INFLUENCE OF WORK SATISFACTION AND ORGANIZATIONAL COMMITMENT TO THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF LECTURERS AT FACULTY OF TEACHERS’ TRAINING AND EDUCATION, SEBELAS MARET UNIVERSITY, SURAKARTA

This research is intended to test and analyze influence of work satisfaction and organizational commitment to the organizational citizenship behavior of the lecturers at Faculty of Teachers’ Training and Education, ‘Sebelas Maret University, Surakarta. The main method of this research is survey, namely a research performed by using questionnaires as a means of collecting the data. Population in this research are the whole 324 lecturers at FKIP of the Sebelas Maret University, namely the lecturers who on the date of October 1, 2011 have already held the functional positions as ‘Associate Professor’ and “Senior Associate Professor’. Samples are taken under stratified proportional random sampling method, at the sum of 20% of the total population, namely 65 lecturers spread in 20 different programs of study. The primary data of this research constitute the quantitative data, because they will be analyzed by using statistic analysis. Data are collected by using the survey method, namely collecting data directly from the respondents by means of questionnaire. In order to obtain accurate data, the data collecting tool / questionnaire needs to be tested for its validity and reliability. The hypotheses are tested by using the multiple regression analytical technique. Outputs of research make conclusions as follows: (1) Work satisfaction has significant influence to the organizational commitment leading to positive relation. One of the five indicators of work satisfaction having the strongest influence to the organizational commitment is salary and other income received by the lecturers in FKIP of the Sebelas Maret University, although partially it is not significant. (2) Work satisfaction has no significant influence to the organizational citizenship behavior. Though as a whole, work satisfaction has no significant influence, partially promotion and the work itself constitute indicators having the strongest influence to the organizational citizenship behavior. (3) Organizational commitment has significant influence to the organizational citizenship behavior. One of the three indicators of the organizational commitment having the strongest influence to organizational citizenship behavior is the continuant commitment.