Hermawan HERMAWAN, H.M. THAMRIN, Priyo SUSILO / Journal of Asian Finance, Economics and Business Vol 7 No 12 (2020) 1089–1097 1089 1089 Print ISSN: 2288-4637 / Online ISSN 2288-4645 doi:10.13106/jafeb.2020.vol7.no12.1089 Organizational Citizenship Behavior and Performance: The Role of Employee Engagement* Hermawan HERMAWAN 1 , H.M. THAMRIN 2 , Priyo SUSILO 3 Received: September 10, 2020 Revised: November 08, 2020 Accepted: November 16, 2020 Abstract Nowadays, technology and information are developing rapidly. It compels an organization or a company strive to excel in its field. In the Industrial Revolution 4.0 era, companies must maintain their assets and technology to face the competition. One asset that should be paid attention to is human resources. Human resource has two important variables, namely Organizational Citizenship Behavior (OCB) and Employee Engagement (EE). This study aims to analyze the relationship between OCB and EE on Employee Performance (EP) in the manufacturing industry in Tangerang. This study is conducted using a quantitative method with 200 respondents. The data is collected by distributing questionnaires to respondents, which is then analyzed using Structural Equation Modeling (SEM) with AMOS 23 software. The result of this study indicates that OCB has a significant effect on EE and EP. This study also finds that employee engagement has a significant effect on employee performance and can mediate the relationship between OCB and EP. From these results, the implication that can be taken is that the manufacturing industry in Tangerang must pay attention to their employees for them to develop OCB and EE, and eventually increase their performance towards the organization. Keywords: Organizational Citizenship Behavior (OCB), Employee Engagement, Employee Performance JEL Classification Code: D20, L1, L2, L22 leave the company voluntarily. Therefore, an organization or company must pay more attention to employees because the company will have better competitiveness if it has good human resources and good employee performance, therefore, the company must be able to see the success of employee performance (Paais & Pattiruhu, 2020). Some previous literature found that there are two important variables to improve employee performance, namely Organizational Citizenship Behavior (OCB) (Harwiki, 2016; Muzakki et al. 2019; Bagyo, 2018; Affandi et al. 2018, Lestari, 2018; Hidayah & Harnoto, 2018; Haerani et al., 2020) and Employee Engagement (EE) (Bedarkar & Pandita, 2014; Tensay, 2020; Anitha, 2014; Koech & Cheboi, 2018; Kuruppuge & Gregar, 2017; Torku & Dai, 2020). These two variables are important aspects that have been discussed recently by literature and practitioners in improving employee performance. One of the company’s problems in improving the performance of their employees is the formal atmosphere in the company, as it tends to be stiff and less relaxed. These problems can be overcome with OCB (Lestari, 2018). Indirectly, OCB can improve the effectiveness of the organization, therefore OCB is performed without *Acknowledgements: 1 We thank the Ministry of Research, Technology, and Higher Education of Indonesia for providing us with the funding for conducting this research from Thesis Grant scheme 2019/2020. 1 First Author. Senior Lecturer. Post Graduate Program, Faculty of Economics and Business, Universitas Muhammadiyah Tangerang, Indonesia 2 Senior Lecturer. Post Graduate Program, Faculty of Economics and Business, Universitas Muhammadiyah Tangerang, Indonesia 3 Corresponding Author. Senior Lecturer. Post Graduate Program, Faculty of Economics and Business, Universitas Muhammadiyah Tangerang, Indonesia [Postal Address: Jl Perintis Kemerdekaan I /33 Cikikol, Tangerang, Indonesia] Email: susilopriyo915@gmail.com © Copyright: The Author(s) This is an Open Access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (https://creativecommons.org/licenses/by-nc/4.0/) which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. 1. Introduction The most important asset in a company is human resources. Humans are assets of the company that cannot be duplicated or imitated by competitors (Anitha, 2014). Employees are the only living assets, so special treatment is needed to maintain loyalty and reduce their desire to