Abstract
This study aimed to determine: (1) the effect of reward on teachers’performance at state junior high schools of Babat Supat District; (2) the effect of achievement motivation on teachers’ performance atstate junior high schools of Babat Supat District; and (3) the effect of reward and achievement motivation on teachers’ performance atstate junior high schools of Babat Supat District. The data in this study were collected through distributing questionnaires to respondents. The results of filling out the questionnaire were analyzed by using multiple regression analysis through t test, F test, and determination coefficient test. The population in this study were all state junior high schoolsteachers at Babat Supat District, totaling 134 people. The sampling technique used in this study was probability sampling by using Slovin formula to obtain 100 teachers as the research sample. The results of the study found that: (1) there was an effect of reward on teachers’performance at state junior high schools of Babat Supat District; (2) there was an effect of Achievement Motivation on teachers’performance at state junior high schools of Babat Supat District; (3) there was aneffect of reward and achievement motivation simultaneously on teachers’ performance at state junior high schools of Babat Supat District.
Highlights
IntroductionOne indicator of quality teachers is teachers who have high performance
To get quality education outcomes, qualified teachers are needed
Teachers who have high performance will always be fully aware of their respective responsibilities and try to carry out all tasks assigned to them properly according to their abilities to get maximum work results
Summary
One indicator of quality teachers is teachers who have high performance This performance is very necessary, especially in educational institutions. If it is understood that the motivation that is in a teacher is a driving force that will manifest a behavior in order to achieve the goal of selfsatisfaction, it is a fact that cannot be denied if the basic motivation for most teachers is to earn a living, meaning if on the one hand people use their knowledge, skills, energy and part of the time to work at the school, on the other hand they expect to receive certain rewards. To implement a performance / results-based payroll system, educational organizations must have a modern, effective, and valid performance management system. The criteria are the distance to the research site which is easy to reach, as well as sufficient resources and facilities and infrastructure to support the implementation of this research
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