Competition between companies at this time is very heavy, so companies must be able to create quality and quantity of human resources who can work more effectively and efficiently so that the goals of the company are achieved. There are two important behaviors for the progress of a company namely, in-role and extrarole behavior. Extra-role behavior or Organizational Citizenship Behavior (OCB) can maximize the efficiency and productivity of employees and organizations that contribute effectively in an organization, OCB is a positive behavior of individuals in an organization that shows an attitude of conscious and voluntary willingness to work and contribute to the organization more than what is formally demanded. This study aims to: (1) Know and test the effect of job satisfaction and organizational commitment on Organizational Citizenship Behavior (OCB) employees of PT Duta Beton Mandiri, (2) Know and test the effect of job satisfaction on Organizational Citizenship Behavior (OCB) employees of PT Duta Beton employees Mandiri, (3) Knowing and testing the effect of organizational commitment on Organizational Citizenship Behavior (OCB) employees of PT Duta Beton Mandiri. This research is a quantitative approach research. The subjects of this study were 57 employees of PT Duta Beton Mandiri. Data collection using questionnaires, interviews and questionnaires. Whereas the data analysis was carried out using validity test, data normality test, multicollinearity test, t test, F test and coefficient of determination. The method of analysis uses multiple linear regression analysis. The results of the study at a significance level of 5% indicate that: (1) job satisfaction and organizational commitment have a positive effect on Organizational Citizenship Behavior (OCB), (2) job satisfaction has a positive effect on Organizational Citizenship Behavior (OCB), (3) organizational commitment has a positive effect against Organizational Citizenship Behavior (OCB). So the coefficient of determination (R²) obtained is 0.452. This means that 45.2% Organizational Citizenship Behavior can be explained by the independent variables namely job satisfaction and organizational commitment while the remaining 54.8% Organizational Citizenship Behavior is influenced by other variables not examined in this study