View of Training and Working Environment on Science Teachers’ Performance

(1)

Jurnal Penelitian Pendidikan IPA

Journal of Research in Science Education http://jppipa.unram.ac.id/index.php/jppipa/index

___________

How to Cite:

Sihombing, H. B. M., Sherly, Dharma, E., Purba, D., & Kisno. (2023). Training and Working Environment on Science Teachers’ Performance. Jurnal

Training and Working Environment on Science Teachers’

Performance

Humiras Betty Marlina Sihombing¹*, Sherly², Edy Dharma², Desmalia Purba^1,, Kisno³

1English Department, Universitas Darma Agung, Medan, Indonesia

2 Ilmu Manajemen, Sekolah Tinggi Ilmu Ekonomi Sultan Agung, Pematang Siantar, Indonesia

3 Ilmu Manajemen, Universitas Murni Teguh, Medan, Indonesia.

Received: February 7, 2023 Revised: July 13, 2023 Accepted: August 25, 2023 Published: August 31, 2023 Corresponding Author:

Humiras Betty Marlina Sihombing [email protected]

DOI: 10.29303/jppipa.v9i8.3300

Abstract: The objective of this study was to gain a deeper understanding of the training, working conditions, and performance of sains teachers at Sultan Agung Pematang Siantar Private High School, as well as to explore the impact of these factors on teacher performance. The study utilized both field research and a review of existing literature.

The sample for the study consisted of thirty-seven (37) teachers from Sultan Agung Pematang Siantar Private School. The study's data comprised quantitative and qualitative information from primary and secondary sources. Data collection was carried out through surveys, interviews, and examination of relevant documents.

Various analytical methods including qualitative descriptive analysis, quantitative descriptive analysis, and normality tests were employed to analyze the data. The findings of the study revealed that teacher performance at Sultan Agung Pematang Siantar Private Elementary and High School was rated as high, indicating that training and working conditions played a significant and positive role in the success of science teachers.

Keywords: Training for Teachers; Teacher Performance; Working Environment

Introduction

In the age of globalization, human resources (HR) have emerged as one of the fundamental pillars for organizations or businesses to exist. To make sure that performance meets company standards, HR needs to be managed properly, (Rivalita, 2020). Within an organization or institution, human resources are part of the overall resource management that is available, (Maringka., 2017). An organization's most valuable resource is its human capital, particularly when it comes to the teachers who work in educational settings.

Because they are essential to achieving the nation's educational goals, teachers are the education system's most valuable resource. Educators hold the key to raising educational standards’ (Lien, 2016; Drossel &

Eickelmann, 2017; Lomibao, 2016; Lin 2019). As a result, teacher performance is the primary goal for future improvement in order to produce a superior generation.

Human Resource Management in both historical and

contemporary contexts always has a clear goal in mind, which is to achieve that goal by working with others (Bangun, 2012). Human resource management aims to effectively manage people within the dynamics of relationships between an organization and its employees, which frequently entail conflicting interests, (Rumasukun, 2019). Organizational culture cannot be separated from the goals of the organization, as conveyed by Lie, (2012), organizational culture develops through ideas created by the organization's founders and then instilled in its followers through learning and experiential processes. In addition Human Resource Planning: Identifying future employee needs and developing strategies to fulfill those needs (Zainal, 2015). In the globalized landscape, human resources play a pivotal role in organizations' survival and success.

Effective management of HR, particularly teacher performance, stands as a key focus for achieving superior outcomes. This involves aligning organizational culture, addressing conflicting interests, and proactive planning for future staffing needs.

(2)

Further, Febrianty (2020) states that effective human resource management stands as a crucial prerequisite for determining an organization's or company's achievement. This is particularly relevant in the present era marked by Industry 4.0 and the prevalence of digitalization, where there are four significant challenges that must be addressed: rapidity, turbulence, transformation, and adaptability. The effective and directed utilization of the workforce is the key to enhancing employee performance, thus necessitating a company policy to motivate employees to work more productively, influenced by the work environment and compensation (Lubis & Haidir, 2019).

This perspective is further supported by Sutrisno's (2011) assertion that emphasizing careful recruitment, well-structured training, unbiased performance evaluation, suitable compensation enhancement, and efforts to cultivate a favorable rapport between management and employees underscore the central emphasis on skillful execution of human resource management strategies. Consequently, making the most of human resources is imperative to address these phenomena, all the while considering employee performance. Without solid and optimal performance, the organization's intended goals may remain unattainable, Burhanuddin (2019). One of the most well- liked educational institutions in Pematang Siantar City, Sultan Agung Pematang Siantar Private High School offers education services to produce a generation that thrives on achievement based on self-assurance, faith, and piety. Sultan Agung Pematang Siantar Private High School keeps doing everything it can to fulfill national education goals.

In accordance with previous research conducted by Mukhtar, (2018), it is demonstrated that both the work environment and work motivation have a positive and significant partial influence on teacher performance, as well as a simultaneous or combined influence. lightly diverging from the research conducted by Munandar, A.

(2021) where the researcher concluded that the research findings indicate that the work environment does not have a positive and significant influence on teacher performance.

However, there are instances where some teachers at Sultan Agung Pematang Siantar Private High School choose not to interact with their students, resulting in a lack of familiarity with their characteristics. This lack of interaction negatively impacts the teachers' performance (Alqurshi, 2020). Another issue concerning the teachers' performance at the school is related to the development of student potential. Some teachers fail to utilize appropriate teaching methods that can effectively support the growth of student potential due to a lack of specific knowledge about their students. The role of

teacher performance in enhancing the quality of education in schools is of utmost importance. A good teacher performance will also support a quality learning process, Slameto (2017). Overall, these phenomena contribute to the performance issues faced by teachers at Sultan Agung Pematang Siantar Private High School, particularly in terms of understanding student characteristics and implementing teaching strategies to foster student potential. In addition, Al-Omar (2017) stated that everything that is around an employee at work has the potential to affect how well they do their job.

In a deeper context, besides training and the work environment, there are aspects considered highly crucial for enhancing teachers' performance within an institution. As exemplified by XXXX in their book, the significance of viewing teacher education as more than just technical skills or "craftsmanship," and acknowledging that teacher education needs to encompass broader factors, is underscored. This includes implementing adult-appropriate teaching approaches and engaging in critical reflection efforts to enhance performance. This concept aligns with the theory of teacher performance improvement and highlights the necessity of integrating elements such as a holistic view of teacher education, the adoption of suitable teaching methodologies, and reflective endeavors to achieve elevated teacher performance quality within the institution.

One of the elements influencing instructors' performance is training. The performance of teachers can be enhanced with the help of the training they receive. This is consistent with studies by Handayani (2017), Handayani (2017), and Zeke et al. (2017) that demonstrate the favorable and significant impact of training on teachers' performance. While the research of Andayani dan Hirawati, (2021); Wicaksono, (2019) (Wicaksono, 2019) found no evidence of a significant performance-related impact from training. According to Elizar and Tanjung (2018), Sultan Agung Pematang Siantar Private High School's teacher training may be understood in terms of the instructors, participants, materials, techniques, aims, and objectives. The phenomena of Sultan Agung Pematang Siantar Private High School's training issue may be observed from the perspective of participants, where the training given does not correspond to the needs of the trainees due to a lack of an initial analysis of training requirements. The phenomena of training issues are also evident around training goals, where the anticipated training outcomes to enhance teacher performance have not been put into practice.

Dealing with the mentioned problems, the writer is eager to study the gaps found. Sedarmayanti (2017)

(3)

provides an understanding that employee performance is the outcome of work given to an individual or group of people within an organization in accordance with their respective authority and responsibilities, aimed at achieving organizational goals, being legally sound, not violating the law, and aligning with moral and ethical standards. If the performance of teachers is greatly influenced by the work environment, it would be expected that the teachers in that setting already possess a high level of competence. However, there are still discrepancies between the theoretical expectations and the actual conditions, as some teachers' performance remains unsatisfactory despite the presence of a supportive work environment. The objective of this research is to investigate the impact of the work environment on teachers' performance and explore potential solutions to address the existing gaps in their performance.

Method

To get a thorough understanding of the relationship between training, working environment, and science teachers' performance, the study utilizes a mixed- methods research approach. Based on the literature and theories already in existence, a structured questionnaire for the quantitative component will be created (Zahedi et al., 2021). Quantitative information on participant demographics, training experiences, opinions on the working environment, and self-assessed performance as science instructors were gathered through the survey. A subset of participants is the subject of in-depth interviews for the qualitative component. Participants were given the opportunity to express their opinions about how training and working conditions impact their ability to teach in semi-structured interviews. The quantitative findings gain depth and perspective from this qualitative approach.

The Sultan Agung Pematang Siantar Private High School, which can be found in Jalan Surabaya No. 19, Dwikora Village, West Siantar District, Pematang Siantar City, North Sumatra, is where this study was carried out. 37 instructors from Sultan Agung Pematang Siantar Private High School served as the study's subjects. Data for the study was gathered through documentation, interviews, and questionnaires.

Qualitative descriptive analysis, quantitative descriptive analysis, and normality test approaches were all used to assess the data.

Results And Discussion Normality Test

The normality test is used to determine the formula to be used in the hypothesis test and to find out whether

the data are normally distributed or not with the Normalized bag test using the Kolmogorov-S Smirnov test. Normality test results can be seen in the following Table 1.

Table 1. Normality Test Results

Variable N K-S Test Asymp. Sig. (2-

Tailed)

Training 37 0.449 0.988

Working Environment

37 0.864 0.444

Performance 37 0.969 0.304

Source: Data Processing Results (2022)

Based on the normality test result table in the table above, the Asymp Sig. (2-Tailed) value of each variable d i above is 0.05 so it can be concluded that each variable is normally distributed.

Qualitative Descriptive Analysis

Qualitative descriptive analysis is used to find out an overview related to training, working environment, and teachers' performance in Sultan Agung Pematang Siantar Private High School. The results of the qualitative descriptive analysis can be seen in Table 2.

Table 2. Qualitative Descriptive Analysis

Variable Average Value Answer

Criteria

Training 3.50 Good

Working Environment

3.82 Good

Performance 3.77 Good

Quantitative Descriptive Analysis

This test is carried out to analyze how the training and working conditions affect the performance of the teachers. The results of multiple linear regression tests can be seen in Table 3.

Table 3. Multiple Linear Regression Results Model

Unstandardized Coefficients

Standardized Coefficients

B Std. Error Beta

1 (Constant) Training Working Environment

11.20 2 1.834 1.338

24.488 .469 . 558

.520 .318 a. Dependent Variable: Teachers’ Performance

Based on the results of multiple linear regression tests, the regression equation Y = 11.202 + 1.834 X 1 + 1.338X2 which means that if the training increases by one unit it will increase teachers' performance by 1,834 units and if the working environment increases by one unit it will improve teachers' performance by 1,338 units so that

(4)

it can be concluded that there is a positive influence of training and working environment on the teachers' performance in Sultan Agung Pematang Siantar Private High School.

Table 4. Simple Linear Regression Results of Training Against Teacher Performance

Model

B Std. Error Beta

1 (Constant) Training

36.283 2.332

23.594

. 448 . 661

a. Dependent Variable: Teacher Performance

Based on the results of simple linear regression testing, the regression equation Y = 36.283 + 2.332 X is obtained, which means that if the training increases by one unit, it will increase teachers' performance by 2,332 so that it can be concluded that there is a positive influence of training on the teachers' performance in Sultan Agung Pematang Siantar Private High School.

Table 5. Results of Simple Linear Regression of Working Environment against Teachers’ Performance

Model

B Std. Error Beta

1 (Constant) Working Environment

70.474 2.306

22.838

. 594 . 549

a. Dependent Variable: Teachers’ Performance

Based on the results of simple linear regression testing, the regression equation Y = 70.474 + 2.306 X is obtained, which means that if the working environment increases by one unit it will increase teachers’

performance by 2,306 so that it can be concluded that there is a positive influence of the working environment on teachers' performance in Sultan Agung Pematang Siantar Private High School.

Hypothesis Testing

Hypothesis testing is carried out to determine whether training and working environment have a significant relationship with teachers’ performance or not. The results of hypothesis testing can be seen in Table 6.

Table 6. Calculated F Test Results

Model F Itself.

1 (Constant) Residual Total

27.113 .000^b

a. Predictors: (Constant), Training, Working Environment b. Dependent Variable: Teachers’ Performance

Based on the table above, the calculated F value is 27,113> Ftable is 3.28 or a significant level of 0.000 < α 0.05, which means that training and working environment have a positive and significant effect on teachers' performance in Sultan Agung Pematang Siantar Private High School.

Table 7. Test Results tcalculated Training against Teachers’

Performance

Model t Itself.

1 (Constant) Training

1.538 5.207

Based on the table above, the calculated t value in the training variable is 5.207> ttable of 2.03011 or a significant level of 0.000 < α 0.05 which means that training has a positive and significant effect on teachers' performance in Sultan Agung Pematang Siantar Private High School.

The statistical significance of the t-value and the extremely low p-value in the training variable strongly support the assertion that training positively and significantly influences the performance of teachers at Sultan Agung Pematang Siantar Private High School.

This underscores the importance of continued investment in training programs to foster continuous professional growth among educators.

Table 8. Test Results tcalculate Working Environment against Teachers’ Performance

Model t Itself.

1 (Constant)

Working Environment

3.086 3.881

Based on the table above, it can be seen that the calculated t value in the working environment variable is 3.881> ttable is 2.03011 or a significant level of 0.000 <

α 0.05 which means that the working environment has a positive and significant effect on teachers' performance in Sultan Agung Pematang Siantar Private High School.

Correlation Coefficient and Determination Coefficient Coefficient correlation is used to calculate the strength of the relationship between training and working environment to teachers' performance. The results of the calculation of the correlation coefficient and the determination coefficient can be seen table 9:

Table 9. Correlation Analysis and Determination Coefficient

Model R R Square Adjusted R Square

Std. Error of Estimation

1 .720a .518 .490 10.936

a. Predictors: (Constant): Training, Working Environment

(5)

b. Dependent Variable: Teachers’ Performance

Based on table 9, a correlation (r) coeff value of 0.720 is obtained, which means that there is a strong relation between training and the working environment to teachers' performance in Sultan Agung Pematang Siantar Private High School. Furthermore, the determination coefficient (R) of 0.518 is obtained, which means that the level of teachers' performance of 51.8%

can be explained by the variables of training and working environment while the remaining 48.2 % can be explained by other variables that were not discussed in this study such as motivation, commitment and other factors that affect teacher's performance.

Table 10. Correlation Analysis and Determination Coefficient of Training of Teachers’ Performance

Model R R

Square

Adjusted R Square

1 .661a .437 .420 11.654

a. Predictors: (Constant): Training

b. Dependent Variable: Teachers’ Performance

Based on Tabel 10, a correlation (r) of the coefficient value of 0.661 is obtained, which means that there is a strong relationship between training and teachers' performance at Sultan Agung Pematang Siantar Private High School. Furthermore, a determination coefficient of (R) of 0.437 is obtained, which means that the level of teachers' performance of 43.7% can be explained by the training variable while the remaining 56.3% can be explained by other variables that are not discussed in this study such as motivation, commitment and other factors that affect teacher's performance.

Based on the table 11, a correlation (r) coefficient value of 0.549 is obtained, which means that there is a moderate relationship between the work environment and the teachers' performance in Sultan Agung Pematang Siantar Private High School. Furthermore, the determination coefficient (R) of 0.301 is obtained, which means that the level of teachers' performance of 30.1%

can be explained by the working environment variable while the remaining 69.9 % can be explained by other variables that were not discussed in this study such as motivation, commitment and other factors that affect teacher's performance.

Table 11. Correlation Analysis and Determination Coefficient of Working Environment to Teachers’

Performance

Model R R Square Adjusted R Square

1 .549a .301 .281 12.980

a. Predictors: (Constant): Working Environment b. Dependent Variable: Teachers’ Performance

This suggests that there is a discernible connection between the quality of the working environment and how well the teachers perform their roles. Furthermore, the determination coefficient (R) of 0.301 has been calculated. This coefficient signifies that approximately 30.1% of the variance in teachers' performance can be accounted for by variations in the working environment variable. In other words, the conditions within the work environment contribute to about 30.1% of the differences observed in how teachers perform. However, it's important to note that the remaining 69.9% of the variability in teachers' performance cannot be solely explained by the working environment. This portion of variability may be influenced by other factors not covered in this study, such as individual motivation, commitment levels, and other external elements that impact teacher performance.

In summary, the study reveals that while there is a significant link between the working environment and teachers' performance, other factors beyond the scope of this research also play a substantial role in determining teachers' effectiveness and outcomes.

Conclusion

The findings of this study are that training, working conditions, and teacher performance at SMA Swasta Sultan Agung Pematang Siantar are good. Training and working conditions have a good and significant impact on teacher performance there. From this study it is concluded that training can be used to improve the quality of an institution, therefore, it is recommended to be conducted in various other schools.

Acknowledgment

The authors express their gratitude to Sultan Agung Pematang Siantar Private High School for granting permission for this research to take place on their premises. This research was conducted based on the mutual agreement of the authors and was funded according to each individual's capacity, without any element of coercion.

Author Contributions

Conceptualization, Humiras and Sherly.; methodology, Edy Dharma.; software, Kisno.; validation, Humiras., Sherly. and Desmalia.; formal analysis Humiras and Desmalia.;

investigation, Sherly.; resources, Desmalia.; data curation, Sherly.; writing—original draft preparation, Humiras.;

writing—review and editing, Desmalia.; visualization, Kisno.;

supervision, Sherly.; project administration, Humiras.;

funding acquisition, Sherly. All authors have read and agreed to the published version of the manuscript.

Funding

This research received no external funding.

(6)

Conflicts of Interest

The authors have no conflicts of interest. This research was conducted collaboratively with an informal agreement aimed at conducting joint research. The funding was provided voluntarily and without any contractual obligations.

References

Al-Omar., & Okasheh. (2017). The Influence of Work Environment on Job Performance: A Case Study of Engineering Company in Jordan. International Journal of Applied Engineering Research, 12(24).

Alqurshi, A. (2020). Investigating the impact of COVID- 19 lockdown on pharmaceutical education in Saudi Arabia–A call for a remote teaching contingency strategy. Saudi Pharmaceutical Journal, 28(9), 1075–

1083. https://doi.org/10.1016/j.jsps.2020.07.008 Bangun, W. (2012). Manajemen Sumber Daya Manusia.

Erlangga.

Burhannudin, B., Zainul, M., & Harlie, M. (2019).

Pengaruh Disiplin Kerja, Lingkungan Kerja, dan Komitmen Organisasional terhadap Kinerja Karyawan: Studi pada Rumah Sakit Islam Banjarmasin. Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship, 8(2), 191-206.

http://dx.doi.org/10.30588/jmp.v8i2.425

Drossel., & Eickelmann. (2017). Teachers’ Participation in Professional Development Concerning The Implementation of New Technologies in Class: A Latent Class Analysis of Teachers and The Relationship With The Use of Computers, ICT Self Efficacy and Emphasis on Teaching ICT Skills.

Springer Open: Large-Scale Assessments in Education, 5(19), 1–13. https://doi.org/10.1186/s40536-017- 0053-7

D'reen, Struthers. (2016). The Challenge of School-Led Teacher Education for Those Working within Traditional Teacher Education Partnership: A Case of Roman Riding. Emerald Publishing Limited, 6(10). DOI:10.1108/S2055-364120170000010010 Elizar, & Tanjung, H. (2018). Pengaruh Pelatihan,

Kompetensi, Lingkungan Kerja terhadap Kinerja Pegawai. Maneggio: Jurnal LIlmiah Magister

Manajemen, 1, 46–58.

https://doi.org/10.30596/maneggio.v1i1.2239 Febrianty, F., Sherly, S., Puspitasari, D., Sinaga, O. S.,

Silitonga, H. P., Indajang, K., ... & Wicaksono, G.

(2020). Manajemen Sumber Daya Manusia (Urgensi, Trend dan Ruang Lingkup). Penerbit Widina Bhakti Persada Bandung.

Handayani, D. (2017). Pengaruh Pendidikan dan Pelatihan, Motivasi Serta Lingkungan Kerja Terhadap Kinerja Guru SMK Negeribanyuasin.

Jurnal Ilmu Manajemen, 6(2), 140-150.

https://doi.org/10.32502/jimn.v6i2.1583

Lie, D. (2012). Analisis Pengaruh Kepemimpinan Kepala Sekolah, Budaya Organisasi Sekolah, Kompetensi Guru Terhadap Motivasi dan Komitmen Guru serta Implikasinya Terhadap Kinerja Guru (Studi Kasus Pada SMA di Lima Kabupaten-Kota Provinsi Sumatera Utara). Pasundan.

Lin, J. (2019). From a Lecturer to a Researcher: A Threestage Process of Science Teachers’

Professional Development in Mainland China.

Springer Open: Asia-Pacific Science Education, 5(11), 1–15. https://doi.org/10.1186/s41029-019-0042-y Lomibao, L. (2016). Enhancing Mathematics Teachers’

Quality Through Lesson Study. Springer Open:

SpringerPlus, 5(1), 1–13.

https://doi.org/10.1186/s40064-016-3215-0 Lu & Lien. (2016). Elementary Science Education in

Taiwan—From the Perspective of International Comparison. Singapore Springer: Science Education Research and Practices in Taiwan, 163-180.

https://doi.org/10.1007/978-981-287-472-6_8 Lubis dan Haidir. (2019). Administrasi dan Perencanaan

Pengembangan Sumber Daya Manusia.

Prenadamedia Group.

Maringka, K. dan T. (2017). Hubungan Lingkungan Kerja Dan Kompensasi Terhadap Kinerja Karyawan Pada PT. Bank Sulutgo Cabang Utama Manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 5(2).

DOI:10.32493/j.perkusi.v1i1.9981

Mukhtar, J. (2018). Pengaruh Lingkungan Kerja Dan Motivasi Kerja Terhadap Kinerja Guru Pada Pondok Pesantren Asshiddiwiyah Jakarta. Jurnal

Disrupsi Bisnis, 1(3). DOI:

http://dx.doi.org/10.32493/drb.v1i3.2855

Munandar, A. (2021). Pengaruh Lingkungan Kerja dan Kompetensi Guru Melalui Iklim Sekolah Terhadap Kinerja Guru MtSN Malang Raya. Universitas Islam Negeri Maulana Malik Ibrahim Malang.

Rivalita, Chantika dan Ferdian, A. (2020). Pengaruh Lingkungan Kerja Fisik dan Lingkungan Kerja Non Fisik Terhadap Kinerja Pegawai Outsource Cleaning Service di Universitas TELKOM. Jurnal Mitra Manajemen, 4(4).

Rumasukun dkk. (2019). Dasar-Dasar Manajemen Sumber Daya Manusia. Madenatera.

Sedarmayanti. (2017). Tata Kerja dan Produktivitas Kerja. CV Mandar Maju.

Slameto dkk. (2017). Peningkatan Kinerja Guru Melalui Pelatihan Beserta Faktor Penentunya. Jurnal Pendidikan Ilmu Sosial, 27(2). DOI:

10.2317/jpis.v27i2.5718

Sutrisno, E. (2011). Manajemen Sumber Daya Manusia.

Kencana Prenada Media Group.

(7)

Wicaksono, H. (2019). Pengaruh Kompetensi, Pelatihan, Dan Disiplin Kerja Terhadap Kinerja Karyawan di PT Kharisma Gunamakmur. AGORA, 7(2).

https://doi.org/10.30862/cm-bj.v5i2.229

Zahedi, L., Batten, J., Ross, M., Potvin, G., Damas, S., Clarke, P., & Davis, D. (2021). Gamification in education: A mixed-methods study of gender on computer science students’ academic performance and identity development. Journal of Computing in Higher Education, 33, 441–474.

https://doi.org/10.1007/s12528-021-09271-5 Zainal, et. al. (2015). Manejemen Sumber Daya Manusia

untuk Perusahaan dari Teori ke Praktik. Rajawali.

Zeke, K., Katuuk, D. A., Rotty, V. N., & Lengkong, J. S. J.

(2021). Pengaruh Pendidikan dan Pelatihan terhadap Kinerja Guru SMP Kecamatan Somba Opu Kabupaten Gowa. Jurnal Bahana Manajemen

Pendidikan, 10(1), 15-21.

https://doi.org/10.24036/jbmp.v10i1.112126