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This study is aimed at the examination of the relationship of workplace spirituality and organizational citizenship behavior with the roles of organizational identification and perceived organizational supports as moderating variables. This study uses affective events theory to explain that workplace sprituality produces positive affective and then encourages organizational citizenship behavior. Meanwhile, the roles of organizational identification and perceived organizational supports that relationship based on social identity theory and social exchange theory subsequently. This study conducts survey methods and purposive sampling methods in collecting primary data from respondents working in local government institusions, then the primary data is processed with moderated regression model. The result reveals that workplace spirituality positively affected organizational citizenship behavior. But, organizational identification and perceived organizational support are significant, but have not moderated the relationship of workplace spirituality and organizational citizenship behavior. This study suggests that the measurement of organizational identification also has to consist of pride or emotional attatchment to organizations. Meanwhile, the measurement of perceived organizational supports has to insert dimensions of procedural justice and supervisor support, not only dimensions of rewards and employee’s well-being. In addition, dispositional factors could be more influential to be a moderating variable on that relationship. In conclusion, creating the climate of workplace spirituality and having employees’ trust to their organization are more critical to increase organizational citizenship behavior, especially in local, public organizations.

asia pacific journal of advanced business and social studies

THE IMPACT OF WORKPLACE SPIRITUALITY ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE ROLES OF ORGANIZATIONAL IDENTIFICATION AND PERCEIVED ORGANIZATIONAL SUPPORTS