Working Motivation Reviewed from Self Concept and Working Head

of Raudhatul Athfal School (RA) Pekanbaru City

Ida Windi Wahyuni

Program Studi Pendidikan Islam Anak Usia Dini, Fakultas Agama Islam, Universitas Islam Riau, Jl. Kaharuddin

Nasution, Pekanbaru, Riau

Keywords: Work Motivation, Self-Concept, Working Period

Abstract: This study aims to find out about the relationship between self-concept and working period with the

working spirit of the City of Raudhatul Athfal (RA). The subject of the study was 27 principals of the

Raudhatul Athfal (RA) City of Pekanbaru. The data collection uses questionnaire techniques. Data analysis

techniques are using regression techniques. The results showed that (1) there was a positive relationship

between self-concept and motivation of the work of the head of Raudhatul Athfal (RA) Pekanbaru City,

meaning that the better the self-concept of the head of the RA, the better the motivation was, (2) there was a

positive relationship between working with the motivation to work the head of Raudhatul Athfal (RA) in

Pekanbaru City, it means that the longer the working period of the RA head, the better the working period

will be, and (3) there is a positive relationship between self-concept and tenure with the work motivation of

the head of Raudhatul Athfal ( RA) City of Pekanbaru.

1 INTRODUCTION

Schools are formal institutions that carry out

education that has the ability to develop educators

and education personnel, and utilize all the potential

that exists in schools, both the potential that comes

from within the school itself or from outside the

school. A good school is a school that has a

supporting component that is the main foundation of

the success and progress of the school itself. The

supporting components include, principals, teachers,

students, collaboration between teachers and parents,

and school management. These components must be

interrelated and cannot walk on their own, so the

need for communication, motivation, and a sense of

belonging as a whole. The school principal strives to

develop communication with parents, students,

school residents, so that continuous two-way

communication is established (Wibowo, 2014),

continuous, healthy, positive, communicative and

constructive (Arifin, 2015).

The functions and objectives of National

Education contained in Law No. 20 of 2003

(National Education System in Article 3) as follows:

National education functions to develop the ability

and shape of dignified national character and

civilization in order to educate the life of the nation,

aims to develop the potential of students to become

faithful and devoted to the Almighty God Esa,

noble, healthy, knowledgeable, capable, creative,

independent and a democratic and responsible

citizen (Mulyasa, 2009).

Motivation that is directed can create a solution

to the work well in accordance with the wishes of

the school. Motivation is a positive desire from the

school component that will benefit the school as a

whole. The work motivation of the principal remains

and is embedded in him influenced by several things

that can make the school's component needs fulfilled

through good school performance. The principal's

social competence is marked: (1) skilled in working

with others who are mutually beneficial and

beneficial; (2) able to participate in social activities;

and (3) having social sensitivity towards other

people or groups (Permendiknas, 2007). With

School Based Management (SBM) schools are given

the authority to manage their own schools. SBM is a

school management model by giving greater

authority at the school level to manage their own

schools directly. With this great authority, schools

have autonomy, responsibility and participation in

determining school programs. The next problem is

the extent to which schools differ when innate

abilities and socio-economic and cultural

backgrounds of students, teachers, principals, school

supervisors and school committees are very diverse

Windi Wahyuni, I.

Working Motivation Reviewed from Self Concept and Working Head of Raudhatul Athfal School (RA) Pekanbaru City.

DOI: 10.5220/0009016000002297

In Proceedings of the Borneo International Conference on Education and Social Sciences (BICESS 2018), pages 36-41

ISBN: 978-989-758-470-1

(Nurkolis, 2005). Therefore, it is generally

recognized that someone who develops true

professional performance must begin with changes

in their perceptions and beliefs related to teaching

and learning(Gow & Kember, 1993; Ho, Watkins, &

Kelly, 2001 in Yeung, et.al).

The factors that influence the motivation of the

principal work include self-concept and working

period. Self-concept is a view or self-confidence

towards the whole self, both with respect to

strengths and weaknesses, so that it has a large

influence on the overall behavior displayed

(Wahyuni, 2011), and how individuals want

themselves as human beings who are expected and

beneficial to the surrounding environment. Self-

concept is formed from the learning process and not

innate factors, developing from the interaction of

individuals with their environment.

The principal as the top leader in educational

institutions plays an important role in developing the

quality of his institution. The role of self-concept

and working period is one of the factors in

motivating the work of the principal. The working

period of the principal influences his work

motivation. Allegations, while principals who have

experienced for less than 3 years, have experienced

many difficulties in solving the problems they face.

Because background and leading experience are two

aspects that influence the work motivation of the

principal. Beginner school principals with an

undergraduate (S1) education background especially

with the academic field of teacher training are more

easily adapted to the school environment. On the

other hand, principals who are not of an educational

background who are not undergraduate and coupled

with no experience teaching and leading, will find

many problems in school. The level of difficulty

found by school principals is decreasing in certain

aspects along with the increasing experience as a

manager at his school. In addition, serving as the

principal for the reason that the school is his own,

the school stands on its own initiative and the

foundation is privately owned.

Based on data obtained from the Madrasah and

Religious Education Section, only 30% of principals

have an early childhood education background, such

as Kindergarten Teacher Education (PGTK) or

Teacher Education Raudhatul Athfal (PGRA). The

majority of RA Teachers have a background in

Religious Education, such as Tarbiyah, Sharia,

Islamic Law, or Aliyah Madrasah. Besides that,

there are some of the alumni of education, but most

of them are not related to early childhood education.

While the RA curriculum addresses general early

childhood learning which is integrated into the

Islamic religion.

In addition, the experience (period) of the

teacher's work also affects the work. Allegations

while teachers who teach 1 to 3 years’ experience a

lot of difficulties in solving the problems they face.

Because the background and teaching experience are

two aspects that influence teacher competency in

education and teaching. Beginner teachers with

undergraduate education (S1) background especially

with the academic field of teacher training are more

easily adapted to the school environment.

Conversely, teachers who are not from an

educational background who are not undergraduate

and plus have no teaching experience, will find

many problems in the classroom. The level of

difficulty found by teachers increasingly decreases

in certain aspects along with the increasing

experience as a teacher.

This is the background of this research problem.

Researchers are interested in knowing how the work

motivation of school principal Raudhatul Athfal is

viewed from the concept of self and the period of

work. Based on the above problems, the hypothesis

is proposed, namely (1) there is a relationship

between self-concept and work motivation, (2) there

is a relationship between working period and work

motivation, and (3) there is a relationship between

work period and self-concept with work motivation.

2 LITERATURE REVIEW

2.1 Work Motivation

Motivation is a process initiated and maintained by

activities directed at achieving goals (Schunk, et.al.,

2012). According to Nawawi (2000), motivation is a

condition that encourages or becomes a cause of

someone doing an action/activity that takes place

consciously. Motivation requires a physical or

mental activity. Physical activities include effort,

persistence, and actions that can be observed

directly. While mental activities include cognitive

actions such as planning, memorizing, organizing,

monitoring, decision making, problem solving, and

progress assessment. Work motivation is part of

motivation in mental activities.

According to Maslow (Widianto, 2013), humans

will be encouraged to meet the strongest needs

according to time, circumstances and the experience

involved following a hierarchy. In this context the

first level needs that must be met before other needs

are physiological needs such as hunger, thirst, sex,

Working Motivation Reviewed from Self Concept and Working Head of Raudhatul Athfal School (RA) Pekanbaru City

housing, sleep and so on. Furthermore, the next need

arises which influences the safety and protection of

hazards, threats and dismissals from work. After the

first and second needs are met, a third need arises,

namely social needs, namely the need for love and

satisfaction in establishing relationships with others,

satisfaction and feeling of having received in a

group, a sense of family, friendship and affection.

The next two needs are the need for appreciation

(status, position, self-respect, reputation, and

achievement) and self-actualization needs (using

self-potential, growth and self-development). A

lower need is not lost if a higher need arises. So, if a

need reaches its peak, then that need stops being the

main motivator of behavior, but even though the

needs have been satisfied, those needs still influence

behavior, only the intensity is smaller. This is

because human needs are interdependent and

support.

Work motivation is defined by Siagian (in

Mashiitahili, 2010) that work motivation as a driving

force that causes a member of the organization to be

willing and willing to move their abilities (in the

form of expertise or skills), time and energy to carry

out various activities that are their responsibility and

fulfill their obligations in order achievement of goals

and objectives of the organization that have been

predetermined. So, work motivation is a growing

urge in a person, both from within and outside

himself to do a job with high enthusiasm using all

the abilities and skills he has.

Work motivation occurs because of the needs

that must be met. According to Siagian (2001),

factors that influence work motivation consist of

internal factors and external factors. Internal factors

include one's perception of self, work performance,

self-esteem, personal expectations, desires and

needs. External factors include the type and nature

of work, workplace organization, environmental

situation, and the applicable reward system. Work

motivation can also be the hope of each employee to

be their driving force in achieving their goals

(Hasibuan, 2012). Someone who has inner

motivation can enjoy his work so that he can be seen

in his behavior. and find satisfaction in doing so

(Handoko, 1987).

2.2 Self-concept

Andayani & Afiatin (1996) explained that self-

concept is formed through individual learning

processes in their interactions with the surrounding

environment. This interaction will provide

experiences or feedback received from the

environment, so that individuals will get a picture of

themselves. Once the importance of other people's

assessment of the formation of self-concept, so that

Allport (in Helmi &Ramdhani, 1992) suggests that a

person will see who he is through the assessment of

others towards him.

Self-concept is an individual's view of who is an

individual, and that can be obtained through

information provided through information provided

by others to the individual (Mulyasa, 2009). This

opinion can be interpreted that the self-concept of an

individual can be known through information,

opinions, judgments or evaluations from others about

him. In everyday life indirectly, individuals have

assessed themselves. Self-assessment includes the

nature of himself, others can respect him or not, he

includes people who look attractive, beautiful or not.

Aspects of self-concept according to Berzonsky

(1981 in Maria Ulfah, 2007) are physical, social,

moral and psychological aspects. personality,

confidence, responsibility, experience,

independence, maturity, feeling and awareness.

Factors that influence self-concept, namely age,

level of education and environment.

2.3 Year of Service

The period of work according to Handoko (1987),

said that the period of work is the length of time a

person works in a company in which there are

elements of experience and learning both for

themselves in work, themselves with the

environment and management and leadership

systems experienced during work.

3 METHODOLOGY

This study involves variables of self-concept and

tenure (independent variable), and work motivation

as a dependent variable (dependent variable). The

subjects used in this study were all the heads of

Raudhatul Athfal (RA) totaling 28 principals.

The measuring instrument used in this study is

the work motivation scale and self-concept scale.

The study used the principal motivation work that

was adopted from the Pay and Organization

Development book in Sastrohadiwiryo (2005) which

had been adapted from the results of Prasesti (2012)

research with the results of Cronbach alpha

reliability test of 0.923 with performance,

opportunity and reward aspects.

Self-concept instruments use instruments that

have been adapted from the "The Q-Sort" technique

BICESS 2018 - Borneo International Conference On Education And Social

developed by Stephen Son (1952). The "The Q-Sort"

technique is an instrument to get an overview of

various aspects of yourself. The researcher uses the

instrument that has been used by Rosilawati (2005)

which includes personality, confidence,

responsibility, experience, independence, maturity,

feeling and awareness. The data analysis technique

used in this study is regression analysis based on

SPSS for Windows.

4 RESULTS AND DISCUSSION

This research uses descriptive analysis that is to

calculate the mean value and standard deviation. The

mean value is used to determine the average

respondent's answers from the observed variables.

The high and low rating of respondents on each of

these variables can be seen from the mean bride. in

this calculation the researcher is helped by using

SPSS for windows version 16.0.

Based on the results of descriptive analysis for

work motivation variables obtained a minimum

score of 70 with a maximum value of 93, mean

(mean) 80,67, standard deviation 6,78, median

(middle value) 78.0, and mode (tendency appears)

77,0. Then the data description of the work

motivation of RA heads in Pekanbaru City can be

seen in the table as follows.

Table 1. Description of Work Motivation

Score Kategorisasi Number of

subject

Percentage

(µ+1,0 ∂) ≤ X 72 ≤ X Head 26 96,3

(µ-1,0 ∂) ≤ X < (µ+1,0 ∂) 60 ≤ X < 72 Medium 1 3,7

X < (µ-1,0 ∂) X < 60 Low 0

The table above states that the Head of RA of

Pekanbaru City has a high category of 26 people

(96.3%) and is in the medium category of 1 person

(3.7%) and none of them are in the low category.

Thus, it can be concluded that the Head of RA in

Pekanbaru City has high work motivation.

The results of descriptive analysis for self-

concept variables obtained a minimum score of 69

with a maximum value of 90, mean (mean) 80,

standard deviation of 5.72, median (middle value)

79, and mode (tendency to appear) 78. Then the

description of the self-concept data of the head RA

in the city of Pekanbaru can be seen in the table as

follows.

Table 2. Description of Self-Concepts

Skor Kategorisasi Jumlah Subyek Prosentase

(µ+1,0 ∂) ≤ X 75 ≤ X Tinggi 27 100

(µ-1,0 ∂) ≤ X < (µ+1,0 ∂) 62,5 ≤ X < 75 Sedang 0 0

X < (µ-1,0 ∂) X < 62,5 rendah 0 0

The table above states that the Head of RA of

Pekanbaru City who has a high self-concept is 7

people (100%) and no one is in the medium or low

category. Thus, it can be concluded that the Head of

RA in Pekanbaru City has a high self-concept.The

data on the working period of the Head of RA City

of Pekanbaru is stated in the following table.

Table 3. Years of Service

Masa Kerja JumlahSubyek Prosentase

0 – 3 tahun 5 18,5

4 – 6 tahun 5 18,5

7 – 9 tahun 9 33,3

10 – 12 tahun 5 18,5

13 – 15 tahun 3 11,1

Working Motivation Reviewed from Self Concept and Working Head of Raudhatul Athfal School (RA) Pekanbaru City

Based on the statistical analysis between the self-

concept of the principal's work motivation, the

correlation coefficient (r) = 0.279 and the coefficient

of determination (r2) = 0.078. This means that there

is a strong influence between self-concept on work

motivation, it can be concluded that the contribution

of self-concept to the teacher's work motivation is

only 1%. These results show that self-concept is one

of the factors that influence work motivation.

Work motivation and self-concept of the heads

of RA in Pekanbaru City are stated to have a high

category. The self-concept of the principal is one of

the supporting factors for the working motivation of

RA head of Pekanbaru City. The results obtained

imply that the higher the self-concept of the

principal, the higher the work motivation of the head

of RA Kota Pekanbaru.

Individuals who have a positive self-concept are

individuals who understand well about themselves

so that they will accept their strengths and

weaknesses, their self-assessment will be more

positive in their views of life and can design life

goals in facing reality. Thus, the head of the City of

Pekanbaru RA who has a high self-concept has a

strong influence on his work motivation in leading

educational institutions based on aspects of the

development of the child's age.

Significant and positive influence on self-

concept variables on the work motivation of the

head of RA proves that the theory that states self-

concept will determine the condition of the RA head

and is expected to increase the motivation of his

work in the literature in line with the proposed frame

of mind. Thus, through this study proved that self-

concept is one of the determining factors for work

motivation, in addition to other factors. Thus, the

first hypothesis put forward in this study is proven.

The results of the statistical analysis between the

working period of the principal's work motivation

obtained the correlation coefficient (r) = 0.043 and

the coefficient of determination (r2) = 0.002. This

means that there is a strong influence between the

working period on work motivation, it can be

concluded that the contribution of the work period to

the teacher's work motivation is only 1%. This result

shows that working period is one of the factors that

influence work motivation. The longer the working

period of the head of RA Kota Pekanbaru, the higher

the motivation of his work. The length of work

period will affect his work experience so that his

work motivation will be even higher.

Furthermore, the results of the statistical analysis

between self-concept and tenure on the principal's

work motivation obtained the correlation coefficient

(r) = 0.279 and the coefficient of determination (r2)

= 0.078. This means that there is a strong influence

between self-concept and tenure on work

motivation, it can be concluded that the contribution

of self-concept to teacher work motivation is 1%.

These results show that self-concept and tenure are

one of the factors that influence work motivation.

Work motivation is something that gives rise to

enthusiasm or work motivation. Motivation is giving

or driving that creates excitement for someone to

work together, work effectively and integrated with

all efforts to achieve satisfaction. Work motivation

possessed by the head of the City of Pekanbaru RA

is a psychological condition that encourages the

heads of RA to carry out business or activities to

achieve school goals and individual goals, it has

been proven in this study that work motivation has

been influenced by self concepts and years of

service.

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Working Motivation Reviewed from Self Concept and Working Head of Raudhatul Athfal School (RA) Pekanbaru City