The Correlation Between Situational Leadership of Principal and Teacher Performance Through Work Motivation and Work Climate at Vocational School Teacher in Banjarmasin

This study aims to analyze relationships leadership transformational, work climate and discipline towards the professionalism of SMAN teachers in Banjarmasin city. This research is a correlational study with a quantitative approach. The population of this study was 47 4 senior high school teachers in the city of Banjarmasin with PNS status spread over 13 schools. The sample technique used is Proportional Random sampling as many as 160 people. Analysis of the research data using descriptive statistics with path analysis. Data collection is done by using the instrument. Research data were analyzed using path analysis to see direct and indirect relationships between variables, by first carrying out the normality test, homoscedasticity test, multicollinearity test and correlation test. The results of the study show that there is a relationship between transformational leadership has a direct and significant relationship to variables teacher professionalism. Work climate directly and significantly related to variables teacher professionalism. Discipline directly and significantly related to variables teacher professionalism. Transformational leadership has a direct and significant relationship to the work climate variable. Transformational leadership is directly related and significant to variables work discipline. The indirect relationship through the work climate is smaller than the value of the direct influence of transformational leadership on the professionalism of public high school teachers in the city of Banjarmasin. the indirect relationship through work discipline is greater than the value of the direct influence of transformational leadership on the professionalism of public high school teachers in the city of banjarmasin

supporting

confidence: 93%

The Relationship of Transformational Leadership, Work Climate and Discipline on the Professionalism of Public High School Teachers in the City of Banjarmasin

Marwah¹,

Ahmad²,

Rizalie³

2023

“…The magnitude of the influence of the work climate on teacher work commitment is 0.605 or 60.50%. In addition, in the results of the study (Kardata et al, 2023) and (Firdaus et al, 2022) the results of the t test show that the significance value of the organizational climate to work commitment is 0.000 < 0.05 and the calculated t value is 5.017 > the ttable value is 2.31, meaning that there is a significant relationship between the work climate and significant work commitment. (Firdaus et al, 2022)…”

Section: E Direct Relationship Between Organizational Climate and Tea...mentioning

confidence: 93%

Relationship between Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of Public Junior High School Teachers in North Banjarmasin District

Ristinah,

Effendi,

Sulaiman

2023

The purpose of this study is to analyze the direct and indirect relationship between Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District. The research design used in this study is descriptive correlational using a path analysis model to analyze the pattern of relationships between variables. The study population was 273 teachers from 10 junior high schools in North Banjarmasin District, Banjarmasin City, and 163 respondents were taken as research samples using the Probability Simple Random Sampling technique. Data collection using questionnaire instruments and data analysis using descriptive analysis, classical assumption testing, hypothesis testing and path analysis. The results of the analysis of the regression coefficient of the variables Self Efficacy and Organizational Citizenship Behavior (OCB) amounted to 0.276, the variables of Organizational Climate and Organizational Citizenship Behavior (OCB) amounted to 0.332, the variables of work commitment and Organizational Citizenship Behavior (OCB) amounted to 0.311, the variables of Self Efficacy and Work Commitment amounted to 0.442, the variables of Organizational Climate and teacher work commitment amounted to 0.544, variables of Self Efficacy and Organizational Citizenship Behavior (OCB) through work commitment of 0.137 and variables of Organizational Climate and Organizational Citizenship Behavior (OCB) through a commitment of 0.169. The conclusion of this study is that the variables of Self-Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District are all included in the high category. There is a partial direct relationship between Self Efficacy, Organizational Climate, Work Commitment and Organizational Citizenship Behavior (OCB) of SMPN teachers in North Banjarmasin District. There is an indirect relationship between Self Efficacy, Organizational Climate and Organizational Citizenship Behavior (OCB) through work commitment at SMPN North Banjarmasin District, Banajrmasin City. Suggestions for an increase in self-efficacy variables still need to be improved in organizational climate variables, work commitment and Organizational Citizenship Behavior (OCB).

“…Job satisfaction in a school is influenced by the principal's leadership style. There is a positive or negative relationship between the principal's leadership and the work climate and teacher job satisfaction (Birhasani, The application of transformational leadership for school principals that is in accordance with the targets will have an impact on teacher performance and decision-making processes related to teacher performance (Firdaus et al, 2022;Jarminto, Aslamiah, 2022). Suriansyah (2018) show satisfaction work teacher can influence performance Teacher and performance student.…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between the Transformational Leadership Style of School Principals, Assertive Communication, and Working Climate on Job Satisfaction of Private Elementary School Teachers in North Banjarbaru District

Manao,

Saleh,

Metroyadi

2023

This study aims to analyze the relationship between the school principal's transformational leadership style, assertive communication and work climate on private elementary school teacher's work satisfaction in banjarbaru utara district. This research is a correlational study with path analysis. The population of this study were all teachers of private elementary schools in North Banjarbaru sub-district, totaling 123 people with a sample of 96 people taken by proportional random sampling technique. Data were collected through questionnaires and documentation and then analyzed using SPSS 15 statistical version. Meanwhile, data analysis techniques used statistical tests of path analysis and multiple linear regression. Hypothesis testing was carried out at a significance level of 0.05. The results showed: 1) The principal's transformational leadership style, assertive communication, work climate and teacher job satisfaction were in the high category. 2) There is a positive and significant relationship between the principal's transformational leadership style and teacher job satisfaction of 0.212. 3) There is a positive and significant relationship between assertive communication and teacher job satisfaction of 0.307. 4) There is a positive and significant relationship between the principal's transformational leadership style and the work climate of 0.325. 5) There is a positive and significant relationship between assertive communication and work climate of 0.641. 6) There is a positive and significant relationship between work climate and teacher job satisfaction of 0.460. 7) The relationship between the principal's transformational leadership style indirectly through the work climate on teacher job satisfaction is 0.362. 8) The relationship between assertive communication indirectly through the work climate on teacher job satisfaction is 0.602. Based on the conclusions above, the implications of the research results are that teacher job satisfaction can be increased through the principal's transformational leadership style, assertive communication and work climate.