Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

Introduction

Organizational support theory (OST) (Eisenberger et al., 1986; Shore and Shore, 1995; Rhoades and Eisenberger, 2002) claims that employees create a perception on the condition when organization appreciates their contribution and care with their life in order to meet the socio-emotional needs and assess the benefits of improved work. Eisenberger (1990) states that this behavior develops in line with how much attention is given by the organization to the level of employee welfare and organizational appreciation for the employee contribution. The research on the organizational support (OS) is started by the finding that if manager cares more on his employees’ commitment to the organization, the employee will be more focused on their organizational commitment to the manager. For the employee, the organization becomes an important source of its socio-emotional resources namely respect, care, and measurable benefits namely wage and recognition, dignity and affiliation.

However, the difference in this study is the use of variables that affect the Organizational Citizenship Behavior (OCB). Chun (2011) uses characteristic of work motivation, self-efficacy, and collective efficacy as independent variables. Meanwhile, this research uses the organizational support and professionalism variables. This difference is caused by the Chun (2011) research that uses the analysis unit of the workgroup in the police by using self-efficacy and collective efficacy independent variables. This research uses the individual analysis unit of police officers. The research also uses organizational support variables in which the researcher considers the variable can better describe the police officers. This research thinks that Chun’s research emphasizes more on the characteristic of work and the use of self-efficacy as an intervening variable. The research concludes that police officers should be supported by professional attitude in order to have Organizational Citizenship Behavior (OCB).

This research aims to determine the Organizational Support for professionalism that has never been done before. This research will contribute to a new empirical explanation in the two relationships. The difference between this research and the previous research is the use of constructs and the measurement in the unit of analysis being used. This study examines the effect of Organizational Citizenship Behavior (OCB) on the performance of member/employee. In contrast to previous studies which generally examine the effect of Organizational Citizenship Behavior (OCB) with group performance conducted by George and Bettenhausen (1990), Padsakoff, et al, (1997).