INTERNATIONAL JOURNAL OF SOCIAL SERVICE AND RESEARCH THE INFLUENCE OF WORKLOAD AND WORK MOTIVATION ON TEACHER PERFORMANCE AT PUBLIC SENIOR HIGH SCHOOL 2

This study aims to analyze and determine partially and simultaneously the effect of workload and work motivation on the performance of teachers in Public Senior High School 2 Sendawar, West Kutai Regency and to find out the most dominant influence on the performance of teachers at Public Senior High School 2 Sendawar. This research is a quantitative study using the SPSS instrument which discusses validity and reliability testing, multiple linear regression analysis, t test, F test to determine the effect of the independent variable on the dependent variable. The results showed that workload and work motivation had a partial and simultaneous influence on teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency. Through testing the coefficient of determination (Adjusted R Square) obtained a value of 0.642 or 64.2%, meaning that teacher performance is influenced by workload and work motivation of 64.2% while the remaining 35.8% is influenced by other variables outside this study. Work motivation has the most dominant influence on teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency.


inant influen
e on teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency.

INTRODUCTION

Educational institutions are a non-profit organization consisting of several components.One of the most important components is educators as Human Resources (HR) and school principals as HR managers.Human resource development is defined as the "integrated use of training and development, career routes, and organizational development to increase individual and organizational effectiveness" in the general literature on HRM (Piwowar-Sulej, 2021).While the goal to be achieved by this organization is the success in educating all students in the school environment (Mangkunegara, 2011).In the era of globalization and free markets that have been enforced throughout the world in general and in our country in particular, the role and quality of human resources will greatly affect the survival and glory of a country.The quality and quality of human resources is largely determined by the results of education and training.The highe

INTRODUCTION
Educational institutions are a non-profit organization consisting of several components.One of the most important components is educators as Human Resources (HR) and school principals as HR managers.Human resource development is defined as the "integrated use of training and development, career routes, and organizational development to increase individual and organizational effectiveness" in the general literature on HRM (Piwowar-Sulej, 2021).While the goal to be achieved by this organization is the success in educating all students in the school environment (Mangkunegara, 2011).In the era of globalization and free markets that have been enforced throughout the world in general and in our country in particular, the role and quality of human resources will greatly affect the survival and glory of a country.The quality and quality of human resources is largely determined by the results of education and training.The higher the educational background and training obtained, the higher the quality and quality it has.
the educational background and training obtained, the higher the quality and quality it has.

Teachers are one of the key elements in the education system in schools.Teachers should encourage students to use their skills and authority to develop an idea (Zein, 2016).All other components starting from the curriculum, facilities and infrastructure, costs and so on will not mean much if learning, namely teacher-student interactions, is not of high quality.The role of teachers is so important in transforming educational inputs Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi that experts state that in schools there will be no change or improvement in quality without changes and improvements in teacher quality (Palunga & Marzuki, 2017).Bas Teachers are one of the key elements in the education system in schools.Teachers should encourage students to use their skills and authority to develop an idea (Zein, 2016).All other components starting from the curriculum, facilities and infrastructure, costs and so on will not mean much if learning, namely teacher-student interactions, is not of high quality.The role of teachers is so important in transforming educational inputs Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi that experts state that in schools there will be no change or improvement in quality without changes and improvements in teacher quality (Palunga & Marzuki, 2017).Based on the above opinion, teacher performance assessment is something that needs attention.
d on the above opinion, teacher performance assessment is something that needs attention.

Law Number 20 of 2003 states that national education functions to develop capabilities and shape the character and civilization of a dignified nation in the context of educating the nation's life, aiming at developing the potential of students to become human beings who believe and fear God Almighty, have noble character, Law Number 20 of 2003 states that national education functions to develop capabilities and shape the character and civilization of a dignified nation in the context of educating the nation's life, aiming at developing the potential of students to become human beings who believe and fear God Almighty, have noble character, healthy, knowledgeable, capable, creative and become a democratic and responsible citizen.
ealthy, knowledgeable, capable, creative and become a democratic and responsible citizen.

Article 10 of Law Number 14 of 2005 concerning Teachers and Lecturers explains that teachers are required to have competence.The competencies referred to in the article are pedagogic competence, personality competence, social competence, professional competence and article 20 point a explains that in carrying out their professional duties, teachers are obliged to plan learning, carry out quality learning processes and assess and evaluate learning outcomes.

effective work government agencies can determine the extent to which teachers can be given the maximum workload and the extent of its influence on the performance of the agency itself.Teachers who are not disciplined in utilizing working time will have an impact on the workload that accumulates, so it takes more time than working time specified normal to complete assigned tasks (Tegar, 2019).

Permendagri No. 12/2008 states that workload is the amount of work that must be carried out by a position/organizational unit and is the product of the work volume and normal time.If the worker's ability is higher than the demands of the job, a feeling of boredom will arise.On the other hand, if the worker's ability is lower than the demands of the job, more fatigue will appear.Therefore, proper division of workload and in accordance with the ability of the teacher is very important because it can af Article 10 of Law Number 14 of 2005 concerning Teachers and Lecturers explains that teachers are required to have competence.The competencies referred to in the article are pedagogic competence, personality competence, social competence, professional competence and article 20 point a explains that in carrying out their professional duties, teachers are obliged to plan learning, carry out quality learning processes and assess and evaluate learning outcomes.
effective work government agencies can determine the extent to which teachers can be given the maximum workload and the extent of its influence on the performance of the agency itself.Teachers who are not disciplined in utilizing working time will have an impact on the workload that accumulates, so it takes more time than working time specified normal to complete assigned tasks (Tegar, 2019).
Permendagri No. 12/2008 states that workload is the amount of work that must be carried out by a position/organizational unit and is the product of the work volume and normal time.If the worker's ability is higher than the demands of the job, a feeling of boredom will arise.On the other hand, if the worker's ability is lower than the demands of the job, more fatigue will appear.Therefore, proper division of workload and in accordance with the ability of the teacher is very important because it can affect the performance and achievement of the institution itself (Ellyzar & Yunus, 2017).
ect the performance and achievement of the institution itself (Ellyzar & Yunus, 2017).

In addition to workload, another factor that affects teacher performance is work motivation.Motivation can be a driving force for someone to carry out an activity in order to get the best results (Pramularso, 2018).Therefore, it is not surprising that a teacher who has high work motivation usually has high performance as well.The motivation given to a teacher is in the form of salaries, incentives, and facilities that can support learning activities at school, achievement of educational goals.The motivation itself can be given between fellow teachers who motivate each other or can be given by the principal as a leader in managing education that brings and determines the direction of the school he leads and also existing school facilities (Lisnawati, 2017).The principal's role is also important in motivating teachers in learning and carrying out their duties to improve performance and achieve satisfaction.The problem of motivation in organizations must be taken very seriously in the management of human resources.Today's modern organizations must make employees as assets, no longer just as mere means of production.Considering that the work spirit or drive affects the actions of an employee, if an organization has employees who have high morale, then the organization will get better work results, resulting in an increase in work performance, but if an organization has employees who have low morale, then the organization w In addition to workload, another factor that affects teacher performance is work motivation.Motivation can be a driving force for someone to carry out an activity in order to get the best results (Pramularso, 2018).Therefore, it is not surprising that a teacher who has high work motivation usually has high performance as well.The motivation given to a teacher is in the form of salaries, incentives, and facilities that can support learning activities at school, achievement of educational goals.The motivation itself can be given between fellow teachers who motivate each other or can be given by the principal as a leader in managing education that brings and determines the direction of the school he leads and also existing school facilities (Lisnawati, 2017).The principal's role is also important in motivating teachers in learning and carrying out their duties to improve performance and achieve satisfaction.The problem of motivation in organizations must be taken very seriously in the management of human resources.Today's modern organizations must make employees as assets, no longer just as mere means of production.Considering that the work spirit or drive affects the actions of an employee, if an organization has employees who have high morale, then the organization will get better work results, resulting in an increase in work performance, but if an organization has employees who have low morale, then the organization will experience setbacks and will not achieve its goals (Achyana & Sidiq, 2016).
ll experience setbacks and will not achieve its goals (Achyana & Sidiq, 2016).

The performance of good and professional teachers will of course always be able to adapt to changes in the educational curriculum.If the teacher is not able to adjust the changes in the educational curriculum psycho The performance of good and professional teachers will of course always be able to adapt to changes in the educational curriculum.If the teacher is not able to adjust the changes in the educational curriculum psychologically, it will become a burden and make the teacher frustrated with these

gically
it will become a burden and make the teacher frustrated with these


METHOD

This study uses quantitative research methods to explain the description of the respondents (Creswell & Poth, 2016).By using the causality design method with the aim of knowing the possibility of a causal relationship between the independent variable (independent variable) and the dependent variable (Dependent variable) with the title Effect of workload and motivation on the performance of Public Senior High School 2 Se

METHOD
This study uses quantitative research methods to explain the description of the respondents (Creswell & Poth, 2016).By using the causality design method with the aim of knowing the possibility of a causal relationship between the independent variable (independent variable) and the dependent variable (Dependent variable) with the title Effect of workload and motivation on the performance of Public Senior High School 2 Sendawar, West Kutai Regency and will be processed later using SPSS version 22

awar, West Kutai Regency and w
ll be processed later using SPSS version 22


A. Data Collection Techniques

Data collection techniques are the most strategic steps in research, because the main purpose of research is to obtain data.The data used in this study are as follows: A. Primary data Primary data is a data source that directly provides data to data collectors.The primary data are: a. Interview is a method to collect data based on meeting two people to exchange information and ideas through question and answer, so that it can be interpreted meaning in a particular topic.Interviews were used to explain the problem of the researcher's variables with the respondents based on the research hypothesis.b.Questionnaire is a method in which researchers compile a list of written statements and then distri

A. Data Collection Techniques
Data collection techniques are the most strategic steps in research, because the main purpose of research is to obtain data.The data used in this study are as follows: A. Primary data Primary data is a data source that directly provides data to data collectors.The primary data are: a. Interview is a method to collect data based on meeting two people to exchange information and ideas through question and answer, so that it can be interpreted meaning in a particular topic.Interviews were used to explain the problem of the researcher's variables with the respondents based on the research hypothesis.b.Questionnaire is a method in which researchers compile a list of written statements and then distribute them to respondents to obtain data related to research activities.

te them to resp
ndents to obtain data related to research activities.


Secondary data

Secondary data is a data source that does not directly provide data to data collectors.The secondary data is in the form of a literature study which is a collection of data f

Secondary data
Secondary data is a data source that does not directly provide data to data collectors.The secondary data is in the form of a literature study which is a collection of data from several literatures and other readings that support this research.
om several literatures and other readings that support this research.

Research tool/instrument is a tool used by researchers to measure natural or social phenomena (Sanusi, 2011).According to Sugiyono (2019) the Likert scale is used to measure attitudes, opinions, and perceptions of a person or group of people about social phenomena.The questionnaire distributed in this study is using a Likert scale equipped with 5 alternative answers, each alternative is given a score, namely: SS = Strongly Agree given a score of 5 S = Agree given a score of 4 R = Doubtful a score of 3 TS = Research tool/instrument is a tool used by researchers to measure natural or social phenomena (Sanusi, 2011).According to Sugiyono (2019) the Likert scale is used to measure attitudes, opinions, and perceptions of a person or group of people about social phenomena.The questionnaire distributed in this study is using a Likert scale equipped with 5 alternative answers, each alternative is given a score, namely: SS = Strongly Agree given a score of 5 S = Agree given a score of 4 R = Doubtful a score of 3 TS = Disagree given a score 2 STS = Strongly Disagree given a score of 1

isagree given a s
ore 2 STS = Strongly Disagree given a score of 1


B. Data Analysis

The que

B. Data Analysis
The questionnaire data used by the researcher in this study are as follows:

ionnaire data
sed by the researcher in this study are as follows:


Validity Test

The research results are valid if there are similarities between the data collected and the data that actually occurs in the object under study Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi (Sugiyono, 2019).A valid instrument means that the measuring instrument used to obtain the data is valid.Valid means that the instrument can be used to measure what it is supposed to measure.Valid shows the degree of accuracy between data that actually occurs on the object and data that can be collected by researchers.The correlation technique commonly used is the product moment correlation technique and to find out whether the correlation value of each question is significant, it can be seen in the test results using the Statistical Program For Social Science (SPSS).Validity test criteria if rcount > rtabl e then the questionnaire item is valid and if rcount < rtabl e then the questionnaire item is said to be invalid.According to Sugiyono (2019) the conditions that must be met are to have the following criteria: a) If rcount > 0.30 then the statement items from the questionnaire are valid.b) If rcount < 0.30

Validity Test
The research results are valid if there are similarities between the data collected and the data that actually occurs in the object under study Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi (Sugiyono, 2019).A valid instrument means that the measuring instrument used to obtain the data is valid.Valid means that the instrument can be used to measure what it is supposed to measure.Valid shows the degree of accuracy between data that actually occurs on the object and data that can be collected by researchers.The correlation technique commonly used is the product moment correlation technique and to find out whether the correlation value of each question is significant, it can be seen in the test results using the Statistical Program For Social Science (SPSS).Validity test criteria if rcount > rtabl e then the questionnaire item is valid and if rcount < rtabl e then the questionnaire item is said to be invalid.According to Sugiyono (2019) the conditions that must be met are to have the following criteria: a) If rcount > 0.30 then the statement items from the questionnaire are valid.b) If rcount < 0.30 then the statement items from the questionnaire are invalid.

hen the statement
items from the questionnaire are invalid.


Reliability Test

According to Sugiyono (2019) states that the reliability test is the extent to which the measurement results using the same object will produce the same data.Reliability can also mean an index that shows the extent to which a measuring instrument can show it can be trusted or not.Sugiyono (2019) states reliable research results, if there are similarities in data at different times.A reliable instrument is an instrument which, when used several times to measure the same object, will produce the same data.Reliability shows that the instrument is consisten

Reliability Test
According to Sugiyono (2019) states that the reliability test is the extent to which the measurement results using the same object will produce the same data.Reliability can also mean an index that shows the extent to which a measuring instrument can show it can be trusted or not.Sugiyono (2019) states reliable research results, if there are similarities in data at different times.A reliable instrument is an instrument which, when used several times to measure the same object, will produce the same data.Reliability shows that the instrument is consistent when used to measure the same symptoms in other places.
when used to measure the same symptoms in other places.

The purpose of testing the validity and reliability is to ensure that the questionnaire that we compiled will be really good at measuring symptoms and producing valid data.The use of reliability testing is to assess the consistency of objects and data.The reliability test in this study used SPSS for windows by looking at the results of Cronbach Alpha (α).a) Result > 0.60 = Reliable or co The purpose of testing the validity and reliability is to ensure that the questionnaire that we compiled will be really good at measuring symptoms and producing valid data.The use of reliability testing is to assess the consistency of objects and data.The reliability test in this study used SPSS for windows by looking at the results of Cronbach Alpha (α).a) Result > 0.60 = Reliable or consistent b) Result < 0.60 = unreliable or inconsistent

istent b) Result < 0.60 = unreliable
r inconsistent


C. Linear Multiple Linear Regression

Analysis This analysis is to determine the direction of the relationship between the independent variable and the dependent variable whether each independent variable is positively or negatively related and to predict the value of the dependent variable if the value of the independent variable increases or decreases.So multiple regression analysis will be carried out if the number of independent variables is at least 2 (two) variables.Based on the table above, obtained responses from respondents who stated strongly agree as many as 25 respondents

C. Linear Multiple Linear Regression
Analysis This analysis is to determine the direction of the relationship between the independent variable and the dependent variable whether each independent variable is positively or negatively related and to predict the value of the dependent variable if the value of the independent variable increases or decreases.So multiple regression analysis will be carried out if the number of independent variables is at least 2 (two) variables.Based on the table above, obtained responses from respondents who stated strongly agree as many as 25 respondents or 52.1%, who stated agreed as many as 22 respondents or 45.8%, who expressed doubts as many as 1 respondent or 2.1% and no respondents stated disagree and strongly disagree.So it can be concluded that the majority of the teachers of Public Senior High School 2 Sendawar, Kutai Barat Regency clearly know their working conditions well even though there is still 1 teacher or 2.1% who feel doubtful about the existing conditions.
r 52.1%, who stated agreed a many as 22 re pondents or 45.8%,

ho expressed doubts as many as 1 respondent or 2.1% and no
respondents stated disagree and strongly disagree.So it can be concluded that the majority of the teachers of Public Senior High School 2 Sendawar,

tai Barat Regency clear
y know their working conditions well even though there is still 1 teacher or 2.1% who feel doubtful about the existing conditions.

It is necessary to pay attention to why the teacher has such an opinion.Is the teacher a new and passive teacher or is there something else that is personal?If it is because the teacher is a new and passive teacher, the leadership must try to find out why so that they can take steps to resolve the matter so that in the end they can improve the performance of the teachers of Public Senior High School 2 Sendawar, West Kutai Regency.

The following are the answers of respondents who are teachers of Public Senior High It is necessary to pay attention to why the teacher has such an opinion.Is the teacher a new and passive teacher or is there something else that is personal?If it is because the teacher is a new and passive teacher, the leadership must try to find out why so that they can take steps to resolve the matter so that in the end they can improve the performance of the teachers of Public Senior High School 2 Sendawar, West Kutai Regency.
The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about indicators of the use of working time.Based on the table above, the responses of respondents who stated strongly agreed were 29 respondents or 60.4%, who agreed as many as 19 respondents or 39.6%, and no respondents expressed doubt, disagree and strongly disagree.So it can be concluded that the majority of teachers at Public Senior High School 2 Sendawar, Kutai Barat Regency, use their working time as well as possible.
chool 2 Sendawar, West Kutai Regency to respondents' statements about indicators of the use of working time.Based on the table above, the responses of respondents who stated strongly agreed were 29 respondents or 60.4%, who agreed as many as 19 respondents or 39.6%, and no respondents expressed doubt, disagree and strongly disagree.So it can be concluded that the majority of teachers at Public Senior High School 2 Sendawar, Kutai Bar t Regency, use their working time as well as possible.

The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about the target indicators that must be achieved.This needs attention.Does the teacher have an excessive workload that results in not achieving the work target.If it is because of this, the leader must be able to divide the work according to the abilities of each teacher so that the work given can be evenly distributed.


Work Motivation Variable (X2)

The


Performance V The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about the target indicators that must be achieved.This needs attention.Does the teacher have an excessive workload that results in not achieving the work target.If it is because of this, the leader must be able to divide the work according to the abilities of each teacher so that the work given can be evenly distributed.

Work Motivation Variable (X2)
The

Performance Variable (Y)
riable (Y)

The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about indicators of work quality.Based on the table above, the responses of respondents who stated strongly agreed were 28 respondents or 58.3%, who stated that they agreed were 19 respondents or 39.6%, who expressed doubts were 1 respondent or 2.1% and there are no respondents who disagree and strongly disagree.
The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about indicators of work quality.Based on the table above, the responses of respondents who stated strongly agreed were 28 respondents or 58.3%, who stated that they agreed were 19 respondents or 39.6%, who expressed doubts were 1 respondent or 2.1% and there are no respondents who disagree and strongly disagree.So it can be concluded that the majority of teachers of Public Senior High School 2 Sendawar, West Kutai Regency provide the quantity of work in accordance with their responsibilities.

it can be concluded that the
ajority of teachers of Public Senior High School 2 Sendawar, West Kutai Regency provide the quantity of work in accordance with their responsibilities.

The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about indicators of responsibility.

Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi  Based on the table above, the responses of respondents who stated strongly agreed were 34 respondents or 70.8%, who stated agreed were 12 respondents or 25%, who expressed doubts were 2 respondents or 4.2% and did not There are respondents who disagre The following are the answers of respondents who are teachers of Public Senior High School 2 Sendawar, West Kutai Regency to respondents' statements about indicators of responsibility.
Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi  Based on the table above, the responses of respondents who stated strongly agreed were 34 respondents or 70.8%, who stated agreed were 12 respondents or 25%, who expressed doubts were 2 respondents or 4.2% and did not There are respondents who disagree and strongly disagree.So it can be concluded that the majority of the teachers of Public Senior High School 2 Sendawar, Kutai Barat Regency, complete their work on the initiative without waiting for orders from their superiors.
and strongly disagree.So it can be concluded that the majority of the teachers of Public Senior High School 2 Sendawar, Kutai Barat Regency, complete their work on the initiative without waiting for

ders from their superiors
B. Results of Data Analysis 1. Validity Test Results

According to Sugiyono (2019) the conditions that must be met are that they must have the following criteria: a) If rcount > 0.30 then the statement items from the questionnaire are valid.b) If rcount < 0.30 then the statement items from the questionnaire are invalid.

The results of the validity of the questionnaire for this study can be seen in the following table : The Influence of Workload and Work Motivation on Teacher Performance at Public Senior High School 2 Sendawar, West Kutai Regency Based on the table above it can be seen that the test results The validity of the 12 statement items to measure the Y variable related to teacher performance shows that none of the items is decl

B. Results of Data Analysis 1. Validity Test Results
According to Sugiyono (2019) the conditions that must be met are that they must have the following criteria: a) If rcount > 0.30 then the statement items from the questionnaire are valid.b) If rcount < 0.30 then the statement items from the questionnaire are invalid.
The results of the validity of the questionnaire for this study can be seen in the following table : The Influence of Workload and Work Motivation on Teacher Performance at Public Senior High School 2 Sendawar, West Kutai Regency Based on the table above it can be seen that the test results The validity of the 12 statement items to measure the Y variable related to teacher performance shows that none of the items is declared invalid, thus all items on the research instrument can be used in research as a measuring tool.
red invalid, thus all items on the research instrument can be used in research as a measuring tool.


Reliability Test Results

According to Sugiyono (2019) states that the reliability test is the extent to which the measurement results using the same object will produce the same data.Reliability includes 3 (three) main things, namely size stability, equivalence and internal consistency of size.A variable is said to be reliable if it gives a Cronbach Alpha (α) value > 0.60.The results of the reliability test of each variable can be seen in the table below: The table above explains that after the Cronbach Alpha , each workload (X1), work motivation (X2) and performance (Y) variable is 0.753, 0.644 and 0.684, which means that all of these var

Reliability Test Results
According to Sugiyono (2019) states that the reliability test is the extent to which the measurement results using the same object will produce the same data.Reliability includes 3 (three) main things, namely size stability, equivalence and internal consistency of size.A variable is said to be reliable if it gives a Cronbach Alpha (α) value > 0.60.The results of the reliability test of each variable can be seen in the table below: The table above explains that after the Cronbach Alpha , each workload (X1), work motivation (X2) and performance (Y) variable is 0.753, 0.644 and 0.684, which means that all of these variables are reliable because they have an alpha coefficient value above 0, 60 so that the variable questionnaire statement items deserve to be used in this study.The values of 0.753, 0.644 and 0.684 are the average results of the statement items, both workload, motivation and performance items and the statement items of workload, motivation and performance are made based on the indicators of each variable.The point is that if the performance variable or workload and leadership motivation, each of which begins with a statement item, has a Cronbach alpha above 0.6 then the variable is declared reliable or reliable because with a value above 0.6 it is able to maintain the stability or consistency of the respondents' answers.to the questionnaire submitted from time to time.
ables are reliable because they have an alpha coefficient value above 0, 60 so that the variable questionnaire statement items deserve to be used in this study.The values of 0.753, 0.64 and 0.684 are the average results of the statement items, both workload, motivation and performance items and the statement items of workload, motivation and performance are made based on the indicators of each variable.The point is that if the performance variable or workload and leadership motivation, each of which begins with a statement item, has a Cronbach alpha above 0.6 then the variable is declared reliable or reliable because with a value above 0.6 it is able to maintain the stability or consistency of the respondents'

nswers.to the questionnaire submitted from time to ti
e.


Multiple Linear Regression Analysis Results

Data analysis was carried out using multiple linear regression with the aim of knowing the effect of workload and motivation variables on teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency.

Multiple Linear Regression Analysis Results
Data analysis was carried out using multiple linear regression with the aim of knowing the effect of workload and motivation variables on teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency. the aim is to examine the relationship as well as the influence of the independent variable on the dependent variable selected by the study.to find out whether the relationship is positive and negative is determined by the regression direction coefficient which symbolizes the letter b if b is positive then the relationship is positive as well.that is, Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi the higher (higher) the value of X, the higher the value of Y and vice versa.The results of multiple linear regression analysis for this study can be seen in the following table: he aim is to examine the relationship as well as the influence of the independent variable on the de endent variable selected by the study.to find out whether the relationship is positive and negative is determined by the regression direction coefficient which symbolizes the letter b if b is positive then the relationship is positive as well.that is, Saul, Ida Bagus Made Agung Dwijatenaya, Musmuliadi the higher (higher) the value of X, the higher the value of Y and vice versa.The results of multiple linear regression an

ysis for this study can b
seen in the following table:


C. Hypothesis Test Results


T-Test Results

To partially prove the hypothesis, the t-test is used to determine the effect of the independent variable partially on the dependent variable.To find out whether the effect is significant or not, it is measured from the t count or ratio of the independent variables (independent variables).If t count is greater than t table, it means that the effect is significant.And if t count is smaller than t table, it means that the effect is not significant.The results of the t-test in this study can be seen in the following table: To determine the t-table value, it is determined with a significant level of 5% with degrees of freedom df = (nk-1) where n is the number of respondents and k is the number of indicators or variables.Then df = (48-2-1) = 45, we get t table = 2.014.

Table 2 Respondents' responses to the indicators of the use of working time X1.2
2ValidCumulativeFrequency PercentPercentPercentValid 41939.639.639.652960.460.4100.0Total48100.0100.0Source: research results, 2022

Table 3 Respondents' responses to the target indicators that must be achieved X1.3
3ValidCumulativeFrequency PercentPercentPercentValid 312.12.12.141837.537.539.652960.460.4100.0Total48100.0100.0Source: research results, 2022Based on the table above, theresponses of respondents who statedstrongly agreed were 29 respondents or60.4%, who sta

T-Test Results
To partially prove the hypothesis, the t-test is used to determine the effect of the independent variable partially on the dependent variable.To find out whether the effect is significant or not, it is measured from the t count or ratio of the independent variables (independent variables).If t count is greater than t table, it means that the effect is significant.And if t count is smaller than t table, it means that the effect is not significant.The results of the t-test in this study can be seen in the following table: To determine the t-table value, it is determined with a significant level of 5% with degrees of freedom df = (nk-1) where n is the number of respondents and k is the number of indicators or variables.Then df = (48-2-1) = 45, we get t table = 2.014.

k performance.T
ble 6Respondents' responses to productiveindicators at workX2.3ValidCumulativeFrequency PercentPercentPercentValid 41735.435.435.453164.664.6100.0Total48100.0100.0Based on the table above, theresponses of respondents who stated stronglyagreed were 31 respondents or 64.6%, whostated agreed were 17 respondents or35.4%, and there were no respondents whoexpressed doubt, disagree and stronglydisagree. So it can be concluded that themajority of teachers at Public Senior HighSchool 2 Sendawar, West Kutai Regency arealways productive at work.The following are the answers ofrespondents who are teachers of PublicSenior High School 2 Sendawar, West KutaiRegency to respondents' statements aboutindicators of being responsible for work.
The Influence of Workload and Work Motivation on Teacher Performance at Public Senior High School 2 Sendawar, West Kutai Regency


Table 7 Respondents' responses to indicators of responsibility for work X2.4
7ValidCumulativeFrequency PercentPercentPercentValid 312.12.12.141531.231.233.353266.766.7100.0Total48100.0100.0Source: research results, 2022Based on the table above, theresponses of respondents who statedstrongly agreed were 32 respondents or66.7%, who stated agreed were 15respon The Influence of Workload and Work Motivation on Teacher Performance at Public Senior High School 2 Sendawar, West Kutai Regency

Table 7 Respondents' responses to indicators of responsibility for work X2.4
ents or 31.2%, who expresseddoubts were 1 respondent or 2.1% andthere are no respondents who disagreeand strongly disagree. So it can beconcluded that the majority of teachers atPublic Senior High School 2 Sendawar,Kutai Barat Regency are responsible forthe work they carry out.

Table 8 Res