HUBUNGAN ANTARA IKLIM ORGANISASI DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN DI PT. X

CORRELATION BETWEEN ORGANIZATIONAL CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN EMPLOYEES AT PT. X

Penelitian ini bertujuan untuk mengetahui adanya hubungan antara iklim organisasi dengan organizational citizenship behavior pada Karyawan PT X.  Penelitian ini menggunakan metode kuantitatif, dimana sampel yang digunakan berjumlah 100 guru. Penelitian ini menggunakan instrumen   skala Iklim Organisasi dan Skala organizational citizenship behavior, dengan teknik analisis data product moment. Hasil analisis data menunjukan koefisien korelasi sebesar 0,413 (r = 0,413) dengan taraf signifikani 0,000 (p<0,05), yang menunjukan bahwa hipotesis ´terdapat hubungan antara  iklim organisasi dengan organizaitional citizenship behavior pada karyawan PT. X” diterima.    Hubungan dua variabel terbukti searah, yang dapat diartikan bahwa semakin positif iklim organisasi di PT X maka akan semakin tinggi pula organizational citizenship behaviornya.  Sebaliknya , semakin negatif iklim organisasi yang ditrapkan maka bisa disimpulkan akan semakin rendah pula organizational citizenship behaviornya. 

This research aims to determine the relationship between organizational climate and organizational citizenship behavior in PT X employees. This research uses quantitative methods, where the sample used is 100 teachers. This research uses the Organizational Climate Scale and Organizational Citizenship Behavior Scale instruments, with product moment data analysis techniques. The results of data analysis show a correlation coefficient of 0.413 (r = 0.413) with a significance level of 0.000 (p<0.05), which shows that the hypothesis 'there is a relationship between organizational climate and organizational citizenship behavior in PT employees. X” is accepted. The relationship between the two variables is proven to be in the same direction, which means that the more positive the organizational climate at PT X, the higher the organizational citizenship behavior will be. On the other hand, the more negative the organizational climate that is implemented, it can be concluded that the lower the organizational citizenship behavior will be.