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Archives of Business Research – Vol. 9, No. 7
Publication Date: July 25, 2021
DOI:10.14738/abr.97.10559. Lestari, I., & Riyanto, S. (2021). The Effect of Organizational Culture, Transformational Leadership, and Job Satisfaction of the
National Library Republic of Indonesia on Organizational Citizenship Behavior (OCB). Archives of Business Research, 9(7). 100-115.
Services for Science and Education – United Kingdom
The Effect of Organizational Culture, Transformational
Leadership, and Job Satisfaction of the National Library Republic
of Indonesia on Organizational Citizenship Behavior (OCB)
Ikawati Lestari
Master of Management Student, Mercu Buana University
Jakarta, Indonesia
Setyo Riyanto
Associate Professor at Mercu Buana University, Jakarta, Indonesia
ABSTRACT
The library is the builder of all libraries in Indonesia (Law No.43 of the Republic of
Indonesia Year 2007). As a coach, the National Library of Indonesia faces challenges
that must be met so that organizational performance needs to be improved. If every
employee has organizational citizenship behavior (OCB), can achieve good
government. The end of this study is to realize the effects of corporate culture,
transformational leadership, and job satisfaction on organizational citizenship
behavior (OCB) of the National Library of Indonesia. The resource persons in this
study involved 280 ASN informants who had served at the National Library for at
least three years—used linear regression method to analyze the data and SPSS
version 17.0 for data analysis. The results of the analysis of this study instruct
organizational culture, transformational leadership, and organizational citizenship
behavior (OCB).
Keywords: Organizational Culture, Transformational Leadership, Job Satisfaction,
Organizational Citizenship Behavior (OCB)
INTRODUCTION
The National Library of the Republic of Indonesia carries out government duties in the
biblioteca sector, as an architectural biblioteca, reference biblioteca, deposit library, research
biblioteca, joint preservation biblioteca, and the major biblioteca network, with an office in the
government capital. The biblioteca staff consists of librarians and library technicians (Article 1
Paragraph 5 No.43 of the Republic of Indonesia Year 2007).
Biblioteca is the builder of all libraries in Indonesia. It faces challenges that the National Library
must face. For example, the collections of various libraries are still limited, the number and
quality of library staff are not enough, libraries are still tiny, and the collections of the National
Library are still limited. To digitize immediately, the provincial/county/city libraries are not
operating by following per Law No. 43 of 2007 of the Republic of Indonesia. Escalation of
organizational performance can be influenced by the behavioral characteristics of members of
the organization itself, where this behavior is not only seen from the quality of work
implementation. In addition to carrying out the duties assigned, other behaviors are required
from an employee to provide positive involvement for the organization.
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Lestari, I., & Riyanto, S. (2021). The Effect of Organizational Culture, Transformational Leadership, and Job Satisfaction of the National Library Republic
of Indonesia on Organizational Citizenship Behavior (OCB). Archives of Business Research, 9(7). 100-115.
URL: http://dx.doi.org/10.14738/abr.97.10559
Behaviors and actions that go beyond organizationally defined role descriptions are the basis
of organizational citizenship behavior (OCB). OCB is not an employee's formal employment
requirement. Therefore, any changes made in achieving the Organizational Citizenship
Behavior (OCB) level must be supported by all parties, especially the National Library of
Indonesia staff. The preparation of employees for a change is the main factor that stimulates
their mentality.
Planning
LITERATURE REVIEW
Organizational culture
Organizational culture is described as a hypothetical model created, discovered, or developed
for a particular circle, with the purpose of research, to overcome the orientation problems of
external and internal parties. Member Understanding, thinking, and feeling related to the
problem that occurs (Schein, 2016). The existence of traditional conflicts within the institution
will affect the working conditions of employees and trigger cultural strengths and weaknesses.
In this research, organizational culture (Ariyani, 2016) states that the values possessed can be
understood and owned by corporate culture. Each part is considered a tradition by all members
of the organization. According to Ivancevic and others. (in Joushan 2015: 02) Organizational
culture is a kind of deep value, constancy, and habit that exists in a tradition, enabling it to
stimulate or undermine the organization's interests.
In contrast, according to (Robbins 2013), organizational culture is a shared value system. We
can predict that employees will accept the same corporate culture even though they are in
different organizations. In addition, Robbins said that could carry out cultural change in the
following ways:
1. Take management behavior as a reference.
2. Implement new history, symbols, habits, and regulations according to the desired
culture.
3. Sort out, improve and support Employees.
4. Redefine the socialization method of new values.
5. Modify the reward system with new values
6. Replace unwritten rules with written rules.
7. Randomize subcultures through rotation.
8. Foster group cooperation.
Transformational leadership
Leadership is a skill that can persuade a team to achieve a goal. According to Yulk (2011), can
describe leadership together:
a. Leadership is "a personal character that directs its activities to a shared goal to
be achieved."
b. Leadership is "when special conditions, through connections, to achieve
something or more specific targets and interpersonal influence."
c. Leadership is like "initial formation and maintenance of opportunity and
structure of relationships."
d. Leadership is "a gradual increase in direction and beyond procedural compliance
to the normal direction of the organization."
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Archives of Business Research (ABR) Vol. 9, Issue 7, July-2021
Services for Science and Education – United Kingdom
e. Leadership is "the process of organizing community activities organized to
obtain hope."
Leadership is a response to fulfill meaning in a joint effort that can make a sincere effort to
achieve goals.
Leadership based on Robbins and Judge (2013) leadership describes influencing the group's
ability to achieve the mission. The way individuals achieve common goals, this brief meaning of
leadership is stated by Peter G. Northouse (2010).
According to Bass and Avolio in Jevanyoti & Manisha Dev (2015:79-80), transformational
leadership masters four aspects, namely:
1) Idealized influence is the attitude of a change pioneer with a solid right to self- determination, always present in difficult times, supporting noble moral values,
fostering the pride of members/followers, and having a transparent vision of the
methods he takes. With clear goals and allowing lower-level employees to follow
voluntarily, this model leader can use himself as a role model for members and
subordinates.
2) Personalized consideration is a transformational leadership behavior. Leaders will
reflect, think and permanently mark the needs of their subordinates, strive to identify
the abilities of employees, create a learning spirit among employees, and provide
employees with as many learning opportunities as possible. Take time to follow the
wishes of his subordinates and complain intently. For him, the key to success is a job.
3) Inspirational Motivation, namely the efforts of a transformational leader to inspire
members/followers to anticipate the unexpected, to reach high parameters that all
subordinates will handle. This leader will encourage associates to consider a danger and
difficulty as an opportunity to learn. In other words, this leader embodies a culture of
daring to be wrong because mistakes are the beginning of the experience of knowing
everything.
4) Intellectual stimulation is behavior that encourages subordinates to work.
Transformational direction persuades low-level employees to dare violate capital ethics
and encourages lower-class people to ask questions about old assumptions. Leaders
recognize that exclusive beliefs often get in the way of thinking, so the leader hopes to
motivate subordinates to question, research, examine, and replace these beliefs
whenever possible.
Job satisfaction
According to Armstrong & Taylor (2014), job satisfaction can be explained as a person's
behavior and thoughts about his career. A constructive and pleasant attitude towards work can
indicate job satisfaction. In contrast to constructive (positive) attitudes, negative and
unpleasant attitudes towards work indicate dissatisfaction with their work. Robins & Judge
(2013: 74) stated that job satisfaction is defined as an absolute stance on a career originating
from an employee personality assessment. Employees with little job satisfaction intend to keep
a final opinion on their work, but employees with low job satisfaction indeed hold a negative
attitude.