Work Motivation and Leadership of Learning Activity Center Head  on Tutors’ Performance

Rusmin  Husain; Sukma Nurilawati  Botutihe; Novianty  Djafri; Arif Alauddin  Umar

doi:10.36941/ajis-2022-0119

Authors

Rusmin Husain Study Program of Non-Formal Education, Faculty of Education, Universitas Negeri Gorontalo, Jl. Jend. Sudirman No.6, Dulalowo Tim., Kec. Kota Tengah, Kota Gorontalo, Gorontalo 96128, Indonesia
Sukma Nurilawati Botutihe Study Program of Guidance and Counselling, Faculty of Education, Universitas Negeri Gorontalo, Jl. Jend. Sudirman No.6, Dulalowo Tim., Kec. Kota Tengah, Kota Gorontalo, Gorontalo 96128, Indonesia
Novianty Djafri Study Program of Educational Management, Faculty of Education, Universitas Negeri Gorontalo, Gorontalo, Indonesia
Arif Alauddin Umar Study Program of State Development Administration, Polytechnic of STIA LAN Makassar, Jl. A. P. Pettarani No.61, Bua Kana, Kec. Rappocini, Kota Makassar, Sulawesi Selatan 90231, Indonesia

DOI:

https://doi.org/10.36941/ajis-2022-0119

Keywords:

leadership of LAC head, partial effect, simultaneous effect, tutors’ performance, work motivation

Abstract

The purpose of this study was to determine the partial and simultaneous effect of work motivation and leadership of the head of learning activity center (LAC) on tutors’ performance in Bone Bolango Regency. The study was relied on a quantitative approach and causality design. Further, the data analysis technique consisted of a descriptive analysis of importance performance analysis (IPA) and multiple regression. The results showed that (1) work motivation positively and significantly influenced tutors’ performance in Bone Bolango Regency with a determination coefficient of 44.30%. (2) The leadership of the LAC head positively and significantly contributed to tutors’ performance in the site area with a determination coefficient of 40.20%. (3) Work motivation and the leadership of LAC head simultaneously and significantly affected tutors’ performance with a determination coefficient of 84.50%. On the other hand, the remaining 15.50% was explained by other variables, namely work discipline, performance allowance, work environment, and work ethic.

Received: 25 November 2021 / Accepted: 30 June 2022 / Published: 5 July 2022