Definisi kepuasan kerja guru

a positive or pleasant emotional state resulting from a person’s appreciation of his/her own job
experience (Demirtas, 2010, p. 1069).

Locke (1976), defined job satisfaction as a positive or pleasant emotional state resulting from a person’s
appreciation of his/her own job or experience.

an employee’s satisfaction with their work (Kayikci, 2005).

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Konsep kepuasan kerja guru

The conceptual domain of job satisfaction is broad, because it includes all characteristics of the job itself
and the work environment, which employees find rewarding, fulfilling, and satisfying, or frustrating or
unsatisfying (Churchill, Ford & Walker, 1974 ; Snipes, Oswald, LaTour & Armenakis, 2005).

peer communication, and work place stress have influence on job satisfaction (Güleryüz, et al., 2008).

satisfaction level with their supervisors, salary, coworkers, and promotions also impact people’s overall
job satisfaction (Snipes, et al., 2005).

Snipes et al. (2005) stated that job satisfaction consists of several facets, including satisfaction with the
supervisor, work, pay, advancement opportunities, coworkers, and customers.

Job satisfaction is a multidimensional construct (Spector, 2002) which reflects worker attitudes in
relation to the many aspects of a job, including rewards (salaries and benefits), growth opportunities
(development programs, promotion opportunities), work relationships (supervisors and colleagues),
physical working conditions (safety and comfort at work), and the nature of the work in and of itself.

Accumulated studies on satisfaction indicate that it is influenced by characteristics associated with

working conditions, person-job fit, and individual characteristics (Natarajan & Nagar, 2011; Porter &
Mclauchlin, 2006).

https://www.scielo.br/scielo.php?script=sci_arttext&pid=S1806-48922018000400516#:~:text=Research
%20on%20the%20relationship%20between,influence%20on%20the%20employees'%20satisfaction.

Definisi transformasi

Aydin, Savier, & Uysal (2013), a leader who practices transformational leadership is a leader whovis
concerned with having a good and friendly relation with employees, treats employees fairly and
equitably,
provides help, advices, and encourages employees’ personal and professional development through
employee involvement in decision making process as well as concerned with the achievement of a goal
or vision set.

Konsep transformasi

The practice of transformational leadership is said to be able to move the organization led to a clear
vision, mission and goals of the organization (Amin, Shah, & Tatlah, 2013; Ghani et al., 2009; Leithwood
& Jantzi, 2005; Ishak 2003).

Moreover, according to previous studies (Menon, 2014; Aydin, et al., 2013; Leithwood & Sun, 2012; Top
et al., 2012; Button, 2003) showed transformational leadership practices have an impact on
commitment and teaching job satisfaction in which the changes brought about through transformational
leadership is seen more democratic, fair and able to increase the commitment and involvement of
individuals.

Transformasi sesuai digunakan

transformational leaders were more capable of exerting a significant and positive influence on the
employees’ satisfaction. (Fonseca, Porto, & Barroso, 2012; Toda et al., 2014; Batista, Kilimnik, & Neto,
2016; Silva, Nascimento & Cunha, 2017).
NURTURE FOLLOWER POTENTIAL TO HIGH LEVEL – ADVANCEMENT OPPORTUNITIES

- WORK RELATIONSHIP