Pengaruh persepsi perawat pada sistem insentif dan kepuasan kerja terhadap organizational citizenship behavior sebuah rumah sakit pemerintah di kota bogor

The rapid development of the hospital industry has caused business competition to sharply increase, both in the domestic and international market. The hospital is an organization which provides health services. For service provider organizations, service quality is one of the most important factors affecting customer satisfaction. This is due to customers hoping to get the highest quality service from a service provider organization. To face the competition, it is necessary for hospitals to have quality resources in order to achieve good performance. In the industry, nurses make up most of the human resource in a hospital, and nurses provides health services in the form of nursing care. An organization certainly wants the loyalty of its employees. Therefore, nurses extra-role behavior is demanded by hospitals at this time. One of the extra-role behaviors expected by hospitals is organizational citizenship behavior (OCB). This study aims to analyze nurses' perception on incentive system and job satisfaction towards OCB. The nurses analyzed in this study are nurses in charge of the inpatient care of Hospital X. Using accidental sampling technique and questionnaire distributed to 100 respondents. The analytical method used in this study is Structural Equation Model (SEM) using the Partial Least Square (PLS) approach to analyze the influence of nurses' perception on the incentive system and job satisfaction on OCB, while T-test and ANOVA are used to see the average difference in each latent variable based on the characteristics of the respondents. The results indicates that there are differences in respondents‟ perception based on job position on the perception of nurses on the incentive system in Hospital X. In addition, the results of PLS SEM analysis shows that the perception of nurses on the incentive system comes from dimensions of magnitude with a loading factor of 0.955, job satisfaction originates from the dimensions of satisfaction with superiors with a loading factor of 0.925, and OCB derived from the courtesy dimension with a value of loading factor of 0.877. Meanwhile, the results of this study indicates that the perception of nurses on the incentive system has an effect on job satisfaction, job satisfaction has an effect on OCB, and nurses' perceptions on the incentive system have an effect on OCB through job satisfaction. However, the perception of nurses on the incentive system towards OCB has no effect and has a weak and opposite direction relationship. So, in building OCB on nurses, there must be a close relationship between nurses' perception of the incentive system and job satisfaction, and job satisfaction with OCB so that OCB emerges from nurses in Hospital X