Efforts to Improve Organizational Commitment of Generation Z Through Psychological Capital and Organizational Citizenship Behavior

Abstract

The research problem in this study is to examine the influence of Psychological Capital and Organizational Citizenship Behavior (OCB) on organizational commitment of Generation Z in Salatiga City, with Person-Organization Fit as an intervening variable. The purpose of this study is to provide input on how to manage Generation Z in the workplace, specifically to increase the organizational commitment of Generation Z employees. The participants in this study were alumni from three universities in Salatiga. The data analysis technique used was path analysis. Based on the results of this study, it can be concluded that Person-Organization Fit is not a variable that mediates the influence of Psychological Capital and OCB on organizational commitment. However, Psychological Capital has a significant direct effect on organizational commitment among Generation Z employees in Salatiga. This research proves that Generation Z employees in Salatiga City develop organizational commitment through the influence of Psychological Capital. For the OCB variable, the results show that OCB is a behavior that reflects individual choice and initiative, is not related to the organization’s formal reward system, but in aggregate increases organizational effectiveness. This indicates that employees who demonstrate OCB are more concerned with personal awareness or willingness to behave socially and work beyond what is expected by their colleagues and the organization.