JOB SATISFACTION AS A MEDIATING VARIABLE IN THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON PERFORMANCE

Purpose: This study aims to examine the direct and indirect effect of transformational leadership on performance with job satisfaction as a mediator of the educational staff at the University of X Yogyakarta, and the direct effect of job satisfaction on the performance of educational staff at the University of X Yogyakarta. Methodology: The population of this study was the educational staff at the University of X. The sampling technique used in this study was stratified random sampling, involving a total of 50 educational staff as samples. Data collection was done using a performance scale, job satisfaction scale, and transformational leadership scale. The data were analyzed using the path regression ordinary least square technique. Main Findings: The results showed that transformational leadership has a significant effect on job satisfaction of educational staff, transformational leadership does not effect on performance of educational staff, job satisfaction has a significant effect on performance of educational staff and transformational leadership has a significant effect on performance through job satisfaction as a mediator of educational staff. Thus, job satisfaction can play a good role as a mediator. Applications of this study: Satisfaction has an important role in increasing work productivity which includes quantity and quality of work, timeliness of work, work effectiveness, independence, and commitment. Leaders in implementing a transformational leadership style must be accompanied by efforts to create a work environment that supports the realization of the job satisfaction of its employees. Regardless of employee job satisfaction, the leader’s transformational leadership style will be in vain. Novelty: To the best of our knowledge, research on job satisfaction as a mediating variable in the effect of transformational leadership on the performance of educational staff is still rarely done both in Indonesia and abroad. Previous studies only positioned job satisfaction as an independent variable that affects performance and not as a mediator variable. This study focuses on job satisfaction as a mediator the effect of transformational leadership on the performance of educational staff

Job satisfaction as a mediating variable in the effect of transformational leadership on performance

Purpose: This study aims to examine the direct and indirect effect of transformational leadership on performance with job satisfaction as a mediator of the educational staff at the University of X Yogyakarta, and the direct effect of job satisfaction on the performance of educational staff at the University of X Yogyakarta. Methodology: The population of this study was the educational staff at the University of X. The sampling technique used in this study was stratified random sampling, involving a total of 50 educational staff as samples. Data collection was done using a performance scale, job satisfaction scale, and transformational leadership scale. The data were analyzed using the path regression ordinary least square technique. Main Findings: The results showed that transformational leadership has a significant effect on job satisfaction of educational staff, transformational leadership does not effect on performance of educational staff, job satisfaction has a significant effect on performance of educational staff and transformational leadership has a significant effect on performance through job satisfaction as a mediator of educational staff. Thus, job satisfaction can play a good role as a mediator. Applications of this study: Satisfaction has an important role in increasing work productivity which includes quantity and quality of work, timeliness of work, work effectiveness, independence, and commitment. Leaders in implementing a transformational leadership style must be accompanied by efforts to create a work environment that supports the realization of the job satisfaction of its employees. Regardless of employee job satisfaction, the leader’s transformational leadership style will be in vain. Novelty: To the best of our knowledge, research on job satisfaction as a mediating variable in the effect of transformational leadership on the performance of educational staff is still rarely done both in Indonesia and abroad. Previous studies only positioned job satisfaction as an independent variable that affects performance and not as a mediator variable. This study focuses on job satisfaction as a mediator the effect of transformational leadership on the performance of educational staff

THE INFLUENCE OF WORK ETHOS, WORK ENVIRONMENT AND WORK MOTIVATION ON THE PERFORMANCE

This study aims to examine how the influence of work ethic, work environment and work motivation on the performance of public high school education personnel in the city of Padangsidimpuan partially and simultaneously. This research was conducted using a quantitative approach with a survey method. From the results of the partial hypothesis test, it is stated that the work ethic variable has a positive and significant effect on the performance of educational staff, the work environment variable has a positive but not significant effect on educational staff, and work motivation has a positive and significant effect on the performance of educational staff. From the results of the simultaneous test, it is known that the variables of work ethic, work environment and work motivation have a positive and significant influence on the performance of educational staff

Manajemen Tenaga Pendidik Dan Kependidikan

The management of teaching and educational staff is an activity that must be carried out starting from the teaching and education staff entering the educational organization until it finally stops through the process of HR planning, procurement, placement, awarding of compensation, awards, education and training development and termination. The management of educational staff (teachers and staff) absolutely must be implemented by school principals so that they can utilize educational staff effectively and efficiently to achieve optimal results. In accordance with this, a school principal must be able to find, position, evaluate, direct, motivate, and develop the talents of each teacher and staff and be able to align individual and organizational goals. Management is the science and art of managing the process of using human resources effectively, which is supported by other sources within the organization to achieve certain goals. In the world of education, human resources that we know are educators and educational staff, or what we often call teachers. For the success of an educational institution there are several things that need to be considered in the management of teaching and educational staff. The activities carried out in the management of teaching and educational staff begin with employee planning, employee procurement, employee coaching and development, promotions and transfers, employee dismissals and finally employee performance appraisal. Each stage is carried out in a coherent manner to produce qualified teaching and educational staff professional, reliable and efficient. Furthermore, regarding the explanation of the criteria for an educator and Islamic education based on the Qur\u27an and Hadith. It is hoped that with the running of teaching and educational staff management activities it can support the process of teaching and learning activities in an educational institution in accordance with the goals of the national education system. Teaching staff and education staff realize several main aspects in the competency development program for teaching staff and education staff

THE INFLUENCE OF WORK ETHOS, WORK ENVIRONMENT AND WORK MOTIVATION ON THE PERFORMANCE

This study aims to examine how the influence of work ethic, work environment and work motivation on the performance of public high school education personnel in the city of Padangsidimpuan partially and simultaneously. This research was conducted using a quantitative approach with a survey method. From the results of the partial hypothesis test, it is stated that the work ethic variable has a positive and significant effect on the performance of educational staff, the work environment variable has a positive but not significant effect on educational staff, and work motivation has a positive and significant effect on the performance of educational staff. From the results of the simultaneous test, it is known that the variables of work ethic, work environment and work motivation have a positive and significant influence on the performance of educational staff

IMPROVING EMPLOYEE SATISFACTION THROUGH DISCIPLINE AND TRAINING

This study aims: (1) to know, test, and analyze the influence of work discipline on the employee satisfaction of UIN Antasari Banjarmasin; (2) to find out, test and analyze the effect of training on the employee satisfaction of educational staff in UIN Antasari Banjarmasin.The study applied descriptive quantitative method. The population of the study was Educational Staff with Civil Servants status in UIN Antasari Banjarmasin, with a total of 111 people. The sample was 63 people. The independent variable was work discipline and training while the dependent variable is employee satisfaction. Data collection was done by distributing questionnaires. Data analysis was using partial (Partial Least Square / PLS) regression analysis.The result of this study indicatedthat (1) work discipline had a positive and significant effect on employee satisfaction and (2) training had a positive but insignificant effect on employee satisfaction. Work discipline had a positive and significant effect on employee satisfaction of educational staff in UIN Antasari Banjarmasin. Training had a negative and insignificant effect on employee satisfaction of educational staff in UIN Antasari Banjarmasin.The higher ups must be more assertive and pay attention to the work discipline of the educational staff in UIN Antasari Banjarmasin to improve employee satisfaction so that they can work better, effectively, and efficientl

WORK-LIFE BALANCE IN THE MADRASA EDUCATIONAL STAFF: A PRELIMINARY STUDY

The purpose research examine the work-life balance (WLB) of educational staff in madrasas. This study use a quantitative survey method with correlational design. Subject was conducted on 120 teaching and educational staff using purposive sampling, which are 20 subjects for surveys with open-ended questions and 100 subjects were used to see correlations between variables. The results showed that the estimated variables related to WLB of teaching staff and education in madrasas were intrinsic motivation and servant leadership. Correlation test results between variables indicate that the three variables have a significant influence on each other, with the strongest relationship being the work-life balance variable with intrinsic motivation.Keyword: Madrasa Educational Staff, Work-Life Balance, Intrinsic Motivation, Servant Leadership

Personnel Éducatif Du Secteur Public Et Activités Lucratives Parallèles En Côte d’Ivoire

The quality of education is based on the content of the lessons which depends on the interest of educators in their profession through their availability for work and learners. In Côte d'Ivoire, this availability is not always effective, since many educational staff in public secondary schools carry out lucrative activities in parallel with their professional activities. This article "public sector educators and parallel lucrative activities in Côte d'Ivoire", which aims to explain how these activities influence the quality of education, is based on a survey based on qualitative methods And in quantitative terms in ten (10) secondary public schools in Abidjan. The survey involved interviewing 274 educators with teachers, management, management and union leaders through accidental sampling for the quantitative method and saturation sampling for the qualitative method. Interviews were conducted using semi-structured interview guides, while questionnaires were administered on the basis of standardized questionnaires on quantitative techniques. The results of the survey show that the lucrative activities of educational staff influence their attendance and contribute to the non-completion of school programs. These activities, which are also a source of exhaustion, undermine the efficiency of the educational staff of public secondary schools. The fatigue resulting from these activities does not always favor a better performance of the educational staff in the school while they negatively influence the integration of the values in the learners. In this way, the lucrative activities of educational staff contribute to the poor quality of education in Côte d'Ivoire. They should therefore be reorganized in order to achieve a quality education system as sought by the Ivorian educational community

Value orientations as the factor of educational staff

У статті йдеться про соціальні цінності як соціологічну категорію, за якими створюються соціальні угрупування, що є регуляторами групових соціальних дій та критеріями вибору альтернативних типів педперсоналу соціальних організацій освіти. Здійсньється аналіз сучасних ціннісних орієнтацій соціально-професійної групи науково-педагогічних працівників ВНЗ, спрямованих на реалізацію її соціально-групових потреб та інтересів, що співпадають із корпоративними цілями соціального інституту освіти.The article deals with social category being social group formers, social acts regulators and criteria for teaching staff's alternative acts in social educational organizations. The author analyzes present-day values of social-professional and teachers in institutions of higher education aimed at satisfaction of a social-group's needs and interests that coincide with the objectives of the social institution of education