Authentic Leadership dan Organizational Citizenship Behavior: Studi pada Karyawan di Wilayah Jabodetabek
Published: 7/18/2026
Abstract
Organizational Citizenship Behavior refers to voluntary work behavior that supports organizational effectiveness beyond formal job responsibilities. One factor that may encourage such behavior is Authentic Leadership, characterized by self-awareness, relational transparency, balanced decision-making, and an internalized moral perspective. This study aimed to examine the influence of Authentic Leadership on Organizational Citizenship Behavior among employees in the Greater Jakarta area. This study employed a quantitative approach using an explanatory research design, a survey method, and a cross-sectional approach. A total of 195 employees were selected through purposive sampling. Data were collected using the Authentic Leadership Inventory adapted by Malau and Widyastuti (2025) and the Organizational Citizenship Behavior instrument adapted by Tawil (2022). The data were analyzed using simple linear regression. The findings indicated that Authentic Leadership had a positive and significant effect on Organizational Citizenship Behavior (R = 0.536; R² = 0.288; p < 0.001). The results suggest that employees who perceive their leaders as more authentic are more likely to demonstrate voluntary behaviors that contribute to organizational effectiveness. These findings imply that strengthening authentic leadership practices may serve as an effective organizational strategy for fostering Organizational Citizenship Behavior and enhancing human resource management effectiveness.
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