THE INFLUENCE OF PRINCIPAL'S ROLE AND WORK MOTIVATION TO TEACHERS JOB SATISFACTION
DOI:
https://doi.org/10.12928/ijemi.v2i1.3215Keywords:
Job Satisfaction, Principal's Role, Work motivationAbstract
Job satisfaction as a support for the implementation of teacher's functional tasks is still lacking. Based on preliminary observations, it is thought that this was caused by the lack of the principal's role and work motivation. Therefore, this study aims to uncover the influence of the principal's role and work motivation on the job satisfaction of public middle school teachers. The hypotheses of this study are: (1) The principal's role influence the job satisfaction of public middle school teachers, (2) The work motivation influence the job satisfaction of public middle school teachers, (3) Principal's role and work motivation together influence the job satisfaction of public middle school teachers. This study uses a survey method with a quantitative approach, correlational and regression techniques—data collection techniques through a Likert scale questionnaire of 59 respondents who are teachers of public middle school. The results of data analysis show that (1) the principal's role influences the job satisfaction of public middle school teachers, (2) Work motivation influences the job satisfaction of public middle school teachers, (3) Principal's role and work motivation together influences the job satisfaction of public middle school teachers. Based on these findings, the authors suggest that some improvement efforts can be made, especially in increasing teacher job satisfaction, including involving teachers in further education and providing encouragement to start creatively and achieving, mobilizing the learning outcome evaluation team, and following the development of science. , technology, and the arts, exemplify good models of learning and counselling.
References
Abdullah, M. (2017). Manajemen Mutu Pendidikan di Sekolah Peran Kepemimpinan Kepala Sekolah, Profesionalisme Guru, dan Partisipasi Masyarakat Dalam Peningkatan Mutu Pendidikan di Sekolah. Jurnal Penelitian Pendidikan, 17(3), 190-198.
Amstrong, M. (2006). Armstrong's Handbook of Human Resources Management. Practice (11th Ed.). London: Kogan Page.
Arikunto, S. (2006). Prosedur Penelitian Suatu Pendekatan Praktek. Jakarta : PT. Rineka Cipta.
Behavior (OCB) Guru dengan Komitmen Organisasional Sebagai Variabel Mediasi. Jurnal Ilmiah Bisnis, Pasar Modal dan UMKM, 2(1), 123-136.
Daryanto. (2011). Kepala Sekolah Sebagai Pemimpin Pembelajaran. Yogyakarta: Gava Media.
Gelona, J. (2011). Does Thinking About Motivation Boost Motivation Levels. The Coaching Psychologist, 7(1), 42-48.
Hakim, A. R., & Muhdi, M. (2020). Motivasi Kerja dan Kompensasi terhadap Kepuasan Kerja Guru SMK Swasta di Wilayah Timur Kabupaten Pemalang. Jurnal Pendidikan Ilmu Sosial, 29(2), 105-115.
Houlfort, N., Koestner, R., Joussemet, M., Nantel-Vivier, A., & Lekes, N. (2002). The Impact of Performance-Contingent Rewards on Perceived Autonomy and Competence. Motivation and Emotion, 26(4), 279-295.
Karnati, N., & Sibawaihin, I. (2017). Pengaruh Locus of Control dan Motivasi Instrinsik Terhadap Kepuasan Kerja Guru. Jurnal Sosial Humaniora, 8(1), 29-36.
Khoiroh, N. (2019). Pengaruh Gaya Kepemimpinan Kepala Sekolah dan Motivasi Kerja terhadap Kepuasan Kerja Guru pada Sekolah Dasar Negeri 112/1 Perumnas Kecamatan Muara Bulian Kabupaten Batang Hari. Eksis: Jurnal Ilmiah Ekonomi dan Bisnis, 10(1), 26-31.
Mangkunegara, A. A. A. P. (2004). Manajemen Sumber Daya Manusia. Bandung: PT. Remaja Rosdakarya.
Marwansyah dan Mukaram. (2002). Manajemen Sumber Daya Manusia. Bandung: Pusat Penerbit Administrasi Niaga Politeknik Negeri Bandung.
Mulyasa, E. (2004). Menjadi Kepala Sekolah Profesional. Bandung: Anggota IKAPI.
Panggabean, S. M. (2004). Manajemen Sumber Daya Manusia. Bogor: Ghalia Indonesia.
Riduwan. (2005). Skala Pengukuran Variabel-variabel Penelitian. Bandung: Alfabeta.
Rivai, V. (2004). Manajemen Sumber Daya Manusia Untuk Perusahaan, Cetakan Pertama. Jakarta, PT. Raja Grafindo Persada.
Rivai, V., & Murni, S.. (2009). Education Management: Analisis Teori dan Praktik. Jakarta: Raja Grafindo Persada.
Robbins, S.P. & Judge, T.A. (2013). Organisational Behavior. 15Th Edition. Boston: Pearson.
Saepudin, U., & Djati, S. P. (2019). Pengaruh Kepuasan Kerja Terhadap Organizational Citizenship
Sardiman, A. M. (2003). Interaksi dan Motivasi Belajar Mengajar. Jakarta: Raja. GrafindoPersada.
Sari, R. (2018). Motivasi Berprestasi, Kepuasan Kerja dan Manajerial KEpala Sekolah serta Dampaknya terhadap Kinerja Guru.
Singh, S. P., & Sharma, H. K. (2016). Impact of Work Motivation on Job Satisfaction of Teachers in Professional Education. The International Journal of Research Publication's. Research Journal of social science and management, 6(05), 90-96.
Skaalvik, E. M., & Skaalvik, S. (2017). Motivated for teaching? Associations with school goal structure, teacher self-efficacy, job satisfaction and emotional exhaustion. Teaching and Teacher Education, 67, 152-160.
Suputra, I. P. A. G., Sujana, I. W., & Novarini, N. N. A. (2019). Pengaruh Iklim Organisasi dan Stres Kerja Terhadap Kepuasan Kerja Guru SMP Negeri 1 Kintamani Bangli
Travers, C. J., & Cooper, C. L. (1996). Teachers under pressure: Stress in the teaching profession. London: Routledge.
Türkoğlu, M. E., Cansoy, R., & Parlar, H. (2017). Examining relationship between teachers' self-efficacy and job satisfaction. Universal Journal of Educational Research, 5(5), 765-722.
Wahjosumidjo. (2002). Kepemimpinan Kepala Sekolah: tinjauan teoritik dan permasalahannya. Jakarta: Raha Grafubdi Persada.
Wahjosumidjo. (2011). Kepemimpinan Kepala Sekolah. Jakarta: PT. RajaGrafindo Persada.
Williams, M., & Burden, R. L. (1997). Psychology for Language Teachers: A Social Constructivist Approach. New York: Cambridge: University Press.
You, S., Kim, A. Y., & Lim, S. A. (2017). Job Satisfaction Among Secondary Teachers in Korea: Effects of Teachers’ Sense of Efficacy and School Culture. Educational Management Administration & Leadership, 45(2), 284-297.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Universitas Ahmad Dahlan
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
The copyright to this article is transferred to Universitas Ahmad Dahlan (UAD) if and when the article is accepted for publication. The undersigned hereby transfers any rights in and to the paper including without limitation all copyrights to UAD. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is identified as to its source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.
We declare that:
This paper has not been published in the same form elsewhere.
It will not be submitted anywhere else for publication before acceptance/rejection by this Journal.
Copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.
Furthermore, I/We hereby transfer the unlimited rights of publication of the above-mentioned paper in whole to UAD. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online), or any other reproductions of similar nature.
The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.
Retained Rights/Terms and Conditions
Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.
Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors' personal use or for company use, provided that the source and the UAD copyright notice are indicated, the copies are not used in any way that implies UAD endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.