scholarly journals The Relationship Organizational Culture, Motivation, Resilience and Leadership of Principals with the Work Ethic of Indonesian Language Teachers

JURNAL IQRA ◽  
2021 ◽  
Vol 6 (1) ◽  
pp. 192-210
Author(s):  
Suprapto Suprapto ◽  
Syukri Hamzah ◽  
Didi Yulistio ◽  
Susetyo Susetyo
Keyword(s):  
Organizational Culture ◽  
Principal Leadership ◽  
Work Ethic ◽  
Correlation Study ◽  
Language Teachers ◽  
Location Data ◽  
Cultural Organization ◽  
Result Show ◽  
The Relationship ◽  
Culture Motivation

The article was to describes relationship between cultural organization, motivation, resilience and the leadership of headmaster with the Indonesian language teachers work ethic. It was a correlation study. The design in this study look for the relationship between four independent variables, namely organizational culture, motivation, resilience and principal leadership, with one dependent variable, namely the work ethic of the Indonesian language teacher at State Senior High School Rejang Lebong. The sample used the purpossive sampling. The data collection method used questionnaire and observation. Validity of internal questionnaire input from experts, empirical validity through trials outside the research location. Data analysis used multiple linier regression analysis. The result show that cultural organization, motivation, adversity quotient, and the leadership of headmaster have connection to work ethic the correlation coefficient was 4,841. Cultural organization has not connection to work ethic. Motivation has not connection to work ethic. Adversity quotient has not connection to work ethic; and principal’s leadershiphas not connection to work ethic. Keywords: Organizational Culture. Work Ethic, Principal Leadership

scholarly journals THE RELATIONSHIP BETWEEN PRINCIPAL LEADERSHIP AND SCHOOL CLIMATE AND TEACHERS’ JOB SATISFACTION OF THE SPK SECONDARY SCHOOL IN PAMULANG, TANGERANG SELATAN

2019 ◽  
Vol 8 (1) ◽  
pp. 35-56
Author(s):  
Sisilia Juni Arianti ◽  
Hotner Tampubolon ◽  
Tarsicius Sunaryo
Keyword(s):  
Job Satisfaction ◽  
School Climate ◽  
Secondary School ◽  
Principal Leadership ◽  
Correlation Study ◽  
Turn Over ◽  
The Relationship

Job satisfaction is an important issue when dealing with the teachers’ turn over in institution. Many factors influence teachers’ job satisfaction, among others are the principal leadership and the school climate. This research aimed to know the relationship between those factors. This research is a correlation study. The sample is the teachers in SPK Secondary School in Pamulang, Tangerang Selatan. Questionnaires were distributed to 32 respondents. It was found out that 1.) There was a very strong, positive and significant correlation between the teacher’s job satisfaction and the principal leadership, with the computed r = .890., 2.) There was a strong, positive and significant correlation between the teacher’s job satisfaction and the school climate, with the computed r = .795., and 3.) There was a very strong, positive and significant correlation between the principal leadership and the school climate to the teacher’s job satisfaction, with the computed r = .905. The findings showed that opportunity to develop, relationship between leaders and teachers, and sense of responsibility are the indicators that are very prominent in each variable. The conclusions are 1). The higher the principal leadership is, the higher the teachers’ job satisfaction will be., 2). The higher the school climate is, the higher the teachers’ job satisfaction will be., 3). The higher the principals leadership and the school climate are, the higher the teachers’ job satisfatiction will be. Providing adequate support facilities, training, and creating a more relax atmosphere are some recommendations for maintaining the teachers’ job satisfaction in that school

scholarly journals Hubungan Motivasi Berprestasi, Prilaku Kepemimpinan Kepala Sekolah dan Etos Kerja dengan Kinerja Guru

2018 ◽  
Vol 1 (1) ◽  
Author(s):  
Cok Agus Ady Putra ◽  
Made Yudana ◽  
Nyoman Natajaya
Keyword(s):  
School Leadership ◽  
Achievement Motivation ◽  
Principal Leadership ◽  
Work Ethic ◽  
Significant Contribution ◽  
Leadership Behaviors ◽  
Teacher Performance ◽  
Principal Leadership Behaviors ◽  
Work Ethos ◽  
The Relationship

This study aimed to determine: (1) the relationship between achievement motivation with teacher performance, (2) the relationship between principal leadership behaviors with teacher performance, (3) the relationship between the performance of the teachers  work ethic, (4) simultaneous relationship between achievement motivation, school leadership and work ethic with the performance of. This study was designed with a correlational design ex-post facto by using a quantitative approach.The study population was  all teachers in SMA N 1 Kubutambahan. The sample retrieval technique using census study with the number 47. Data were collected by questionnaires. Data were analyzed by multiple regression and partial analysis. The results showed that: (1) there is a significant contribution to the achievement motivation with teacher, (2) there is a significant contribution between principal leadership behaviors with teacher performance, (3) there is a significant contribution to the work ethos of teacher performance, (4) there is a significant contribution between achievement motivation, school leadership behavior, and work ethos simultaneously with the performance of teachers

Accent Policy and Accent Modification Enterprises as Potential Indicators of Intercultural Power Relations: A Call for an Updated Research Agenda

2013 ◽  
Vol 3 (1) ◽  
pp. 22-33 ◽  
Author(s):  
Brynne D. Ovalle ◽  
Rahul Chakraborty
Keyword(s):  
International Relations ◽  
Identity Construction ◽  
Social Theory ◽  
Power Relations ◽  
Linguistic Diversity ◽  
Cultural Organization ◽  
Using Data ◽  
The Individual ◽  
The Impact ◽  
The Relationship

This article has two purposes: (a) to examine the relationship between intercultural power relations and the widespread practice of accent discrimination and (b) to underscore the ramifications of accent discrimination both for the individual and for global society as a whole. First, authors review social theory regarding language and group identity construction, and then go on to integrate more current studies linking accent bias to sociocultural variables. Authors discuss three examples of intercultural accent discrimination in order to illustrate how this link manifests itself in the broader context of international relations (i.e., how accent discrimination is generated in situations of unequal power) and, using a review of current research, assess the consequences of accent discrimination for the individual. Finally, the article highlights the impact that linguistic discrimination is having on linguistic diversity globally, partially using data from the United Nations Educational, Scientific and Cultural Organization (UNESCO) and partially by offering a potential context for interpreting the emergence of practices that seek to reduce or modify speaker accents.

Exploring privacy and trust for employee monitoring

2015 ◽  
Vol 115 (1) ◽  
pp. 88-106 ◽  
Author(s):  
Shuchih Ernest Chang ◽  
Anne Yenching Liu ◽  
Sungmin Lin
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Full Time ◽  
Negative Effects ◽  
Content Type ◽  
Positive Effects ◽  
Study Results ◽  
Employee Monitoring ◽  
Communication Privacy ◽  
The Relationship

Purpose – The purpose of this paper is to evaluate privacy boundaries and explores employees’ reactions in employee monitoring. Design/methodology/approach – The research used the metaphor of boundary turbulence in the Communication Privacy Management (CPM) theory to demonstrate the psychological effect on employees. The model comprised organizational culture, CPM, trust, and employee performance in employee monitoring to further investigated the influence exerted by organizational culture and how employees viewed their trust within the organization when implementing employee monitoring. Variables were measured empirically by administrating questionnaires to full-time employees in organizations that currently practice employee monitoring. Findings – The findings showed that a control-oriented organizational culture raised communication privacy turbulence in CPM. The communication privacy turbulence in CPM mostly had negative effects on trust in employee monitoring policy, but not on trust in employee monitoring members. Both trust in employee monitoring policy and trust in employee monitoring members had positive effects on employee commitment and compliance to employee monitoring. Research limitations/implications – This research applied the CPM theory in workplace privacy to explore the relationship between employees’ privacy and trust. The results provide insights of why employees feel psychological resistance when they are forced to accept the practice of employee monitoring. In addition, this study explored the relationship between CPM and trust, and offer support and verification to prior studies. Practical implications – For practitioners, the findings help organizations to improve the performance of their employees and to design a more effective environment for employee monitoring. Originality/value – A research model was proposed to study the impacts of CPM on employee monitoring, after a broad survey on related researches. The validated model and its corresponding study results can be referenced by organization managers and decision makers to make favorable tactics for achieving their goals of implementing employee monitoring.

scholarly journals Knowledge Management and Organizational Culture: An Exploratory Study

2013 ◽  
Vol 3 (1) ◽  
pp. 65-77 ◽  
Author(s):  
Bing Li ◽  
Jianpeng Zhang ◽  
Xiaoxia Zhang
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Management Practices ◽  
Empirical Relationship ◽  
Organizational Factors ◽  
Equation Modeling ◽  
Specific Situation ◽  
Knowledge Management Practices ◽  
Cultural Traits ◽  
The Relationship

Abstract Purpose of the article Knowledge has been considered as the strategic assets and become the source of competitive advantage in organizations. Knowledge management thus receives the extraordinary attention from the top management. Many organizational factors have influences on knowledge management practices. This paper attempts to explore the empirical relationship between knowledge management and organizational culture in the specific situation of China’s commercial banking industry. Methodology/methods The relationship between knowledge management and organizational culture is quantitatively investigated by surveying bank managers. The scale of SECI modes is used to measure knowledge management process and the scale of Denison Organizational Culture Survey (DOCS) is used to measure organizational culture. We explore the underlying relationship by employing the statistical analyses such as correlation, regression and structural equation modeling. Scientific aim The research aims at testing the relationship between knowledge management and organizational culture, and furthermore if there exist linkages between cultural traits and SECI modes. Findings The results of the empirical study confirm the great and positive effect that organizational culture has on knowledge management. Different cultural traits contribute to different SECI modes. Conclusions For obtaining successful knowledge management practices in organizations, it is better to concern about the relationship between knowledge management and organizational culture. The limitation in the paper is the sampling size, which will be solved by an industry-wide survey in our future research.

“Knowledge management practices” as moderator in the relationship between organizational culture and performance in information technology companies in India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timothy Shea ◽  
Syed Aktharsha Usman ◽  
Sengottuvel Arivalagan ◽  
Satyanarayana Parayitam
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Performance ◽  
Management Practices ◽  
Self Report ◽  
Content Type ◽  
And Performance ◽  
Information Technology Companies ◽  
The Relationship

Purpose The purpose of this study is to empirically examine knowledge management (KM) practices as a moderator in the relationship between organizational culture and performance. The effect of four types of organizational culture on organizational performance was studied. In addition to direct effects, most importantly, KM practices as a moderator in strengthening the culture-performance relationship were empirically examined. Design/methodology/approach A carefully crafted survey instrument was distributed and data was collected from 1,255 respondents from 10 information technology companies in India. After checking the psychometric properties of the instrument, this paper performs hierarchical regression to test hypotheses. Findings The results reveal that: cooperative culture, innovative culture, consistent culture and effectiveness culture were all positively and significantly related to organizational performance; KM practices were positively and significantly related to organizational performance, KM practices moderate the relationship between various dimensions of organizational culture and organizational performance. Research limitations/implications As with any survey-based research, the present study suffers from the problems associated with self-report measures. These are common method bias and social desirability bias. However, this study attempts to minimize these limitations by following appropriate statistical techniques. Practical implications This study contributes to both practicing managers and the literature on KM and organizational culture. The study suggests that managers use KM practices, which are all-pervasive and very important for improving organizational performance. The results highlight the importance of implementing KM practices in organizations. Originality/value This study provides new insights into the importance of KM practices in achieving sustained competitive advantage by achieving organizational effectiveness. To the knowledge, the importance of KM practices is underemphasized in organizational culture research.

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