Organizational Psychology

Purpose. The era of Globalization demands business competition. Companies need to adaptand require competent human resources who are able to go the extra mile by having organizationalcitizenship behavior. Organizational citizenship behavior is proven to provide great benefits for thecompany’s business continuity. This study aims to determine the effect of compensation, servantleadership, psychological capital, and job satisfaction on organizational citizenship behavior and themediation of job satisfaction. Methodology. Quantitative data analysis was conducted using the PLS-SEM method of SmartPLS 4 software with a population of 103 retail employees in East Java Indonesia collectedthrough online questionnaires. Findings. The findings of this study indicate that job satisfaction andpsychological capital are the biggest predictors that contribute to organizational citizenship behavior behavior. While compensation and servant leadership directly do not contribute to and influence organizational citizenship behavior behavior. Job satisfaction was found to be a mediation between servant leadership and organizational citizenship behavior, and a mediation between psychological capital and organizational citizenship behavior. Implications for practice. These findings provide practical implications for companies under the need to pay attention to job satisfaction and psychological capitalin individual employees because it has an impact on their organizational citizenship behavior, and also need to apply servant leadership in leadership in the company. Value of the results. This study provides interesting results that the level of compensation received by employees does not have an impact onorganizational citizenship behavior, and this is relevant to D. W. Organ’s theory that organizational citizenship behavior is voluntary, discretionary behavior and is not formally recognized and there is no compensation.