Job Performance Of Teachers Research Articles

THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE

This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1) organizational climate have positive direct effect on teacher performance with path coefficient (py1) = 0,257 and t-count 2,963> t-table 1,684; (2) transformational leadership have positive direct effect on teacher performance with path coefficient (py2) = 0,489 and t-count 5,164> t-table 1,684, (3) work motivation have positive direct effect to teacher performance with path coefficient (py3) = 0,261 and t count 2,42> t-table 1,684, (4) organizational climate have positive direct effect (p31) = 0.391 and t-count 3.990> t-table 1.684, and (5) transformational leadership have a direct positive effect on work motivation with path coefficient (p32) = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.

Impact of emotional intelligence on teacher׳s performance in higher education institutions of Pakistan

This research paper aims at investigating the impact of emotional intelligence on teacher׳s job performance in the education sector of Pakistan. Sample size consists of 166 teachers from universities in the area of central Punjab, Pakistan. Theories of emotional intelligence proposed by Salovey and Mayer (1989–1990) were used as the conceptual framework and its relationship with the job performance of teachers was examined. Reliability and validity of variables was tested through measurement model of PLS-SEM. The result indicated that emotional intelligence has a significant impact on the teacher׳s job performance. Key research finding revealed that emotional self-awareness, self-confidence, achievement, developing others and conflict management have a positive and significant relationship with the teacher׳s job performance.

Influence of Job Satisfaction on Job Performance of Business Studies Teachers in Benin Municipal Areas in Nigeria

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Organizational Culture Management and Job-Satisfaction As Teacher Job-Performance Predictors

Abstract : This study is a causal r esearch which i s intended to find out direct and indirect effects of organizational culture and job-satisfaction on job-performance. As many as 143 of 645 public high school teachers were selected from 10 pulic high schools in Medan, Indonesia by stratified random sampling techniques. The classroom teacher samples selected were teachers who have teaching experiences for at least 10 years, and have been certified as professional teachers and received certification fees continuously, except for guidance and counseling teachers. It was found that the direct effect of Organizational Culture on Job Satisfaction is 32.50%, while the direct effect of Job Satisfaction and Organizational Culture on Performance is 16.70% and 35.60% respecively. The indirect effect of Organizational Culture on Performance through Job Satisfaction is 14.50%. So the total effect of Organization Culture on Performance is 33.3%. Based on the findings, it can be concluded that organizational culture, organizational structure and job satisfaction have a positive impact on the teacher job-performance of high school teachers in Medan. Keywords: Job-Performance, Job-Satisfaction, Organizational Culture

보육기관유형에 따른 교사의 직무수행과 직무스트레스에 관한 연구

보육기관유형에 따른 교사의 직무수행과 직무스트레스에 관한 연구

Development of the nonverbal communication skills of school administrators scale (NCSSAS): Validity, reliability and implementation study

The main purpose of this study is to develop a scale intended for identifying the school administrators’ nonverbal communication skills, and establish the relationship between the nonverbal communication skills of school administrators and job performance of teachers. The study was conducted in three stages. The first stage involved the creation of a pool of items based on a literature review, and the performance of an initial pilot test for item analysis. In the initial pilot test, the scale was applied to 109 primary school teachers. In the second pilot test, the validity and reliability of the scale was tested by being applied to 220 teachers. According to the exploratory factor analysis results, the scale consisted of 29 items and seven sub dimensions. The contribution made to the variance by sub dimensions was 71.93. Factor loadings varied between 0.57 and 0.87. The confirmatory factor analysis (χ2/df, 1.365; RMSEA, 0.041; CFI, 0.965; IFI, 0.966; GFI, 0.869; AGFI, 0.858; RMR, 0.058) was conducted on the structure resulting from the performance of the exploratory and the validity of the structure was established. The Cronbach Alpha value of the scale was established as 0.897. The third stage of the study saw the performance of a study conducted on 289 teachers with a view to presenting the relationship between the nonverbal communication skills of school administrators and the job performance of teachers. According to the results, there is a positively significant relationship between the nonverbal communication skills of school administrators and the job performance of teachers (r=0.41, p<0.01). Key words: School administrators, nonverbal communication skills, teacher job performance.

Correlation Between Emotional Intelligence and Work Engagement of Special Need School Teachers

Background: Optimal job performance of special school teachers is marked by high work engagement because engaged teachers showed perseverance, enthusiasm, and absorption at work. Work engagement is influenced by several factors, one of them is personal resources. Personal resource that considered important in people’s success is emotional intelligence. The purpose of this study was to examine the relationship between emotional intelligence and work engagement of teachers at a Sekolah Luar Biasa Negeri, a public special school in Semarang. Method: Data from 60 teachers were collected using Work Engagement Scale (33 item; α = .93) and Emotional Intelligence Scale (32 item; α = .93) Results: Simple linear regression analysis showed that there was a positive correlation between emotional intelligence and work engagement, r = .87; (p < .001) Conclusion: Result indicated that higher emotional intelligence is likely to lead to higher work engagement. Emotional intelligence contributed to 74.8% of the variance in work engagement. Teachers are expected to manage emotion better in order to achieve high work engagement. Keywords: work engagement, emotional intelligence, teacher, special school

Pengaruh Gaya Kepemimpinan dan Budaya Organisasi pada Kinerja Guru dengan Motivasi Sebagai Variabel Intervening

&lt;p&gt;&lt;em&gt;Purpose of this study to analyze the effects of leadership style, organizational culture on motivation and performance of senior high school techers in Wonogiri. Job performance is very necessary for any profession. Job performance of teacher increasingly organizational performance so that purpose of company or organization can be reachable. Many factors which can increase job/activity such as leadership style, organizational culture, and motivation.How far leadership style and organizational culture influence to job performance is tested in this research, by insert motivation as intervening variables.&lt;/em&gt;&lt;/p&gt;&lt;p&gt;&lt;em&gt;Test utilized to analyze leadership style and organizational culture influence to job performance that is path analysis,R&lt;sup&gt;2&lt;/sup&gt;test, as well as statistic T test, and direct and inderct effect. Research data obtained from questionary answer propagated to the teacher of senior high school in Wonogiri. Result of research analysis express that leadership style and organizational culture has positive influence and significant to teachers job performance. And Motivation proof to be intervening variabel in relationship beetwen leadership style and organizational culture to teachers job performance.&lt;/em&gt;&lt;/p&gt;

The Influence of Communication, Work Motivation and Career Development on Elementary School Teacher’s Job Performance in Medan, Indonesia

Work performance requires the integration of ability, efforts and the opportunity gained. This means that work performance is the result of work for a specified period of time and it accentuates more on the result of work completed for a specified period of time. One of the duties personnel department held responsible for in improving teacher job performance is through providing communication, implementing teacher career development program and motivating teachers so as to create work performance. This study sought to determine the influence of communication, career development and work motivation on work performance of elementary school teachers in Medan, Indonesia. The research was conducted on elementary school teachers in Medan. The research is descriptive quantitative research in nature. Upon analyzing the data, it was discovered that there is a positive and significant influence between the variables of communication (X1), work motivation (X2) and career development (X3) collectively on the dependent variable of work achievement (Y) of elementary school teacher in Medan namely 55,998 and the results of adjusted coefficient of determination (R Square) discovered that the variables of communication (X1), work motivation (X2) and career development (X3) collectively influence the dependent variable of work achievement (Y) amounting to 83,9% which means that R Square = 0,70 is strongly related. Thus, it can be concluded that 70,4% of factors influencing work performance stem from communication, work motivation and career development, whereas the remaining 69.2% is influenced by other factors.

The Impact of Trainings on Skill Development and Anxiety Reduction of Teachers in Public Sector Colleges in Khyber Pakhtunkhwa Pakistan

Training is an important source of development of work force in an organization whether its business, educational or sports related organization. The current research activity is an effort to study the impact of trainings on job performance of teachers in public sector colleges in Khyber Pakhtunkhwa. The study is purely quantitative in nature and conducted in Malakand Division, Khyber Pakhtunkhwa, Pakistan. Probability sampling technique has been adopted for sampling specifically stratified random sampling while a structured questioner based on Likert five category scales has been utilized to collect information from the selected samples. Besides, the data has been analysed in tabular form including frequency and percentage against each category of opinion. In addition, chi-square test has applied to in order to check association among variables. The process of data analysis has done through computer-based software (SPSS). Findings of the study reveal that training significantly affects performance of teachers at college level. In this regard, numerous indicators have been discussed and analysed and the results indicate that trainings play a positive role in learning and enhancing their capacity to perform job and reduce job related stress and anxiety.

The Relationship between Happiness, Subjective Well-Being, Creativity and Job Performance of Primary School Teachers in Ramhormoz City

&lt;p class="apa"&gt;The research aimed to investigate the relationship between happiness, subjective well-being, creativity and job performance of primary school teachers in Ramhormoz City. Hence, a sample of 330 individuals was selected through random stratified sampling. The research tools included Oxford Happiness Inventory, Subjective Well-being Scale by Keyes and Magyarmv, Creativity Inventory by Randsip and Patterson Job Performance Inventory. The research employed a correlational method and the data were analyzed using Pearson correlation coefficient and multiple regression analysis. Results indicated that, there is significant relationship between happiness, subjective well-being, creativity and job performance of primary school teachers in Ramhormoz City. The results of regression analysis indicated that, happiness and subjective well-being are the strongest predictors of job performance.&lt;/p&gt;

Relationship between Job Satisfaction, Working Conditions, Motivation of Teachers to Teach and Job Performance of Teachers in MTs, Serang, Banten

The purpose of this study is to investigate and analyze the relationship between job satisfaction, working conditions, motivation of teachers to teach and job performance of teachers in madrasah. The sample was 100 teachers using random sampling technique to the entire population. Research data collection was done by using the research instrument in the form of a questionnaire with Likert scale. The research method was a quantitative method with a descriptive approach, analysis of research data using descriptive statistics and inferential statistics. Research results showed that the level of job performance of teachers, motivation of teachers to teach and job satisfaction and working conditions at school area in the good category. There is a positive relationship between job satisfaction and job performance of teachers. There is a positive relationship between teachers’ working conditions with job performance of teachers. There is a relationship between of motivation of teachers to teach with job performance of teachers. There is a relationship between job satisfaction with motivation of teachers to teach. There is an association between working conditions with motivation teach teachers. Based on these results, it can be concluded that the positive improvement in the performance of teachers at school are influenced by job satisfaction, working conditions and motivation of teachers to teach.

Investigation of Teacher Job-Performance Model: Organizational Culture, Work Motivation and Job-Satisfaction

The research is intended to develop a Teacher Job-performance Model by considering causal relationship between teacher job-performance determinants i.e. Organizational Culture, Organizational Structure, and Work Motivation. It was found that path coefficient of organizational culture to work motivation is 0.333 at a significant level of F1/141= 3.908, at α F2/140= 3.061, at α F3/139= 2.669, at α < 0.05. Finally, indirect effect of organizational culture on job-satisfaction and job-peformance through work motivation is 0.087, and 0.078 respectively. It is concluded that the Model suggested fits with data collected, as a result, it can be used for perdicting teacher job-performance, including teacher promotions and feedback for improving teacher performance.

Peran Kepuasan Kerja Terhadap Kinerja Pada Guru Pegawai Negeri Sipil (PNS) di Yogyakarta

The problems faced by organizations is employee performance tends to decline over time resulting ineffectiveness of the organization. One of the factors that affect performance is job satisfaction. This study aims to determine empirically the correlation between job satisfaction and performance of the civil servant teachers. Subjects were 29 civil service teachers both male and female who become permanent employees and has worked at least 1 year in SLB Negeri 1 Bantul Yogyakarta. Data were collected using the Job Satisfaction Scale and the Performance Scale. Pearson’s product moment correlation were used to test the relationship between job satisfaction and teacher performance. The results showed that there is a significant positive correlation between job satisfaction and performance of the civil servant teachers ( r xy = .551; p = .001). The more satisfied the teachers, the higher their performance.

The Relationships between Organizational Climate, Innovative Behavior and Job Performance of Teachers

Organizational climate (OC) is important in creating the essential conditions to ensure high job performance (JP) of teachers and encourage them to show innovative behavior (IB) in both classrooms and school-wide. High JP can be observed for teachers as a result of suitable OC and IB. The aim of this study is to investigate the relationships between the OC characterized by support, cohesion, fairness and pressure, JP and IB of teachers. The study sample consisted of 398 primary and secondary school teachers working at the Adana province of Turkey. Three scales related to OC, JP and IB were used to collect data. Structural Equation Modelling (SEM) was performed to analyze the effects of OC on IB and JP as well as the effect of IB on JP. According to the findings; OCs characterized by support, fairness and pressure had effects on the JP of teachers. OCs characterized by support and pressure had effects on the IB of teachers and the IB of teachers had an effect on JP of teachers.

The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance

The study aims to find out and analyze the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia. The study was conducted on 117 respondents of 346 teachers by means of questionnaire. Data is analyzed by SEM analysis method in AMOS program. Findings indicate that competence and organizational culture affect positively and insignificantly teacher job satisfaction. While, job motivation affects positively and significantly teacher job satisfaction, but it did not give any significant effect on teacher performance. Competence and job satisfaction affect positively and significantly teacher performance, in fact organizational culture just has positive but insignificant effect to job satisfaction.

Ways to Enhance the Effectiveness of the Mechanisms of In-Service Courses on Lamerd Job Performance of Teachers in Fundamental Transformation Plan

The aim of this study was to investigate ways of improving the effectiveness of the mechanisms in-service courses for Lamerd teacher's job performance in the fundamental transformation plan in the 2013-2014 school years. The purpose of the study, applied for a description of how data collection survey. The study population consisted of 220 teachers in the school education department Lamerd city is 2013-2014 the stratified random sampling technique. Using Morgan, 140 were selected. Instruments included a questionnaire and notes that experts were confirmed validity and reliability using Cronbach's alpha 0.90 was calculated. The results showed that the growth and performance of in-service courses for teachers is effective.

Comparative Study of Distance Learning and Conventional System on the Teachers’ Job Performance in Kwara State

This research study investigated job performance among teachers in Offa metropolis based on the disparity between distance learning program and conventional learning method. It was designed to examine the level of job performance of teachers of distance learning system and those of conventional system. The study involved 300 selected teachers from secondary schools for both private and public schools in kwara state. Two research hypotheses were formulated to guide the study. The research instrument used was Annual Performance Evaluation Report to gather relevant data and the analyses conducted by correlation and t-test analysis at .05 significance level. The result of the data analyzed shows that the distance learning system is complementary institution to the conventional schools system, also that there is no significant different in job performance of teachers of distance learning system and the conventional school system. Following these conclusions, teachers of distance learning should be properly remunerated in line with teaching in conventional school system and increase their wages based on job performance which has to do with experiences.

The relation between work-family conflict, job stress, organizational commitment and job performance: A study on turkish primary teachers

Modern life has many problems within different dimensions and work-family conflict is one of the factors that have considerable effects. This topic is under scrutiny of many scholars to discover out the attitudes of employees’ during their study life. Work-family conflict can have effects on employees’ organizational commitment, job stress and job performance besides other common factors. In this setting, this research holds the aim of examining the effects of work-family conflict on job stress, organizational commitment and job performance of teachers. General findings of the research are the concrete negative effect of work-family conflict on job stress and partial effect on organizational commitment. It is also found out that job stress causes a negative effect on organizational commitment.

Assessing the Role of Career Development through Open and Distance Learning on Job Performance of Basic School Teachers in the Kpando Municipal and North Dayi District of Ghana

The study was carried out to assess the role of career development through Open and Distance Learning (ODL) on job performance of basic school teachers in the Kpando Municipal and North Dayi Districts of Ghana. The target population of the study includes all the five hundred and twenty two junior high school teachers in all the eleven circuits in the study area but using simple random sampling techniques, sixty teachers drawn from the four modes of open and distance learning (Sandwich, Dis- tance Learning, Evening/Part-Time Studies and On-line/e-Learning) were selected. The same sampling technique was also adopted for selecting eighty teachers who have not undergone any career development. Data analysis was carried out through the use of independent samples t-test as well as spearman's correlation co-efficient (rho) to determine whether there is association between the variables (career development through ODL mode and teachers job performance). The results through the test run revealed that with 5% error level, there is statistically significant difference in the performance between teachers who participate in career development through ODL and teachers who have not participated in any career development. The correlation results also showed that the two variables are positively correlated. The study recommends the need for educational policy makers to concentrate on ODL mode as the best tool for off the job training since it helps employers to minimize the total training cost by balancing the need to get these employees to be productive by way of working whilst still they upgrade their skills, knowledge and abilities through the ODL mode.