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Advances in Social Science, Education and Humanities Research, volume 379
1st Vocational Education International Conference (VEIC 2019)
Power Influence of Leadership on Lecturer Performance for
University Quality Management
Sri Handayani, DYP Sugiharto, Joko Sutarto, Kardoyo
Doctoral Program of Education Management Departement, Universitas Negeri Semarang, Semarang, Indonesia
handayani@mail.unnes.ac.id, dypsugiharto@mail.unnes.ac.id, jokotarto@mail.unnes.ac.id, kardoyo@mail.unnes.ac.id
Keywords: Job Satisfaction, Leadership, Lecturer, Path Goal.
Abstract: This review article give analysis about the relationship between path goal leadersip and job satisfaction of
lecturers at the 4.0 revolution era. The leader uses the leadership pattern of the goal path in managing the
lecturer. The job satisfaction of lecturers depends on the leadership behaviour of the college. There is a
significant correlation between the pattern of leadership path goals with lecturer job satisfaction in the form
of: support, participatory, achievement-oriented leaders, assignments, and effective supervision. There is
also a correlation between the demographic characteristics of lecturers (age, gender, educational
qualifications, and years of service) with job satisfaction of lecturers. The correlation between situational
factors such as self-control, completion of tasks assigned, ability to accept pressure, and salary with lecturer
job satisfaction is significant. University quality management that impact from the analysis about path goal
leadership and lecturer satisfaction. Quality management in university is an important thing that must be
reviewed and implemented so that the university can maintain its existence.
1 INTRODUCTION Effectivennes and significant
Turn Over Intention
The 4.0 revolution era produced growth and S.H. Malik Relationship There are
competition in the success of a tertiary institution . (2013) between Leader relationship between
So that there is a need for management and Behaviors and leadership with job
Employees’s Job satisfaction
perspective of leadership patterns so that the work Satisfaction : A
environment is a university. Because with effective Path Goal
management and leadership will create job Approach
satisfaction lecturers so that lecturer performance Jens Instrumental These Result
will increase. In theories about leadership has been Rowold Leadership : demonstrate that
recommended antecedents for employee job (2014) Extending the potentially,
satisfaction (Ronald, 2014). The state of the art of Transformational- instrumental
this article can be seen in Table 1. Transactional leadership is valid
Leadership extension to the
Paradigm. transformational and
Table 1. State of the art transactional
Researcher Titlle Result leadership paradigm.
S.H. Malik A Study of There is an inverse Busse Comprehensive Historical
(2012) Relationship relationship between Ronald Leadership Riview- foundation of
between Leader job expentancy with (2014) Literature, Theories leadership theories
Behaviors and leadership and Research and then elucidates
Subordinate Job modern leadership
Expectancies : A Lecturers are elements of education that occupy a
Path Goal strategic position to create quality education and can
Approach improve the ranking of the colleges they support
Marva L The Impact of Path Study’s findings for (Dewan and Dewan, 2010). The active participation
Dixon and Goal Leadership organizational of lecturers has a great influence on national
L.K Hart Styles on Work leaders and the fields development(Dixon and Hart, 2010). For this reason,
(2010) Group of workers are
Copyright © 2019 The Authors. Published by Atlantis Press SARL.
This is an open access article distributed under the CC BY-NC 4.0 license (http://creativecommons.org/licenses/by-nc/4.0/). 46
Advances in Social Science, Education and Humanities Research, volume 379
in order to improve performance in tertiary directing, supervising and regulating the
institutions, effective job satisfaction of lecturers performance of its employees to work according to
needs to be considered by university leaders existing rules, having supportive behavior that is the
(Antonakis and House, 2013). Lecturers are leader has a plan, paying attention to employee
professionals who have the principles of talent, needs and assuming employees are partners work,
interest, calling, idealism, commitment to the having participatory behavior that is consulting and
leadership to improve the quality of education, have discussing problems with employees before making
academic qualifications that are linear in their fields, a decision, having achievement-oriented behavior
competencies that are appropriate to the field, where the leader has high-quality performance and
responsible and professional in carrying out tasks, improving performance in the future (Dixon and
earning salaries according to achievements work, Hart, 2010). In relation to the path goal theory,
have the opportunity to develop professionalism in a Gibson argues that the use of the path goal
sustainable manner, guarantee legal protection, take leadership style has implications for effective
shelter in an authorized professional organization behavior. Such behavior can be accepted by
with lecturer professionalism duties (Forceville, employees and is considered as motivation
2011). (Famakin and Abisuga, 2016). In higher education
Improved lecturer achievement is influenced by leaders with different leadership styles will affect the
the style of leadership (Grace, 2011). Some research satisfaction of lecturers in the institution. According
on leadership has been carried out and more on to Rowold satisfaction is defined as attitude,
transformational and transactional leadership styles meaning satisfaction is an evaluative statement
while with the development and revolution in the whether it has a positive or negative impact on
world of education which has implications for the individuals, groups or certain events Satisfaction can
effectiveness of higher education needs to be be a reaction to the cognitive, affective and
reviewed in order to be recommended as an evaluative nature of an event (Landrum and Daily,
antecedent for leadership from other institutions 2012). According to Kromhout and Forceville, job
(Kromhout and Forceville, 2013). Some opinions satisfaction is a person's perspective both good and
regarding the definition of leadership include that if bad of a job (Kromhout and Forceville, 2013).
leadership is an activity influencing a person or Satisfaction is an individual's general attitude
group in order to achieve the desired goals and towards his job (Forceville, 2011). Aspects of job
objectives (Malik, 2013). Leadership is the influence satisfaction include locus of control, abilities, tasks
of the relationship between leaders and employees to assigned, roles in institutions, stress levels when
make a change in achieving common goals carrying out tasks, the need for achievement
(Famakin and Abisuga, 2016). Experts divide (promotion), salary, co- workers (Kromhout and
leadership into four categories, among others based Forceville, 2013). Job satisfaction can also be felt
on: nature, behavior, contingency and good or bad because different demographic factors
transformational (Hernandez et al., 2011). Other include age, gender, educational qualifications, long
experts divide leadership into three eras, the era of the service term (Landrum and Daily, 2012). From
nature, the era of behavior and the era of the background that has been described, the purpose
contingency. All leadership styles have advantages of this article riview is a novelty in the form of the
and disadvantages depending on the situation and application of leadership path goals with the
conditions encountered (Vandegrift and Matusitz, satisfaction of lecturers at University.
2011). Power influence approach is related to
participative leadership where the division of power 2 ANALYSIS
and empowerment of its employees (Silverthorne,
2001). The appropriate leadership style for this Analysis framework for thinking flow in this article
participatory approach is the path goal leadership riview can be seen in figure 1.
theory. This path goal was developed by House
which states that leaders have a role in improving
the performance of their employees (Malik, 2012).
The goal theory path in this study is certainly
recommended for application to tertiary institutions
(Malik et al., 2014). House identifies four leadership
behaviors with style path goals including: having
directive behavior that shows dominance in
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Advances in Social Science, Education and Humanities Research, volume 379
self-control
completion of tasks assigned
ability to accept pressure
salary
Situation Factor
Support
Participatory Path Goal
Lecturer
achievement-oriented leaders Leadership
Satisfaction
assignments
effective supervision Characteristic of
Demographic
Age
gender educational
qualifications
years of service
Figure 1. Research framework
Figure 1 is a framework that writer want to accept the application of path goal leadership. The
analyze in which they want to know whether the number of masters that is greater than the doctor
leadership goal path applied at University has a causes the leader to be more supportive and motivate
positive impact or a negative impact on the the lecturer to improve performance. The existence
performance satisfaction of lecturers. The writer of motivation from the leadership resulted in
wants to know also the extent to which the situation increased lecturer performance so that achievement
factor and demographic characteristics affect is better. The satisfaction of lecturers in this master's
lecturer performance satisfaction. qualification is influenced by the assignment of tasks
Aspects of the leadership goal path analyzed and motivation in achievement. Path goal leadership
include support, participation, achievement-oriented has an achievement oriented character so that the
leaders, assignment of tasks, and effective leader will encourage lecturers who are still master
supervision (Polston-Murdoch, 2013). While the qualifications to be able to achieve achievement
situation factor is self control which means the (Grace, 2011).
condition with good emotional intelligence, the The level of maturity and emotional intelligence
ability to accept assignments, the role and level of possessed by lecturers with an older age. The
stress that can be experienced, the need for emotional level is more awake so that it can accept
achievement, and salary (Vecchio et al., 2008). leadership in any form. Emotional intelligence is
Lecturers with male gender feel that the path directly proportional to age, so the older a person is,
goal leadership has a good impact, even though the higher emotional intelligence, so that he can
lecturers with female gender have the same opinion. more wisely accept the pattern of leadership in path
This is in line with research conducted by Alanazi goals. Lecturers of this age have good locus of
which states that the assessment of the merits of the control, lecturers will be wiser in making decisions
behavior of leaders is influenced by the gender of and carrying out their activities (Famakin and
their subordinates. This also affects the task and the Abisuga, 2016). Older lecturers have knowledge and
level of stress received by the lecturer (Alanazi et experience about the work being done than younger
al., 2013). Male lecturers will have the ability to lecturers. Based on seniority positions, lecturers with
accept more and stronger assignments with pressure. old age can control the portion of work, more
So they can work better so that lecturer satisfaction freedom in decision making and more social
will also be faster achieved (Malik et al., 2014). recognition(Malik, 2013).
Lecturers with master's qualifications can better
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Advances in Social Science, Education and Humanities Research, volume 379
The demographic characteristics of the lecturer so that the lecturer is in a safe and secure condition
are also analyzed in which the sense of ownership of from fulfilling needs, this is the time when they do
the institution and the role of lecturers who feel they not think selfishly for themselves, but rather the
have helped raise the name of the tertiary institution advancement of higher education.
make lecturers with long tenure can accept the
leadership goal path. Support from lecturers will be 3 IMPLICATION
given to their leaders. The leadership also invited
lecturers to participate in making joint decisions in Good leadership and job satisfaction of lecturers
order to achieve the vision and mission of higher have an impact on the quality of the university. So
education. The long work period also has an impact that later management is needed to guarantee the
on the welfare received (Famakin and Abisuga, quality of the university. The implication from this
2016). So that the satisfaction of lecturers can also object can be seen in figure 2.
be felt because they have fought for the institution
and got the appropriate results. The longer the
working period of course the salary earned is greater
Input Process Output Result
University
leadership Quality
Management :
Vision
and Mission Path goal Quality Stakeholder’s
of University Autonomy Satisfaction
Accountability
Accreditation
Evaluation
Lecturer
Performance
Demographic characteristic
(age, gender, education, years of
service)
Figure 2. The Impact of Leadership and Lecturer Performance for University Quality Management
Quality management is a means to maintain the services provided to the public as users of
existence of universities in order to face intense educational services.
competition. Management of good university quality University Quality Management contains quality,
is supported by good leadership and performance of autonomi, acountability, accreditation, evaluation.
outstanding lecturers. Pathgoal leadership is a University products and services are expected to
visionary leadership pattern, leadership that is able meet the needs and expectations of users. The
to formulate the vision and mission of the university quality of education is related to fulfillment desires
and then is able to translate into clear policies and and expectations of education customers themselves,
specific goals. Basically, education at universities is namely students, parents as well as the environment
important in society, and stakeholders also demand and stakeholders. The concept of quality assurance
universities to be able to provide quality graduates. is not just user-focused with regard to product and
Education programs in universities must be able to service characteristics that meet user expectations,
support the achievement of quality, relevant and but also includes characteristics and completeness
internationally competitive education services. that show strengths compared to products and
University quality is determined by the products and services from competitors. These advantages pertain
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