%0 Thesis
%9 disertasi
%A Fitrah, Mulyanti
%A Setyaningsih, Sri
%A Helena, Griet
%B Pascasarjana
%D 2024
%F eprintsunpak:8470
%I Universitas Pakuan
%T Peningkatan Kinerja Dosen Melalui Penguatan Kepemimpinan Transfomasional, Motivasi Kerja, Dan Kepuasan Kerja (Studi Analisi Jalur dan SITOREM pada Dosen di Universitas panca Sakti Bekasi)
%U http://eprints.unpak.ac.id/8470/
%X The results of this research conclude that the strategy to improve lecturer performance is carried out by strengthening transformational leadership, work motivation, and job satisfaction. This is in accordance with the results of the variable analysis as follows: (a) There is a direct influence of transformational leadership (X1) on Lecturer performance (Y) with a path coefficient (βY1) of 0.342 so that the development of transformational leadership can strengthen Lecturer performance. (b) There is a direct influence of work motivation (X2) on lecturer performance (Y) with a path coefficient (βY2) of 0.126 so that developing work motivation can strengthen lecturer performance. (c) There is a direct influence of work leadership (X3) on Lecturer performance (Y) with a path coefficient (βY3) of 0.352 so that the development of work leadership can strengthen Lecturer performance. (d) There is a direct influence of transformational leadership (X1) on job satisfaction (X3) with a path coefficient (βX13) of 0.229 so that strengthening transformational leadership can strengthen job satisfaction. (e) There is a direct influence of work motivation (X2) on job satisfaction (X3) with a path coefficient (βX23) of 0.448 so that developing work motivation can strengthen job satisfaction. (f) There is an indirect effect of transformational leadership (X1) on lecturer performance (Y) through job satisfaction (X3) with a path coefficient  βzy1x1) of 0.080 so that the development of transformational leadership can strengthen lecturer performance by increasing job satisfaction. (g) There is an indirect effect of work motivation (X2) on lecturer performance (Y) through job satisfaction (X3) with a path coefficient (βzy1x2) of 0.157 so that developing work motivation can strengthen lecturer performance through increasing job satisfaction