Kinerja Guru Sekolah SPK Jagakarsa
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Institusion
Universitas Kristen Indonesia
Author
Yuliani, Mia
Subject
Personnel management. Employment management
Datestamp
2021-08-12 07:55:17
Abstract :
Kinerja guru merupakan salah satu tolak ukur penting dalam melihat kualitas proses pendidikan. Kinerja yang dihasilkan oleh seseorang sangat tergantung pada suasana kerja yang dirasakan yang tercermin dari iklim organisasinya. Umumnya seseorang yang memiliki kinerja tinggi akan memperoleh penghargaan yang tinggi pula. Penghargaan diatur dalam sistem imbal jasa. Penelitian ini bertujuan untuk mengetahui hubungan antara iklim organisasi dan sistem imbal jasa di sebuah sekolah dengan kinerja gurunya baik secara sendiri-sendiri maupun secara bersama-sama. Pengambilan data dilakukan dengan menggunakan kuesioner dengan menggunakan pilihan pernyataan berskala Likert. Penelitian dilakukan terhadap 75 guru pada Sekolah SPK Jagakarsa dan teknik sampel yang digunakan adalah random sampling. Perolehan data diuji dan dianalisa hubungannya dengan menggunakan analisis statistik deskriptif, korelasi, dan korelasi berganda. Hasil penelitian: ditemukan adanya hubungan antara iklim organisasi (X1) dan kinerja guru (Y) sebesar 0,955, dengan persamaan regresi ? = 6,063 + 0,947X1, sedangkan antara sistem imbal jasa (X2) dan kinerja guru (Y) sebesar 0,966 dengan persamaan regresi ? = 8,942 + 0,919X2. Hal ini menunjukkan adanya hubungan yang positif dan sangat kuat antara iklim organisasi (X1), sistem imbal jasa (X2) dengan kinerja guru (Y). Kemudian dari hasil korelasi berganda ditemukan adanya hubungan antara iklim organisasi (X1) dan sistem imbal jasa (X2) secara simultan dengan kinerja guru (Y) sebesar 0,973 serta diperoleh persamaan regresi linier berganda Y=5,879+0,375X1+0,577X2. Dengan demikian hipotesis nol ditolak yang menunjukkan iklim organisasi dan sistem imbal jasa mempunyai hubungan positif sangat kuat dan signifikan dengan kinerja guru baik secara sendiri-sendiri maupun bersama-sama. Kata-kata Kunci: Iklim Organisasi, Sistem Imbal Jasa dan Kinerja Guru/Teacher performance is one of the important benchmarks in seeing the quality of the education process. The performance produced by a person is very dependent on the perceived working atmosphere that is reflected in the organizational climate. Generally, someone who has high performance will get a high award as well. Awards are arranged in a fee system. This study aims to determine the relationship between the organizational climate and the reward system in a school with the teacher's performance both individually and jointly. Data is collected by using a questionnaire using a choice of Likert scale statement. The study was conducted on 75 teachers at the Jagakarsa SPK School and the sample technique used was random sampling. The acquisition of data is tested and analyzed for its relationship using descriptive statistical analysis, correlations, and multiple correlations. Research results: found a relationship between organizational climate (X1) and teacher performance (Y) of 0.955, with a regression equation ? = 6.063 + 0.947X1, while between the reward system (X2) and teacher performance (Y) of 0.966 with the regression equation ? = 8.942 + 0.919X2. This shows that there is a positive and very strong relationship between organizational climate (X1), reward system (X2) and teacher performance (Y). Then from the results of multiple correlations found a relationship between the organizational climate (X1) and the reward system (X2) simultaneously with teacher performance (Y) of 0.973 and obtained the multiple linear regression equation Y = 5.879 + 0.375X1 + 0.577X2. Thus the null hypothesis is rejected which shows the organizational climate and the reward system have a very strong and significant positive relationship with teacher performance both individually and together.. Key Words: Organizational Climate, Reward System and Teacher Performance
Kinerja guru merupakan salah satu tolak ukur penting dalam melihat kualitas proses pendidikan. Kinerja yang dihasilkan oleh seseorang sangat tergantung pada suasana kerja yang dirasakan yang tercermin dari iklim organisasinya. Umumnya seseorang yang memiliki kinerja tinggi akan memperoleh penghargaan yang tinggi pula. Penghargaan diatur dalam sistem imbal jasa. Penelitian ini bertujuan untuk mengetahui hubungan antara iklim organisasi dan sistem imbal jasa di sebuah sekolah dengan kinerja gurunya baik secara sendiri-sendiri maupun secara bersama-sama. Pengambilan data dilakukan dengan menggunakan kuesioner dengan menggunakan pilihan pernyataan berskala Likert. Penelitian dilakukan terhadap 75 guru pada Sekolah SPK Jagakarsa dan teknik sampel yang digunakan adalah random sampling. Perolehan data diuji dan dianalisa hubungannya dengan menggunakan analisis statistik deskriptif, korelasi, dan korelasi berganda. Hasil penelitian: ditemukan adanya hubungan antara iklim organisasi (X1) dan kinerja guru (Y) sebesar 0,955, dengan persamaan regresi ? = 6,063 + 0,947X1, sedangkan antara sistem imbal jasa (X2) dan kinerja guru (Y) sebesar 0,966 dengan persamaan regresi ? = 8,942 + 0,919X2. Hal ini menunjukkan adanya hubungan yang positif dan sangat kuat antara iklim organisasi (X1), sistem imbal jasa (X2) dengan kinerja guru (Y). Kemudian dari hasil korelasi berganda ditemukan adanya hubungan antara iklim organisasi (X1) dan sistem imbal jasa (X2) secara simultan dengan kinerja guru (Y) sebesar 0,973 serta diperoleh persamaan regresi linier berganda Y=5,879+0,375X1+0,577X2. Dengan demikian hipotesis nol ditolak yang menunjukkan iklim organisasi dan sistem imbal jasa mempunyai hubungan positif sangat kuat dan signifikan dengan kinerja guru baik secara sendiri-sendiri maupun bersama-sama. Kata-kata Kunci: Iklim Organisasi, Sistem Imbal Jasa dan Kinerja Guru/Teacher performance is one of the important benchmarks in seeing the quality of the education process. The performance produced by a person is very dependent on the perceived working atmosphere that is reflected in the organizational climate. Generally, someone who has high performance will get a high award as well. Awards are arranged in a fee system. This study aims to determine the relationship between the organizational climate and the reward system in a school with the teacher's performance both individually and jointly. Data is collected by using a questionnaire using a choice of Likert scale statement. The study was conducted on 75 teachers at the Jagakarsa SPK School and the sample technique used was random sampling. The acquisition of data is tested and analyzed for its relationship using descriptive statistical analysis, correlations, and multiple correlations. Research results: found a relationship between organizational climate (X1) and teacher performance (Y) of 0.955, with a regression equation ? = 6.063 + 0.947X1, while between the reward system (X2) and teacher performance (Y) of 0.966 with the regression equation ? = 8.942 + 0.919X2. This shows that there is a positive and very strong relationship between organizational climate (X1), reward system (X2) and teacher performance (Y). Then from the results of multiple correlations found a relationship between the organizational climate (X1) and the reward system (X2) simultaneously with teacher performance (Y) of 0.973 and obtained the multiple linear regression equation Y = 5.879 + 0.375X1 + 0.577X2. Thus the null hypothesis is rejected which shows the organizational climate and the reward system have a very strong and significant positive relationship with teacher performance both individually and together.. Key Words: Organizational Climate, Reward System and Teacher Performance
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