This study explores the empowerments’ effect on organizational commitment mediating by self-efficacy and responsibility. A questionnaire collected research data. The research participants include 375 teachers in Indonesia selected by accidental sampling. Data analysis uses path analysis supported by descriptive statistics and correlational. The results prove that empowerment positively and significantly affects organizational commitment, directly and indirectly, mediating by self-efficacy and responsibility. A fit research model regarding the empowerments’ effect on organizational commitment mediating by self-efficacy and responsibility was found as a novelty. This model can be discussed among researchers and practitioners in developing organizational commitment models in the future and various organizations’ context.

This study analyzes the effect of organizational empowerment on innovative work behavior (IWB) mediated by knowledge management and teaching creativities. A questionnaire collected the research data. The sample of this research includes 386 teachers selected by accidental sampling. Data analysis uses path analysis supported by descriptive statistics and correlational. The results show that organizational empowerment had a positive and significant effect on IWB, directly and indirectly, mediating by knowledge management and teaching creativity. Thus, the teacher’s IWB can be improved through organizational empowerment, knowledge management, and teaching creativity. A fit research model about the effect of organizational empowerment on IWB mediating by knowledge management and teaching creativity was found. This model can adopt as a reference by researchers and practitioners in developing IWB models in the future and multiple organizations context.

This research explores the antecedence of the lecturer’s organizational citizenship behavior (OCB) of the private higher education in Indonesia. This research used a quantitative approach with a survey method. The sample of this research is 190 lecturers selected by purposive sampling. The data were obtained by spreading questionnaires and analyzing with path analysis based on supporting descriptive statistics and correlation. The results of research confirm that learning organization, reward system, and organizational commitment had a significant direct effect on OCB, learning organization and reward system had a significant direct effect on organizational commitment, and learning organization and reward system had a significant indirect effect on OCB by mediating organizational commitment. A fit research model was found about the effect of learning organization and reward system on OCB by mediating organizational commitment. This model can be discussed as a reference by researchers and practitioners in developing models of OCB in the future.