This document summarizes a research paper that studied the influence of work climate, leaders' characteristics, and their impact on teacher motivation at state senior high schools in Jambi Province, Indonesia. The study had the following key points:
1) It examined the effect of work climate and leaders' characteristics separately on teacher work motivation, as well as their combined effect.
2) A sample of 228 teachers from 3 districts/cities were surveyed using questionnaires. The data was analyzed using statistical tests in SPSS.
3) The results showed that both work climate and leaders' characteristics positively and significantly influence teacher work motivation individually. Their combined effect also positively impacts teacher motivation. Better work environments and leadership qualities lead to higher
This research aims to explore the effect of workplace spirituality on school
improvement. The research also investigate the effect between workplace spirituality
and school improvement through the role of workaholism. This research is a
quantitative research with 1,014 teachers as respondents. This research used an
adapted questionnaires Structural Equation Modelling was used in this research to
study the direct and indirect relationships and effect among those variables. Multiple
regression was used to investigate the relationship workplace spirituality as
independent variable and school improvement as dependent variable through the
mediator variable and how this effect of the variables may change the effect of
workplace spirituality on school improvement. The empirical findings showed that
workplace spirituality has a significant direct effect on school improvement.
Meanwhile, workaholism has a mediating effect on the relationship between workplace
spirituality and school improvement.
Influence of Occupational Stress on Teachers' Performance in Public Secondary...inventionjournals
The cost of occupational stress has been very high in many organizations. Stress can undermine the achievement of goals, both for individuals and for organizations. Managers are in dilemma over what interventions need to be employed to minimize the cost associated with occupational stress on organizational performance. This study investigated the influence of occupational stress on performance of teachers in Nyeri South Sub-County, Nyeri County. This study employed descriptive survey research design. Data collection was undertaken using questionnaires which were issued to teachers and principals from 12 out of 34 schools. There was a total of 72 respondents, 12 were principals while the rest were other teachers. Stratified random sampling and simple random sampling was used to pick schools and teachers respectively. The data was analyzed using statistical packages for social sciences (SPSS). Descriptive statistics involving frequencies and percentages was used to explain the findings of the study. The study established that the teachers have many activities to carry out in the process of executing their main duty of teaching. These include preparing professional documents including: lesson plan, schemes of work, records of work and student progress record as well as administering, marking and analyzing examinations. In carrying out other duties other than teaching, some respondents indicated that they are not very comfortable, while others indicated that they are comfortable. Regarding interpersonal relationship majority felt that it was good but some indicated that it was bad and very bad in some cases. The study established that most of the resources were adequate or satisfactory but other resources were inadequate in some schools. Most respondents indicated that there were administrative factors that affect teachers negatively. Communication was either good or bad. The study also established that the academic performance of most of the schools in Nyeri south sub –county was average, with a few being above average while the rest were below average. The study specifically recommends that the government should ensure that they are enough teachers in schools to avoid work overload and that the various stakeholders should ensure that there are adequate resources to create a conducive environment. Team building and conflict resolution seminars and workshops should also be held to enhance good interpersonal relationships and those in administration should attend more seminars and workshops concerning administration including the principals, deputy principals and the heads of departments in the schools.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
An Examination of the Influence of Leadership in the Achievement of Goals and...iosrjce
This study sought to examine the influence of the school head’s leadership in the achievement of
goals and objectives using the quantitative methodology. The study adopted the descriptive survey design. The
target population comprised of all secondary school teachers from Chikomba District in Mashonaland East
Province in Eastern Zimbabwe. The sample consisted of 120 teachers randomly sampled and of these, 64 were
female and 56 male. All the information was collected through a questionnaire which largely had close-ended
questions and two-open ended questions. The study revealed that the majority of teachers were not confident
with the leadership provided by their heads. The study recommends that the Ministry of Primary and Secondary
Education should prioritise training or retraining of heads on leadership skills.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
The general purpose of the study is influence of dictatorial and charismatic leadership style of librarians’ on productivity of staff in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. Two research questions were framed for the study. The study covered the entire population of 294 staff in academic libraries in Imo State. 286 copies of the questionnaire were completed and returned for analysis representing 97.3%. The finding shows that dictatorial style of leadership does not involve subordinates in planning. The study recommended that there is need for staff to undergo in service training and refresher courses on the modern rudiments of leadership styles. This will enable them to adopt the appropriate leadership styles which will enhance staff productivity.
This research aims to explore the effect of workplace spirituality on school
improvement. The research also investigate the effect between workplace spirituality
and school improvement through the role of workaholism. This research is a
quantitative research with 1,014 teachers as respondents. This research used an
adapted questionnaires Structural Equation Modelling was used in this research to
study the direct and indirect relationships and effect among those variables. Multiple
regression was used to investigate the relationship workplace spirituality as
independent variable and school improvement as dependent variable through the
mediator variable and how this effect of the variables may change the effect of
workplace spirituality on school improvement. The empirical findings showed that
workplace spirituality has a significant direct effect on school improvement.
Meanwhile, workaholism has a mediating effect on the relationship between workplace
spirituality and school improvement.
Influence of Occupational Stress on Teachers' Performance in Public Secondary...inventionjournals
The cost of occupational stress has been very high in many organizations. Stress can undermine the achievement of goals, both for individuals and for organizations. Managers are in dilemma over what interventions need to be employed to minimize the cost associated with occupational stress on organizational performance. This study investigated the influence of occupational stress on performance of teachers in Nyeri South Sub-County, Nyeri County. This study employed descriptive survey research design. Data collection was undertaken using questionnaires which were issued to teachers and principals from 12 out of 34 schools. There was a total of 72 respondents, 12 were principals while the rest were other teachers. Stratified random sampling and simple random sampling was used to pick schools and teachers respectively. The data was analyzed using statistical packages for social sciences (SPSS). Descriptive statistics involving frequencies and percentages was used to explain the findings of the study. The study established that the teachers have many activities to carry out in the process of executing their main duty of teaching. These include preparing professional documents including: lesson plan, schemes of work, records of work and student progress record as well as administering, marking and analyzing examinations. In carrying out other duties other than teaching, some respondents indicated that they are not very comfortable, while others indicated that they are comfortable. Regarding interpersonal relationship majority felt that it was good but some indicated that it was bad and very bad in some cases. The study established that most of the resources were adequate or satisfactory but other resources were inadequate in some schools. Most respondents indicated that there were administrative factors that affect teachers negatively. Communication was either good or bad. The study also established that the academic performance of most of the schools in Nyeri south sub –county was average, with a few being above average while the rest were below average. The study specifically recommends that the government should ensure that they are enough teachers in schools to avoid work overload and that the various stakeholders should ensure that there are adequate resources to create a conducive environment. Team building and conflict resolution seminars and workshops should also be held to enhance good interpersonal relationships and those in administration should attend more seminars and workshops concerning administration including the principals, deputy principals and the heads of departments in the schools.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
An Examination of the Influence of Leadership in the Achievement of Goals and...iosrjce
This study sought to examine the influence of the school head’s leadership in the achievement of
goals and objectives using the quantitative methodology. The study adopted the descriptive survey design. The
target population comprised of all secondary school teachers from Chikomba District in Mashonaland East
Province in Eastern Zimbabwe. The sample consisted of 120 teachers randomly sampled and of these, 64 were
female and 56 male. All the information was collected through a questionnaire which largely had close-ended
questions and two-open ended questions. The study revealed that the majority of teachers were not confident
with the leadership provided by their heads. The study recommends that the Ministry of Primary and Secondary
Education should prioritise training or retraining of heads on leadership skills.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
The general purpose of the study is influence of dictatorial and charismatic leadership style of librarians’ on productivity of staff in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. Two research questions were framed for the study. The study covered the entire population of 294 staff in academic libraries in Imo State. 286 copies of the questionnaire were completed and returned for analysis representing 97.3%. The finding shows that dictatorial style of leadership does not involve subordinates in planning. The study recommended that there is need for staff to undergo in service training and refresher courses on the modern rudiments of leadership styles. This will enable them to adopt the appropriate leadership styles which will enhance staff productivity.
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
The study of behaviors within organizational setting has highlighted critical variables that are supportive or detrimental to the performance of workforce.
The overall performance of universities depends upon their teachers and ultimately their level of commitment and job satisfaction. Thus understanding their behaviors and attitudes needs more attention in organizations. (Tsui & Cheng, 1999).
A successful educational system requires a high quality teaching staff. It is well known that for the proper education in the country, high quality teachers are a primary necessity.
At present there are 82 public and private universities in Bangladesh. The numbers of public universities are 31 while private universities are 51. The first public university is The University of Dhaka, established in 1921. The establishment of private university is relatively a new phenomenon in this country. In early 1990s, private sector came forward to establish universities. Since then country experienced a spectacular growth in private universities– they were mostly in and around Dhaka.
One of these factors is job satisfaction, which has been studied widely by organizational researchers and has been linked to organizational commitment as well as to organizational performance (Ostroff, 1992 and Mathieu).
SCHOOL CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIORijejournal
This study looks at some significant variables in Adventist schools in relation to organizational citizenship behavior (OCB). The study is designed to address the problem, “To what extent does the school climate relate to the OCB of the teachers?” The study seeks to provide a better theoretical understanding of OCB in Adventist schools in Kenya. One of the elements that enhance the performance of an organization is the OCB of its workers. Although OCB is important, little is known about the factors contributing to willingness of teachers going an extra mile in their workplace. The respondents were 170 teachers from Adventist schools in Kenya. The teachers responded to 2 instruments along with demographic variables.These were the Organizational Climate Index and Organizational Citizenship Behavior Scale.
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
A Conceptual Study on Factors Leading to Stress and its Impact on Productivit...ijtsrd
Stress has become innate to all occupations and other aspects of life. The term -stress' can be perceived in various ways like environmental pressure, strain which an individual encounters, unpleasant interactions between an individual and the circumstances, etc Halkos and Bousinakis, 2010 . Usually, at work place, the unmatched job requirement and an individual capability create a pressure or emotional disturbance which is perceived differently by every individual thus making stress a very subjective element Michie, 2002 . In modern times, the definition of a stress is more related to the personal experience of an individual that is caused due to the pressures and demands of the workplace Blaug, Kenyon and Lekhi, 2007 . The stress can significantly impact the ability and performance of an individual as well as their perception on own's capability. Studies have associated different types of stressors, such as organizational factors, psychological distress with the performance of an individual. Further, the level of stress in respondents depends upon their age, qualification, position in the organization, type of work creative or routine , etc. The field of higher education is also no exception to stress. On account of the growth in number of institutions, enrolment rate, evolving higher standards of education and competition in the job market, institutions of higher learning are expected to turn out competitive and more stressful. In the current study, the researcher tries to analyze factors leading to stress and its impact on productivity with special reference to teachers in higher education. Bharathi. A | Dr. H. Prakash "A Conceptual Study on Factors Leading to Stress and its Impact on Productivity with Special Reference to Teachers in Higher Education" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29667.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29667/a-conceptual-study-on-factors-leading-to-stress-and-its-impact-on-productivity-with-special-reference-to-teachers-in-higher-education/bharathi-a
NATIONAL FORUM JOURNALS (Founded 1982 (www.nationalforum.com) is a group of national and international refereed journals. NFJ publishes articles on colleges, universities and schools; management, business and administration; academic scholarship, multicultural issues; schooling; special education; teaching and learning; counseling and addiction; alcohol and drugs; crime and criminology; disparities in health; risk behaviors; international issues; education; organizational theory and behavior; educational leadership and supervision; action and applied research; teacher education; race, gender, society; public school law; philosophy and history; psychology, sociology, and much more. Dr. William Allan Kritsonis, Editor-in-Chief.
The analysis of Influence of Supervision and organizational climate to Teache...IJAEMSJORNAL
The research objective to be achieved by the researcher is to discover whether there is a direct or indirect influence of supervision variables, organizational climate on teachers’ performance with work ethic as an intervening variable. The population in this research is the teachers at the Masjid Meranti Foundation. In this research all populations are taken as samples, while the implemented data analyzing method was that of path-analysis. The findings of the study indicated that all the hypotheses were accepted, the supervision variable has a significant direct influence on work ethic; the organizational climate variable has a significant direct influence on work ethic; the supervision variable has a significant direct influence on consumer teacher performance; the organizational climate variable has a significant direct influence on teacher performance; work ethic variable has a significant direct influence on teacher performance; And the supervision variable and organizational climate indirectly have a significant effect on teacher performance through work ethic.
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
The competition of some private Bank in Indonesia is very competitive today, they try to grab customer in many ways. Some of Private Bank try to create strategy in short and long term, they try to enhance their performce by develop cmpetencies of knowledge and expertise. Customer is very demanding today, they face so many competitor in many area of business. They compete in interest rate, service quality and customer relationship management. With this research will will investigate the effect of leadership and competence toward motivation of Private Bank Instructor in Jakarta, in the fact all opf the hypothesis is positively.
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
MOTIVATIONAL PRACTICES AND TEACHERS’PERFORMANCE IN PRIVATE SECONDARY SCHOOLS ...Turyamureeba Silaji
The study was about motivational practices and teachers’ performance in private secondary schools in Mbarara District, Uganda. The study aimed at; establishing the relationship between administrative support and teachers‟ performance. The cross-sectional and descriptive survey designs were adopted on a sample of 214 comprising Board of governors, PTA Chair persons, head teachers and teachers from selected private secondary schools. Data analysis involved use of descriptive statistics and of Pearson correlation coefficient to determine the relationship between motivational practices and teachers‟ performance. Descriptive results revealed that administrative support had vital role on teachers’ performance. The findings also showed that there was a statistically positive relationship between administrative support and teachers performance. Thus, it was recommended that administrators should provide a conducive work environment to teachers leading to good performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
The study of behaviors within organizational setting has highlighted critical variables that are supportive or detrimental to the performance of workforce.
The overall performance of universities depends upon their teachers and ultimately their level of commitment and job satisfaction. Thus understanding their behaviors and attitudes needs more attention in organizations. (Tsui & Cheng, 1999).
A successful educational system requires a high quality teaching staff. It is well known that for the proper education in the country, high quality teachers are a primary necessity.
At present there are 82 public and private universities in Bangladesh. The numbers of public universities are 31 while private universities are 51. The first public university is The University of Dhaka, established in 1921. The establishment of private university is relatively a new phenomenon in this country. In early 1990s, private sector came forward to establish universities. Since then country experienced a spectacular growth in private universities– they were mostly in and around Dhaka.
One of these factors is job satisfaction, which has been studied widely by organizational researchers and has been linked to organizational commitment as well as to organizational performance (Ostroff, 1992 and Mathieu).
SCHOOL CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIORijejournal
This study looks at some significant variables in Adventist schools in relation to organizational citizenship behavior (OCB). The study is designed to address the problem, “To what extent does the school climate relate to the OCB of the teachers?” The study seeks to provide a better theoretical understanding of OCB in Adventist schools in Kenya. One of the elements that enhance the performance of an organization is the OCB of its workers. Although OCB is important, little is known about the factors contributing to willingness of teachers going an extra mile in their workplace. The respondents were 170 teachers from Adventist schools in Kenya. The teachers responded to 2 instruments along with demographic variables.These were the Organizational Climate Index and Organizational Citizenship Behavior Scale.
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
A Conceptual Study on Factors Leading to Stress and its Impact on Productivit...ijtsrd
Stress has become innate to all occupations and other aspects of life. The term -stress' can be perceived in various ways like environmental pressure, strain which an individual encounters, unpleasant interactions between an individual and the circumstances, etc Halkos and Bousinakis, 2010 . Usually, at work place, the unmatched job requirement and an individual capability create a pressure or emotional disturbance which is perceived differently by every individual thus making stress a very subjective element Michie, 2002 . In modern times, the definition of a stress is more related to the personal experience of an individual that is caused due to the pressures and demands of the workplace Blaug, Kenyon and Lekhi, 2007 . The stress can significantly impact the ability and performance of an individual as well as their perception on own's capability. Studies have associated different types of stressors, such as organizational factors, psychological distress with the performance of an individual. Further, the level of stress in respondents depends upon their age, qualification, position in the organization, type of work creative or routine , etc. The field of higher education is also no exception to stress. On account of the growth in number of institutions, enrolment rate, evolving higher standards of education and competition in the job market, institutions of higher learning are expected to turn out competitive and more stressful. In the current study, the researcher tries to analyze factors leading to stress and its impact on productivity with special reference to teachers in higher education. Bharathi. A | Dr. H. Prakash "A Conceptual Study on Factors Leading to Stress and its Impact on Productivity with Special Reference to Teachers in Higher Education" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29667.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29667/a-conceptual-study-on-factors-leading-to-stress-and-its-impact-on-productivity-with-special-reference-to-teachers-in-higher-education/bharathi-a
NATIONAL FORUM JOURNALS (Founded 1982 (www.nationalforum.com) is a group of national and international refereed journals. NFJ publishes articles on colleges, universities and schools; management, business and administration; academic scholarship, multicultural issues; schooling; special education; teaching and learning; counseling and addiction; alcohol and drugs; crime and criminology; disparities in health; risk behaviors; international issues; education; organizational theory and behavior; educational leadership and supervision; action and applied research; teacher education; race, gender, society; public school law; philosophy and history; psychology, sociology, and much more. Dr. William Allan Kritsonis, Editor-in-Chief.
The analysis of Influence of Supervision and organizational climate to Teache...IJAEMSJORNAL
The research objective to be achieved by the researcher is to discover whether there is a direct or indirect influence of supervision variables, organizational climate on teachers’ performance with work ethic as an intervening variable. The population in this research is the teachers at the Masjid Meranti Foundation. In this research all populations are taken as samples, while the implemented data analyzing method was that of path-analysis. The findings of the study indicated that all the hypotheses were accepted, the supervision variable has a significant direct influence on work ethic; the organizational climate variable has a significant direct influence on work ethic; the supervision variable has a significant direct influence on consumer teacher performance; the organizational climate variable has a significant direct influence on teacher performance; work ethic variable has a significant direct influence on teacher performance; And the supervision variable and organizational climate indirectly have a significant effect on teacher performance through work ethic.
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
The competition of some private Bank in Indonesia is very competitive today, they try to grab customer in many ways. Some of Private Bank try to create strategy in short and long term, they try to enhance their performce by develop cmpetencies of knowledge and expertise. Customer is very demanding today, they face so many competitor in many area of business. They compete in interest rate, service quality and customer relationship management. With this research will will investigate the effect of leadership and competence toward motivation of Private Bank Instructor in Jakarta, in the fact all opf the hypothesis is positively.
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
Determinant of teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
The achievement of organizational goals reflects the effectiveness of the principal's leadership. Meanwhile, if the school
employee (Teacher) assesses leadership effectiveness from the point of view of the satisfaction he feels. This study aims to
determine whether a principal's leadership and organizational commitment influence teacher performance by mediating job
satisfaction. The population in this study was all public junior high school teachers in Salatiga city who were government
employees. The sampling technique used is probability sampling technique. Testing the research hypothesis using SEM (Structural
Equation Modeling) analysis. The results showed that: (1) leadership has a positive effect on job satisfaction. (2) a positive effect
on performance. (3) commitment positively affects job satisfaction. (4) commitment has a positive effect on performance. (6) job
satisfaction has a positive effect on performance. So the principal try to increase loyalty by growing a willingness to sacrifice
through more awards with contributions from each individual in the junior high school school environment of the Salatiga city.
Keywords: principal's leadership, organizational commitment, and teacher performance
MOTIVATIONAL PRACTICES AND TEACHERS’PERFORMANCE IN PRIVATE SECONDARY SCHOOLS ...Turyamureeba Silaji
The study was about motivational practices and teachers’ performance in private secondary schools in Mbarara District, Uganda. The study aimed at; establishing the relationship between administrative support and teachers‟ performance. The cross-sectional and descriptive survey designs were adopted on a sample of 214 comprising Board of governors, PTA Chair persons, head teachers and teachers from selected private secondary schools. Data analysis involved use of descriptive statistics and of Pearson correlation coefficient to determine the relationship between motivational practices and teachers‟ performance. Descriptive results revealed that administrative support had vital role on teachers’ performance. The findings also showed that there was a statistically positive relationship between administrative support and teachers performance. Thus, it was recommended that administrators should provide a conducive work environment to teachers leading to good performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Comparing Internal and External Factors of Student Motivation in.docxdonnajames55
Comparing Internal and External Factors of Student Motivation
in Saudi Arabian and South Korean Schools
Motivation is a unique phenomenon. Merriam Webster online dictionary defines motivation as the act or process of giving someone a reason for doing something ( ). Psychologists define motivation as a force that drives somebody to behave in a particular way, especially when it comes to fulfilling personal goals (Oniyama & Oniyama, 2005). Student motivation is described as the ability to “stimulate academic learners to behave in a desirable way that favors quality outcomes whether it be in academics, sports or other extracurricular activities” (Christiana, 2009, p. ). One researcher described the term motivation as, “What get people going, keeps them going, and helps them finish tasks” (Pinrich, 2003, p. ).
Of great importance when addressing motivating is identifying the distinction between intrinsic and extrinsic motivation. Extrinsic motivation comes from external factors that are not related to the task. An example is a learner striving to achieve good grades because they want to get a good job. Intrinsic motivation, on the other hand, comes from internal factors related to the task. Analysts sometimes refer to intrinsic motivation as self-or personal motivation, which propel one with the need to fulfill personal desires. A learner striving to achieve good grades because he/she wants to be a scholar exhibits intrinsic motivation (Christiana, 2009). These motivational factors are very important for the student to take ownership of his or her success; therefore, a teacher can stimulate motivation, but the student must want to be motivated in order to succeed.
From an intrinsic perspective, students need to be encouraged to consider how performing well in a particular discipline, such as mathematics, would make them feel (Delong & Winter, 2002). Teachers working with students need to rely on aspects such as personal fulfillment to help students appreciate a particular subject on a more personal level (Tiwari, Tiwari, & Sharma, 2014). Internal motivation is difficult to achieve yet the benefits are long lasting and very effective. The intrinsic factors cover students’ involvement, curiosity, challenges, and social interaction (Faulkner, 2009).
External motivation is highly dependent on the use of assorted rewards. Reward based approach is only effective for a short time and once the headlined objectives are attained, it is easy for an individual to lose a sense of motivation. Extrinsic motivation is appropriate and useful, but psychologists recommend rewards for short-term goals and internal for longer term goals (Delong & Winter, 2002). Regardless of its effectiveness or the duration of the effectiveness, these variables can be used to motivate students towards a desired performance.
Motivation directs the behavior of an individual towards particular goals. Goals can either be short term or long term. In either case, it is the motiva.
This study aims to determine the effect of headmaster leadership and teacher competence on
work motivation and its implications on teacher performance. The analysis used a quantitative descriptive
method with a population of 3,631 consisting of all teachers in Merangin Regency, Jambi. With sample data
totaling 250 teachers according to the SEM requirements
The Influence of Principal’s Leadership, Group Solidarity and Work Compensati...Paulus Robert Tuerah
This study aims to determine the principal’sleadership, group solidarity and work compensation onteacher’s job satisfaction in the city of Tomohon. This research used 195 respondents as samples. The data were collected from four variables that were examined and analyzed using correlation and regression techniques. The results of this research indicate that (1) principal’s leadership has a positive influence in job satisfaction, (2) group solidarity has a positive influence in teacher’s job satisfaction, (3) job satisfaction has a positive influence on job satisfaction and (4) principal’s leadership, group solidarity and work compensation simultaneously have positive influences on teacher’s job satisfaction. These variables denotes that there is a positive connection to teacher’s job satisfaction and therefore all thehypothesis in this research is accepted.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Similar to 13. mukhtar, martinis yamin, firman, iain sts jambi, www.questjournals.org (20)
Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...pchutichetpong
M Capital Group (“MCG”) expects to see demand and the changing evolution of supply, facilitated through institutional investment rotation out of offices and into work from home (“WFH”), while the ever-expanding need for data storage as global internet usage expands, with experts predicting 5.3 billion users by 2023. These market factors will be underpinned by technological changes, such as progressing cloud services and edge sites, allowing the industry to see strong expected annual growth of 13% over the next 4 years.
Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...Subhajit Sahu
Abstract — Levelwise PageRank is an alternative method of PageRank computation which decomposes the input graph into a directed acyclic block-graph of strongly connected components, and processes them in topological order, one level at a time. This enables calculation for ranks in a distributed fashion without per-iteration communication, unlike the standard method where all vertices are processed in each iteration. It however comes with a precondition of the absence of dead ends in the input graph. Here, the native non-distributed performance of Levelwise PageRank was compared against Monolithic PageRank on a CPU as well as a GPU. To ensure a fair comparison, Monolithic PageRank was also performed on a graph where vertices were split by components. Results indicate that Levelwise PageRank is about as fast as Monolithic PageRank on the CPU, but quite a bit slower on the GPU. Slowdown on the GPU is likely caused by a large submission of small workloads, and expected to be non-issue when the computation is performed on massive graphs.
2. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
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motivation is necessary for teachers, who have a role not only as a transmitter of knowledge in front of the class,
but also plays a role of leadership and renewal in the community, where they work in an effort to provide what
services are desired and needed by the participants students and the community.
This has attracted researchers to conduct research with the analysis unit educator / teacher SMAN in
Jambi Province. This study is important, because first, educators future would have a tough challenge for
example, have to prepare citizens to be intelligent, and character. Secondly, educators should be a solid team,
tough ready to work hard and work smart. Third, the fate of the future of the nation is dependent on the
willingness and ability of educators themselves. Therefore the issue of motivation educator / teacher is very
urgent to be studied.
Based on this research background, the purpose of this study was to investigate and analyze:
1) The effect of Work Climate on Work Motivation;
2) The effect of Leaders Characteron Work Motivation;
3) The effectsWork Climateand Leaders Characteron Work Motivation SMAN teachers in Jambi Province.
II. LITERATURTE REVIEW
Climate Work
Gibson and Donelly argued that the working environment is a set of circumstances working climate be
affected directly or indirectly by the workers, which is one of the forces that influence the behavior of workers.
Working climate is happening atmosphere created by the personal relationship between the pattern of the work
(Gibson and Donelly, 1992: 702).
The climatic conditions of employment work should be created such that workers feel comfortable in
his job. Favorable climate will encourage workers to perform better match their interests and abilities. The
pleasant working climate is the key incentive for the employee to produce maximum performance. Similarly,
Verbeke, Volkering and Hessel in Kusdi mention that the working environment or organizational climate as
follows: "Organizational climate is a reflection of the way people percieve and come to describe the
characteristics of Reviews their environment" (Kusdi, 2011: 80). Thus, it can be said that the working
environment is a reflection of the way people perceive and explain the characteristics of the environment.
Johns argued that the working environment is determined by social relations of people who exist in a
climate of job, and reward systems that are used to motivate workers (John, 2007: 130). Furthermore, Johns said
the labor climate than the properties that distinguish a climate of job with other work climate, and influence the
behavior of those who are in the job climate. The climate of the end product of the behavior of a group of people
who exist in a climate of such work, which includes top management, mid-level leaders, supervisors, low-level
leaders, as well as the employees / staff. Work climate can affect the performance of each person in the job
climate.
But further mentioned that there are four main elements for the formation of a working climate that is:
(1) practical decision-making, (2) the flow of communication, (3) motivation, and (4) concern to workers.
Furthermore, they warned that the elements that make up the work climate is like an iceberg in the ocean. There
are parts that can be observed, and there are also parts that can not be observed. Parts that can be observed are:
(1) attitude, (2) the feeling of pleasure, (3) values, (4) norms, (5) sportsmanship and (6) of job satisfaction.
Steers (1985: 120) argues that the discussion of the work climate associated with the characteristics
contained in the working climate, and arise mainly because of work, and is considered to influence the behavior
pekerja.He further said that the working environment is the basis for workers to interpret and understand the
circumstances around them. Further Steers explained bring there are several indicators of the work climate,
namely: (1) the structure of duties, (2) the relationship of reward-punishment, (3) the centralization of the
decision, (4) pressure on performance, (5) emphasis on training and development, (6) job security, (7) openness,
(8) the status and spirit, (9) the recognition and feedback, and (10) the competence and flexibility of work in
general.
Based on the opinion of Gibson and Donelly, Johns, and Steers, can be synthesized that is the working
climate is the atmosphere of job climate is seen, thought and felt by someone who created a relationship
between the person, either vertically, or horizontally drawn from :( 1) decision-making, (2) the structure of the
task, (3) the flow of communication, and (4) concern to workers.
The Properties Leaders
Yulk (2005: 12) mentions five approaches to leadership, namely: (1) The characteristic approach, (2) the
behavioral approach; (3) approach the power - influence; (4) situational wide approach; and (5) integrative
approach. Furthermore, seen in modern leadership theory there are four approaches: (1) the theory of traits (traits
theory), (2) human relations (human relations) (3) behavior (behavior), (4) contingency and situational.
Furthermore, Rival and Mulyadi (2013: 116) formulated four general properties that have an influence on
the success of the organization's leadership, namely (1) intelligence, (2) maturity, (3) motivation and
3. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
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encouragement of achievement, (4) The attitude of human relationships. In determining the approach of this nature
there are two types of approaches, namely (1) compare the properties of those who emerged as the leader with
people who do not become a leader, (2) comparing the properties of an effective leader with an ineffective leader.
George Manning & Kent Curtis stated that trait theory focuses on the quality of a leader, being a
behavioral theory focuses on the actions of leaders. Furthermore, George Maning & Kent Curtis (2003: 175) states,
The traits of a theory of leadership that makes the assumtion distictive phsycal and psychological characteristics
account for leadership effectiveness. Robert House (in Ivancevich & Matteson, 2008: 213), conveying the leader's
theory by suggesting that effective leaders use domination, have confidence, influence and display high morality to
increase levels charismatic. The nature of the leader must be in tune with the situation where the leader's function.
Leadership is not a passive state but produced from an effective relationship between the leader and the group
members.
With regard to the properties of an effective leader., Yukl (2005: 184) states there are seven traits of effective
leaders, namely: (1) a powerful energy and tolerance to stress, (2) confidently, (3) internal locus of control , (4)
emotional stability and maturity, (5) personal integrity, (6) motivation socializing force, and (7) in a moderate
achievement orientation.
Furthermore Gibson, et.al., (2003, 300) states that the attributes of effective leaders there are three, namely:
(1) the ability, (2) personality, and (3) motivation. George Manning & Kent Curtis, 2003: 16) provides six properties
significant leaders in influencing effective leaders, namely: (1) need for achievement, (2) intelligence, (3) decision-
making, (4) confidence, (5 ) initiative, and (6) the ability of supervision. Furthermore, House identified four leadership
behaviors: (1) The leader directing (directive leader), (2) The leader of the support (supportive leader), (3) The leader
of the participatory (partsivative leader), (4) The achievement-oriented (achievement -oriented leader) .Usman (2011:
291) describes the general criteria of leadership traits, namely (1) intelligent, (2) confidently, (3) determine, (4)
integrity, and (5) social spirit.
Opinion Gary Yulk and George manning & Kent Curtis above are the same properties that confidence,
internal locus of control together with surveillance, moderate achievement orientation the same as need for
achievement. Meanwhile, Maksun (2005) says that a leader must be credible, capable, acceptable, and accountable
leader must be trustworthy, competent, accepted by the people they lead, and responsible. Finally, Wayne K. Hoy &
Cecil G. Miskel (2005: 389) give the task properties effective leader is: (1) personality, (2) motivation, and (3) skills.
Personality consists of; confident, stress tolerance, emotional maturity, and integrity. Motivation consists of; tasks and
interpersonal needs, success orientation, power requirements, and expectations. Skills include; technical, interpersonal
and conceptual.
Based on the opinion of Gary Yulk, George Manning and Kent Curtis, House, and Gibson can be synthesized
that the properties of the leader is a characteristic that focuses on quality leaders who can influence the satisfaction of
subordinates indicators: (1) personality, (2) integrity, ( 3) confidence, (4) social spirit, and (5) skills.
Work Motivation
Locke and Latham (2002: 105) gives the sense of motivation "Motivation is the internal force that
drives a workker to action as well as the external factors that encourage that action Motivation is an internal
force that drives seoprang workers to act, as well as factors external drives such action. Richard J. Gerring gives
the sense of "The general term for all the processes Involved instarting, directing, and maintaining physical and
psychological activities" (Ricahard J. Gerrig, 2008: 362). The general term to describe all the processes involved
in initiating, directing, and maintaining physical activity and psychological.
Motivation is related to energy, direction, persistence and deadline (equifinality-all) all aspects of
intention and attention. Along with this opinion, Mangkunagara defines that motivation is a condition (energy)
that moves within the individual that is directed to achieve organizational goals (Anwar King, 2005: 21).
Meanwhile Moorhead and Griffin defines motivation is a collection of processes that cause people to act in a
certain way or manner (Gregory and Griffin, 2008: 78).
Opinions Geenberg and Baron (2003: 126) is a boost when a process can evoke, direct, and maintain
human behavior toward the achievement of several goals. Robbins and Judge (2007: 166) defines motivation is
a process that involves individual intensity, direction, and persistence of effort toward the achievement of a goal.
Similarly, Supardi and Anwar define motivation is a state in the person who drives the desire of individuals to
undertake certain activities in order to achieve a goal (Supardi and Syaiful, 2004: 47). Some definitions or
opinions on the above, it was concluded that the motivation is encouragement, effort, attention in oneself
individual in doing the work to achieve the desired objectives.
Basically motivation is the psychological processes ask for directing, direction, and sets voluntary leads
to the goal. Tampubolon expressed the same opinion (2004: 80) that the motivation associated with behavioral
direction, the strength of the response (ie business) after the employee chooses to follow a certain action, and
endurance behavior, or how long the person was continuously behave in a certain way. This opinion see that the
4. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
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motivation should be focused on the factors that drive and direct the activities of a person and motivation can
influence performance.
The theory of motivation Path Goal proposed Vroom believes that (1) people are motivated to do
something that they feel have high gain lead to a reward (award) that they value, (2) interest in the job
satisfaction comes from the association a low but consistent with the performance (Usmara, 2006; 44). One
possible cause is the satisfaction of performance. By using the path Goal motivation theory, Vroom has shown
that job satisfaction and performance is caused by something completely different: "job satisfaction is
influenced by a number of rewards received by employees from their jobs and the level of performance is
strongly influenced by the basic reward achievement.
George and Jones (2005: 175) suggests motivation is a psychological process, the direction a person's
behavior in an organization and strengthen the level of effort seseorang.Hodoyo (2003) found motivation to
work is a collection that will stabilize the ambitions, aspirations, expectations, norms, and needs to be employed.
George and Jones (2005: 183) stated motivation is just one among many factors to a result of the work
(performance). Furthermore, it defines that motivation can be described as a psychological process in a person
to determine the direction and efforts in organizations to meet the challenges.
Herberg (2015) from his research concluded their six motivational factors: (1) achievement; (2)
recognition; (3) the progress of the promotion; (4) the work itself; (5) wants to develop; (6) responsibility. As
for maintenance there are ten factors that need to be considered, namely (1) of wisdom; (2) technical
supervision; (3) a human relations with superiors; (4) the relationship of humans with pembinanya; (5) human
relations with subordinates; (6) wages and salaries; (7) the stability of the work; (8) private life; (9) the
condition of the workplace; (10) status.
Based on the opinion of Locke and Latham, Greenberg and Baron, George and John, as well as
Herberg, can be synthesized, work motivation is encouragement from within the individual to do the work to
achieve the goals, indicators: (1) safety, (2) the award, (3 ) brave face rasiko, (4) the spirit of competition, (5) be
able to cope with problems at work, (six) recognized his work.
Conceptual Framework.
Based on the objectives and review of the literature and previous studies the conceptual framework of
this study is similar to Figure 1 below.
`
Figure 1: Conceptual Framework.
Based on Objective and reviews Ref then the hypothesis of this study is is:
1) Work Climate influence on Work Motivation;
2) Leaders Characterinfluence on Work Motivation;
3) Work Climate and Leaders Characterinfluence on Work Motivation of teachers SMAN in Jambi Province.
III. RESEACHMETHODE
This study uses a quantitative approach, which is a measurement-oriented approach to the variables
that are circled by theory or set theory (also referred to as the conceptual framework of the study). Specifically,
a theory or a set of these theories will help researchers to determine and measure the variables to be observed.
With the survey method is a study conducted through direct observation of a symptom or collection of
information from large and small population, but the data is studied data from a sample of as representing the
population data (Iskandar, 2005). It is based on the purpose of research that will look for the effect of directly or
indirectly from the working climate variables, properties leaders against endogenous variable work motivation.
The population in this study are all National High School teachers in Jambi Province. Target
population and affordable populations that serve as the research target is the Teacher of SMAN in Jambi
PROPERTIES
LEADER (X2)
H1
H2
H3
WORK
MOTIVATION
(Y)
WORK
CLIAMTE (X1)
5. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
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Province. Determination of the sample area is done by using demographic methods in order to obtain the sample
areas that Bungo, Jambi and TanjungJabungTimur. Researchers using the formula Slovin (Riduwan, 2013: 49)
to determine the number of samples refresentatif to the legitimacy of his generalizations. By using this equation
showed 228 respondents to be said to have a value of representativeness.
Data collection methods are the techniques or methods that can be used by researchers to collect data.
(Riduwan, 2010: 97). The methods used in data collection in this study is using data primer.Instrument used for
data collection in the form of a list of questions or a questionnaire.
IV. RESULT AND DISCUSSION
The following are descriptions of successive data on work motivation variable score (X3), Work
Climate variable data (X1), and variable data properties Leader (X2). Complete data summary score for each
variable can be seen in the following table:
Table. 1. Summary of Research Data Statistics
climate Work properties
Leader
Work
motivation
N Valid 207 207 207
Missing 0 0 0
Std. Error of Mean .01148 .02536 .01414
Std. Deviation .16516 .36487 .20349
Variance .027 .133 .041
Skewness -2.129 .279 .541
Std. Error of Skewness .169 .169 .169
Kurtosis 3.878 1.014 1.074
Std. Error of Kurtosis .337 .337 .337
Range .75 1.98 1.14
Minimum 2.25 2.03 2.53
Maximum 3.00 4.00 3.67
Source: Output SPPS 20.00 under windows
Hypothesis testing
The t-test statistic used to determine whether climate variables work-qualities leader significant effect on work
motivation.Basis for decision-making to determine Ho and Ha is received is with the following criteria:
Ha accepted or refused, if t ≤ t table
Ho refused or accept Ha, when t> t table
Another alternative t test can be done through a significance test (α = 0.05) with the following criteria:
Ha accepted or refused, when Sig t> α
Ho refused or accept Ha, when Sig t <α
Here is a test statistic t is presented in Table 2 below:
Table 2. t Test Results Statistics
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) 1.457 .092 15.760 .000
climate Work .031 .027 .025 14.144 .004
The properties
Leaders
.527 .012 .946 42.616 .000
a. Dependent Variable: X3
Source: Output SPPS 20.00 under windows
From table 2 above views t value for the working climate variables of 0.144, and the variable properties
amounted to 42.616 leaders. And motivation of 0.00. Next we will look for the value of work ttabeliklim (X1),
the properties of the leader (X2), motivation (X3) in the following manner: 1) Determining the level of
significance of the study is 0,05; 2) Determine df (degree of freedom), df = n - k - 1 = 207-3 - 1 = 203; and 3)
Using Excel formula, the formula = TINV (0.05; 38) with a value of 1,654.
First hypothesis
Climate influences of Work (X1) to Work Motivation Master SMAN in Jambi (Y). Statistical
hypotheses: H0: p31≥0; H1: P31 <0
6. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
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Criteria for testing the hypothesis H0 is rejected if tcount>ttable, and H0 is accepted if tcount<ttable. Based on
the analysis of the data manually obtained by the path coefficients X1 to X3 (ρ31) = 1.457, with a significance
level α = 0, 05 and df = 203 values obtained table = 1.654. The result of the calculation to get the value t =
14.144. From the above calculation can be explained that t> t table (14.144> 1.654, thus Ho will be rejected
or receive Ha. Alternative further testing to see the level of significance of the work climate variables (X1) is
0.004 (<0.05). Thus, Ho rejected and Ha accepted. These test results show that the working climate positive and
significant effect on work motivation (hypothesis 2a accepted). this means that the hypothesis which states
climate work (X1) effect on work Motivation Master SMAN in Jambi (Y) can accepted as verified.
The results of this study indicate that the working environment is measured by the motivation to work has a
positive and significant contribution to the high-low work ethic. This means that the high and low working
climate is explained by the teacher work motivation. Therefore, to optimize the working environment of
teachers, of which should optimize decision making, task structure, the flow of communication, attention to
workers and sportive attitude towards fellow workers.
The findings provide insight that the working climate as psychological conditions of teachers in
schools in their duties need to be conditioned as comfortable as possible. Pleasant surroundings will make the
passion in work, creating harmony between teachers and eventually produktivitaspun will increase. The
relationship between motivation, morale and optimal results in the sense of having a linear shape with the
provision of a good motivation to work, then the morale of teachers will be increased and the work will be
optimized in accordance with the performance standards set. Morale as a form of motivation can be seen among
others from teacher attendance rates, as well as responsibility towards the working time has been set.
Second hypothesis
There is the influence of properties Leader (X2) to Work Motivation Master SMAN in Jambi (Y)
.Hipotesis statistic: H0: p21≥0; H1: p21 <0
Criteria for testing the hypothesis H0 is rejected if tcount>ttable, and H0 is accepted if tcount<ttable.
Based on the analysis of the data manually obtained by the path coefficients X2 to X3 (ρ21) = 1.457, with a
significance level α = 0, 05 and df = 203 values obtained table = 1.654. The result of the calculation to get the
value t = 42.616.
Further testing the hypothesis 2b based on table 2 above the results obtained t count on the properties
of the leader (X2) amounted to 42.616 while t table 1,654. Thus found that t> t table (62.616 <1.654).
Alternative further testing to see a significance level of variable traits leader (X2) is 0.000 (<0.05). Thus will
accept or reject Ho Ha. These test results show that the properties of significant pemimpinberpengaruh on work
motivation (Hypothesis 2b accepted). This means that the hypothesis which states properties of Leader (X2)
effect on Work Motivation Master SMAN in Jambi (Y) can be accepted as verified.
The results of this study indicate that the properties of the leader as measured by teacher work
motivation has a positive and significant contribution to the high-low work ethic. This means that the high and
low qualities described by the leader of the teacher work motivation. Therefore, to optimize the properties of the
concept of a leader should be pursued to increase motivation among teachers working through the nature of his
personality, integrity, confidence, and zero social skills.
Effective and dynamic leader who will be able to control, direct and motivate teachers towards the
achievement of improvements in the quality of teachers. As well as with properties effective leader will be able
to increase the motivation of teachers in performing their duties.
Increased job motivation of teachers at a school can not be separated from the role of leader in the
school, leadership is key in the management plays an important role and strategic in school, the leader is the
originator of interest, plan, organize, mobilize and control all available resources so that school objectives
effectively and efficiently. Therefore, a leader must be able to create a favorable social conditions of each of his
subordinates and increased employee motivation which will have implications for the increased productivity of
labor.
Third hypothesis
To test the hypothesis 3, that is, whether the work climate variables, the properties of the leader
simultaneously significant effect on work motivation, it will be tested jointly against regression coefficients
using the F test statistic.
Cara yang digunakanuntukmengujihipotesis 1 inidenganduacarayaitu:
Basis for decision-making to determine Ho and Ha accepted is with the following criteria:
Ha Ho accepted or refused, if F arithmetic ≤ F table
Ha Ho is rejected or receive, if F count> F table
Alternative F test can be done through tests of significance (α = 0.05), with the following criteria:
Ha Ho accepted or refused, when Sig F> α
7. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
*Corresponding Author: Dr. Mukhtar1
7 | Page
Ho refused or accept Ha, when Sig F <α
Here is the F statistic test results are presented in Table 3 below:
Table 3. F Test Statistic
Anovab
Model Sum of
Squares
df Mean Square F Sig.
1 Regression 7.685 2 3.843 927.764 .000a
Residual .845 204 .004
Total 8.530 206
a. Predictors: (Constant), Working climate, properties Leaders
b. Dependent Variable: Work motivation
Source: Output SPPS 20.00 under windows
From Table 3 above is known that the value of F arithmetic amounted to 927.764. Next we will look
for the value of F table in the following manner:
1. Determining the level of significance of the research is 12:05
2. Determine the DF1. DF1 is derived from the number of independent variables.
3. Determine DF2. DF2 obtained from n - k - 1 = 207-3 - 1 = 203
From the above calculation can be explained that the F count> F table (927.764> 2.42), so Ho
rejected or receive Ha. Alternative further testing to see the significance level is equal to 0.000 (<0.05). Thus Ho
is rejected or receive Ha. It concluded that the null hypothesis (Ho) is rejected and the alternative hypothesis
(H1) is accepted, it means working climate and the properties together leaders significantly influence the work
motivation. Thus the Third Hypothesis Accepted.
The study reveals that the working climate and the properties of the leader significant effect on work
motivation. So that if the principal wants to increase teacher work motivation then he improved work climate
and have the qualities a good leader because the properties kepeminpina that will effectively contribute to an
optimal level of teacher performance.
The results of this study indicate that the working climate and the properties measured leader who has
contributed positively and significantly on the level of work motivation. This means that the high and low
working climate, and the properties described by the leader of the teacher work motivation. Working climate is a
characteristic that distinguishes one organization to another, affecting the individuals in it, and to be relatively
persist in a certain period. Therefore, a good working climate will create job satisfaction is also good for
teachers in schools where teaching
Test Coefficient of Determination
The coefficient of determination (R2) was conducted to see the huge variety of independent variables
together in influencing variable additional dependen.Setiap one independent variable, then R2 would rise no
matter whether these variables significantly influence the dependent variable. Here is the coefficient of
determination test results presented in Table 4 below:
Table 4. Results of Testing To Test The coefficient of determination (R Square)
Model R
R
Square
Adjusted
R Square
Std. Error
of the
Estimate
Durbin-
Watson
Change Statistics
R
Square
Change
F
Change
df1 df2
Sig F
Cange
1 .949a
.901 .900 .06436 .153 .901 927,764 2 204 .000
a. Predictors: (Constant), X2, X1
b. Dependent Variable: Y
Source : Output SPPS 20.00 under windows
The coefficient of determination or numbers R square is equal to 0.901 this means that 90.1% of the
variation of the dependent variable work motivation can be explained by the independent variables work
climate, the properties of commanders while the rest of 9.9 or 9.9% (1- 0.901 or 100% - 90.1%) is explained by
other variables outside of an existing variable. But the value of the other variable is small in the amount of 9.9%.
Rated R Square the range of 0 to 1, with a record number R square gets smaller, the weaker the relationship
between the two variables (and vice versa).
Working climate is a characteristic that distinguishes one organization to another, affecting the
individuals in it, and to be relatively persist in a certain period. Therefore, a good working climate will create a
8. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
*Corresponding Author: Dr. Mukhtar1
8 | Page
good motivation to work well for teachers in schools where teaching. Working climate The relative quality of
the internal environment of the organization are maintained and differentiate the organization with other
organizations, including: the results of the behavior and policies of members of the organization with other
organizations, something which is perceived and accepted by members of other organizations, serve as the basis
for interpreting something and act as a source of pressure for the actual activity.
Leadership has a close connection with motivation, because the success of a leader in mobilizing others
in achieving the goals set relies heavily on the authority, and also the leader in creating motivation in everyone
subordinates, colleagues and superiors leaders themselves. A leader motivates followers through certain
leadership qualities that will generate group goals and individual goals.
Effective leadership and motivation are two factors that have been considered as a basis for suksenya a
school. A leader who is able to provide direction for schools and teachers to lead to the achievement of the
desired objectives.While teachers with high motivation tends to exert more effort in their task of pursuing the
interests of the school.
On the strength level leadership positions are authorized principals to evaluate the implementation of
the work of teachers, reward, promotion, punishment. The greater the formal authority of a school principal to
impose penalties and rewards, the stronger the kpalasekolah control which makes the situation more favorable
for school.
The effective leader is a leader who recognizes the important powers contained in the individual. Every
individual have different needs and desires are different. Each individual has a different skill levels also vary.
Leaders must be flexible in understanding any potential possessed by individuals and various problems faced by
the individual. By doing this approach, the leader can apply all the rules and policies of the organization and
delegate tasks and responsibilities appropriately. This is in line with efforts to grow the work commitment of a
teacher. So the leader in this case the principal should increase job satisfaction of teachers to work and can
improve the performance of teachers more effectively.
Other variables that influence the climate variables work and the properties of the leader on the
motivation of a person's work, in this context Gurus SMAN in Jambi province based on the analysis of
determination of this are: Status and responsibility, adequate compensation, working conditions, wishes and
personal expectations.
Another factor that menpengaruhi Work Motivation according to the results of previous studies
include: Innovation Leadership, Service Employee Satisfaction, Organizational Culture, Work Environment,
Competence, Performance, Career Certainty, Konvensasi and others.
Organizational Culture, Organizational Climate and Leadership Style positive and significant impact
on Organizational Commitment, either partially or simultaneously and have a positive impact also on Employee
Performance (Nanda Limakrisna, ZulkiZulkifli, Hapzi Ali, 2016).
Director, officer or teacher in an organization or institution would be able to carry out its duties and
functions effectively and efficiently if it is able to empower all the resources available. The resources available
are: man, money, machine, method sumbe Information Technology and other resources such as market and
material (Hapzi Ali, 2009: 49).
Work Motivation can also influence or affect other variables, based on the results of previous research
are: 1) Work Motivation and Job Satisfaction positive and significant impact on Organizational Commitment
and impact on Employee Performance / Employee, (Masydzulhak, Hapzi Ali, at. Al, 2016); 2) Work Motivation
and the Organization Climate terhahap positive and significant influence job satisfaction (Hapzi Ali, Mukhtar,
&Ansori, 2016).
Table 5. Recapitulation Research Hypothesis Testing Results
No The study hypothesis statistical
test
(%) Decision Conclusion
1. Climate influences of Work
(X1) to work motivation (Y)
on the Master SMAN in
Jambi Province
H0:p31≥0
H1:p31<0
70,14 H0 rejected
H1 accepted
there are
significant
2. There is the influence of
properties Leader (X2) on
work motivation (Y) on the
Master SMAN in Jambi
Province
H0:p32≥0
H1:p32<0
29,86 H0 rejected
H2 accepted
there are
significant
3 Climate influences of Work
(X1) and properties Leader
(X2) on work motivation (Y)
on the Master SMAN in
Jambi Province.
H0:p3.21≥0
H1:p3.21<0
87,5 H0 rejected
H3 accepted
there are
significant
Source: Results of data processing
9. Influence of WorkClimate, LeadersCharacter to Work Motivation State Senior High
*Corresponding Author: Dr. Mukhtar1
9 | Page
Based on the recapitulation of the research hypothesis testing is working climate and the qualities a
good leader gives motivation to work excessive school teacher. Teachers are the key to success penetu
educational institutions in this school. So if teachers feel satisfied with the work that will result in the increase of
educational services to the community that led to the achievement of the goals of educational institutions. This
is because motivation is the condition of encouragement regarding likes and dislikes in the view of teachers to
work. Besides work motivation is also the feelings and reactions of individuals to the work environment to
provide optimal results. Therefore, should the principal should be able to create a conducive working
environment and possess effective leadership for the creation of job motivation of teachers in schools.
Working climate is an attribute, which is used in the embodiment of this attribute to their existence in
organizations working climate is a concept that describes the quality of the internal environment affecting the
behavior of school teachers in performing their work. In practice, it is important to create a climate of proper
work and providing effective resources so as to keep the school from negative things and can stimulate the
motivation of teachers to continue working.
Factors that affect the nature of the study covers the leader's personality, past experiences and
expectations of that leader, expectations and behavior of superiors, characteristics, expectations and behavior of
subordinates who show motivation to work, task requirements, culture, wisdom and hope as well as the behavior
of colleagues. In turn, these factors affecting leader.
V. CONCLUSSION AND RECOMMENDATION
Conclussion.
Based on the analysis and discussion of data processing which has been described previously. So is
concluded in this study include:
1. The working climate is measured by the motivation to work has a positive and significant contribution to the
high and low motivation of teachers' work. Thus the high and low motivation is explained by the teacher
work kerjan climate. The amount of influence the working climate sekolahyang directly affect the work
motivation of teachers.
Based on these results it can be concluded that the hypothesis which states "The climate can significantly
affect work motivation" can diterima.Ini means that the working climate in the school to give a good effect
for job motivation of teachers.
2. The properties of the leader as measured by teacher work motivation has a positive and significant
contribution to the high-low work ethic. This means that the high and low qualities described by the leader of
the teacher work motivation. The amount of contribution of the properties of the leader directly contributes
to teachers' work motivation.
Based on these results it can be concluded that the hypothesis which states "the leader of the properties
contributed significantly affect work motivation" is acceptable. This means that the properties owned siafat
principals to give a good effect for job motivation of teachers.
3. The climate and the properties measured leader has a positive and significant contribution to the work
motivation. Based on these results it can be concluded that the hypothesis which states "Work Climate and
properties to contribute Significantly leader Influential Work Motivation" is acceptable. This means that the
Working Climate and properties owned by the principal leaders who give a positive effect to work
motivation of teachers.
Recommendation
Based on these results, we can conclude that the hypothesis working climate, leadership qualities can
affect motivation diterima.Ini teacher work can mean that the labor climate, and the properties owned by the
principal leaders who give a positive effect to work motivation of teachers.
Therefore, in order to improve teachers' work motivation, work climate, leadership qualities must be
considered. But other variables need to be considered in further studies of teacher job satisfaction.
The results of this study are also expected to be an alternative for other researchers who are interested
in research on variables associated with work motivation of teachers, by examining variables thought to be
responsible directly and indirectly for work motivation of teachers with respondents more and with using a
method that is more developed. So the study on work motivation of teachers to develop and more helpful.
REFERENCES
[1]. Gary Yukl. Leader in Organisasi.Edition5.Jakarta :Indeks. 2005.
[2]. George Manning & Kent Curtis. The Art of Leadership. New York: McGraw-Hill Irwin. 2003.
[3]. Gregory Moorhead and Ricky W. Griffin.Organazational Behavior: Managing Poeple and Organizations. Sourth Western; Cangage
Learning. 2008.
[4]. Hodoyo. H.Mathematics Teaching and Learning Interactions. Jakarta:P3G Depdikbud,2003