Uniska MAB Banjarmasin,

delegated some of its authority, especially the

selection of recruitment and placement of

employees, under the post of Rector and Vice

Rector, Dean and Vice Dean (such as Director /

Provider of Post Graduate Program, Head of

Institution / Center, Bureau, UPT, Section, Sub

Division, and other positions shall be submitted to

Baperjakat (Agency of Consideration of Position

and rank) Uniska MAB Banjarmasin c.q. Personnel

Bureau, Job analysis, job description, job

specification, and job evaluation, so the

implementation person job fit, and person

organization fit, can be further optimized by the

leadership of Islamic University of Kalimantan

Muhammad Arsyad Al Banjari Banjarmasin.

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The Inﬂuence Person Job Fit and Person Organization Fit to Organizational Citizenship Behavior Employees on Islamic University of

Kalimantan Muhammad Arsyad Al Banjari Banjarmasin

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