The Impact of Work Discipline, OCB, and Compensation on the Performance of Community-Based Tourism Managers in Ketapanrame
DOI:
https://doi.org/10.32493/JJSDM.v9i3.59214Keywords:
CBTO, Work Discipline, Performance, CompensationAbstract
This study aims to analyze the influence of Work Discipline, Organizational Citizenship Behavior (OCB), and Compensation on the performance of Community Based Tourism Organization (CBTO) in Ketapanrame Tourism Village. In contrast to previous literature that generally places discipline and material compensation as the main predictors of performance in corporate structures, this study explores the unique dynamics of community-based tourism organizations. Using a quantitative method with an associative causal design and a saturated sampling technique (census) of 49 respondents, the data was analyzed using multiple linear regression assisted by the SPSS version 27 program. The results of the simultaneous regression test showed that the three variables contributed significantly by 40.3% to the variation in organizational performance (R² = 0.403; F count = 10.113; sig = 0.000). However, the partial test presents findings that contradict conventional management theory. Work Discipline (Regression Coefficient = 0.342; t count = 1.232; sig = 0.224) and Compensation (Regression Coefficient = 0.066; t count = 0.229; sig = 0.820) were shown to have no significant effect on performance. On the other hand, OCB was shown to have a positive and significant effect, and appeared as the most dominant predictor (Regression Coefficient = 1.017; t count = 3.951; sig = 0.000). These findings confirm that CBTO members' performance is not driven by rigid regulations or transactional (financial) motivation, but rather relies heavily on extra-role behavior, altruism, and a culture of mutual cooperation that goes beyond formal job descriptions.
References
[1.] Anshori, M., Aldhalia, D., & Hasan Basri, H. (2020). Pengaruh Organizational Citizenship Behavior Terhadap Kinerja. 7(2). http://ejurnal.stisipolcandradimuka.ac.id/index.php/JurnalPublisitas/
[2.] Ghozali, I. (2018). Ghozali 2018 (edisi 9). In Aplikasi Analisis Multivariate dengan Program IBM SPSS 25. Badan Penerbit Universitas Diponegoro: Semarang.
[3.] Goodwin, H., & Santilli, R. (2009). Community-Based Tourism: a success?
[4.] Hasibuan, M. S. P. (2016). Manajemen Dasar Pengertian dan Masalah Cetakan Ke 7. In Jakarta: Bumi Aksara.
[5.] Hikmah Perkasa, D., Desty Febrian, W., & Dian Nusantara, U. (2023). Pengaruh Kompensasi, Kompetensi, Dan Konflik Kerja Terhadap Kinerja Karyawana. https://lenteranusa.id/
[6.] jadesta.com. (2025). Data Desa Wisata Jawa Timur.
[7.] Lim, W. M., Aggarwal, A., Singh, V., & Gopal, R. (2025). Leader–Member Exchange and Service-Oriented Organizational Citizenship Behavior: A Mediation-Moderation Model of Employee Envy and Psychological Empowerment Among Hotel Frontline Employees. International Journal of Hospitality and Tourism Administration, 26(4), 763–792. https://doi.org/10.1080/15256480.2024.2364326
[8.] Ni Kadek Suryani, Ida Ayu Putu Widani Sugianingrat, & Kadek Dewi Indah Sri Laksemini. (2020). Sumber Daya Manusia.
[9.] Nurmansyah. (2024). Manajemen Kompensasi : Penerbit Cv.Eureka Media Aksara.
[10.] Organ D.W. (1988). Organizational-Citizenship-Behavior-Its-Construct-Clean-Up-Time.
[11.] Peemanee, J., Weerarathna, R., Issarapaibool, A., Boonlua, S., & Rathnayake, N. (2026). Beyond compensation: effect of employee benefits on job motivation, performance, and turnover intention. Cogent Business and Management, 13(1). https://doi.org/10.1080/23311975.2025.2607764
[12.] Pratiwi, A., & Darmastuti, I. (2014). Pengaruh Motivasi Dan Disiplin Kerja Terhadap Kinerja Pegawai (Studi Pada PT. Telekomunikasi Indonesia, Tbk Wilayah Telkom Pekalongan). In DIPONEGORO JOURNAL OF MANAGEMENT (Number 1). http://ejournal-s1.undip.ac.id/index.php/dbrISSN
[13.] Putra, G. S., Fernos, J., Tinggi, S., Ekonomi, I., & Padang, K. (2023). Pengaruh Disiplin Kerja Dan Motivasi Kerja Terhadap Kinerja Pegawai Pada Dinas Tenaga Kerja Dan Perindustrian Kota Padang. https://doi.org/10.46306/vls.v3i2
[14.] Rivaldo, Y., & Nabella, S. D. (2023). Employee Performance: Education, Training, Experience and Work Discipline. Quality - Access to Success, 24(193), 182–188. https://doi.org/10.47750/QAS/24.193.20
[15.] Rudini ahmad. (2024). Pengaruh Organizational Citizenship Behavior (Ocb) Dan Komitmen Organisasi Terhadap Kinerja Pegawai Asn Sekretariat Daerah Kabupaten Kotawaringin Timur. Cetak) Journal of Innovation Research and Knowledge, 4(2).
[16.] Simarmata, N. (2023). Organizational Citizenship Behavior. https://www.researchgate.net/publication/370844279
[17.] Sinambela L.P. (2016). Manajemen Sumber Daya Manusia Membangun Kerja yang Solid untuk Meningkatkan Kinerja by Prof. Dr. Lijan Poltak Sinambela (z-lib.org).
[18.] Sugiyono. (2017). Metode Penelitian Metode Penelitian Sugiyono. In Metode Penelitian.
[19.] Suyadi Prawirosentono. (1999). Manajemen sumberdaya manusia: kebijakan kinerja karyawan : kiat membangun organisasi kompetitif menjelang perdagangan bebas dunia.
[20.] Teuku Umar, J., Baja, L., Batam-Indonesia, K., Faiza, G., Muliadi Manalu, F., Asmarazisa Aziz, D., & Ekonomi, F. (2022). Universitas Ibnu Sina (Uis) Pengaruh Kompetensi, Kompensasi, Motivasi Kerja Dan Organizational Citizenship Behaviour (Ocb) Terhadap Kinerja Karyawan Pt Techmicron.
[21.] Wijaya, W. H., & Kusuma, D. (2019). Pengaruh Kompensasi Dan Disiplin Kerja Terhadap Kinerja Karyawan. In Jurnal Ilmiah Manajemen Bisnis (Vol. 5, Number 2).
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Mutawakkil 'Alallah, Mar'atul Fahimah
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish in this journal agree to the following terms:
The author owns the copyright of the article and assigns to the journal the right of first publication with the work simultaneously licensed under the terms Atribusi 4.0 Internasional (CC BY 4.0)
which allows others to share the work with acknowledgment of the work's authorship and initial publication in this journal.Authors may enter into separate additional contractual arrangements for the non-exclusive distribution of the published journal version of the work (for example, posting it to an institutional repository or publishing it in a book), with acknowledgment of the work's original publication in this journal.
Authors are permitted and encouraged to post their work online (for example, in institutional repositories or on their websites) before and during the submission process, as this can lead to productive exchanges, as well as earlier and larger citations of published work (See The Effect of Open Access).
.png)
