Pengaruh Sanksi, Iklim Etis, Perilaku Menyimpang, Dan Kepemimpinan Terhadap Kinerja Pada Balai Penjaminan Mutu Pendidikan (BPMP) Provinsi Nusa Tenggara Timur

PARIAKAN, Melki Ayub (2025) Pengaruh Sanksi, Iklim Etis, Perilaku Menyimpang, Dan Kepemimpinan Terhadap Kinerja Pada Balai Penjaminan Mutu Pendidikan (BPMP) Provinsi Nusa Tenggara Timur. Masters thesis, Universitas Katolik Widya Mandira Kupang.

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Abstract

The purpose of this study is to determine: 1) Description of Sanctions, Ethical Climate, Deviant Behavior and Leadership on Employee Performance. 2) Significance of Sanctions, Ethical Climate, Deviant Behavior and Leadership partially on Employee Performance. 3) Significance of the influence of Sanctions, Ethical Climate, Deviant Behavior and Leadership simultaneously on Employee Performance. This study uses quantitative methods, the sample used in this study amounted to 80 employees of the East Nusa Tenggara Province Education Quality Assurance Center. Data were collected using documentation, questionnaires, and observation techniques. Analysis using descriptive statistics and multiple linear regression inferential and by the SPSS 25 application. The results of the descriptive analysis show that the description of Sanctions , Climate Ethics , Behavior Deviated , Leadership and Employee Performance at the Education Quality Assurance Center East Nusa Tenggara Province , Already fulfil criteria with very good category. Results analysis inferential in a way partial Climate variables Ethics , Behavior Deviance And Leadership influential positive And significant to Employee Performance , while the Sanctions variable does not have a positive and significant effect on Employee Performance. Organizational Climate influential positive and significant to Employee Performance. Simultaneously show that Sanctions , Climate Ethics , Behavior Deviance And Leadership influential positive and significant to Employee Performance. The R Square value indicates that contribution Sanctions , Climate Ethics , Behavior Deviance And Leadership to Employee Performance as big as 79.1 %, while the rest 20.9 % influenced by other variables in outside the model under study . Based on the results of this study, several recommendations can be made to improve teacher performance at SMAN 5 Kupang as follows: the school should place greater emphasis on developing a positive organizational culture; the school should provide more training or workshops to deepen teachers’ understanding of the implemented curriculum; the school should focus on strategies to enhance teacher work motivation; and the principal should continue to play an active role in creating a conducive work environment and supporting initiatives that motivate teachers.

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