The Universal Values of Integrity Ūlul Al-Bāb through Work Ethic to Achievement Motivation and Performance of Lecturer at Islamic State University

This study aims to analyze the effect of work ethic, job transfer, and job satisfaction on lecturer performance at the Faculty of Economics and Islamic Business, State Islamic University of Alauddin Makassar. The background of this research is the importance of these factors in improving the performance of lecturers in the academic environment. The research was conducted using purposive sampling method, with a sample size of 55 lecturers. Data were collected through questionnaires in accordance with the research objectives. Data analysis used multiple linear regression, T test, F test, and coefficient of determination (R2) test. The results showed that work ethic has a positive and significant effect on lecturer performance, job transfer has a positive and significant effect on lecturer performance, and job satisfaction has a positive and significant effect on lecturer performance within the Faculty of Economics and Islamic Business. In conclusion, work ethic, job transfer, and job satisfaction have an important role in improving the performance of lecturers at the Faculty of Economics and Islamic Business, State Islamic University of Alauddin Makassar. These research applied in Faculty of Islamic Economics and Business, Alauddin State Islamic University Makassar. The sample uses the purposive sampling, that is, sampling based on certain considerations or criteria. All samples of 55 respondents at Faculty of Islamic Economics and Business, Alauddin State Islamic University Makassar. A method of data used is live interview to the many involved in the problem under discussion and give a questionnaire for lecturer according to research conducted. . Data analysis was done using multiple linear regression analysis, test T test, test F test and The coefficient of determination (R2). The results of an analysis of shows that work ethic is a influenced to lecturer performance at Faculty of Islamic Economics and Business, Alauddin State Islamic University Makassar; job transfers is a influenced to lecturer performance at Faculty of Islamic Economics and Business, Alauddin State Islamic University Makassar; job satisfaction is a influenced to lecturer performance at Faculty of Islamic Economics and Business, Alauddin State Islamic University Makassar; and x01, job transfers and job satisfaction is a influenced to lecturer performance atFaculty of Islamic Economics and Business, Alauddin State Islamic University Makassar Keywords: Work ethic, Job transfers, Job satisfaction and Lecturer performance.

Higher education in Indonesia, both state and private higher education, is a national instrument in improving the quality of life in society, state and nation. The agenda of improving the quality of higher education cannot be separated from improving the quality of lecturers’ career development. Whilst this career development should be similar at all higher education institution, the career development among lecturers at private higher education is somehow behind compared to those at the state higher education institutions. This paper is written based on a study examines the influence of competency factor, organizational culture and achievement motivation on work performance and career development of lecturers at private higher education in Indonesia. The study also looks into lecturer work performance as a mediator variable for the relationship between organizational culture and lecturer career development, and lecturer work performance as a mediator variable for the relationship between achievement motivation and lecturer career development. A total of 210 questionnaires were distributed to research locations and 192 (90%) data is processed using PLS Smart4 Structural Equation Modeling (SEM) statistics. The results of the study show that organizational culture, competency and achievement motivation have direct, positive and significant influence on the work performance of lecturers at private higher education in Indonesia. Furthermore, organizational culture and work performance also have direct and significant influence on lecturer career development. These are similar findings for lecturers at the state higher institution. However, the study findings reveal that neither achievement motivation does not have positive and significant effect on lecturer career development, nor, work performance has full mediation (partial mediation) for the relationship between organizational culture and lecturer career development. Moreover, the relationship between achievement motivation and lecturer career development is not mediated by lecturer work performance. It is concluded that the reasons behind this related to the heavy teaching workload, limited financial resources and unachieved status and reputation as the state higher education institutions.

Purpose – This study aims to examine the factors influencing the performance of administrative staff at the Graduate School of Universitas Gadjah Mada (UGM). Specifically, the research focuses on the roles of leadership competence, achievement motivation, and organizational learning culture in determining staff performance, addressing gaps in previous studies that lacked a comprehensive integration of these factors. Methods/Design/Approach – A quantitative approach with an explanatory survey design was employed. Data were collected using questionnaires distributed to all 89 administrative staff at the UGM Graduate School, yielding 78 valid responses. The relationships between leadership competence, achievement motivation, organizational learning culture, and performance were analyzed using multiple linear regression. Validity and reliability tests, alongside classical assumption tests, were conducted to ensure the robustness of the model. Findings – The results demonstrate that both leadership competence and achievement motivation positively and significantly affect staff performance. Achievement motivation was identified as the most dominant factor, while organizational learning culture showed no significant influence. The model explains 57.2% of the variance in staff performance, indicating that other unexplored factors may contribute to performance outcomes. Originality/Value – This study provides a novel integration of leadership competence, achievement motivation, and organizational learning culture within a single analytical model, contributing to the literature on human resource management in higher education in Indonesia. The findings offer a comprehensive understanding of key factors influencing staff performance in public higher education institutions. Practical Implications – The findings suggest that higher education management should prioritize leadership development and motivation enhancement initiatives to improve staff performance. Although the organizational learning culture did not significantly affect performance, efforts should still be made to foster a learning environment to support long-term organizational success. Keywords Leadership competence, achievement motivation, organizational learning culture, staff performance, higher education management Paper type Research paper

This study aims to describe and analyze: the transformational leadership of the principal, work ethic, motivation of achievement, and teacher performance; the influence of transformational leadership towards the motivation of achievement; the influence of work ethic towards the motivation of achievement; the influence of transformational leadership on teacher performance; the influence work ethic towards teacher performance; the influence motivation to achieve the performance of teachers; the influence transformational leadership of teacher performance through the motivation of achievement; the influence work ethic towards teacher performance through the motivation of achievement. This research uses a descriptive-verificative research method with a quantitative approach—the number of samples of this study is 176 teachers. Data collection instruments are questionnaires that have qualified for validity and reliability tests. Data analysis to test hypotheses using path analysis with multiple regression methods. The results showed that: the transformational leadership of the principal, the work ethic of the teacher, teacher performance motivation, and teacher performance fall into the high category; there is a direct influence of the headmaster's transformational leadership on the teacher's outstanding motivation; the direct influence of the work ethic on the teacher's achievement motivation; there is a direct influence of the principal's transformational leadership on teacher performance; there is a direct influence of the work ethic on the teacher's performance; there is a direct influence of the teacher's motivation on teacher performance; there is an indirect influence of the headmaster's transformational leadership on the teacher's performance through the motivation of the achievement; there is an indirect influence of the work ethic on the teacher's performance through the motivation of the teacher.

Introduction: Organizational culture determines the direction of individual behavior of an institution. This study aims to analyze and explain the direct influence of organizational culture on competence and the indirect influence of organizational culture on lecturer performance through competence. Analyze and explain the direct effect of work ethic on competence and the indirect effect of work ethic on lecturer performance through competence. Analyze and explain the effect of competency on lecturer performance. Method: This type of research is explanatory research with a survey approach. The sampling technique is a saturated sample with a total of 72 lecturers as respondents. The type and source of data are Primary Data. Result: The hypothesis test results prove that organizational culture has a significant positive indirect effect on lecturer performance through competence (0.031 <0.05). Work ethic significantly positively affects lecturer performance through competence significance (0.019 <0.05). Competence has a significant direct effect on performance (0.003 <0.05). Conclusion: Competence has an intervening role in organizational culture and works ethic on lecturer performance because it has a very high value. If the competency is increased by one interval, the lecturer's performance will increase.

Organizational commitment is vital for enhancing lecturer performance in higher education institutions. This study examines the influence of transformational leadership and organizational culture on lecturer performance, mediated by organizational commitment, in a private university in Batam City. The research aims to understand how these factors interact and contribute to performance outcomes. A quantitative approach was employed, involving 75 active lecturers selected through simple random sampling. Data were collected using structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling. The findings reveal that organizational commitment significantly enhances lecturer performance, while organizational culture directly influences both performance and commitment. Transformational leadership does not directly affect performance but significantly impacts organizational commitment. Notably, organizational commitment mediates the relationship between organizational culture and performance, but not between transformational leadership and performance. The study concludes that fostering a strong organizational culture and high commitment levels is essential for improving lecturer performance. Institutions should prioritize creating supportive work environments and leadership development programs to enhance commitment and performance, offering valuable insights for human resource management in higher education.

The problem of this study is to investigate the effect of organizational culture, teamwork, work motivation, and work ethic on lecturer performance. It is conducted at Sari Mutiara Indonesia University in Medan as many as 128 lecturers. Data collection is carried out by using a questionnaire with five answer choices. Before testing the hypothesis, the requirements analysis are tested, namely the normality and linearity test of the data. The results show (1) organizational culture has a direct positive effect on work motivation, (2) teamwork has a direct positive effect on work motivation, (3) organizational culture has a positive direct effect on work ethic , (4) teamwork has a direct positive effect on work ethic, (5) organizational culture has a direct positive effect on lecturer performance, (6) teamwork has a direct positive effect on lecturer performance, (7) work motivation has a direct positive effect on lecturer performance, and ( 8) work ethic has a direct positive effect on lecturer performance. Based on the acceptance of research hypotheses, a theoretical model or fixed model of lecturers performance at Sari Mutiara Indonesia University in Medan illustrates the structure of causal relationships between organizational culture variables, teamwork, work motivation, work ethics and lecturer performance. To improve the performance of lecturers at Sari Mutiara Indonesia University in Medan, it can be done by improving organizational culture, teamwork, work motivation and work ethics. Keywords: Organizational Culture, Teamwork, Work Motivation, Work Ethic, Lecturer Performance DOI: 10.7176/JEP/11-27-10 Publication date: September 30 th 2020

Purpose: This research aims to determine the digitalization-based education quality management system at Prof. K. H. Saifuddin Zuhri Purwokerto and Nahdlatul Ulama Al Ghazali University Cilacap, so various challenges can be found in implementing the digitalization system for education quality management at these two universities. Methods: This research uses descriptive qualitative research methods with data collection techniques, namely interviews, observation and documentation. This research involves data analysis which includes compiling, categorizing and combining data to form a pattern of education quality management in digital-based higher education at Islamic State University (UIN) Prof. K. H. Saifuddin Zuhri Purwokerto and Nahdlatul Ulama Al Ghazali University Cilacap. Result and Conclusion: The result is the digitization of education quality management at the Prof. State Islamic University. K. H. Saifuddin Zuhri Purwokerto and Nahdlatul Ulama Al Ghazali University Cilacap have proven positive steps towards efficiency and effectiveness in education management, even though they still face obstacles such as weak human resource management and limited infrastructure. The success of digitalization is very dependent on the ability and capacity of human resources, so continuous efforts are needed such as increasing competence through training and development. Research Implications: The urgency of digitizing management in higher education is absolutely necessary, especially UIN Prof. K. H. Saifuddin Zuhri Purwokerto needs to continue to be promoted, especially information technology, human resources who are experts in the field of information technology, so that good digital literacy from all levels in students, educational staff and lecturers. There is a need to digitize through publications such as social media in the form of Instagram, TikTok, Flayer and everything that is digital based. However, for Nahdlatul Ulama Al Ghazali University, Cilacap, maintenance or maintenance processes are still needed so that it can be ascertained whether an asset can function properly or recover, the distribution of levels is not yet perfect, there are still some lecturers who may not be familiar with accessing the system used, and sources. limited power. For this reason, academic leaders must try to motivate, mobilize, remind lecturers, always improve the system so that their desires can be achieved, increase the use of more contemporary or modern systems and increase human resources by sending teaching staff, especially for academic digitalization services. Originality/ Value: This study offers original insights into digitalization of higher education quality management is very necessary in improving all services at higher education, both state and private universities in Indonesia.

This research aims to produce strategies and ways to improve the performance of lecturers at the Muhammadiyah University of Tangerang by strengthening the variables of servant leadership, empowerment, achievement motivation, and trust as intervening variables. The research sample was 215 samples taken using stratified proportional random sampling of faculty lecturers. This research uses a survey method with a path analysis approach and SITOREM analysis. The results of this research can be concluded: 1). there is a direct influence between servant leadership on lecturer performance, 2) there is a direct influence between empowerment on lecturer performance, 3) there is a direct influence between achievement motivation on lecturer performance, 4) there is a direct influence between trust (X4) on lecturer performance (Y), 5) there is a direct influence between servant leadership on achievement motivation, 6) there is a direct influence between empowerment on achievement motivation, 7) there is a direct influence between servant leadership on trust, 8) there is a direct influence between empowerment on trust, 9) there is an indirect influence between servant leadership on lecturer performance through achievement motivation, 10) there is an indirect influence between empowerment on lecturer performance through achievement motivation, 11) there is an indirect influence between servant leadership on lecturer performance through trust, 12) there is an indirect influence between empowerment (X2) on lecturer performance through trust. The results of the SITOREM analysis show that based on the priority order of improving lecturer performance, it is necessary to strengthen servant leadership and empowerment. If servant leadership is to be strengthened, it is carried out by enhancing indicators that are still weak, namely: Listening, Vision, Healing, and Humility as well as maintaining or developing indicators: Wisdom, Service, Empathy, and Organizational Stewardship, empowerment wants to be strengthened, so this is done by improving indicators that are still weak, namely: Delegation of authority in work freedom, and Competency Building as well as maintaining or developing indicators: Modeling (exemplary) from individual superiors, Self-efficacy, and Organizational Support, achievement motivation want to be strengthened, so this is done by improving indicators that are still weak, namely: Encouragement to excel in competition, and Having a work plan that is systematic and can be realized, as well as maintaining or developing indicators: The need to work intensively (persistent, focused) in carrying out tasks, likes challenges and competition, the need for a successful career in the long term, and a strong urge to get feedback on performance and trust wants to be strengthened, so this is done by improving indicators that are still weak, namely: Consistent development , Giving authority with responsibility, and Shared responsibility, as well as maintaining or developing indicators: Mutual respect and support, and Communication and togetherness.

The purpose of this study was to analyze: 1) Effect of leadership style on the work environment, 2) Effect of leadership style on work achievement motivation, 3) Effect of work environment on achievement motivation, 4) Effect of work environment on work ethic, 5) Effect of leadership style on work ethic, 6) Effect of achievement motivation on work ethic. The population of this study were all employees of the Ministry of Religion of the City of Payakumbuh, amounting to 95 people. The number of samples is 49 people. The data analysis technique for testing the hypothesis is path analysis. Research found that: 1) Leadership style has a significant effect on the work environment. 2) Leadership style has a significant effect on achievement motivation. 3) The work environment has a significant effect on employee achievement motivation. 4) Leadership style has a significant effect on work ethic. 5) The work environment has a significant effect on employee work ethics. 6) Motivation for achievement has a significant effect on work ethic. Judging from the direct or indirect influence of the Effect of Leadership Style, Work Environment and Achievement Motivation on the Work Ethic of the Ministry of Religion of Payakumbuh, it is found that the work environment has the greatest influence, namely 26.41%

This study aims to analyze how leadership and work ethic influence employee performance through organizational commitment as an intervening variable. The research location was conducted at Muhammadiyah University Mahakarya Aceh. The method used is a quantitative method using the Structural Equation Modeling (SEM) approach based on Partial Least Square (PLS). The population in this study were employees of Muhammadiyah University Mahakarya Aceh, the sampling method used saturated sampling where the entire population is a sample of 44 people who are educational staff. The results of the study indicate that leadership has a positive effect on work performance and leadership has a positive effect on organizational commitment, furthermore, work ethic also has a positive effect on work performance and work ethic has a positive effect on organizational commitment, in addition, organizational commitment also has a positive effect on work performance. However, organizational commitment has a negative effect on leadership and work ethic as intervening variables

The purpose of this study is to describe and analyze the direct and indirect correlation between achievement motivation as an intermediate variable in the correlation between work ethics and work commitment and teacher performance. The population includes 151 teachers from elementary schools in Paringin, with a sample size of 109 people. The data analysis of this study used a descriptive and inferential statistics through SPSS 22. The data was collected through questionnaires. The results showed that: Work ethic, work commitment, motivation to excel, and teacher performance are included in the high category, there is a direct correlation between work ethic, work commitment, motivation to excel, teacher performance, and teacher performance, also work ethic, commitment, and performance have an indirect correlation with teacher performance through teacher achievement motivation.

This research was motivated by the low performance of lecturers at Private Islamic Religious Universities in Metro City, Lampung, with indicators of minimal scientific publications, lack of interest in community service activities, and lack of commitment to research. These problems include ineffective visionary leadership, an inadequate compensation system, and lecturers' achievement motivation that is not aligned with their main duties. This research aims to determine the effect of visionary leadership and compensation on the performance of lecturers with achievement motivation as an intervening variable at Private Islamic Religious Universities in Metro Lampung City. This research uses a quantitative approach with path analysis techniques and uses survey methods. The research results show: First, visionary leadership has a positive and significant effect on achievement motivation. Second, compensation has a positive and significant effect on achievement motivation. Third, visionary leadership has a positive and significant effect on lecturer performance. Fourth, compensation has a positive and significant effect on lecturer performance. Fifth, achievement motivation has a positive and significant effect on lecturer performance. Sixth, visionary leadership is positive and significant for lecturer performance through achievement motivation. Seventh, compensation has a positive and significant effect on lecturer performance through achievement motivation.

The purpose of this study was to know (1) whether career maturity has a significant and positive effect on the performance of UINSI Samarinda lecturers, (2) whether organizational culture has a significant and positive effect on the performance of UINSI Samarinda lecturers, (3) whether job satisfaction has a significant and positive effect on the performance of UINSI Samarinda lecturers, (4) whether career maturity, organizational culture, and job satisfaction together have a significant and positive effect on the performance of UINSI Samarinda lecturers. The research population was 211, while the number of samples taken in this study was 122 using the Taro Yamane formula using non-proportionate cluster random sampling. The instrument used is a questionnaire, then analyzed utilizing multiple linear regression. Based on the results of statistical tests and discussions, the researchers concluded that (1) Career maturity has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is an influence of career maturity on the performance of lecturers at the medium category level with the percentage contribution of the X1 variable to Y being 23.23%. (2) Organizational culture has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant influence of organizational culture on the performance of lecturers at the low category level with the percentage contribution of the X2 variable to Y being 11.09%. (3) Job satisfaction has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant effect of job satisfaction on the performance of lecturers in the low-level category with the percentage contribution of the X3 variable to Y being 8.58%. (4) Career maturity, organizational culture, and job satisfaction together have a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant effect of career maturity variables (X1), organizational culture (X2), and job satisfaction (X3) together on lecturer performance (Y) at the medium level category with the percentage contribution of variables X1, X2, and X3 to Y is 29.45%.

This study aims to find out and analyze the influence of the implementation of e-HRIS (Simpeg) and work ethic on the job satisfaction of BKD Provsu civil servants and find out whether achievement motivation can mediate the role of the implementation of e-HRIS (Simpeg) and work ethic on the job satisfaction of BKD Provsu civil servants. This type of research is a quantitative descriptive research conducted at the Provsu Regional Civil Service Agency with a sample of 84 people. DThe data analysis method used descriptive statistics and path analysis with the help of SPSS 24 software. The results of the study show that directly the application of e-HRIS (Simpeg) and work ethic have a significant positive effect on achievement motivation, directly the application of e-HRIS (Simpeg) and work ethic have a significant positive effect on job satisfaction. Achievement motivation is able to mediate positively significantly the relationship between the application of e-HRIS (Simpeg) to job satisfaction and between work ethic to job satisfaction indirectly so that achievement motivation can be an intervening variable in this study.