The nexus of employee organizational commitment, job satisfaction, task performance, and organization citizenship behavior: Two sides on the same coin:

Fahrudin J. S. Pareke

doi:10.17323/2312-5942-2025-15-4-23-39

Fahrudin J. S. Pareke University of Bengkulu, Bengkulu, Indonesia https://orcid.org/0000-0001-8452-6402

DOI: https://doi.org/10.17323/2312-5942-2025-15-4-23-39

Keywords: job satisfaction, organizational commitment, organizational citizenship behavior, task performance

Abstract

Job and organization are two substantial aspects of employees’ work life. Employees’ attitudes toward their jobs and organizations significantly impact their behavior and performance. Although research in this area is well established, little is known about which attitudes contribute more to the job and the organization. Purpose. This study examined the effect of employees’ job-related attitudes (i.e., job satisfaction and organizational commitment) on task performance and organizational citizenship behavior. Furthermore, this research also tested which attitudes had a more substantial effect on task performance and organizational citizenship behavior. Study design. A cross-sectional survey design was applied to collect data from 260 employees who work for government and private organizations in Bengkulu City, Indonesia. The respondents were currently studying at five graduate and postgraduate programs at the faculty of economics and business, university of Bengkulu. The hierarchical regression approach was applied, with two separate analytical procedures in conjunction with the dependent variables. Findings. The research concluded that organizational commitment and job satisfaction positively and significantly impacted employees’ task performance and organizational citizenship behavior. In addition, job satisfaction had a more substantial impact on task performance than organizational citizenship behavior. Mean while, organizational commitment had a more significant effect on organizational citizenship behavior than job satisfaction. Implications for practice. The resultshad crucial implications for policy priorities regarding when organizations should focus on short-termor long-term orientation.

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