PENGARUH IMBALAN EKTRINSIK DAN IMBALAN INTRINSIK TERHADAP PERILAKU IDEAL KEWARGANEGARAAN ORGANISASI PADA KARYAWAN SURABAYA PLAZA HOTEL

Abstract

The increment of the amount of foreign tourists has led lodging-based businessman to compete each other in providing the best service to attain customer satisfaction or advantage from conducive work atmosphere. This research aims to identify the magnitude of extrinsic and intrinsic reward effect towardorganizational citizenship behavior in order to result qualified human resource and effective management. Extrinsic reward scale, Intrinsic reward scale, and organizational citizenship behavior of Likert are used in this research. Data collection method uses applied testing and the respondents are the operational employee if Surabaya Plaza Hotel. The result from this research are extrinsic reward has significant effect toward organizational citizenship behavior of 9.5%, while intrinsic reward affect siginificantly as much as 46.8% toward organizational citizenship behavior. The simultaneous effect of both extrinsic and intrinsic rewarrd are 53.5%. Hence, it is advised to management of Surabaya Plaza Hotel to preserve intrinsic reward to the employee and put more attention to the increment of extrinsic reward variable in which this will result positive effect toward the betterment of organizational citizenship behavior from employee.