Competency Improvement Programs

Oct 13, 2025 by talynt.org 41 views

The Effect of Certification, Achievement Motivation, and Commitment on the Performance of Teachers of SMP Negeri 3 Tanjung Morawa

Introduction

The education sector plays a vital role in shaping the future of a nation. Teachers are the backbone of this sector, and their performance has a direct impact on the quality of education. In recent years, there has been a growing trend of certification for teachers, which is accompanied by professional allowances. However, there is an assumption that certification becomes the end point in a teacher's career, making them feel satisfied and less motivated to improve their performance. This study aims to identify and analyze the effect of certification, achievement motivation, and commitment on teacher performance in SMP Negeri 3 Tanjung Morawa.

Background of the Study

The certification process for teachers is a professional recognition that provides them with a sense of accomplishment and pride in their work. However, it is also assumed that certification becomes the end point in a teacher's career, making them feel satisfied and less motivated to improve their performance. This assumption is based on the idea that once a teacher has received certification, they feel that they have achieved their goal and are no longer motivated to improve their skills and knowledge.

Methodology

This study used the explanation method to identify and analyze the effect of certification, achievement motivation, and commitment on teacher performance. The population consisted of 42 teachers who had received certification. The hypothesis test was carried out using multiple linear regression analysis, where the independent variables studied were certification, achievement motivation, and commitment, while the dependent variable was teacher performance.

Results

The results of this study showed that both partially and simultaneously, certification, achievement motivation, and commitment had a positive and significant influence on teacher performance. The coefficient of determination (R²) was 0.738, which shows that the relationship between certification variables, achievement motivation, and commitment to teacher performance reaches 73.8%. This means that there is a close relationship between the three variables. In addition, the Adjusted R Square value of 0.545 shows that 54.5% of the factors that influence teacher performance can be explained by the effect of certification, achievement motivation, and commitment.

Discussion

The results of this study suggest that certification, achievement motivation, and commitment are all important factors that influence teacher performance. Certification not only increases teacher confidence but can also be a driver to improve the skills and knowledge they have. Achievement motivation plays an important role in encouraging teachers to continue learning and innovating in the learning process. Commitment to the profession is also very influential, where teachers who have high commitment tend to show better performance in student teaching and guidance.

Conclusion

In conclusion, this study found that certification, achievement motivation, and commitment all have a positive and significant influence on teacher performance. The results of this study suggest that in order to improve the performance of teachers in Tanjung Morawa State Middle School 3, there is a need for support in the form of competency improvement programs, providing incentives for outstanding teachers, and the creation of a conducive work environment. Thus, teachers will not only feel satisfied after getting certification, but also encouraged to continue to develop and provide the best for students.

Implications

The results of this study have implications for education policymakers and administrators. They suggest that certification, achievement motivation, and commitment are all important factors that influence teacher performance. Therefore, education policymakers and administrators should provide support for teachers in the form of competency improvement programs, providing incentives for outstanding teachers, and creating a conducive work environment. This will not only improve teacher performance but also enhance the quality of education.

Recommendations

Based on the results of this study, the following recommendations are made:

Competency Improvement Programs: Education policymakers and administrators should provide support for teachers in the form of competency improvement programs. This will help teachers to improve their skills and knowledge and enhance their performance.
Incentives for Outstanding Teachers: Education policymakers and administrators should provide incentives for outstanding teachers. This will motivate teachers to continue learning and innovating in the learning process.
Conducive Work Environment: Education policymakers and administrators should create a conducive work environment for teachers. This will help teachers to feel satisfied and motivated to continue developing and providing the best for students.

Limitations

This study has several limitations. The population consisted of only 42 teachers, which may not be representative of all teachers in SMP Negeri 3 Tanjung Morawa. In addition, the study only focused on the effect of certification, achievement motivation, and commitment on teacher performance, and did not consider other factors that may influence teacher performance.

Future Research

Future research should consider the following:

Large-Scale Study: A large-scale study should be conducted to investigate the effect of certification, achievement motivation, and commitment on teacher performance in a larger population.
Other Factors: Other factors that may influence teacher performance should be considered in future research.
Longitudinal Study: A longitudinal study should be conducted to investigate the effect of certification, achievement motivation, and commitment on teacher performance over a longer period of time.

Conclusion

In conclusion, this study found that certification, achievement motivation, and commitment all have a positive and significant influence on teacher performance. The results of this study suggest that in order to improve the performance of teachers in Tanjung Morawa State Middle School 3, there is a need for support in the form of competency improvement programs, providing incentives for outstanding teachers, and the creation of a conducive work environment.
Frequently Asked Questions (FAQs) about the Effect of Certification, Achievement Motivation, and Commitment on Teacher Performance

Q: What is the purpose of certification for teachers?

A: Certification is a professional recognition for teachers that provides them with a sense of accomplishment and pride in their work. It is also a way to ensure that teachers have the necessary skills and knowledge to perform their duties effectively.

Q: Does certification become the end point in a teacher's career?

A: There is an assumption that certification becomes the end point in a teacher's career, making them feel satisfied and less motivated to improve their performance. However, this study found that certification, achievement motivation, and commitment all have a positive and significant influence on teacher performance.

Q: What is the relationship between certification, achievement motivation, and commitment on teacher performance?

A: The results of this study showed that certification, achievement motivation, and commitment all have a positive and significant influence on teacher performance. The coefficient of determination (R²) was 0.738, which shows that the relationship between certification variables, achievement motivation, and commitment to teacher performance reaches 73.8%.

Q: What are the implications of this study for education policymakers and administrators?

A: The results of this study have implications for education policymakers and administrators. They suggest that certification, achievement motivation, and commitment are all important factors that influence teacher performance. Therefore, education policymakers and administrators should provide support for teachers in the form of competency improvement programs, providing incentives for outstanding teachers, and creating a conducive work environment.

Q: What are the recommendations of this study for education policymakers and administrators?

A: Based on the results of this study, the following recommendations are made:

Competency Improvement Programs: Education policymakers and administrators should provide support for teachers in the form of competency improvement programs. This will help teachers to improve their skills and knowledge and enhance their performance.
Incentives for Outstanding Teachers: Education policymakers and administrators should provide incentives for outstanding teachers. This will motivate teachers to continue learning and innovating in the learning process.
Conducive Work Environment: Education policymakers and administrators should create a conducive work environment for teachers. This will help teachers to feel satisfied and motivated to continue developing and providing the best for students.

Q: What are the limitations of this study?

A: This study has several limitations. The population consisted of only 42 teachers, which may not be representative of all teachers in SMP Negeri 3 Tanjung Morawa. In addition, the study only focused on the effect of certification, achievement motivation, and commitment on teacher performance, and did not consider other factors that may influence teacher performance.

Q: What are the future research directions based on this study?

A: Future research should consider the following:

Large-Scale Study: A large-scale study should be conducted to investigate the effect of certification, achievement motivation, and commitment on teacher performance in a larger population.
Other Factors: Other factors that may influence teacher performance should be considered in future research.
Longitudinal Study: A longitudinal study should be conducted to investigate the effect of certification, achievement motivation, and commitment on teacher performance over a longer period of time.

Q: What are the implications of this study for teacher education and professional development?

A: The results of this study have implications for teacher education and professional development. They suggest that certification, achievement motivation, and commitment are all important factors that influence teacher performance. Therefore, teacher education and professional development programs should focus on developing these factors in teachers.

Q: What are the implications of this study for school administrators and policymakers?

A: The results of this study have implications for school administrators and policymakers. They suggest that certification, achievement motivation, and commitment are all important factors that influence teacher performance. Therefore, school administrators and policymakers should provide support for teachers in the form of competency improvement programs, providing incentives for outstanding teachers, and creating a conducive work environment.