Intern
ati
o
n
a
l
Jo
urn
a
l
o
f
E
v
al
ua
ti
o
n
and
Rese
arch in
Education (I
JE
RE)
V
o
l.4
,
No
.2
,
Jun
e
2
015
, pp
. 76
~83
I
S
SN
: 225
2-8
8
2
2
76
Jo
urn
a
l
h
o
me
pa
ge
: h
ttp
://iaesjo
u
r
na
l.com/
o
n
lin
e/ind
e
x.ph
p
/
IJERE
Teacher Performance of The St
at
e Vocati
onal High School
Teachers in Surabaya
Amia
rtuti Kusumaningtya
s
1
, E
n
d
a
n
g
Se
t
yaw
ati
2
1
Faculty
of Econ
omics,
Universitas
17 Agustus 1
945, Suraba
y
a
, I
ndonesia
2
Faculty
of Econ
omics,
Universi
tas Kartin
i, Surab
a
y
a
, Indonesia
Article Info
A
B
STRAC
T
Article histo
r
y:
Received
March 20, 2015
Rev
i
sed
Ap
r
22
, 20
15
Accepted
May 16, 2015
This
research talked about
Analy
s
is of Teacher Performan
ce
Through
Com
p
etence
, C
o
m
p
ens
a
tion,
an
d J
ob S
a
tis
fa
cti
on of th
e S
t
a
t
e
Vocat
iona
l
High School Teachers in Suraba
y
a
.Sta
te Vocat
io
nal High School Teach
er is
a professional educator with m
a
jor dutie
s to educate, teach, b
u
ild, dir
e
ct,
coach
, assess and evaluate learn
e
rs on
the vocational high school education
.
Teacher
as a pr
ofessional edu
c
ator s
hould has
the academic q
u
alification.
Academic qu
alif
ication r
e
qui
r
e
d for
a teacher
is he
or
she at leas
t should b
e
educa
t
ed of bache
l
or degre
e
or diplom
a
four.Fundam
e
nt
al
y
,
t
each
er
perform
ance is determ
ined b
y
the
exper
tise and a
b
ilit
y of te
ache
r
concern
e
d
.
These
achi
e
vem
e
nt f
actor
is so thick
and so
crit
ic
al
in its
rel
a
tion
to
com
p
etenc
e
,
co
m
p
ens
a
tion,
and
als
o
job
s
a
tis
fa
ction
that
m
a
y
becom
e
th
e
obs
tacl
e in
the
enhan
cem
ent
of te
acher
perf
orm
a
nce.
Population in
th
is
research
was th
e teach
ers of th
e Stat
e Vocatio
nal High School Teachers in
Surabay
a
, amounted to
317,
ed
ucated in
b
ach
elor degr
ee or
diploma four,
had have service of minimal 5 y
e
ars.
Data analy
s
is used the simple random
s
a
m
p
ling, s
t
ruct
ural equ
a
tion m
odel (S
EM
) ana
l
y
s
is
, b
y
the as
s
i
s
t
ance o
f
Partial Least Sq
uare
(PLS) software,
conducted
on 92 r
e
spondents and ab
le
to expl
ain
the
ef
fect of
com
p
et
en
ce and
com
p
ens
a
tion on
the
job
s
a
tis
fac
tion
and the perfor
m
ance of the State Vocational High School
Teachers in
S
u
raba
ya.
T
he
res
u
lts
of res
earh indi
cat
ed
that: Com
p
etenc
e
and
compensation significant
l
y
i
n
fluenti
a
l
on
tea
c
her
job
satisfa
ction
;Com
petenc
e a
nd com
p
ens
a
tion s
i
gnificant
l
y
influ
e
nti
a
l
on teach
er
performance; Job satisfacti
on signifiacntly
influ
e
ntial on
the p
e
r
f
ormance o
f
the S
t
ate
Voca
ti
onal High
S
c
hoo
l T
each
ers
in
S
u
r
a
ba
ya
.
Keyword:
C
o
m
p
ensat
i
on
Com
p
etence
Teacher job
sat
i
sfaction
Teacher performance
Copyright ©
201
5 Institut
e
o
f
Ad
vanced
Engin
eer
ing and S
c
i
e
nce.
All rights re
se
rve
d
.
Co
rresp
ond
i
ng
Autho
r
:
Am
i
a
rt
ut
i
Kus
u
m
a
ni
ngt
y
a
s,
Facu
lty of Econ
o
m
ics,
U
n
i
v
er
sitas1
7 A
g
u
s
tus 1
945
, Su
rab
a
ya,
Jl
n. S
e
m
o
l
o
wa
ru
4
5
S
u
rabay
a
, East
Ja
va,
I
n
d
one
si
a.
Em
a
il: a
m
iartu
ti.k
@
g
m
ai
l.co
m
1.
INTRODUCTION
Ed
ucat
i
o
n
ha
s
a ve
ry
st
rat
e
gi
c r
o
l
e
i
n
t
h
e
de
vel
o
pm
ent
of a
nat
i
o
n.
Va
ri
o
u
s
ki
nds
o
f
st
ud
i
e
s i
n
m
a
ny
cou
n
t
r
i
e
s i
ndi
c
a
t
e
t
h
e st
re
ngt
h
of c
o
rrel
a
t
i
o
n
bet
w
ee
n
ed
ucatio
n
an
d d
e
velo
p
m
en
tal lev
e
l o
f
t
h
e
n
a
tio
n wh
ich
in
d
i
cated
b
y
variou
s eco
n
o
m
ic, so
cial and
cu
ltu
ral ind
i
cat
ors. Th
e ed
u
c
atio
n
t
h
at ab
le t
o
facilitate ch
ang
e
s is
o
n
e
th
at sp
read ev
en
ly, qu
ality an
d relev
a
n
t
to
th
e
so
cietal
n
eeds.
Realizin
g
th
e strateg
i
c ro
le of edu
catio
n,
Indo
n
e
sia gov
ernmen
t alw
a
ys su
ppo
r
t
an
idea pu
ttin
g
t
h
e
educat
i
o
n sect
or
, part
i
c
ul
arl
y
t
h
e s
eco
nd
ary ed
u
cation
,
as p
r
iority in
n
a
tio
n
a
l
d
e
v
e
l
o
p
m
en
t, ev
en
in
th
e
critical p
e
riod
o
f
econo
m
y
e
v
en tho
ugh
t
h
e edu
cation
con
s
tan
tly g
e
t
critical atten
tio
n
alth
oug
h its fo
cus is
co
nfin
ed
i
n
th
e effort of co
p
i
ng
with
th
e
im
pact of econom
i
cal cr
isis to
edu
catio
n.
Evaluation Warning : The document was created with Spire.PDF for Python.
I
J
ERE
I
S
SN
:
225
2-8
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2
2
Teac
her Pe
rf
or
ma
nce
of
T
h
e
S
t
at
e Voc
a
t
i
o
nal
Hi
g
h
Sc
ho
ol
T
e
ache
rs i
n
..
.. (
A
mi
art
u
t
i
K
u
s
u
ma
ni
n
g
t
y
a
s
)
77
In o
r
der t
h
at
t
h
e ed
ucat
i
on
d
e
vel
o
pm
ent
may
cont
ri
b
u
t
e
t
o
t
h
e im
pro
v
e
m
ent
of hum
an res
o
u
r
ces
quality, to the t
h
ree m
a
in requisites it should
be noted,
they
are: (1) T
h
e building
facilities
,
(2) T
h
e suffic
i
ent
and quality books, a
n
d (3) The profession
al t
eacher and e
ducation staffs
[1].
One
o
f
ve
ry
i
m
port
a
nt
ed
uc
at
i
on c
o
m
pone
nt
s i
n
t
h
e
f
r
am
ewo
r
k
of
t
h
e
st
rat
e
gi
c
pl
an
i
m
pl
em
ent
a
t
i
o
n
is teacher. Tea
c
her is the
ve
ry determ
inant
education co
m
p
one
n
t in the
s
h
ape
of e
d
ucat
ion
face i
n
Indone
sia.
The la
nce tip
of all e
d
ucational po
licies is teacher. Teac
her is
who wi
ll shape t
h
e c
h
aracter and
s
p
irit of
nation, thus the good and ba
d of this
nation is highly de
pend
on teacher. Du
e to the s
o
large
role of teache
r
,
th
en
, it is n
e
eded
th
e teach
e
r
who
p
r
o
f
ession
al, creativ
e,
i
n
nov
ativ
e,
h
a
s
h
i
gh
will fo
r
keep
learn
i
ng
,
be aware
of t
h
e t
e
c
h
n
o
l
ogy
a
n
d i
n
fo
r
m
at
i
on, t
h
us c
a
pabl
e t
o
fol
l
o
w t
h
e
age
de
v
e
l
opm
ent
.
The
dem
a
nd
of t
e
ache
r
profe
ssionalism
keep to
be
buzzed by
va
rious circles
in
our s
o
ciety, includ
e the
circle
of teachers
themselves
through the existing
various teacher
s organizations,
beside of the
dem
a
nd of te
acher life standa
rd
i
m
provem
ent.
The hope, to in
crease the
quality of educ
ation in Indone
si
a, it is
needed
a professi
onal
teacher
i
n
ed
ucat
i
n
g
hi
s o
r
her
st
u
d
ent
s
i
n
sc
h
ool
.
The
Vocationa
l High Sc
hool
teacher is a
professional
e
d
ucator
with the m
a
in
task t
o
educate, to
teach, to build, to direct, to
coach, to asse
ss, and to eva
l
uate the
proté
g
és (e
ducation participants
) in the
vocational
high education. T
h
e aca
dem
i
c q
u
alification
presuppose
d for a teacher is
he or s
h
e s
h
ould
ha
s
educat
i
o
nal
de
gree
i
n
sc
h
o
l
a
r
or
di
pl
om
a fou
r
, m
i
nim
u
m
.
Fundam
e
ntally, teacher pe
rform
a
n
ce is determined by the exper
tise a
nd a
b
ility of the teacher
conce
r
ned
.
Thi
s
achi
e
vem
e
nt
fact
or
has s
o
t
h
i
c
k an
d
so
critical co
rrelation
to
co
m
p
etence, com
p
ensation, and
also job satisfa
ction that can
becom
e
s the const
r
aint
in the im
provem
e
nt of teache
r
pe
rform
a
nce. Based on
the background, then
this research topic was co
m
posed
with the title
of: Anal
ysis of teacher perform
a
nce
throughcom
p
etence, c
o
m
p
ens
a
tion, a
nd
job satisfaction of the State Vo
cational
High Sc
hool teacher i
n
Surabaya.
1.
1.
C
o
mp
e
t
en
c
e
C
o
m
p
et
ence i
s
an i
ndi
vi
d
u
a
l
basi
c c
h
arac
t
e
ri
st
i
c
i
n
fl
ue
n
c
i
ng t
h
e t
h
i
n
k
i
ng a
n
d act
i
n
g m
a
nners
,
m
a
ki
ng
ge
nera
l
i
zat
i
on t
o
al
l
si
t
u
at
i
ons
face
d, a
nd l
o
n
g
l
a
st
i
ng e
n
o
u
gh i
n
h
u
m
a
n sel
f
[2]
.
In l
i
n
e
wi
t
h
t
h
e
ab
ov
e
d
e
fin
ition
s
, t
h
e elem
en
ts sh
ap
ing
a com
p
eten
ce ar
e: m
o
t
i
v
e
s, traits, kn
owledg
e and
sk
ills. Co
m
p
eten
ce
is ab
ility an
d
will to
do
a task
with
th
e effectiv
e p
e
rf
o
r
m
a
n
ce. C
o
m
p
eten
ce is in
d
i
v
i
du
al k
nowledg
e, sk
ill and
q
u
a
lity [3
].
Wh
ereas,
Wat
s
o
n
Wyatt d
e
fin
e
d
co
m
p
eten
ce as th
e com
b
in
atio
n
o
f
sk
ill, kn
owledg
e, and
beha
vi
o
r
t
h
at
can be o
b
ser
v
e
d
and ap
pl
i
e
d cr
i
t
i
cal
ly
for the success of organizati
on an
d t
h
e j
ob ac
hi
eve
m
ent
and
t
h
e
pe
rso
n
a
l
cont
ri
b
u
t
i
o
n
of
em
pl
oy
ee t
o
hi
s
or
he
r
or
ga
ni
zat
i
on
[
4
]
.
1.
2.
Com
p
ens
a
ti
o
n
C
o
m
p
ensat
i
on
i
s
a part
of
re
war
d
sy
st
em
that
rel
a
t
e
d
o
n
l
y
t
o
t
h
e ec
on
o
m
i
c
part
, ne
ve
r
t
hel
e
ss, si
nc
e
t
h
e exi
s
t
e
nce
of c
o
n
v
i
c
t
i
o
n
t
h
at
i
ndi
vi
du
al
beha
vi
o
r
i
n
fl
uence
d
by
sy
st
em
i
n
t
h
e wi
de
r spect
ru
m
t
h
en
com
p
et
ence sy
st
em
cannot
b
e
separat
e
d fr
om
t
h
e wh
ol
e
rewar
d
sy
st
e
m
prepa
r
ed
by
or
gani
zat
i
o
n.
Whi
l
e
,
rewa
rd i
t
s
el
f i
s
al
l
t
h
i
ngs p
r
e
p
are
d
by
o
r
ga
ni
zat
i
on f
o
r sa
t
i
s
fy
i
ng o
n
e i
n
di
vi
d
u
al
nee
d
s
or m
o
re.
Whi
l
e, t
w
o
kind of the
rewa
rds are:
Extrin
sic co
mp
ensatio
n, and
In
trin
sic com
p
en
satio
n
.
Hando
ko
, sai
d
th
at:
Com
p
ensation
is everythi
ng the em
ployees
accepted a
s
re
-com
pensation
for thei
r work
[5]. T
h
us, through t
h
e
com
p
ensat
i
on
em
pl
oy
ees
m
a
y
im
prove w
o
r
k
pe
rf
orm
a
nce,
jo
b m
o
t
i
v
at
i
on an
d sat
i
s
fact
i
on a
nd i
m
pro
v
e
t
h
ei
r
life n
e
ed
s.
1.
3.
Jo
b S
a
tis
f
a
c
ti
on
Jo
b
satisfaction
as th
e po
sitive p
l
easure or em
o
t
io
n
resu
lted
b
y
wo
rk
m
e
a
s
u
r
i
n
g
o
r
work ex
p
e
rien
ce.
Jo
b
satisfaction
is th
e p
e
rceptio
n
resu
lt o
f
t
h
e wo
rk
er
abou
t ho
w
g
ood
th
e wo
rk
p
r
ep
ar
es ev
er
yth
i
ng
v
i
ew
ed
as i
m
p
o
r
tan
t
[6
]. In
g
e
n
e
ral,
it is
reco
gn
ized
in
th
e o
r
ga
ni
zat
i
onal
be
hav
i
or fi
el
d, t
h
at
j
ob sat
i
s
fact
i
o
n
i
s
t
h
e
whole affective reaction
of a
pers
on to
th
e en
tire co
llectio
n o
f
work
factors and t
h
e fact
ors related
to
t
h
e j
o
b
.
The
jo
b sat
i
s
fa
ct
i
on as
pect
s are, am
ong
ot
he
r, t
h
e
feel
i
ng
o
f
em
pl
oy
ees t
o
t
h
e vari
ou
s di
m
e
nsi
ons
of
j
o
b an
d
work settin
g [7].
1.
4.
Perfor
mance
Perf
o
r
m
a
nce i
s
resul
t
or succe
ss l
e
vel
of a perso
n
as a wh
ol
e duri
ng a gi
ve
n peri
od i
n
i
m
pl
em
ent
i
n
g
task
s if co
m
p
ared
to
v
a
ri
o
u
s
po
ssib
ilities, su
ch
as work
re
su
lts, targ
et or
g
o
al o
r
criteria
h
a
v
e
b
e
en
d
e
termin
ed
fi
rst
an
d ha
ve
been a
g
ree
d
t
o
get
h
e
r
[
8
]
.
Per
f
o
rm
ance i
s
t
h
e pre
p
are
d
ness
o
f
a pers
o
n
o
r
p
e
opl
e
gr
ou
p t
o
do a
n
activ
ity an
d
com
p
le
te it co
rresp
ond
t
o
th
eir respo
n
s
i
b
ility with
th
e
resu
lt as th
ey exp
ect.
Evaluation Warning : The document was created with Spire.PDF for Python.
I
S
SN
:
2
252
-88
22
I
J
ERE
Vo
l.
4
,
N
o
.
2
,
Jun
e
201
5 :
7
6
– 83
78
1.
5.
Relation betw
een Comp
etence and
Compe
n
sation
With S
a
tis
f
ac
tion
In
prin
cip
l
e, com
p
eten
ce fo
cused
o
n
ab
ility a
n
d will to
do
a
task
wit
h
th
e effectiv
e
p
e
rfo
r
man
ce. It i
s
a ration
a
l b
e
h
a
v
i
or to
ach
i
ev
e go
al presu
pposed
ap
pro
p
riate w
ith
t
h
e co
nd
itio
n
exp
ected
. Marzuk
i (201
0), i
n
his researc
h
stated that there is
the quite strong, s
i
gnifica
nt co
rrelation bet
w
een com
p
etences to
respon
sib
ility, with
th
e p
o
s
itiv
e co
rrelatio
n
d
i
rection
[9
]. Ro
sid
a
h
(2
003
) also
fou
n
d
an
y qu
ite larg
e
correlation
between c
o
m
p
etence and satis
fa
ction va
riables
,
this case indicated
th
at a p
e
rson
sh
all b
e
satisfied
i
f
can
an
d a
b
l
e
t
o
m
a
ke t
a
sk
p
u
t
u
p
o
n
hi
m
or
he
rsel
f
[1
0]
.
Com
p
ensation is everythi
ng the indivi
dua
l accepted as
re-c
om
pe
nsation
for
t
h
eir work res
u
lt.
Aritona
ng,
Ke
ke T
.,
(2005), stated that c
o
m
p
ensatio
n is one
of m
e
a
n
s t
h
at can be use
d
t
o
inc
r
eas
e
per
f
o
r
m
a
nce thr
o
ug
h sat
i
s
fa
ct
i
on [
11]
.
Ari
t
ona
ng s
h
owe
d
any
si
gni
fi
ca
n
t
correl
a
t
i
o
n b
e
t
w
een c
o
m
p
ensat
i
o
n
v
a
riab
le and
satisfactio
n
v
a
ri
ab
le. Satisfacti
o
n will b
e
fe
lt
if th
e effort hav
e
alread
y
b
e
en
d
o
n
e
app
r
eciated
and
gi
ve
n
wi
t
h
t
h
e fai
r
co
m
p
ensat
i
on. S
u
p
r
i
y
ant
o
(
200
5)
also
i
n
fo
rmed
an
y
signi
ficant effect betwee
n
com
p
ensation
and em
ployee satisfaction
[12].
1.
6.
Relation betw
een Comp
etence and
Compe
n
sation
With
Perfor
mance
Fitr
iyad
i (
2001
), fou
n
d
an
y
sig
n
i
f
i
can
t
effect b
e
tw
een
co
m
p
eten
ces to p
e
rfo
r
m
an
ce in
cr
ease,
w
ith
th
e po
sitiv
e co
rrelatio
n
d
i
rectio
n
[1
3
]
. M
a
rzuk
i (2
010
) also
foun
d
an
y q
u
ite larg
e co
rrelation
between
com
p
etence variable a
n
d teacher pe
rform
a
nce
varia
b
le
[9]. Ikin (2010) also
s
h
owed any
significant
cor
r
el
at
i
on
bet
w
een
com
p
ens
a
t
i
on a
n
d
pe
rf
orm
a
nce, a
n
d
al
so co
rr
el
at
i
on
bet
w
ee
n t
e
a
c
her
pe
rf
orm
a
nce a
n
d
stu
d
e
n
t
learn
i
ng
ach
iev
e
m
e
n
t
[1
4
]
.
W
i
t
h
the co
m
p
eten
t te
ach
er it will i
m
p
acted
o
n
p
e
rfo
r
m
a
n
ce in
crease,
wh
ich
furth
e
rm
o
r
e will in
crease stud
en
t achiev
em
en
t.
Sup
r
iyan
t
o
(200
5) stated
th
at co
m
p
en
satio
n
h
a
s
po
sitiv
e and
sig
n
i
fican
t effect o
n
p
e
rforman
ce [1
2
]
.
The resea
r
ch r
e
sul
t
s
of
W
i
dy
atm
i
ni
, and Lu
qm
an Haki
m (2010) also s
h
owed that
leade
r
shi
p
, com
p
ens
a
tion,
and c
o
m
p
et
ence have c
o
r
r
el
at
i
on t
o
t
h
e pe
rf
orm
a
nce of em
pl
oy
ee [
15]
. T
h
e res
u
l
t
of
Wi
dy
atm
i
ni
’s res
earch
,
affi
rm
ed t
h
e
st
at
em
ent
t
h
at
t
h
e i
n
a
p
pr
o
p
ri
a
t
e com
p
ensat
i
o
n i
s
n
o
t
o
n
l
y
d
u
e t
o
t
h
e
am
ount
,
b
u
t
i
t
s
h
o
u
l
d
be
appropriate with the
rights. For t
h
at
reas
on
,
i
n
p
r
o
v
i
d
i
ng c
o
m
p
ensat
i
on
t
o
em
ployees every c
o
m
p
any shoul
d
try to
b
e
as
fair as
p
o
ssi
b
l
e.
1.
7.
Rela
tion
betw
eenSa
tisf
acti
o
n
With
Per
f
or
mance
Chance a
n
d Green
(2001), R
obi
ns (2
0
0
6
)
,
stated
th
at th
e j
o
b
satis
faction caus
e
d
by the character
ability to accom
p
l
i
sh the j
ob and to
c
h
allenge the em
powerm
ent, trai
ning, devel
opm
ent,
comm
unication,
ack
nowledg
m
e
n
t
, and
reward will h
a
v
e
po
sitiv
e effect
o
n
p
e
rform
a
n
ce [1
6
]
,[4
]
. Th
e research
o
f
Tho
r
n
h
ill,
and
San
d
e
r
s (
1
99
8
)
;
Tu
bs
et al
.,
(1
9
9
3
)
, al
s
o
co
ncl
u
de
d t
h
at
:
rewar
d
a
nd
aut
o
nom
y
gi
vi
ng
rel
a
t
e
d t
o
t
h
e j
o
b
sh
all in
crease
work m
o
tiv
ati
o
n, an
d job
sat
i
sfactio
n
t
h
at
ev
en
t
u
ally th
e
work qu
ality also
in
creased
[1
2
]
,[6
]
.
Inno
v
a
tion
,
t
h
at d
y
n
a
m
i
cal
ly
in
teg
r
ated
to
p
e
rson
al
ab
ility can
in
crease em
p
l
o
y
ee p
e
rform
a
n
ce, th
is case is
in
teg
r
ation
of ap
p
lied
p
s
ych
o
l
o
g
i
cal app
r
o
ach,
in
nov
atio
n
an
d
cogn
itiv
e ab
ility. E
m
p
l
o
y
ee p
e
rform
an
ce
i
n
crease
c
a
n
al
so be d
one
by
t
h
e gi
vi
n
g
o
f
bo
nus
o
r
reward
appropriate to t
h
e
work ac
hieve
m
ent achieve
d.
1.
8.
C
o
nceptua
l
Mo
del
In
this
resea
r
c
h
, t
h
ere
w
e
re
f
o
u
r
va
riables
wo
ul
d be resea
r
che
d
, nam
e
ly: com
p
etence
variable
(X1),
com
p
ensation
varia
b
le (X2), teacher jo
b satisfaction
varia
b
le (Z), and tea
c
her
perform
a
nce va
riable (Y). T
h
e
researc
h
c
o
nce
p
t
u
al
m
odel
ca
n
be
depi
ct
e
d
a
s
Fi
g
u
re
1
.
Fi
gu
re 1.
R
e
se
arch
Concept
u
al Model
Evaluation Warning : The document was created with Spire.PDF for Python.
I
J
ERE
I
S
SN
:
225
2-8
8
2
2
Teac
her Pe
rf
or
ma
nce
of
T
h
e
S
t
at
e Voc
a
t
i
o
nal
Hi
g
h
Sc
ho
ol
T
e
ache
rs i
n
..
.. (
A
mi
art
u
t
i
K
u
s
u
ma
ni
n
g
t
y
a
s
)
79
2.
R
E
SEARC
H M
ETHOD
2.
1.
Rese
arch Desi
gn
This resea
r
c
h
about the Stat
e Vo
cational
High Sc
hool teachers i
n
Surabaya Indonesia, constituted
analysis on tea
c
her
perform
a
nce through c
o
m
p
etence, co
mpensation, and
job satisfaction in State Vocat
ional
High
Scho
o
l
in
Surab
a
ya. Th
is research
used
m
u
ltiv
ariate an
alysis. Th
e
research
ty
p
e
was exp
l
anato
r
y
researc
h
, i
n
which it will be
studied t
h
e ca
usal corre
lation am
ong
varia
b
les by m
eans of
hypothesis
testing
have
bee
n
det
e
rm
i
n
ed bef
o
re.
The m
a
i
n
m
e
tho
d
of
t
h
i
s
res
earch was
the
researc
h
of survey res
u
lts, tha
t
is, a
researc
h
co
n
d
u
c
t
e
d by
t
a
ki
n
g
sam
p
l
e
of po
p
u
l
a
t
i
on
usi
n
g
qu
estion
n
a
ire as th
e to
o
l
of m
a
in
d
a
ta co
llecto
r
. To
m
easure dat
a
i
t
was d
one
by
Li
kert
scal
e.
Thi
s
research
was im
p
l
e
m
en
ted
in
th
e State Vo
cation
a
l
High
Sch
ool
set
t
i
ng i
n
S
u
ra
bay
a
I
n
do
nesi
a,
o
n
Oc
t
obe
r up
t
o
De
cem
b
er 20
1
4
.
2.
2.
Popul
ati
o
n an
d
S
a
mple of
Research
Pop
u
l
ation
in
th
is research
was th
e teachers of
the
State Vocati
onal
High Sc
hools
in Sura
baya,
am
ount
e
d
t
o
3
1
7
,
wi
t
h
ed
uca
t
i
on de
gree
of
sch
o
l
a
r o
r
di
pl
om
a four, a
n
d have
had t
h
e y
ear of se
rvi
ce
m
i
nim
a
l
5 y
ears.
Sam
p
li
ng m
e
t
hod
us
ed was t
h
e Ac
ci
dent
al
Sam
p
l
i
ng m
e
t
hod.
Es
t
i
m
a
t
i
on use
d
was t
h
e Pa
rt
i
a
l
Least
Sq
uare
(P
LS)
a
n
d
sam
p
le num
bers
resea
r
c
h
e
d
was
of
9
2
res
p
o
n
d
ents
.
2.
3.
Classific
a
ti
on and
De
finitio
n
of Operational Variable
Vari
abl
e
Cl
as
si
fi
cati
on
The resea
r
ch
variables we
re determined and classi
fied in accorda
n
ce with
th
e hypotheses
have be
e
n
form
ulated. Com
p
etence (X1)
and c
o
m
p
ensation (X2) variables
were
us
e
d
as
exoge
n
ous
va
riables, teache
r
perform
a
nce variable (Y) as
en
dog
enou
s v
a
riab
le, wh
ile, jo
b
satisfactio
n
v
a
riab
le
(Z)
acted
as
in
terv
en
ing
vari
a
b
l
e
.
Definiti
on o
f
Opera
tio
n
al V
a
riable
a.
Teacher c
o
mpetence
Teacher c
o
m
p
etence is the basic char
acteri
s
tic of teacher
influe
ncing th
e
m
a
nner to think a
nd to act,
to
mak
e
g
e
n
e
ralizatio
n
to
all situatio
n
faced
,
and
to
last
qu
ite lo
ng
in
t
h
e self
of em
ployee.
Com
p
etence was
measu
r
ed b
a
sed
o
n
three ind
i
cato
r
s i
n
vo
lv
i
n
g
:
kno
wled
g
e
,
sk
ill, and
sel
f
co
n
c
ep
t
[2
].
b.
Com
p
ens
a
ti
o
n
Co
m
p
en
satio
n
is a p
a
r
t
o
f
r
e
w
a
rd
system
t
h
at on
ly r
e
lated
to th
e economic p
a
r
t
,
n
e
v
e
r
t
h
e
less, sin
c
e
th
e
exi
s
t
e
nce
of c
o
nvi
ct
i
o
n t
h
at
t
h
e i
ndi
vi
dual
be
havi
or
was a
f
f
ect
ed by
sy
st
em
i
n
t
h
e wi
de
r
spect
r
u
m
t
h
en t
h
e
com
p
ensat
i
on
sy
st
em
coul
d not
be se
pa
rat
e
d fr
om
t
h
e whol
e re
war
d
s
y
st
em
suppl
i
e
d by
o
r
ga
ni
zat
i
o
n
.
Whi
l
e
,
rewa
r
d
i
t
s
el
f i
s
al
l
t
h
i
ngs s
u
p
p
l
i
e
d
by
or
ga
ni
zat
i
on
fo
r sat
i
s
fy
i
ng
o
n
e
i
ndi
vi
du
al
ne
eds
or m
o
re. T
h
e
com
p
ensat
i
on
vari
a
b
l
e
i
s
, ope
rat
i
onal
l
y
, m
e
asure
d
by
usi
n
g
t
h
ree i
ndi
cat
o
r
s [5]
,
nam
e
l
y
:
basi
c pay
(ba
s
ed
pay
)
,
pe
rf
orm
a
nce
base
d
pay
(pe
r
f
o
rm
ance r
e
l
a
t
e
d pay
)
, a
n
d i
n
di
rect
pay
(
e
m
p
l
o
y
ee be
ne
fi
t
)
.
c.
T
e
acher J
o
b S
a
ti
s
f
ac
ti
on
Teacher j
o
b sa
tisfaction
is
as a
ge
ne
ral
attitude
of a
n
indivi
dual
to
his
or
her occ
u
pation. Satisfaction c
a
n
b
e
seen
fro
m
t
h
e lo
yalty of t
h
e related
em
p
l
o
y
ee to
th
e typ
e
an
d cond
itio
n of
work
, t
h
e reward
for
wo
rk
achi
e
vem
e
nt
,
t
h
e chal
l
e
nge
,
an
d t
h
e
co
n
s
eq
uence
o
f
m
a
nagem
e
nt
st
y
l
e. Job
sat
i
s
fact
i
o
n
va
ri
ab
l
e
,
o
p
e
ration
a
lly, is
m
easu
r
ed
by u
s
ing
fou
r
in
d
i
cators
[4
], n
a
m
e
ly
: Sati
sfactio
n to
p
a
y o
r
i
n
cen
tive,
Satisfactio
n to
work typ
e
, Satisfactio
n to
equity, an
d
Satisfac
t
i
on t
o
co
-
w
o
r
kers
.
d.
Teacher Pe
rformance
Teacher
pe
rformance is as a work
result, according to
quality and qua
n
tity
that can be achieve
d by
a
n
e
m
p
l
o
y
ee in
co
ndu
ctin
g
du
ty co
n
s
isten
t
with
th
e re
sp
onsib
ility assig
n
e
d
to
h
i
m
o
r
her. Op
eratio
n
a
lly,
p
e
rform
a
n
ce variab
le is m
easu
r
ed
b
y
using
t
h
ree ind
i
cato
r
s [17
]
,
n
a
m
e
ly
: Work
resu
lt
q
u
ality, Wo
rk
ti
me
p
u
n
c
tu
ality, and
Work
resu
lt
q
u
a
n
tity.
Evaluation Warning : The document was created with Spire.PDF for Python.
I
S
SN
:
2
252
-88
22
I
J
ERE
Vo
l.
4
,
N
o
.
2
,
Jun
e
201
5 :
7
6
– 83
80
3.
R
E
SU
LTS AN
D ANA
LY
SIS
3.
1.
RE
SUL
T
S
3.1.1. Me
asur
ement Model Rese
arch
Table
1 a
n
d Ta
ble 2 s
h
ow t
h
e
whole
results
of m
easurem
ent m
odel researc
h
.
Tabl
e 1. O
u
t
e
r Loa
d
i
n
gs
a
n
d
C
r
oss
Lo
adi
n
g
s
Satisfacti
on (
Z
)
Perf
or-
m
a
nce (Y)
Co
m
p
en-
sation (
X
2)
Co
m
p
e
-
tence
(X1
)
Satis-
faction (
Z
)
Perf
or-
m
a
nce (Y)
Co
m
p
en-
sation (
X
2)
Co
m
p
e
-
tence (X1)
x1.
1
0.
7463
59
0.
5565
54
0.
4072
15
0.
6489
92
0.
7463
59
x1.
2
0.
5873
35
0.
3712
84
0.
3387
32
0.
4068
05
0.
6873
35
x1.
3
0.
8147
04
0.
4867
47
0.
4925
04
0.
5050
62
0.
8147
04
x2.
1
0.
2052
10
0.
2391
23
0.
0622
44
0.
7052
10
0.
1087
95
x2.
2
0.
7559
55
0.
4861
51
0.
2501
47
0.
7559
55
0.
5879
36
x2.
3
0.
6805
11
0.
4514
80
0.
3739
11
0.
6805
11
0.
4780
72
y
1
0.
8279
28
0.
4399
64
0.
8279
28
0.
2749
45
0.
3754
47
y
2
0.
5835
14
0.
4996
18
0.
6835
14
0.
4225
34
0.
4698
17
y
3
0.
9024
03
0.
4508
17
0.
9024
03
0.
2901
15
0.
4774
05
z1
0.
7427
24
0.
7427
24
0.
4370
44
0.
5170
60
0.
4702
81
z2
0.
7168
35
0.
7168
35
0.
4307
22
0.
5310
11
0.
5262
95
z3
0.
8244
40
0.
8244
40
0.
5146
05
0.
5234
12
0.
4888
29
z4
0.
6064
0
0.
7506
40
0.
0643
65
0.
0461
73
0.
2230
38
Tabl
e 1 s
h
ow
s Out
e
r L
o
adi
ngs
de
pi
ct
t
h
e
l
o
adi
n
g
fact
o
r
val
u
es
(co
n
v
erg
ent va
lidity)
of
each
i
ndi
cat
o
r
. F
r
o
m
t
h
i
s
t
a
bl
e i
t
kn
o
w
n t
h
at
al
l
of l
o
a
d
i
n
g
fact
or
val
u
es
of t
h
e researc
h
i
n
di
cat
ors (c
om
pensat
i
o
n
,
com
p
etence,
sa
tisfaction, and perform
a
nce) l
a
rge
r
tha
n
0.5.
This case
s
hows that all of i
n
dicators a
r
e
valid.
C
r
oss
Loa
d
i
n
g
s
de
pi
ct
t
h
e
dis
criminant validity
of
each
ind
i
cato
r
. Fr
o
m
th
is tab
l
e it know
n th
at all
loading
factor
values
of the
re
sear
ch indicators a
b
le to
predi
c
t the lo
a
d
ing factor value
of each varia
b
le.
Tab
l
e
2
.
Av
erag
e
Varian
ce Ex
tracted (AVE) an
d
C
o
m
p
o
s
ite Reliab
ility
AVE
Co
m
posite Reliabi
lity
Satisfaction (
Z
)
0.
6419
71
0.
7764
42
Per
f
orm
a
nce (
Y
)
0.
6134
28
0.
8219
55
Co
m
p
ensation (
X
2
)
0.
7588
91
0.
8325
54
Co
m
p
etence (
X
1)
0.
5219
19
0.
7629
30
Sou
r
ces:an
a
lysis resu
lts
Table
2 indicates that the
AVE val
u
es a
r
e sa
me, the
resea
r
c
h
vari
a
b
l
e
s l
a
r
g
er
t
h
a
n
0.
5. T
hus
i
t
co
ul
d
be co
ncl
u
de
d t
h
at
m
odel
m
e
asurem
ent
eval
u
a
t
i
on by
usi
n
g AVE val
u
es
ha
d
t
h
e go
o
d
val
i
di
t
y
di
scri
m
i
nat
i
o
n
.
Tab
l
e 3
:
Th
e co
m
p
o
s
ite reliab
ility v
a
lu
e o
f
measu
r
em
en
t resu
lt o
n
t
h
e research
m
o
d
e
l sh
owed
th
at all v
a
lu
es
> 0
.
7
,
thu
s
it co
u
l
d
b
e
sai
d
that th
e con
s
tru
c
t
h
a
d
th
e goo
d reliab
ility.
3.
1.
2.
Mo
del
E
s
ti
m
a
ti
on
In
t
h
is m
easu
r
e
m
en
t stag
e was con
d
u
c
ted
co
nfirm
a
to
ry facto
r
an
alysis/co
n
stru
ct
v
a
lidity o
n
th
e
measurem
ent
m
odel of Competence (X
1),
C
o
m
p
ensat
i
o
n
(X2
)
, Pe
rf
or
m
a
nce (Y)
,
an
d Jo
b sat
i
s
fact
i
on (Z
)
.
Thi
s
case
i
s
s
h
ow
n
o
n
Fi
gu
re
2.
Evaluation Warning : The document was created with Spire.PDF for Python.
I
J
ERE
I
S
SN
:
225
2-8
8
2
2
Teac
her Pe
rf
or
ma
nce
of
T
h
e
S
t
at
e Voc
a
t
i
o
nal
Hi
g
h
Sc
ho
ol
T
e
ache
rs i
n
..
.. (
A
mi
art
u
t
i
K
u
s
u
ma
ni
n
g
t
y
a
s
)
81
Fi
gu
re
2.
R
e
se
arch
M
o
del
3.
1.
3.
Par
a
meter
T
e
sti
n
g
Tabl
e
3 s
h
o
w
s t
h
at
t
h
e
val
u
es
of
al
l
re
gr
essi
on
coe
ffici
ents were
not eq
u
a
l to
zero th
ereb
y th
e
co
rrelatio
n of cau
s
ality in
m
o
d
e
l cou
l
d b
e
accep
ted
.
Table
3. M
odel
Researc
h
Pa
ra
meter Estim
a
tion Path Coe
ffi
cients
Original
Sa
m
p
el
(O)
Sa
m
p
el
Mean
(M)
Standar
d
Deviation
(STD
EV)
Standar
d
Erro
r
(STERR)
T Statistics
(IO/Ste
rr
I)
Co
m
p
etence (
X
1)->Satisfaction (
Z
)
0.
3483
54
0.
3498
82
0.
0098
82
0.
0896
7
2.
6731
2
Co
m
p
ensation (
X
2
)
-
>
Satisfaction (
Z
)
0.
4280
43
0.
4295
73
0.
0495
73
0.
0637
7
2.
6182
3
Co
m
p
ensation (
X
2
)
-
>
Per
f
orm
a
nce
(
Y
)
0.
1738
82
0.
1758
82
0.
0058
82
0.
1335
5
2.
2203
4
Co
m
p
etence (
X
1)
-
>
Per
f
orm
a
n
ce (Y)
0.
4015
73
0.
4085
73
0.
0485
73
0.
0764
5
2.
1052
4
Satisfaction (
Z
)
-
>Per
form
ance
(
Y
)
0.
45681
2
0.
4598
12
0.
0098
12
0.
0483
4
5.
5161
2
3.
1.
4.
Hyp
o
thesi
s
T
e
sti
n
g
Table 3, shows that there was t
eacher competence effect on teache
r
job satisfaction of 0.348, wit
h
significa
nce
of 0.000, a
n
d T
Statistic
value
= 2.673. It m
eant
that the
exis
ting teache
r
c
o
m
p
etence at this tim
e
is, signi
ficantly influe
ntial on teach
e
r
job satisfaction
of 34.8%. This
case m
eant that hypot
h
esis
1 is
accepted.
There
was
com
p
ensation effect on teac
her
job satis
f
acti
o
n o
f
0
.
428
,
w
ith sig
n
i
f
i
can
ce
of
0.000
, and
T Statistic v
a
l
u
e = 2.618
. It
mean
t th
at th
e ex
istin
g
co
m
p
en
sation
at th
is ti
m
e
is, sig
n
i
fican
tly in
flu
e
ntial on
teacher job
satisfactio
n of
42.8%. This
cas
e
meant that hy
pothesis
2 is
acc
epted.
There
was teac
her c
o
m
p
etence effect
on teac
her
job s
a
t
i
s
fac
t
i
on o
f
0.
40
1,
wi
t
h
si
g
n
i
f
i
c
a
n
ce of
0.
0
0
0
,
and T Statistic value = 2.105. It m
eant th
at the exis
ting teacher com
p
etence at th
is
tim
e
is, significantly
influe
ntial on t
eacher pe
rform
a
n
ce
of 40.1%. This ca
se m
e
a
n
t th
at
hypothe
s
is 3 is
accepta
ble.
There
wa
s t
e
a
c
her
pe
rf
orm
a
nce c
o
m
p
ensat
i
on e
ffect
o
f
0
.
1
7
3
,
wi
t
h
si
g
n
i
f
i
cance
o
f
0.
00
0,
an
d
T
Statistic v
a
lu
e
= 2
.
105
. It m
e
an
t th
at th
e co
m
p
en
satio
n
receiv
e
d
at th
is ti
m
e
is, sig
n
i
fican
tly in
flu
e
n
t
ial o
n
teacher
pe
rformance of
17.3%. T
h
is case
m
eant that
hypot
h
es
is
4 is acce
ptable.
There
wa
s tea
c
her job satisfaction e
ffect
on teach
e
r
pe
rform
a
nce
of 0.45
6, with significance
of
0.
00
0,
an
d T
St
at
i
s
t
i
c
val
u
e = 5.
5
1
6
.
It
m
eant
t
h
at
the e
x
isting te
acher c
o
m
p
etence at this ti
me is,
significa
ntly influe
ntial on
teacher pe
rform
a
nce of
60.0%
.
T
h
is cas
e m
eant
that hypothesis 5 is
accepta
ble.
3.2. Discussion
3.
2.
1.
E
ffect
o
f
C
o
m
p
etence
o
n
Jo
b S
a
ti
sf
ac
ti
on
This researc
h
,
found that teacher
com
p
etenc
e
is significantly infl
uential on teacher job satisfaction
of
t
h
e
St
at
e V
o
cat
i
onal
Hi
g
h
Sch
ool
i
n
Su
ra
bay
a
. T
h
e
fi
n
d
i
ngs
of this
rese
arch inform
ed that the c
o
m
p
etence
v
a
riab
le facto
r
s h
a
v
e
th
e po
sitiv
e relatio
n
to
jo
b
satis
factio
n, in
wh
ich
th
e co
m
p
eten
ce sh
ap
ing
fact
ors are:
knowledge, s
k
ill, and self c
once
p
t. By usi
ng
factor
anal
ysis it known that th
e dom
inant fact
ors s
h
api
n
g
teacher c
o
m
p
etence a
r
e self c
once
p
t,
followed
by teache
r
's skill, a
n
d teacher's knowle
d
ge.
In
order that
teacher job sa
tisfaction increase th
en self conce
p
t factor
in com
p
etence need t
o
increase. T
h
is
case can be
done
by provi
d
ing c
onst
r
uction
in order t
h
at teacher capa
b
le t
o
inc
r
ease
his
or
he
r
Evaluation Warning : The document was created with Spire.PDF for Python.
I
S
SN
:
2
252
-88
22
I
J
ERE
Vo
l.
4
,
N
o
.
2
,
Jun
e
201
5 :
7
6
– 83
82
com
p
etence, thus m
a
y know the work
duty
put upon. Teacher
c
o
nstruction
is in
order that ca
n properly
unde
rstand about the work ch
aracteristic that he or s
h
e doe
s
, always
act with heart, a
nd
behave i
n
accordance
with
t
h
e
ru
les.
Th
is case can
b
e
ob
serv
ed
and
app
lied
cr
itically for the
suc
cess
of teac
hing
process
,
a
n
d
also
to
in
crease teach
e
r job
satisfactio
n
.
Th
e resu
lts of th
is research
were in
lin
e with th
e researc
h
re
sul
t
s
of
Wi
dy
at
m
i
ni
, and L
u
q
m
an Haki
m
(
201
0)
wh
ich
fo
und
th
at lead
er
sh
i
p
,
com
p
ens
a
tion, and c
o
mpetence were fo
u
n
d
ha
ve co
rr
el
at
i
on t
o
em
ploy
ee
per
f
o
r
m
a
nce [
15]
.
R
o
si
dah
(2
0
0
3
)
al
s
o
i
n
fo
rm
ed t
h
at
c
o
m
p
et
ence i
s
very
i
n
fl
ue
nt
i
a
l
on
em
pl
oy
ee j
ob
satisfactio
n
[1
0].
3
.
2
.
2
.
C
o
mp
e
t
en
c
e
Ef
f
e
c
t
on
P
e
rfo
r
ma
n
c
e
This resea
r
ch, found that com
p
etence was significa
ntly
influe
n
tial on
teacher pe
rformance. The
find
ing
s
o
f
th
is research informed
th
at co
m
p
eten
ce
v
a
ri
ab
le factors h
a
v
e
po
sitiv
e co
rrelatio
n to
p
e
rfo
r
m
a
n
ce.
Perf
o
r
m
a
nce is t
h
e success
rat
e
of a pe
rs
on as
wh
ol
e d
u
ri
ng a gi
ven
peri
od
wi
t
h
i
n
im
pl
em
ent
i
ng t
a
sk i
f
co
m
p
ared
to
v
a
ri
o
u
s
p
o
ssibilit
ies, su
ch
as work
resu
lt
stan
d
a
rd
, targ
et o
r
g
o
a
l or criteria h
a
ve b
e
en
det
e
rm
i
n
ed fi
r
s
t
and
ha
ve
bee
n
a
g
ree
d
t
oget
h
er
[
8
]
.
Th
e resu
lts of th
is research
were in
lin
e with th
e researc
h
re
sul
t
s
of
Wi
dy
at
m
i
ni
, and L
u
q
m
an Haki
m
(2010) showe
d
that co
m
p
etence was found
had c
o
rrela
t
i
o
n
wi
t
h
em
pl
oy
ee perf
o
r
m
a
nce [15]
. T
h
e res
u
l
t
s
of
th
is research
were also
in
lin
e with
th
e resu
lt
s o
f
re
sear
ch
by Ro
sid
a
h
(200
3)
th
at
indicat
ed that com
p
etence s
i
n
fl
ue
nt
i
a
l
o
n
e
m
pl
oy
ee perf
or
m
a
nce [
10]
.
3.
2.
3. C
o
mpen
sati
on
E
ffec
t
o
n
S
a
ti
sf
ac
ti
on
This resea
r
c
h
, found t
h
at com
p
et
en
ce sign
ifican
tly in
fl
u
e
n
tial on
teach
e
r
jo
b
satisfactio
n. The
find
ing
s
of th
is research
in
fo
rm
ed
th
at th
e co
m
p
en
satio
n v
a
riab
le fact
ors h
a
v
e
po
sitiv
e correlation
to
job
satisfactio
n
,
in wh
ich
th
e co
m
p
en
satio
n sh
ap
i
n
g fact
ors
are:
bas
e
d
p
a
y
,
per
f
o
rm
ance rel
a
t
e
d
pay
,
an
d
em
pl
oy
ee be
ne
fi
t
.
The m
o
st
dom
i
n
ant
co
nt
ri
but
i
ons i
n
s
h
a
p
i
n
g com
p
ensat
i
o
n are
per
f
o
r
m
a
nce rel
a
t
e
d
pa
y
i
ndi
cat
or
,
fol
l
o
we
d
by
e
m
pl
oy
ee bene
f
i
t
,
an
d
base
d
pay
.
B
y
t
h
e
d
o
m
i
nant
of
pe
rf
orm
a
nce rel
a
t
e
d
pay
di
m
e
nsi
o
n
i
n
sha
p
i
n
g com
p
e
n
sat
i
o
n va
ri
abl
e
, t
h
e
n
t
h
e
V
o
cat
i
onal
Hi
gh
Sch
ool
m
a
nag
e
r,
ri
g
h
t
e
o
u
sl
y
pay
m
o
re at
t
e
nt
i
on t
o
th
is co
m
p
en
satio
n
,
du
e to
com
p
en
satio
n
is a p
a
rt of so
l
v
i
ng
key
s
o
f
h
o
w
t
o
m
a
ke
m
e
m
b
ers do i
n
ac
cor
d
a
n
ce
with the orga
ni
zational desire
. This com
p
ens
a
tion syst
em
will assist to create will am
ong the quality peoples
to
jo
in
t
with the org
a
n
i
zatio
n
an
d do
acts th
e org
a
n
i
zatio
n need
.
Th
e
resu
lts
o
f
t
h
is research
were in
lin
e
with th
e r
e
sear
ch
of
Parwo
t
o
W
i
do
do
(
201
2)
,
wh
ich
sho
w
ed
th
at co
m
p
en
satio
n
h
a
v
e
po
sitiv
e effect on
j
o
b
satisfaction
[1
8
]
. Th
e
research
resu
lts were also
in
lin
e
wi
th
the
find
ing
s
resu
lts o
f
Tri Bu
d
i
Marwan
to
(201
4), sh
ow
e
d
that com
p
etence is signi
fican
t
l
y in
flu
e
n
tial o
n
job
sat
i
s
fact
i
on
[1
9]
. T
h
e res
e
a
r
ch
res
u
l
t
s
o
f
W
i
dy
at
m
i
ni
, an
d L
uqm
an Ha
ki
m
(201
0) al
s
o
s
h
ow
ed t
h
a
t
co
m
p
en
satio
n is related
t
o
em
p
l
o
y
ee satisfactio
n
[15
]
.
3.
2.
4.
Com
p
ens
a
ti
o
n
E
f
f
ect
on
Pe
rform
a
nce
This
researc
h
,
found that c
o
m
p
ensation is
significa
n
tly influ
e
n
tial o
n
the p
e
rfo
r
m
a
n
ce of th
e State
Vocat
i
o
nal
Hi
gh
Sc
ho
ol
t
e
a
c
hers
i
n
Su
ra
b
a
y
a
. The
fi
n
d
i
ngs
of t
h
is re
s
earch inform
e
d
that c
o
m
p
ensation
varia
b
le factors ha
ve
positive correl
ation
on pe
rform
a
nce. This ca
se
showe
d
t
h
at to inc
r
ease t
eacher
perform
a
nce, then it first nec
e
ssary
to provide the reas
ona
ble com
p
ensati
on for teacher. These findings also
showe
d
that the better c
o
m
p
ensation the
teacher receive
,
it
will the
higher the teach
e
r
pe
rform
a
nce. This case
showe
d
t
h
at c
o
m
p
ensation is so nec
e
ssary
to
get atte
ntion,
due t
o
, e
v
e
n
tually,
teache
r
perform
a
nce
highly
affected by
com
p
ensation.
W
i
dy
at
m
i
ni
, and L
u
qm
an Haki
m
(201
0) i
n
t
h
ei
r
researc
h
res
u
l
t
s
sh
o
w
ed t
h
at
com
p
ensat
i
o
n a
n
d
com
p
etence ha
ve correlation t
o
em
ployee
p
e
rfo
r
m
a
n
ce [15
]
. Th
e
resu
lts o
f
th
is research
were i
n
lin
e wi
th
th
e
fi
n
d
i
n
gs
of
S
u
pri
y
ant
o
(
2
00
5
)
,
whi
c
h s
h
owe
d
t
h
at
c
o
m
p
ens
a
t
i
on si
gni
fi
ca
nt
l
y
i
n
fl
ue
nt
i
a
l
t
o
per
f
o
r
m
a
nce [
12]
.
3.
2.
5.
Jo
b S
a
ti
s
f
a
c
ti
on E
ffec
t
on
P
erform
a
nce
This re
searc
h
, found that
job satisfaction
signifi
ca
ntly infl
uential on t
eacher pe
rformance.
T
h
e
find
ing
s
of this research
inform
ed
th
at j
o
b
satisfacti
o
n
v
a
riab
le facto
r
s
h
a
v
e
po
sitiv
e co
rrelati
o
n
on
perform
a
nce; t
h
is case showed that
by inc
r
easing satisfa
ction, the
n
it will boost the
increase
of t
eacher
per
f
o
r
m
a
nce.
By using fa
ctor a
n
alysis it
known that the dom
in
ant fa
ctor s
h
api
ng t
eacher satisfac
tion is the
satisfactio
n
t
o
eq
u
ity,
fo
llowed
b
y
th
e satisfactio
n to
salary, satisfaction to
co
-wo
r
k
e
rs and
satisfactio
n t
o
occu
pat
i
o
n t
y
pe. Teac
he
r j
ob
sat
i
s
fact
i
o
n cau
sed
by
success i
n
i
m
pl
em
ent
i
ng hi
s or
he
r t
a
sk
s, t
h
e
perform
a
nce will be higher t
h
an teache
r
who does
not satisfied
of
his
or her
occ
upation.
In t
h
is resea
r
ch it
also
kno
wn
th
at th
e in
crease
of adde
d val
u
e is the be
ha
vior
characte
r
istic to be t
h
e m
easure of inc
r
ease
or
not
Evaluation Warning : The document was created with Spire.PDF for Python.
I
J
ERE
I
S
SN
:
225
2-8
8
2
2
Teac
her Pe
rf
or
ma
nce
of
T
h
e
S
t
at
e Voc
a
t
i
o
nal
Hi
g
h
Sc
ho
ol
T
e
ache
rs i
n
..
.. (
A
mi
art
u
t
i
K
u
s
u
ma
ni
n
g
t
y
a
s
)
83
the teache
r
pe
rform
a
nce. T
h
e res
u
lts of thi
s
resea
r
ch
we
re in line
with
the fi
ndi
ngs
of Supriyant
o
(2005),
wh
ich
sho
w
ed
th
at jo
b satisfactio
n
si
g
n
i
fican
tly in
flu
e
n
tial on
p
e
rform
a
n
ce [1
2
]
.
4.
CO
NCL
USI
O
N AN
D SU
G
G
ESTIO
N
B
a
sed
on
anal
y
s
i
s
ha
ve
been
c
o
n
d
u
ct
ed t
h
e
n
fr
om
t
h
i
s
resea
r
ch
i
t
co
ul
d
be
concl
ude
d a
s
f
o
l
l
o
w:
1.
Co
m
p
eten
ce sig
n
i
fican
tly in
fl
u
e
n
tial on
teach
e
r job
satisfactio
n
.
2.
Com
p
etence signi
ficantly infl
uen
t
i
a
l
o
n
t
eac
her
pe
rf
orm
a
nce.
3.
Com
p
ensation significa
ntly
influe
ntial on teach
er job satisfa
ction.
4.
Com
p
ensation significa
ntly
influe
ntial on teacher pe
rform
a
nce.
5.
Teacher
job s
a
tisfaction significan
tly influential on teac
her
perform
a
nce of the Stat
e Vocational
High
Sch
ool
i
n
S
u
ra
bay
a
.
Related
to
th
e
ro
les of co
m
p
eten
ce and c
o
m
p
en
sat
i
on o
n
p
e
rf
orm
a
nce,
ind
i
rectly, b
y
mean
s of job
sat
i
s
fact
i
on,
n
o
t
y
e
t
i
n
cl
udi
n
g
bei
ng t
h
e st
udy
i
n
t
h
i
s
re
s
earch
, t
h
en t
h
i
s
case can be
st
udy
f
o
r s
u
bs
eque
nt
researc
h
.
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