Organizational citizenship behaviour (OCB) is a willingness to play an extra role regardless of whether or ungiven a formal award. This study aims to analyze how the influence of employees’ job satisfaction, organizational commitment, employees’ working period, and perceived quality relationship quality on OCB employees in PT KPPN. Formulating effective policies to address issues related to the still low OCB employees at PT KPPN. The independent variables in this study are employees’ job satisfaction, organizational commitment, employees’ working period, and perceived quality relationship quality. The dependent variable of this research is organizational citizenship behaviour (OCB). The subject of this research was 34 employees at PT KPPN. This study uses questionnaires in data gathering, whereas hypothesis testing uses F-test and t-test. The hypothesis analysis concluded that work satisfaction and organizational commitment have significant influence over OCB. These results show that the higher the job satisfaction and organizational commitment of an employee, it will increase the employee's OCB