Abstract
Previous research demonstrates inconsistent results in predicting how affect influences organizational citizenship behavior (OCB). This study aims to solve the inconsistency by taking the position that positive affect and negative affect are orthogonal, and their interaction produces four types of affective personality. They are ‘Self-fulfilling’ (high positive affect and low negative affect), ‘High affective’ (high positive affect and high negative affect), ‘Low affective’ (low positive affect and low negative affect) and ‘Self-destructive’ (low positive affect and high negative affect). The study hypothesizes that the self-fulfilling group displays the highest mean of OCB while the self-destructive displays the lowest. The high affective and low affective groups lie somewhere in between the two groups. The participants of this study were 227 employees, consisting of 151 males and 76 females with ages ranging from 20 to 60 years old (mean=38). They were measured using the Organizational Citizenship Behavior Scale (OCBS) and Positive and Negative Affect Schedule (PANAS). Based on the scores of their positive and negative affect dimensions, they were classified into four groups of affective personality types. One-way ANOVA analysis supported the hypothesis. The selffulfilling group revealed the highest mean of Organizational Citizenship Behavior while the Self-destructive group revealed the lowest. The High affective and Low affective groups were located in between the first two groups. This paper discusses this contribution and highlights how it is potential to explain organizational behavior.
Bahasa Abstract
Terdapat inkonsistensi hasil riset terkait peran afek dalam perilaku kewargaorganisasian. Studi ini bertujuan untuk menjembatani inkonsistensi ini dengan mengambil posisi bahwa afek positif dan afek negatif bersifat orthogonal dan interaksi keduanya menghasilkan empat tipe kepribadian. Tipe kepribadian itu adalah Self-fulfilling (afek positif tinggi dan afek negatif rendah), High affective (afek positif tinggi dan afek negatif tinggi), Low affective (afek positif rendah dan afek negatif rendah) and Self-destructive (afek positif rendah dan afek negatif tinggi). Hipotesis yang diuji adalah kelompok Self-fulfilling memiliki perilaku kewargaorganisasian tinggi, sebaliknya kelompok self-destructive memiliki perilaku kewargaorganisasian paling rendah. Kelompok-kelompok low affective dan self-destructive berada di antara keduanya. Partisipan penelitian adalah 227 karyawan, terdiri dari 151 laki-laki dan 76 perempuan, dengan rentang usia antara 20–70 tahun (rerata= 38 tahun). Dengan menggunakan alat ukur Skala Perilaku Kewargaorganisasian dan Skala afek positif dan afek negatif (PANAS). Skor PANAS digunakan untuk mengklasifikasikan partisipan ke dalam empat tipe kepribadian afektif, ANOVA yang digunakan untuk menganalisis data memperlihatkan bahwa hipotesis terbukti. Kelompok Self-fulfilling memang memiliki perilaku kewargaorganisasian yang tinggi, hasil sebaliknya diperlihatkan pada kelompok Self-destructive. Afektif tinggi dan afektif rendah diantara keduanya. Naskah ini mendiskusikan kontribusi dari riset ini dalam menjelaskan perilaku organisasi.
Recommended Citation
Ramdhani, N., Ancok, D., & Adrianson, L. (2017). The Importance of Positive Affect: The Role of Affective Personality in Predicting Organizational Citizenship Behavior. Makara Human Behavior Studies in Asia, 21(2), 62-69. https://doi.org/10.7454/mssh.v21i2.3501