ORGANIZATIONAL COMMITMENT AND WORKPLACE SPIRITUALITY AS MODERATION OF ORGANIZATION CITIZENSHIP BEHAVIOR (OCB) AND SPIRITUAL ON EMPLOYEE PERFORMANCE ON SDG

Objective: The most important resource of a company is human resources. Human resources are intangible and unique, making them very difficult for other companies to imitate. Therefore, improving the quality of human resources is very important. One important indicator for determining the quality of human resources is work performance. This also applies to banking. Effective human resource management is the key to improving employee performance. Therefore, companies must consider these factors before developing their human resource management program. Theoretical Framework: This research was conducted with the title "Organizational Commitment and Workplace Spirituality as Moderation of Organizational Citizenship Behavior (OCB) and Spirituality on Employee Performance". Method: The type of data used is quantitative, namely in the form of numbers using formal, standard and measuring tools. The population of this study was 150 company employees. Samples were taken from this population, and the sample selection for this study was determined by random sampling, resulting in a sample of 150 respondents. The data collection techniques used in this research are as follows: observation and questionnaires. After the data is collected, the data is then processed using the Smart PLS analysis tool. Results and Discussion: Based on the results of this research analysis, it has been found that organizational citizenship behavior (OCB) and spirituality influence employee performance. Workplace spirituality is able to moderate organizational citizenship behavior and spirituality on employee performance. Organizational Commitment is able to moderate Organizational Citizenship Behavior (OCB) on employee performance. However, organizational commitment was not able to moderate spirituality on employee performance in this study. Originality/Value: This research has several limitations that can be overcome by other authors in future research. It is recommended that future research include more independent variables or add moderating variables that have not been researched in this research.


INTRODUCTION
The most important resource of a company is human resources.Human resources are intangible and unique, making them very difficult for other companies to imitate.Therefore, improving the quality of human resources is very important.One important indicator for determining the quality of human resources is work performance.This also applies to banking.Effective human resource management is the key to improving employee performance.
Therefore, companies must consider these factors before developing their human resource management program.Recently, companies have spent millions of dollars on human resource management programs.This shows that employee attitudes and performance are the key to achieving the estimated goals set by the company, having excellent performance and developing competitive advantages (Karatepe & Sokmen, 2006).
Having employees with good performance can make it easier for organizational leaders to direct them to achieve goals and encourage them to make good contributions individually or as a team, which will have an impact on the final performance of the organization as a whole.Employee performance is described as the value of work results achieved by employees in carrying out obligations based on the work given to them (Mangkunegara, 2008).Good performance can be seen from the work efforts achieved by employees.If employees are able to achieve organizational goals with a predetermined process, then it can be said that the results of the employee's work are good.
Given the rapid changes in the world of work.
One way to overcome problems in an organization is to foster Organizational Citizenship Behavior (OCB), often known as good, constructive and significant social behavior, including organizational citizenship behavior (OCB).Corporate citizenship behavior (OCB) changes a rigid company culture into a a relaxed and cooperative setting to reduce employee tension, foster a positive work environment to increase productivity, and increase effectiveness and efficiency (Sabil et al., 2023).Organizational citizenship behavior (OCB) has the potential to increase organizational efficiency (Boerner et al., 2007;Rhey Mark & Sylvia, 2022;Trifunac et al., 1978).(Ashmos & Duchon, 2000) reported that employees working in organizations that promote spirituality constantly seek meaning and purpose from their work as well as connections with other humans and are interested in becoming members of society.The organizational values framework known as workplace spirituality indicates the existence of an organizational culture that is determined by improving employee performance through increased understanding and interpersonal communication.This helps employees understand the meaning of work and their purpose and also have a sense of community at work (Caracaş et al., 2009).Spiritual involves employees' experiences of finding ultimate meaning in work and a sense of connectedness, and organizations see new perspectives to understand employee behavior including employee performance (Kazemipour et al., 2012;Nasrudin et al., 2013) found a significant correlation between spirituality and organizational citizenship behavior (OCB) on employee performance.
In company organizations, employees are experts who meet directly with customers, therefore employees who carry out their duties as service providers can carry out various regulations and have a high commitment to the place where they work.Organizational commitment is a very important element for workers to support organizational change in order to survive and develop.
Employees with high organizational commitment tend to be more holistic in workplace perceive themselves as spiritual beings who need care and nurturing, who find meaning and purpose in their work, and feel connected to each other (Milliman et al., 2020).Workplace spirituality is broken down into three main categories by (Ashmos & Duchon, 2000) inner life, meaningful work, and community.Additionally, it is emphasized that spirituality in the workplace has nothing to do with religion, although employees may sometimes express their religious beliefs there.The possibility to display many facets of one's personality at work is provided by spirituality.
Spirituality in the workplace as a moderator in the influence of organizational citizenship behavior (OCB) and spirituality on employee performance.(Charoensukmongkol et al., 2015)reported that sense of community, meaningful work and inner life have an influence on organizational citizenship behavior (OCB).The meaning of work and inner life also influences organizational citizenship behavior (OCB) and spirituality.This is empirical evidence that supports the correlation between workplace spirituality, organizational citizenship behavior (OCB) and spirituality.Combining workplace spirituality and organizational citizenship behavior (OCB) as well as the relationship between spirituality and workplace spirituality, workplace spirituality moderates the influence of organizational citizenship behavior (OCB) and spirituality on employee performance.
Based on the discussion explained above, this research was conducted with the title "Organizational Commitment and Workplace Spirituality as Moderation of Organizational Citizenship Behavior (OCB) and Spirituality on Employee Performance".

ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)
Organizational citizenship behavior (OCB) is a form of prosocial behavior, social behavior that is positive, constructive and meaningful.Organizational citizenship behavior (OCB) changes the formal organizational atmosphere into a relaxed and cooperative environment to reduce tension between employees,  et al., 2023; et al., 2018) (Hendijani Fard & Seyyed Amiri, 2018).The way a person thinks, feels and acts will be influenced by his level of self-confidence.
Spirituality is an esoteric dimension of the religious spirit in modern human life.
This concerns the quality of faith, soul, mental, emotional intelligence and spiritual intelligence originating from a person's religious beliefs as a Muslim.
Spirituality is one of three major philosophical perspectives on the nature of ultimate reality.As a first, spirituality is a theistic perspective recognizing the existence of a higher or eternal soul.The second perspective is atheism which denies belief in God or any kind of soul or divinity.In previous research (Angelica et al., 2020;Ratnasari et al., 2020)  constructive behavior (Podsakoff et al., 2000).Furthermore, organizational commitment refers to an employee's loyalty to their organization.This encourages employees to take responsibility for more work than they should.This means that high organizational commitment will result in extra roles.Organ et al. (2006) stated that commitment, internal factors possessed by employees influence organizational citizenship behavior (OCB).This is supported by (Ng & Feldman, 2011)which shows that organizational commitment influences spiritual organizational citizenship behavior (OCB).(Benjamin, 2012) found a positive relationship between organizational commitment organizational citizenship behavior (OCB) and employee spirituality.Employees who are highly committed have higher organizational citizenship behavior and spiritual behavior (Salehi & Gholtash, 2011).In short, this is empirical evidence that supports the relationship between organizational commitment, organizational citizenship behavior (OCB) and spirituality.H3: It is suspected that organizational commitment can moderate organizational citizenship behavior (OCB) on employee performance H4: It is suspected that organizational commitment can moderate spiritual impact on employee performance 2.4 WORKPLACE SPIRITUALITY Spirituality in the workplace can be based on an individual's values and ideas rather than having to do with affiliation with a particular religious tradition.Employees who practice spirituality in the workplace perceive themselves as spiritual beings who need care and nurturing, who find meaning and purpose in their work, and feel connected to each other (Milliman et al., 2020).Workplace spirituality is broken down into three main categories by (Ashmos & Duchon, 2000) inner life, meaningful work, and community.
Additionally, it is emphasized that spirituality in the workplace has nothing to do with religion, although employees may sometimes express their religious beliefs there.The possibility to display many facets of one's personality at work is provided by spirituality.et al., 2018).This can increase the likelihood that employees will engage in Organizational Citizenship Behavior such as helping coworkers, sharing knowledge, or contributing more than expected (Pratidina et al., 2023).Apart from moderating the relationship between Organizational Citizenship Behavior and performance, workplace spirituality can also moderate spirituality on employee performance.
Employees who integrate spiritual values in their actions at work tend to have higher intrinsic motivation, promote a more positive work climate, and increase engagement in their work (Laila & Pujianto, 2024).

METHODOLOGY
The approach in this research uses a quantitative approach.According to (Sugiyono, 2016) states that "research is carried out to analyze the relationship or influence between two or more variables".In this research, researchers want to know "Organizational Commitment and Workplace Spirituality as Moderation of Organizational Citizenship Behavior (OCB) and Spirituality on Employee Performance".The type of data used is quantitative, namely in the form of numbers using formal, standard and measuring tools.The population of this study was 150 company employees.Samples were taken from this population, and the sample selection for this study was determined by random sampling, resulting in a sample of 150 respondents.The data collection techniques used in this research are as follows: observation and questionnaires.After the data is collected, the data is then processed using the Smart PLS analysis tool.Table 2 shows the Composite Reliability value of the latent variable is more than 0.7 while the Cronbach's alpha value of the latent variable shows a value greater than 0.6 so that all variables show good reliability

HYPOTHESIS TEST RESULTS
To test the hypothesis presented, t-statistics and p-values are needed.
The hypothesis is accepted if the p-value <0.05.The basis for direct hypothesis testing is the return contained in the coefficient or value of the output path and indirect effects.Structural model testing is used to explain the relationship between variables.Table 4 shows that organizational citizenship behavior (OCB) influences employee performance with a t-statistic value of 2,234 > 1.96 and a p-value of 0.001 < 0.05.Spirituality influences employee performance with a t-statistic value of 2,224> 1.96 and a p-value of 0.000 < 0.05.Organizational Commitment is able to moderate Organizational Citizenship Behavior (OCB) on employee performance with a t-statistic value of 2,019 > 1.96 and a p-value of 0.000 < 0.05.Organizational commitment is not able to moderate spirituality on employee performance with a t-statistic value of 0.819 < 1.96 and a p-value of 0.706 > 0.05.Workplace spirituality is able to moderate organizational citizenship behavior on employee performance with a t-statistic value of 2,378 > 1.96 and a p-value of 0.000 < 0.05.Workplace spirituality is able to moderate spirituality on employee performance with a t-statistic value of 1.997 > 1.96 and a p-value of 0.001 < 0.05.

Organizational Citizenship Behavior Influences Employee Performance
Based on the results of the Smart PLS analysis, Organizational Citizenship Behavior (OCB) influences employee performance.Organizational Citizenship Behavior (OCB) is voluntary behavior carried out by employees outside of their primary duties at work.These behaviors include helping coworkers, providing suggestions or ideas for process improvements, supporting organizational goals, and the like.These findings support the altruistic theory where organizational citizenship behavior (OCB) is an important aspect (Eastman, 1994) and individuals behave well which brings benefits to the company and research (Ahmadi et al., 2014) that the dimensions of organizational citizenship behavior (OCB), altruism, conscientiousness and civic virtue, Indians have a positive influence on work performance.These findings are widespread (Podsakoff et al., 2000)proves the close relationship between organizational citizenship behavior (OCB) and group work results in the quantity of work, not the quality.
The same thing was also stated by (George & Bettenhausen, 1990)that organizational citizenship behavior (OCB) influences employee performance.
Lastly, also developing, (Biswas, 2010)that organizational citizenship behavior (OCB) has a positive effect on employee performance.

Spiritual Influence on Employee Performance
Based on the results of the Smart PLS analysis, Spiritual influence on employee performance.Spirituality can help employees deal with stress and challenges at work in a more effective way.This can reduce fatigue levels and improve overall psychological well-being, contributing to better performance.
Spiritual values such as honesty, integrity, and empathy can shape how employees view decision making and carrying out their duties.Employees who base their actions on these principles tend to make better ethical and responsible decisions, which in turn affects organizational performance.Spirituality often promotes better, more empathetic relationships with coworkers and superiors.Employees who apply spiritual values in daily interactions tend to contribute to a more harmonious and collaborative work climate, which supports team and individual performance.

Behavior (OCB) on Employee Performance
Based on the results of the Smart PLS analysis, Organizational Commitment is able to moderate Organizational Citizenship Behavior (OCB) on employee performance.This can be explained that based on the questionnaire,  (Organ, et al., 2006).
These findings are also supportive (Benjamin, 2012)who identified a positive correlation between affective commitment and OCB of bank employees (Yousef, 2017) who conducted research in the banking sector revealed that commitment influences organizational citizenship behavior (OCB).
When employees have the will to stay in an organization and feel emotionally attached to the organization, they have an obligation to stay in the organization because it is worth the effort.Moving to another company will be more expensive for employees.This organizational commitment encourages employees to be more adaptable and resilient.They will have a higher initiative to help their colleagues.This is demonstrated by the high commitment of bank employees to continue working at the company.Companies must be able to maintain this high level of commitment as they encourage employees to take on extra roles even though they will not be rewarded for their extra work.

Employee Performance
Based on the results of the Smart PLS analysis, organizational commitment is unable to moderate spirituality on employee performance.The concept that organizational commitment is unable to moderate the relationship between individual spirituality and employee performance leads to the understanding that these factors can operate independently in influencing performance.Individual spirituality and organizational commitment are distinct constructs with influence mechanisms that may operate separately (Chevalino & Ismail, 2022).Individual spirituality includes a person's personal values and spiritual experiences, while organizational commitment relates to loyalty, involvement, and identification with the organization where the employee works.These two factors may interact in some contexts, but do not always significantly moderate each other.For example, a person can have a high level of spirituality but have low organizational commitment due to other reasons such as company policy, job satisfaction, or external factors (Fitri & Endratno, 2021).

Behavior on Employee Performance
Based on the results of the Smart PLS analysis, Workplace Spirituality is able to moderate organizational citizenship behavior on employee performance.Based on this data, respondents have positive attitudes and perceptions about spirituality in the workplace.They have positive perceptions about the psychological side of their lives, the meaning of work and the community at work.The psychological side of their lives has the highest average score so that this indicator is the most important and strongest element for representing spirituality at work.Basically, spirituality at work refers to a condition where employees view themselves as spiritual beings who need psychological supervision at work, have a sense of purpose and meaning in their work and have a sense of connectedness between each other (Milliman et al., 2020).
The importance of spirituality at work to improve employee organizational citizenship behavior (OCB) can be seen from the findings of several previous studies, for example (Ahmadi et al., 2014;Biswas, 2010;Boerner et al., 2007;Podsakoff et al., 2000;Trifunac et al., 1978), which identified a positive relationship between workplace spirituality with the dimensions of work interest, sense of solidarity, perfectionist experiences and spiritual relationships with employee organizational citizenship behavior (OCB).Fitriyani, 2022).In practice, efforts to understand and moderate the role of workplace spirituality on employee performance require a holistic approach and are sensitive to individual needs and organizational dynamics (Sukma, 2021).
Integrating spiritual values in organizational culture development strategies can create a more meaningful, productive and sustainable work environment for all members of the organization (Prashanantyo et al., 2023).

CONCLUSION
Based on the results of this research analysis, it has been found that organizational citizenship behavior (OCB) and spirituality influence employee performance.Workplace spirituality is able to moderate organizational citizenship behavior and spirituality on employee performance.Organizational Commitment is able to moderate Organizational Citizenship Behavior (OCB) on employee performance.However, organizational commitment was not able to moderate spirituality on employee performance in this study.This research has several limitations that can be overcome by other authors in future research.
It is recommended that future research include more independent variables or add moderating variables that have not been researched in this research.
Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG Then next is spiritual.Spiritual is a framework of organizational values that indicates organizational culture, characterized by better employee performance, communication and understanding of each other their work, show good personal qualities and have a positive impact, for example being able to work hard, making sacrifices for the survival of the organization, creating job satisfaction, positive work success and the desire to continue working for the company (Pane & Fatmawati, 2017).Previous research examining organizational commitment can moderate organizational citizenship behavior (OCB and spiritual employee performance.Apart from organizational commitment, this research also discusses workplace spirituality as moderation.Spirituality in the workplace can be based on an individual's values and ideas rather than having to do with affiliation with a particular religious tradition.Employees who practice spirituality in the Rosyid, B., Agustina, T., S., Sridadi, A., R. (2024) Organizational Commitment and Workplace Spirituality as Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG creating a supportive work environment to increase productivity, influencing effectiveness and efficiency.Organizational Citizenship Behavior (OCB) is voluntary behavior carried out by employees outside of their primary duties at work.Some examples of OCB include helping coworkers, providing additional information to superiors, or contributing ideas for improving work processes.In previous research (Susilo have found that spirituality influences employee performance.H2: It is suspected that spirituality has an influence on employee performance 2.3 ORGANIZATIONAL COMMITMENT Organizational commitment is defined as an individual's attitude or behavior towards the organization, where this behavior is included in positive characteristics, and one example of proportional behavior is positive, Rosyid, B., Agustina, T., S., Sridadi, A., R. (2024) Organizational Commitment and Workplace Spirituality as Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG Rosyid, B., Agustina, T., S., Sridadi, A., R. (2024) Organizational Commitment and Workplace Spirituality as Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG Spirituality in the workplace can encourage employees to care more about collective well-being and shared goals (Queen Figure 1.Conceptual Framework STRUCTURE MODEL (INNER MODEL)Testing the structural model (inner model) helps determine the relationship between the significant value of the construct and the R-square research model.The structural model is estimated using R-square for each independent or dependent latent variable.The results of R-Square testing with SmartPLS are shown in the table below.
Moderation of Organization Citizenship Behavior (OCB) and Spiritual on Employee Performance on SDG respondents have positive perceptions and attitudes about organizational commitment.They have good levels of affective, normative and sustainable commitment.Normative commitment is the indicator with the highest average score so it is categorized as very good.Normative commitment is related to loyalty, for example the respondent decides to work in the organization where he currently works and has no intention of leaving the organization.These findings support (Organ et al., 2006) that internal factors such as organizational commitment influence organizational citizenship behavior (OCB).In addition, internal factors are job satisfaction, personality and commitment, while external factors are leadership and organizational culture results of the Smart PLS analysis, Workplace Spirituality is able to moderate spirituality on employee performance.Workplace spirituality includes spiritual values, practices, and experiences applied in an organizational context.These can include fairness, empathy, integrity, meaning in work, and connection to a purpose greater than simply achieving material goals.workplace spirituality may act as a moderator in the relationship between individual spirituality and performance.This means that the presence or strength of spirituality in the workplace can strengthen or weaken the influence of individual spirituality on employee performance (Adhi Pratama &

Table 2
Results of Composite Reliability and Cronbach's Alpha

Table 4
Path Coefficient Results