Pengaruh Bersyukur Terhadap Perilaku Kewargaan Organisasional Karyawan di Masa Masa Pandemi Covid-19

Abstract: The aim of this study is to measure the effect of gratitude on Organizational Citizenship Behavioral (OCB) by considering organizational support (POS) and Perceptions of Working from Home (WFH) as moderators. Subjects in the study were 122 employees of B Group using non-probability sampling with convenience sampling technique. This study used a non-experimental quantitative design with a correlational approach. The research model was tested using the SPSS, and LISRELL programs. Testing is supported by several measuring tools, including the Organizational Citizenship Behavior Scale (Podsakoff & MacKenzie, 1990), Gratitude at Work Scale (Cain, 2018), The Survey of Perceived Organizational Support (Eisenberger, 1997) and the Perception questionnaire developed independently. As a result, the study found that Gratitude contributed (R2 = 24,9%) to OCB. Furthermore, POS significantly moderated the relationship between gratitude and OCB. The contribution from gratitude to OCB increased when employees felt higer support (POS). However, the role of WFH’ perception did not proven to be a moderator between gratitude and OCB. Abstrak: Penelitian ini bertujuan mengetahui peran bersyukur terhadap perilaku kewargaan organisasional (PKO) dengan mempertimbangkan dukungan organisasi (POS) dan persepsi bekerja dari rumah (WFH) sebagai moderator. Subjek penelitian ini adalah 122 karyawan/i B Group dengan menggunakan metode non-probability sampling dengan teknik convenience sampling. Penelitian menggunakan design kuantitatif non-eksperimental dengan pendekatan korelasional. Pengujian model penelitian dilakukan dengan bantuan program SPSS dan LISREL. Pengujian didukung oleh beberapa alat ukur antara lain Organizational Citizenship Behavior Scale, Gratitude at Work Scale, The Survey of Perceived Organizational Support dan skala Persepsi terhadap WFH yang dikembangkan secara mandiri. Hasil penelitian menunjukkan bahwa bersyukur berkontribusi (R2= 24,9%) terhadap PKO. Selanjutnya, POS terbukti menjadi moderator antara bersyukur dengan PKO, dalam hal ini terbukti peran bersyukur terhadap PKO semakin meningkat ketika karyawan/i merasakan dukungan (POS) yang tinggi. Sementara persepsi  terhadap WFH tidak terbukti perannya sebagai moderator antara bersyukur dengan PKO.