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Work involvement, job satisfaction, commitment and OCB are the topics in this study. The study is conducted on SME employees in Lampung Province. The purpose of this study was to determine the effect of work involvement on commitment, the effect of work involvement on OCB, the effect of job satisfaction on commitment, the effect of job satisfaction on OCB and the influence of commitment to OCB. The results of this study indicate a significant and positive influence between job involvement on organizational commitment, a significant and positive influence of work involvement on OCB, a significant and positive influence on job satisfaction on organizational commitment, a significant and positive influence on job satisfaction on OCB and a significant and positive influence on commitment to OCB. This means that employees who are involved in the company will increase their commitment and OCB. Similarly, employees who have high job satisfaction will also increase organizational commitment and OCB. Employees involved in the work can encourage performance and vice versa employees who are not involved in the work will reduce performance. Therefore, the organization should more often involve employees in every job, so that employees involved become more committed to work and improve performance. OCB refers to employees' out-of-role behavior, that is, behaviors that are voluntary and extend above normal role expectations. Behavior in the role, as a comparison, is needed and expected as part of individual work, tasks, or responsibilities. Keywords: Job involvement, Job Satisfaction, Commitment and Organizational Citizenship Behavior
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