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.
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 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.
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.
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).
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).
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 changes and will have an impact on student learning (Subroto, 2019).
Based on the description above, the authors are interested
in conducting research with the title "The influence of workload and
motivation on teacher performance at Public
Senior High School 2 Sendawar, West Kutai Regency".
The aims of this research are (1) knowing the effect of
workload on the performance of Public
Senior High School 2 Sendawar teachers, West Kutai Regency, (2) knowing
the effect of work motivation on the performance of Public Senior High School 2 Sendawar teachers, West Kutai Regency,
(3) knowing the effect of workload and work motivation on the performance of Public Senior High School 2 Sendawar
teachers, West Kutai Regency, and (4) knowing the most dominant influence on
the performance of Public Senior High
School 2 Sendawar Teachers, West Kutai Regency
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
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.
2. 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.
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
B.
Data Analysis
The
questionnaire data used by the researcher in this study are as follows:
1.
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 (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 > rtable then the questionnaire item is valid and if rcount < rtable 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.
2.
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.
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
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. The form of the multiple
regression analysis equation is as follows:
Y = a + b1X1 +
b2X2
Description:
Y
: Dependent
variable
(Teacher Performance)
a
:
Constant
b1, b2
: Regression coefficient
X1
: Workload
X2
: Work
Motivation
RESULTS AND DISCUSSION
A. General Response of Respondents
Based on the
results of the answers to the questionnaires that have been distributed to 48
respondents, it can be grouped into the following table:
1. Variable
Workload (X1)
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 working
conditions.
Table 1
Respondents' responses to
indicators of working conditions
|
X1.1
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
22
|
45.8
|
45.8
|
47.9
|
|
5
|
25
|
52.1
|
52.1
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
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.
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.
Table 2
Respondents' responses to
the indicators of the use of working time
|
X1.2
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative Percent
|
|
Valid
|
4
|
19
|
39.6
|
39.6
|
39.6
|
|
5
|
29
|
60.4
|
60.4
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
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.
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.
Table 3
Respondents' responses to
the target indicators that must be achieved
|
X1.3
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
18
|
37.5
|
37.5
|
39.6
|
|
5
|
29
|
60.4
|
60.4
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 29
respondents or 60.4%, who stated that they agreed were 18 respondents or 37.5%,
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 are able to achieve
the predetermined work targets.
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.
2.
Work Motivation Variable (X2)
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 enthusiasm in
carrying out tasks.
Table 4
Respondents' responses to the indicators of enthusiasm in carrying out
tasks.
|
X2.1
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
16
|
33.3
|
33.3
|
35.4
|
|
5
|
31
|
64.6
|
64.6
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source:
research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 31
respondents or 64.6%, who agreed as many as 16 respondents or 33.3%, 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 the
teachers of Public Senior High
School 2 Sendawar, West Kutai Regency have enthusiasm in
carrying out their duties well.
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 improving
work performance.
Table 5
Respondents' responses to indicators of improving
work performance
|
X2.2
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
17
|
35.4
|
35.4
|
37.5
|
|
5
|
30
|
62.5
|
62.5
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source:
research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 30
respondents or 62.5%, who stated that they agreed were 17 respondents or 35.4%,
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 at Public Senior High
School 2 Sendawar, Kutai Barat Regency always try to
improve work performance.
Table 6
Respondents' responses to
productive indicators at work
|
X2.3
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
4
|
17
|
35.4
|
35.4
|
35.4
|
|
5
|
31
|
64.6
|
64.6
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Based on the
table above, the responses of respondents who stated strongly agreed were 31
respondents or 64.6%, who stated agreed were 17 respondents or 35.4%, and there
were no respondents who expressed doubt, disagree and strongly disagree. So it
can be concluded that the majority of teachers at Public Senior High School 2 Sendawar,
West Kutai Regency are always productive at work.
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 being
responsible for work.
Table 7
Respondents' responses to
indicators of responsibility for work
|
X2.4
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
15
|
31.2
|
31.2
|
33.3
|
|
5
|
32
|
66.7
|
66.7
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source:
research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 32
respondents or 66.7%, who stated agreed were 15 respondents or 31.2%, 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 at Public Senior High
School 2 Sendawar, Kutai Barat Regency are responsible for
the work they carry out.
3. Performance
Variable (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.
Table 8
Respondents' responses to work quality indicators
|
Y1.1
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
19
|
39.6
|
39.6
|
41.7
|
|
5
|
28
|
58.3
|
58.3
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source:
research results, 2022
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 the
teachers of Public Senior High
School 2 Sendawar, Kutai Barat Regency are able to provide
quality work in accordance with the work standards that have been set, although
there are still employees who have doubts by 1 respondent or 2.1%.
The quantity of
work is the volume of work produced by the teacher and is above normal
conditions. 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
quantity.
Table 9
Respondents' responses to the work quantity indicator
|
Y1.2
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
19
|
39.6
|
39.6
|
41.7
|
|
5
|
28
|
58.3
|
58.3
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
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.
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.
Table 10
Respondents' responses to the indicator of responsibility
|
Y1.3
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
14
|
29.2
|
29.2
|
31.2
|
|
5
|
33
|
68.8
|
68.8
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 33
respondents or 68.8%, who stated agreed were 14 respondents or 29.2%, 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 at Public Senior High
School 2 Sendawar, West Kutai Regency have the
responsibility to complete the work.
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 cooperation.
Table 11
Respondents' responses to
the indicators of cooperation
|
Y1.4
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
1
|
2.1
|
2.1
|
2.1
|
|
4
|
14
|
29.2
|
29.2
|
31.2
|
|
5
|
33
|
68.8
|
68.8
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source: research results, 2022
Based on the
table above, the responses of respondents who stated strongly agreed were 33
respondents or 68.8%, who stated agreed were 14 respondents or 29.2%, 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 are able to
cooperate in educating students.
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 initiative in
Table 12
Respondents' responses to
initiative indicators
|
Y1.5
|
|
|
|
Frequency
|
Percent
|
Valid Percent
|
Cumulative
Percent
|
|
Valid
|
3
|
2
|
4.2
|
4.2
|
4.2
|
|
4
|
12
|
25.0
|
25.0
|
29.2
|
|
5
|
34
|
70.8
|
70.8
|
100.0
|
|
Total
|
48
|
100.0
|
100.0
|
|
Source:
research results, 2022
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.
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:
Table 13
Validity Test Results
|
Total Statistics
|
|
Variable
|
Item
|
r- count
|
|
Description
|
|
of Workload (X1)
|
X1.1
|
.496
|
>0.30
|
Valid
|
|
X1.2
|
.492
|
> 0.30
|
Valid
|
|
X1.3
|
.419
|
> 0.30
|
Valid
|
|
Work Motivation (X2)
|
X2.1
|
.580
|
> 0.30
|
Valid
|
|
X2.2
|
.515
|
> 0.30
|
Valid
|
|
X2.3
|
.372
|
> 0.30
|
Valid
|
|
X2.4
|
.598
|
> 0.30
|
Valid
|
|
Performance (Y)
|
Y1.1
|
.466
|
> 0.30
|
Valid
|
|
Y1.2
|
.407
|
> 0.30
|
Valid
|
|
Y1.3 .682
|
>
|
0.30
|
Valid
|
|
Y1.4
|
.579
|
> 0.30
|
Valid
|
|
Y1.5
|
.492
|
> 0.30
|
Valid
|
Source:
research results, 2022
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.
2. 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:
Table 14
Reliability Test Results
|
No
|
Variable
|
Number of Questionnaire Items
|
Cronbach's Alpha
|
Decision
|
|
1
|
Workload (X1)
|
3
|
.753
|
Reliable
|
|
2
|
Work Motivation (X2)
|
4
|
.644
|
Reliable
|
|
3
|
Performance (Y)
|
5
|
.684
|
Reliable
|
Source:
research results, 2022
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.
4. 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, 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:
Table 15
Results of multiple linear
regression analysis
|
Coefficientsa
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
|
B
|
Std.Error
|
Beta
|
|
1
|
(Constant)
|
1,111
|
468
|
|
|
.461
|
.366
|
.353
|
workloadX1
|
|
motivationX2
|
.598
|
.354
|
.404
|
|
a. Dependent Variable: performanceY
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Source: research results, 2022
The regression equation from the statistical
results is as follows:
Y = a +
b1X1 + b2X2
Y= 1.111 + 0.461 + 0.598
From the
regression equation above, it can be explained as follows:
a) Constants in this study obtained results of 1.111,
which means that if the independent variables workload (X1) and work motivation
(X2) are considered constant or equal to 0 then the value of the teacher
performance constant (Y) is 1.111 assuming other factors are considered
constant.
b) The workload variable (X1) which has a value of
0.461 which means that if the other independent variables have a fixed value,
while the workload variable (X1) has increased by 1 unit, the teacher's
performance has increased by 0.461 units, which means that there is a positive
influence between workload and teacher performance at Public Senior High School 2 Sendawar,
West Kutai Regency
c) The work motivation variable (X2) which has a value
of 0.598 which means that if the other independent variables have a fixed
value, while the work motivation variable (X2) has increased by 1 unit, the
teacher's performance has increased by 0.598 units, which means that there is a
positive influence between work motivation and work motivation. teacher
performance at Public Senior
High School 2 Sendawar, West Kutai Regency.
C.
Hypothesis Test
Results
1. 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:
Table 16
Test results t
|
Coefficientsa
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std. Error
|
Beta
|
|
1
|
(Constant)
|
1.111
|
.468
|
|
2,375
|
.022
|
|
workloadX1 .461
|
.366
|
.353
|
.033
|
2,985
|
work
|
|
motivationX2
|
.598
|
.354
|
.404
|
3,125
|
.027
|
|
a. Dependent Variable Y: performance
|
|
|
|
|
Source:
research results, 2022
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.
a) Hypothesis 1: It is suspected that the workload
(X1) partially has a significant effect on teacher performance (Y)
The results
show 2,014 and a significant value of 0.033 < 0.05, it can be concluded that
Ho1 is rejected and Ha1 is accepted, meaning that the workload partially has a
positive and significant effect on the performance of teachers at Public Senior High School 2 Sendawar,
West Kutai Regency so that the first hypothesis can be accepted.
b) Hypothesis 2: It is suspected that work motivation
(X2) partially has a significant effect on teacher performance (Y)
The results
show 05, it can be concluded that Ho2 is rejected and Ha2 is accepted, meaning
that work motivation partially has a positive and significant effect on teacher
performance at Public Senior
High School 2 Sendawar, West Kutai Regency, so that the second
hypothesis can be accepted.
2. F Test Results
To test whether
the independent variables simultaneously have a significant effect on the
dependent variable where F count > F table, then the hypothesis is accepted
or jointly the independent variables can explain the dependent variable
simultaneously. on the other hand, if F count < F table, then H0 is accepted
or together the independent variables have no effect on the dependent variable.
To find out whether or not the influence of the independent variables jointly
on the dependent variable is used, a probability of 5% (α = 0.05), then at a
significance level of 5% and F table = F(k; nk) = (2;48 -2) = 46 then the F
table value is 3,200. The results of the F test in this can be seen in the
following table:
Table 17
F Test Results
|
ANOVAb
|
|
Model
|
Sum of Squares
|
df
|
Mean Square
|
F
|
Sig.
|
|
1
|
Regression
|
3,354
|
2
|
1,677
|
28,849
|
000a
|
|
Residual
|
2,616
|
45
|
,058
|
|
|
|
Total
|
5,970
|
47
|
|
|
|
|
a.
Predictors: (Constant), work motivationX2, workloadX1
|
|
|
|
b. Dependent
Variable: performanceY
|
|
|
|
|
Source:
research results, 2022
a) Hypothesis 3: it is suspected that workload (X1)
and work motivation (X2) simultaneously have an influence on teacher
performance (Y)
Based on the
table above, it is known that the F-count value is 28.849 with a significance
value of 0.000, because calculated F value of 28.849 > F-table of 3.200. So
it can be concluded that all the variables studied simultaneously have a
positive and significant influence on the performance of teachers at Public Senior High School 2 Sendawar,
West Kutai Regency so that the third hypothesis can be accepted
b) Hypothesis 4: it is suspected that work motivation
(X2) has the most dominant influence on teacher performance (Y)
Based on the
multiple regression results in table 4.20, the t-test results obtained a
regression coefficient of workload variable of 0.461 and work motivation of
0.598 so that it can be seen that the most dominant work motivation variable in
influencing teacher performance at Public Senior High School 2 Sendawar, West Kutai Regency, therefore the
fourth hypothesis can be accepted.
3. Result of
Coefficient of Determination (R2)
The value of
the coefficient of determination is between zero to one (0 < R2 < 1). A
small value of R2 means that the ability of the independent variables in
explaining the independent variables is very limited. A value close to one
means that the independent variable provides almost all the information needed
to predict the variation of the dependent variable. The value of R Square can
be seen in the table section of the Summary model. The results of the
coefficient of determination (R2) are shown in the following table:
Table 18
The results of the
coefficient of determination (R2)
|
Model Summary
|
|
Model
|
R
|
R Square
|
Adjusted R
Square
|
Std. Error of
the Estimate
|
|
1
|
.850a
|
.762
|
.642
|
.24111
|
|
a. Predictors: (Constant), work motivation X2,
workload X1
|
Source:
research results, 2022
Based on the
results of the coefficient of determination in the table above, the Adjusted R square (R2) value of 0.642
means that workload and work motivation are able to contribute or contribute to
teacher performance variables by 64.2% and the remaining 35.8% is a
contribution from other variables outside the research model.
D. Discussion
The results of hypothesis testing that have been
carried out in this study can be seen whether or not there is an influence of
workload and work motivation on the performance of teachers at Public Senior High School 2 Sendawar,
West Kutai Regency, either partially or simultaneously. The following are the
results of the recapitulation of hypothesis testing:
1. The effect of workload (X1) on teacher performance
at Public Senior High School 2 Sendaawar,
West Kutai Regency
The results of
the t-test table on the workload variable (X1), column t-count and
significance, obtained the t-count value of 2.985 > 2.014 while the
significant value of 0.033 <0.05, it can be concluded that the workload (X1)
partially has a positive and significant effect on the performance of teachers
at Public Senior High School 2 Sendawar,
West Kutai Regency so that the first hypothesis proposed can be accepted.
The results of
this study are directly proportional to the results of research conducted by Sugiharjo and Aldata
(2018) which shows that the workload variable has a significant effect on
performance.
2. The effect of
work motivation (X2) on teacher performance at Public
Senior High School 2 Sendaawar, West Kutai Regency.
The results of
the t-test table on the work motivation variable (X2), t-count and significance
column, obtained the t-count value of 3.125 > 2.014 while the significant
value of 0.027 <0.05, it can be concluded that work motivation (X2)
partially has a positive and significant effect on teacher performance at Public Senior High School 2 Sendawar,
West Kutai Regency so that the second hypothesis proposed can be accepted.
The results of
this study are directly proportional to the results of research conducted by Sugiharjo and Aldata (2018), Astuti and Lesmana (2019)
which show that work motivation variables have a significant effect on
performance.
3. The effect of
workload (X1) and work motivation (X2) on teacher performance at Public
Senior High School 2 Sendaawar, West Kutai Regency
The results
show 3,200. So it can be concluded that all the variables studied
simultaneously have a positive and significant influence on the performance of
teachers at Public Senior High
School 2 Sendawar, West Kutai Regency, so that the third
hypothesis can be accepted.
The results of
this study are directly proportional to the results of research conducted by Sugiharjo and Aldata (2018), Astuti and Lesmana (2019)
which show that workload and work motivation variables have a significant effect
on performance.
4. Work motivation
variable has the most dominant influence on teacher performance at Public
Senior High School 2 Sendawar, West Kutai Regency
In influencing
teacher performance at Public
Senior High School 2 Sendawar, West Kutai Regency, therefore the
fourth hypothesis can be accepted.
The results of
this study are directly proportional to the results of research conducted by Sugiharjo and Aldata (2018)
which shows that the work motivation variable has the most dominant influence
on performance. However, it is inversely proportional to the research conducted
by Astuti and Lesmana (2019)
which shows that the workload variable has the most dominant influence on
performance.
CONCLUSION
Partially, the
workload has a significant effect on the performance of the teachers of Public Senior High School 2
Sendawar, West Kutai Regency, meaning that if the workload increases, it will
affect the performance of the teachers of Public Senior High School 2 Sendawar, West Kutai Regency.
Partially, work
motivation has a significant effect on the performance of teachers at Public Senior High School 2
Sendawar, West Kutai Regency, meaning that if work motivation increases, it
will affect the performance of teachers at Public Senior High School 2 Sendawar, West Kutai Regency.
Simultaneously
workload and work motivation have a significant effect on teacher performance
at Public Senior High School 2 Sendawar, West Kutai Regency, meaning that if workload
and work motivation increase, it will affect the performance of Public
Senior High School 2 Sendawar teachers, West Kutai
Regency.
Work motivation has
the most dominant influence on teacher performance at Public Senior High School 2
Sendawar, West Kutai Regency.
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