Young people in a big structure : a quantitative study of the relationship between some work-related factors, organizational identification, and OCB of young employees in a public institution in Indonesia

The growing number of young employees makes them a potential human capital asset that play important role in organizations’ success. To ensure that young employees performances is supporting organizational values and goals, it is important to observe the feeling of oneness with and belongingness to an organization among young employees that is predicted by the present study to have significant relationships with the willingness to go extra mile for the organization. This study also aims to gain insight of what factors that are significantly related to organizational identification and organizational citizenship behavior (OCB) among young employees. By knowing the related factors, organizations could perform effective approaches in promoting organizational identification that, in turn, motivate the employees to engage in OCB. Factor analysis finds OCB measured in this study is categorized as OCB for the sake of co-workers (OCB-I) and for the sake of the organization (OCB-O). This study thus observes several frequently-measured intraorganizational factors, namely value congruence, quality of top-down communication, distributive justice and procedural justice, along with two factors which rarely related to organizational identification and OCB, namely motivational drives and perceived organizational readiness for change, using an online survey on 372 young employees of a government organization in Indonesia. The results of this study show that value congruence, perceived organizational readiness for change, and motivational drives have positive and significant relationships with organizational identification. It is also found that organizational identification is significantly related with young employees’ willingness to supports other members of the organization, whereas more significances of work-related factors to OCB-O are needed to embody organizational identification among young employees to be the willingness to do extra efforts for the organization.