Pengaruh Work Life Balance dan Motivasi Kerja terhadap Organizational Citizenship Behavior Karyawan PT Bank Sumut Medan Divisi Sumber Daya Manusia

Abstract

Increasing the productivity of an organization can be achieved through compliance, commitment in the form of loyalty, and participation of employees formed by organizational citizenship behavior (OCB). The successful implementation of organizational citizenship behavior in a company is influenced by several factors, namely work-life balance and work motivation. This study aims to analyze how work-life balance and work motivation affect the organizational citizenship behavior of PT Bank Sumut Medan Human Resources Division employees. The influence between work-life balance and work motivation will be analyzed partially and simultaneously on organizational citizenship behavior. The form of research used in this research is quantitative research with an associative approach. The population in this study were all employees at the PT Bank Sumut Medan office totaling 33 people with sampling techniques using saturated sampling. Primary data used in this study were obtained by distributing questionnaires directly while secondary data were obtained through literature studies. The data analysis methods used are instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing. The results showed that work-life balance and work motivation had a positive and significant effect both partially and simultaneously on organizational citizenship behavior at PT Bank Sumut Medan Human Resources Division. The correlation coefficient (R) value is 0.898, which means that there is a relationship between the Work-Life Balance (X1) and Work Motivation (X2) variables on Organizational Citizenship Behavior (Y) of 89.8% so that the relationship between these variables can be categorized as very close. And the Adjusted R Square value of 0.793 or the coefficient of determination displays that the Work-Life Balance (X1) and Work Motivation (X2) variables on Organizational Citizenship Behavior (Y) are 79.3%, while the remaining 20.7% are influenced by other factors outside this research model.