scholarly journals Effect of Job Satisfaction and Work Motivation on Affective Commitments of School Principal

2019 ◽  
Author(s):  
Iceu Rufiana ◽  
. Sutjipto ◽  
Suparno Eko Widodo
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
School Principal

scholarly journals PENGARUH KEPEMIMPINAN, KECERDASAN EMOSIONAL DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA GURU DI SMA

2011 ◽  
Vol 2 (1) ◽  
pp. 77
Author(s):  
AHMAD FAUZI
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Significant Influence ◽  
Random Sampling ◽  
Work Motivation ◽  
Sampling Technique ◽  
School Principal ◽  
Senior High School ◽  
West Java

The purpose of this study was to obtain information about the influence of leadership, emotional intelligence and work motivation on teacher’s job satisfaction. This research was conducted by  survey on state senior high school of  West Java, with sample of 100 permanent teachers of proportional random sampling technique. Analyzing of the data, study was conducted  with using MINITAB statistical 14 and SPSS 17 program.The study found that there is direct and significant influence of the leadership of school principal on work motivation; There is direct and significant influence of EQ on work motivation; There is direct and significant influence of the leadership of school principal on job satisfaction; There is indirect significant influence of EQ on job satisfaction through work motivation; There is direct and significant  influence of work m otiation on job satisfaction.

scholarly journals DUKUNGAN PENGEMBANGAN KARIR DAN PEMBERDAYAAN OLEH KEPALA SEKOLAH SERTA KONTRIBUSNYA TERHADAP KEPUASAN KERJA GURU

2020 ◽  
Vol 6 (1) ◽  
pp. 43-69
Author(s):  
Jumroh ◽  
Ipong Dekawati
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Significant Contribution ◽  
Work Motivation ◽  
Significance Test ◽  
Teacher Job Satisfaction ◽  
School Principal ◽  
Adequate Funding ◽  
Verification Methods ◽  
Development Support

In general, teachers work to get satisfaction in carrying out their work. Satisfaction at work encourages the emergence of enthusiasm in work so that it tends to perform well. Many factors affect job satisfaction, including career development support and empowerment by the principal. The focus of the research is on how much the contribution of career development support and empowerment by the principal to teacher job satisfaction. The research method used is descriptive and verification methods, with data collection techniques using a Likert scale questionnaire, to the teacher. Processing of research results using regression analysis techniques. The significance test uses the F-test. The results showed that: (1) There was a positive and significant contribution of career development support to teacher job satisfaction. (2) There is a positive and significant contribution of empowerment by the principal to job satisfaction. (3) There is a positive and significant contribution to the support of career development and empowerment by the principal simultaneously to teacher job satisfaction. Considering that job satisfaction is very important in order to increase work motivation and school productivity, teachers as the most members of the education unit should be given even greater opportunities to grow followed by adequate funding assistance so that their careers develop more in the hope that teachers feel more satisfied at work. It is recommended to give more responsibility to the teacher so that the teacher unconsciously enters the empowerment process. Teachers should be alternately assigned to manage various activities with the authority to make decisions with the permission of the school principal. It is hoped that the teacher will develop his insight and confidence, which in turn can increase the level of satisfaction at work.

scholarly journals PENGARUH KEPEMIMPINAN KEPALA SEKOLAH, DISIPLIN KERJA DAN KOMPENSASI TERHADAP KEPUASAN KERJA GURU

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Hulmawiyah Hulmawiyah ◽  
Lilik Sri Hariani ◽  
Udik Yudiono
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Data Analysis ◽  
Principal Leadership ◽  
Work Motivation ◽  
Linear Regression Analysis ◽  
School Principal ◽  
Vocational High School ◽  
Analysis Techniques ◽  
Ex Post

The purpose of this study was to analyze the influence of school principal leadership, work discipline, and compensation to the job satisfaction of teachers of the 10th Vocational High School (SMK) Malang. This research is a type of quantitative research with ex post facto approach. The population in this study were all teachers of State Vocational High School (SMK) 10 Malang, totaling 78 teachers. Sampling uses saturated sample techniques so that all populations are sampled. Data collection techniques using a questionnaire or questionnaire. Data analysis techniques used are descriptive analysis techniques and multiple linear regression analysis with the help of a computer program SPSS 16.00 for Windows. The results of the data analysis showed that the leadership of the school principal, work discipline, and compensation had a positive effect on job satisfaction of teachers of the State Vocational High School (SMK) 10 Malang both simultaneously and partially. Principal leadership, work discipline, and compensation have an effect of 49.3% on the job satisfaction of teachers of the 10th Vocational High School (SMK) Malang, while 50.7% is influenced by other variables not examined, such as: work environment, organizational culture work motivation, work stress, etc.

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

Equity in Effort: The "Sucker Effect" in Co-Acting Groups

1991 ◽  
Vol 17 (1) ◽  
pp. 41-55 ◽  
Author(s):  
Mel E. Schnake
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Goal Setting ◽  
Small Groups ◽  
Work Motivation ◽  
Social Dilemma ◽  
Social Cues ◽  
Social Loafing ◽  
Effective Strategy ◽  
Managerial Strategies

This research investigates the effects of negative social cues on worker quantitative task performance, internal work motivation, and job satisfaction. Negative social cues may create an effect similar to a class of social dilemma phenomena in small groups known as the "sucker effect." The sucker effect was originally identified as a particular form of social loafing and stems from the perceptions that others in the group are withholding, or intend to withhold, effort. Individuals who hold this perception then withhold effort themselves to avoid being played for a "sucker" Although most social loafing research has examined the sucker effect in situations where individuals performed additive or disjunctive tasks, this experimental research investigates the degree to which the sucker effect occurs among individuals working in co-acting groups. Two common managerial strategies, goal setting and punishment, are examinedfor their ability to reduce the sucker effect. The results show that the sucker effect does occur in co-acting groups and that both punishment and goal setting may be used to reduce it. Further, goal setting was a more effective strategy than punishment.

scholarly journals Job Satisfaction and Burnout in Teachers: The Importance of Perceived Support from Principal and Work Motivation

2016 ◽  
Vol 25 (3) ◽  
pp. 371-392 ◽  
Author(s):  
Ana Slišković ◽  
◽  
Irena Burić ◽  
Ivana Knežević
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Perceived Support

scholarly journals The Influence Of Work’s Motivation And Compensation Effects Towards Employee’s Satisfaction, And The Impact On The Work Performance At State Employees Civil Sub Company, Kebun Jeruk, West Jakarta

2012 ◽  
Vol 5 (1) ◽  
Author(s):  
Susan Novita Rotua Situmorang ◽  
Haryadi Sarjono
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Structural Equation ◽  
Work Performance ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Research Work ◽  
Civil Servants ◽  
State Employees ◽  
The Impact

Success in realizing the objectives company relies heavily on existing human resources in organizations in such company. To realize the objectives of the company, the company must consider factors that affect the performance of Civil Servants Work Motivation among others factors, Compensation, and Job Satisfaction. With the achievement of expected performance of Civil Servants Kebon Jeruk District Company can achieve its objectives. Kind research used is descriptive method, Pearson Correlation and Path Analysis is useful to know the response of employees on Work Motivation, Compensation for Job Satisfaction and Their Impacts on Civil Service Performance Kebon Jeruk District Company District Company where the employee population of 60 respondents. Provided the results of a calculation of the structural equation, Y = 0.579 X1 + 0.325 X2 + 0.644 ε1, where R2 = 0.585, sub-structure structural equation 2 ie, Z = 0.191 X1 + 0.239 X2 + 0.618 Y + 0.402 ε2 where R2 = 0.838 Conclusions and Recommendations of this research work motivation (X1) and Compensation (X2) jointly have a significant influence on job satisfaction (Y) equal to 58.8%. Work motivation (X1), Compensation (X2), and Job Satisfaction (Y) jointly have a significant influence on the performance of Civil Servants (Z) equal to 83.8%.

scholarly journals Motivasi Kerja, Internal Locus Of Control dan Kepuasan Kerja Pada Karyawan Bagian Marketing Dan Supporting di PT X Cabang Surabaya

2016 ◽  
Vol 4 (02) ◽  
Author(s):  
Weni Hastuti ◽  
M. Farid
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Study Data ◽  
Test Results ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Regression Test ◽  
The Subject

Research that takes the subject 100 employees at PT. X in Surabaya branch fromand marketing supporting division to find the motivation to work and internal locus ofcontrol and job satisfaction in a correlational study. Data collected through questionnairesand analyzed by multiple regression test. The results show the value of F = 3.449; p =0.0036 (p <0.05), which means that work motivation and internal locus of controlcombination has a significant correlation with employees job satisfaction. It can besaid that the hypothesis that states motivation and internal locus of control on employeesat the marketing and supporting division have a relationship with employee satisfaction,that means it can be accepted. The value of R2 = 0.066 describe motivation and internallocus of control simultaneously have contributed effectively to job satisfaction up to 6.6%and that is a quite low in value. Partial test results of work motivation are t = 2.353; p= 0.021 (p <0.05), which means there is a significant positive correlation between workmotivation and job satisfaction, while the result of internal locus of control are = -0.572;p = 0.568 (p> 0.05), that means there is no correlation between the internal locus ofcontrol and job satisfaction.Keywords : Job satisfaction, work motivation, internal locus of control

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