Effect of Transformational Leadership, Motivation, and Affective Commitment on Organizational Citizenship Behavior (OCB)

This study aims to see the effect of Transformational Leadership on Organizational Citizenship Behavior (OCB), with Motivation, Affective Commitment as the mediating variable. The method used in this research is quantitative by distributing questionnaires. The technique of taking samples is purposive sampling. The sample used is BUMN employees for at least one year. The number of respondents obtained was 120 respondents. Software applications performed with Smart PLS. The results of the study indicate that by path analysis, the variable of Transformational Leadership towards OCB with the mediator variables of Motivation and Commitment was significant because the p-value level is below 0.05.

responsibilities (different roles) [9]. Through the commitment that has been embedded that is getting better, it is hoped that it will gain strength in showing good performance for the company.
From the explanation that has been explained, organizational citizenship behaviour (OCB) is a required behaviour in the company. Therefore, the researcher tries to find out and describe the OCB behaviour of employees, which is influenced by the variables of Transformational Leadership, Motivation and Affective Commitment owned by BUMN employees. In this study, there are several variables, such as the independent variable consisting of transformational leadership variables and affective commitment, the dependent variable is the OCB variable, and the mediating variable is the intrinsic motivation variable. The depiction is stated in Figure 1.

Fig. 1. Conceptual Model
According to Ref. [10], transformational leadership is a leadership approach that motivates followers to do more than expected, to continue to develop and grow, increase selfconfidence, and put the interests of the unit or organization before their own. The previous research belonging to Ref. [11] results that transformational leadership has a positive relationship with affective commitment.
Research by Ref. [12] stated that affective commitment significantly influences OCB. In addition, there are also longer results, which also result that affective commitment significantly affects OCB [11]. Research of Ref. [11] mentions that existing transformational leadership positively relates to affective commitment and then positively affects OCB. There is not enough research on transformational leadership on affective commitment mediated by motivation.
However, Ref. [13] stated that transformational leadership affects the level of employees' intrinsic motivation to be high. Then there are also the results of a reflection belonging to Ref. [14], which explains a positive relationship between intrinsic motivation and affective commitment. And this is all supported by the results of research belonging to Ref. [15], which results in transformational leadership affecting intrinsic motivation and intrinsic motivation involving affective commitment. The objectives of this research are:

1.
To describe the effect of Transformational Leadership on Affective Commitment.

Method
This type of research is quantitative and descriptive, using a questionnaire to collect data. According to Ref. [16], the method of collecting research data is by asking questions and statements both in oral form (interviews) and in writing (questionnaires) to respondents. In the data collection process, researchers used primary data collection, namely data collected by researchers directly from the object under study for the benefit of the survey concerned. In this study, researchers used direct data collection or primary data on the research object by distributing questionnaires to the respondents.
The population is the entire object whose characteristics will be used for research [16].
This study's population is all employees working in state-owned companies that will be used as research sites. The sample is part of the number and characteristics possessed by the population [16]. The number of samples used in this study was 120 people, using a standard error of 5% and a level of confidence or reliability of 95%. Thus, the sample was 5% of the total population.
The sampling technique used in this research is Non-Probability Sampling with a purposive sampling technique. The sampling technique with specific considerations and criteria is called positive sampling [16]. Researchers chose this technique because it has its concerns by selecting a population that is considered to be able to provide information, where the chosen respondents have terms and conditions, namely the length of time a BUMN employee. The number of samples in this study was 120 respondents. The basis for determining the number of samples is representativeness (the ability to represent the population), especially the number of populations that meet limited criteria.
Researchers collected data directly from respondents who filled out the questionnaire.
The question or statement used is a closed questionnaire with a five-point Likert scale used to measure a person's attitude, opinion and perception from 1 (Strongly Disagree) to 5 (Strongly Agree) [16].
The purpose of the description of the variables is to see the description of each research variable based on the respondents' answers. The percentage of respondents' answers is in the form of distribution, so the general tendency of respondents' answers can be known-the following variables used in this study, as shown in Table 1. This study uses quantitative data analysis techniques using Partial Least Square (PLS).

Partial Least Squares (PLS) analysis is a multivariate statistical technique that performs
comparisons between multiple dependent variables and multiple independent variables. PLS is a variant-based SEM statistical method designed to solve multiple regression when specific data problems occur, such as small research sample sizes, missing values, and multicollinearity [18]. PLS is used in the analysis of this study because the relationship between variables is relatively complicated, so the PLS model is considered suitable for simultaneous testing. PLS analysis also aims to predict the effect of variable X on Y and explain the theoretical relationship between the two variables. PLS is a regression method that can identify factors that combine X as an explanatory variable and Y as a response variable.
The hypotheses of this research are:

A. Data Processing
This research was carried out through a series of stages, starting from the preparation, implementation and data management stages. The initial phase of the researcher is to prepare by deepening the theory and identifying the problem to be studied, then guided by the lecturer

Effect of Transformational Leadership, Motivation and Affective Commitment on Organizational
Citizenship Behavior (OCB) (Nuzula, et al.) 29 in conducting the stages of distributing questionnaires. During the implementation phase, the researcher examined instruments (validity and reliability) and hypothesis testing with a large sample of BUMN employees. Objects determined by BUMN employees in Indonesia, because of the pandemic, the subject is generalized. After this stage was complete, the researcher selected whether the item's construct was valid/ not. After the transfer, the data was collected, and then the online questionnaire data was transferred in the form of numbers to the Excel application.
After collecting the data, all process data using the Partial Least Square application (PLS). Due to time constraints, the researcher did not check the previous small sample to see if the questionnaire used was valid and reliable. The measurement of validity and reliability was found at the same time by testing the hypothesis. In addition, due to the constraints of the time specified, this study did not re-test related items that were not valid.

B. Data Analysis Results
Demographic characteristics of the respondents are shown in Table 2. Ho is accepted (see Table 3).

Effect of Transformational Leadership, Motivation and Affective Commitment on Organizational
Citizenship Behavior (OCB) (Nuzula, et al.)  Based on the test, transformational leadership to OCB is 0.23 (significant) and transformational leadership to affective commitment is 0.000 (significant) and Affective commitment to OCB is 0.000 (significant). Ref. [19] found that Transformational Leadership has a positive and significant effect on Effective Commitment. There is also the opinion of Ref. [11], which also mentions that the transformational leadership style has a positive relationship with the level of affective commitment. It shows that when employees feel the existence of good Transformational Leadership from the leadership towards the work and subordinates they do, then the employee will work optimally in completing his work, to be motivated to stay at the company.

B. Hypothesis 2: The Effect of Affective Commitment on OCB
Based on the test results, it was concluded that the Affective Commitment variable had a significant effect on OCB. It means that the higher the employee's affective commitment, the better the OCB. OCB here in the form can help colleagues in work to lead to efficiency in work.
It is supported by research by Ref. [11], which results in a study of a significant relationship between affective commitment and OCB. It indicates that employees who have close emotional closeness to their organization do not necessarily have OCB behaviour among employees.

Affective Commitment
The test results show that transformational leadership on OCB mediated by affective commitment has a significant effect. It follows the research results belonging to Ref. [11], which resulted in the relationship between transformational leadership and OCB by mediating affective commitment. It shows that no matter how good an employee's OCB is. It is determined by the level of affective commitment, which is driven by transformational leadership. It can

Effect of Transformational Leadership, Motivation and Affective Commitment on Organizational
Citizenship Behavior (OCB) (Nuzula, et al.) 33 later result in different roles for employees, where things such as charisma, inspirational motivation, intellectual stimulation and individual consideration of a leader motivate someone so that they can make personal affective commitments a shared commitment.

Mediated by Intrinsic Motivation
The test results show the effect of Transformational Leadership on Affective Commitment mediated by Intrinsic Motivation. It is under the results of the study belonging to Ref. [15], which states that intrinsic motivation mediates between transformational leadership and affective commitment. Where this can be interpreted if their leaders can set a good example, this can motivate employees to work better and believe in themselves to produce satisfying work assignments.

Conclusion
The motivation variable has a positive and significant influence on Transformational Leadership. The Affective Commitment variable has a positive and significant effect on OCB.
Affective commitment can mediate transformational leadership variables on OCB. So it can be said that affective commitment is Partial Mediation. Motivation has a positive and significant influence as a mediating variable between the effect of transformational leadership on Affective Commitment. It is evidenced by the acquisition of a significant value between Transformational Leadership and Affective Commitment. So it can be said that motivation becomes a mediation called Partial Mediation.
In this study, only transformational leadership, motivation and affective commitment were examined OCB. Many other factors can theoretically affect performance. Therefore, further research must be conducted on other factors that influence OCB that the authors did not investigate. This research will be more comprehensive if it is equipped with data about compensation practices in the research company and one of the motivating factors for employees to work more optimally. Regarding the OCB behaviour of employees, it is appropriate to provide facilities or containers that can accommodate all the aspirations of its members so that it is expected to reduce the attitude of complaining to co-workers.

Conflict of Interest
Authors declare that there is no conflict of interest.