The Role of Organizational Commitment in Mediating the Influence of Self-Efficacy and Work-Life Balance on Organizational Citizenship Behavior

Abstract

Organizational Citizenship Behavior (OCB) refers to individual contributions that exceed workload or role demands at work, aiming to achieve task performance rewards. OCB is intended to enhance the effectiveness and efficiency of organizational functions. Individuals exhibiting high OCB tend to demonstrate strong loyalty to their employing institutions. Several factors influence the realization of OCB, including self-efficacy, work-life balance, organizational commitment, organizational culture, and social support, among others. This study aims to explore the role of organizational commitment in mediating the effects of self-efficacy and work-life balance on Organizational Citizenship Behavior (OCB). The study sampled 52 respondents from a total population of 66 employees, using purposive sampling. The questionnaire employed a 5-point Likert Scale to measure responses to 49 statements. Results indicated that self-efficacy and work-life balance partially and significantly positively influenced OCB. Additionally, self-efficacy and work-life balance significantly positively influenced organizational commitment. Organizational commitment, in turn, significantly positively affected OCB. Therefore, organizational commitment mediated the impact of self-efficacy and work-life balance on OCB. Overall, the hypotheses in this study demonstrate significant and positive mediating effects.