Pengaruh Etos Kerja Islami, Komitmen Organisasi, dan Personality terhadap Kinerja Pegawai dengan Organizational Citizenship Behavior (OCB) sebagai Variabel Moderasi di Kecamatan Lubuklinggau Barat II
DOI:
https://doi.org/10.54065/jss.6.3.2026.1535Keywords:
Etos Kerja Islami, Kinerja Pegawai, Komitmen Organisasi, Personality, Organizational Citizenship Behavior (OCB)Abstract
Penelitian ini dilatarbelakangi oleh pentingnya optimalisasi kinerja Aparatur Sipil Negara (ASN) dalam pelayanan publik di tingkat kecamatan serta masih adanya inkonsistensi hasil penelitian mengenai faktor-faktor yang memengaruhi kinerja pegawai. Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja Islami, komitmen organisasi, dan personality terhadap kinerja pegawai serta menguji peran Organizational Citizenship Behavior (OCB) sebagai variabel moderasi. Penelitian menggunakan pendekatan kuantitatif dengan metode survei terhadap 57 PNS di Kecamatan Lubuklinggau Barat II yang ditentukan melalui teknik sampling jenuh. Analisis data menggunakan regresi linear sederhana untuk menguji pengaruh masing-masing variabel independen terhadap kinerja pegawai dan Moderated Regression Analysis (MRA) untuk menguji peran moderasi OCB dengan bantuan SPSS 20 for Windows. Hasil regresi linear sederhana menunjukkan bahwa etos kerja Islami berpengaruh positif dan signifikan terhadap kinerja pegawai dengan kontribusi sebesar 60,1% (t_hitung = 9,099 > t_tabel = 2,000; p < 0,05), komitmen organisasi berpengaruh positif dan signifikan dengan kontribusi sebesar 67,3% (t_hitung = 10,635 > t_tabel = 2,000; p < 0,05), dan personality berpengaruh positif dan signifikan dengan kontribusi sebesar 22,7% (t_hitung = 4,023 > t_tabel = 2,000; p < 0,05). Hasil MRA menunjukkan bahwa interaksi OCB dengan etos kerja Islami, komitmen organisasi, dan personality tidak signifikan, dengan nilai signifikansi masing-masing sebesar 0,871, 0,136, dan 0,851 (> 0,05), sehingga OCB tidak terbukti memoderasi hubungan ketiga variabel tersebut dengan kinerja pegawai. Analisis penelitian ini belum mencakup regresi berganda simultan sehingga besarnya kontribusi masing-masing variabel yang dilaporkan merupakan hasil pengujian secara terpisah. Dengan demikian, etos kerja Islami, komitmen organisasi, dan personality terbukti berpengaruh signifikan terhadap kinerja pegawai secara terpisah, sedangkan OCB tidak terbukti berperan sebagai variabel moderasi.
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