Abstract
Academic work is increasingly characterized by high-performance demands that can shape employees’ attitudes and discretionary behaviors in complex ways. This study examines how perceived organizational support and workaholism are associated with organizational citizenship behavior and whether organizational commitment mediates these relationships among academic personnel in Indonesian higher education institutions. A quantitative cross-sectional survey was conducted with 296 respondents selected using probability-based proportional random sampling and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Perceived organizational support had significant positive effects on organizational citizenship behavior (β = 0.21, p < 0.001) and organizational commitment (β = 0.38, p < 0.001). Workaholism also positively predicted organizational citizenship behavior (β = 0.18, p < 0.001) and organizational commitment (β = 0.45, p < 0.001). Organizational commitment significantly mediated the effects of workaholism on organizational citizenship behavior (β = 0.16, p < 0.001) and perceived organizational support on organizational citizenship behavior (β = 0.13, p < 0.001). These findings indicate that organizational commitment functions as an important psychological mechanism linking both organizational support and intensive work orientation to citizenship behavior. The study combines insights from Social Exchange Theory and the Job Demands–Resources framework to explain how relational and psychological factors shape citizenship behavior. The positive role of workaholism should nevertheless be interpreted as context-dependent rather than inherently beneficial.
Keywords: Organizational Citizenship Behavior, Organizational Commitment, Perceived Organizational Support, University Employees, Workaholism.