%0 Thesis
%9 disertasi
%A Isnadi, Agus
%A Hardhienata, Soewarto
%A Herfina
%A Universitas Pakuan,
%A Sekolah Pascasarjana,
%A Manajemen Pendidikan S3,
%B Manajemen Pendidikan S3
%D 2021
%F eprintsunpak:464
%I Universitas Pakuan
%T Pemodelan dan Optimasi Kinerja Guru Menggunakan Pendekatan POPSDM (Studi Empiris Menggunakan dan SITOREM pada Guru SMP Negeri di Jakarta Selatan)
%U http://eprints.unpak.ac.id/464/
%X This study aims to find ways and strategies to improve  teacher performance by examining other variables that have a positive effect on teacher performance. These variables are interpersonal communication, supervision, loyalty, leadership roles, and work motivation. The methods and strategies for  improving teacher performance that were found were then used as recommendations to related parties, namely the Head of the Education Office, School Supervisors, School Principals, and Teachers. The sample chosen was 200  people by multistage random sampling with the Slovin formula. This study uses the Modeling Method and Optimization of Management Resources Strengthening  (POP-SDM) as an alternative sequential exploration method with a path analysis approach and continued with Sitorem analysis. The results of this study concluded that: (1) There is a positive direct effect of interpersonal communication on teacher performance with a value of By l =0.454, (2) There is a positive direct effect of supervision on teacher performance  with a value of py2 = 0.115, (3) There is a positive direct effect ofloyalty towards teacher performance with a value of py3 = 0.162, (4) There is a positive direct influence of the role of leadership on teacher performance with a value of py4 =  0.213, (5) There is a positive direct effect of work motivation on teacher performance with a value of py5 = 0.079, (6) There is a direct influence positive interpersonal communication on the role of leadership with a value of P41 =0.254, (7) There is a positive direct effect of supervision on the role of leadership  with a value of P42 = 0.713, (8) There is a positive direct effect of loyalty on teacher work motivation with a value of p53 = 0.942, (9) There is a positive indirect effect of interpersonal communication on teacher performance through  the role of leadership with the direct effect value (0.454) higher than the indirect effect value (0.054), (10) There is no positive indirect effect of supervision on teacher performance through the leadership role with the direct effect value  (0.115) higher than the indirect effect value (0.152). ), (11) There is a positive indirect effect of loyalty on teacher performance through work motivation with a direct effect value (0.162) higher than the indirect effect value (0.074). The results of the SITOREM analysis show that the indicators that are still  weak and need to be improved are; I) attitude in receiving feedback, 2) response to feedback, 3) integrity, 4) concern for the organization, 5) use of varied learning methods, 6) follow-up programs, and 7) assessment of learning outcomes.