American International Journal of Business Management (AIJBM) ISSN- 2379-106X, www.aijbm.com Volume 3, Issue 6 (June 2020), PP 101-108 *Corresponding Author: Fatwa Tentama 2 www.aijbm.com 101 | Page Reliability and Construct Validity of the Organizational Citizenship Behaviour (OCB) Scale Eka Rizki Meilani 1 , Fatwa Tentama 2 , Erita Yuliaseti Diah Sari 3 1 Faculty of Psychology, Ahmad Dahlan University, Indonesia 2 Faculty of Psychology, Ahmad Dahlan University, Indonesia 3 Faculty of Psychology, Ahmad Dahlan University, Indonesia Corresponding Author: Fatwa Tentama 2 ABSTRACT: The purpose of this study is to examine the reliability and construct validity of organizational citizenship behaviour, to find dimensions and indicators that can form organizational citizenship behaviour. Organizational citizenship behaviour measured by the dimensions of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue. The population in this study were teachers in junior high schools in Purwokerto region with a total of 327 teachers. The sample of this study was 90 teachers. The sampling technique in this study uses accidental sampling. Data collection methods use the organizational citizenship behaviour scale. Research data were analyzed with Structural Equation Modeling (SEM) through the SmartPLS 3.2.8 program. Based on the analysis results, the dimensions and indicators that form the construct of organizational citizenship behaviour are declared valid and reliable. The most dimension that reflects the construction of organizational citizenship behaviour is a civic virtue, with a loading factor of 0.781. The lowest dimension that reflects the construct of organizational citizenship behaviour is courtesy with a loading factor of 0.400. This research shows that all dimensions and indicators are able to reflect and form the construct of organizational citizenship behaviour. Thus, the measurement model can be accepted because the theory was described organizational citizenship behaviour is consistent with empirical data obtained from the subject. KEYWORDS - Altruism, Courtesy, Conscientiousness, Organizational Citizenship Behaviour, Sportsmanship, Civic Virtue I. INTRODUCTION Organizational citizenship behaviour is behaviour that is rarely owned in an organization (Shaheen, Gupta & Kumar, 2016), especially in education both teachers and other members who are stakeholders in the school environment (Shaheen, Gupta & Kumar, 2016; Ule, Živoder, & du Bois-Reymond, 2015; Johansson, 2016). The results showed that low organizational citizenship behaviour was one of the causes of the lack of improvement in the quality of education and voluntary behaviour in teaching (Shaheen, Gupta & Kumar, 2016; Somech & Oplatka, 2014). Teachers with less organizational citizenship behaviour can cause the problems in on going education program such as lack of progress and improvement of teacher competence, as well as causing children's negative behaviour increase, dropping out and skipping class (Vukovic, Roberts, & Green Wright, 2013; Jonhansson, 2016). Thus, to overcome these limitations, it requires sincere work and voluntary behaviour outside of his job description or also called organizational citizenship behaviour. Organizational citizenship behaviour has an important role in improving efficiency and effectiveness of work (Organs, Podsakof & Mackenzie, 2006), as well as improving teacher skills, creating a relationship of mutual trust, increasing confidence in the tasks and responsibilities given and increasing the professionalism of academic excellence (Choong, Ng, Na & Tan, 2019; Garg & Rastogi, 2006). In addition, organizational citizenship behaviour has an important role in the success of organizations to adapt to environmental changes (Shaheen, Gupta & Kumar, 2016). Teachers who do not have organizational citizenship behaviour make it possible to have little role in helping to achieve organizational goals, so it is less able to improve organizational performance. The impact of low organizational citizenship behaviour includes a lack of increased organizational effectiveness, innovation awareness, and the ability of individuals to adapt in various organizations (Podsakoff, MacKenzie, Paine and Bachrach, 2000; Fatimah, Hoesni & Hafidz, 2012). Factors that influence organizational citizenship behaviour include internal factors such as job satisfaction, organizational commitment, personality, employee morale, and motivation, and another internal factor such as leadership style, trust in leadership and organizational culture (Organ, Podsakof & Mackenzie, 2006; Gupta, Shaheen & Reddy, 2017; Sulaiman, Nasir & Omar, 2014). Besides, the factors that influence organizational citizenship behaviour is self-efficacy (Choong, Ng, Na & Tan, 2019). Another factor that influence organizational citizenship behaviour is work involvement (Bakker & Leiter, 2010), where work involvement supports an extra role in work and organizational support (POS) (Gupta, Shaheen & Reddy, 2017)