Harjito Harjito

This study examines career development as a predictor of achievement motivation among public elementary school teachers in Pabelan District, Semarang Regency, Indonesia. The study employed a quantitative approach with a cross-sectional design. The population consisted of public elementary school teachers in Pabelan District, and data were collected from 128 teachers using structured Likert-scale questionnaires measuring career development and achievement motivation. The data were analyzed using descriptive statistics, assumption testing, and simple linear regression to determine the predictive association between career development and teachers’ achievement motivation. The findings indicate that teachers’ achievement motivation was generally high, with a mean score of 148.09, while career development also demonstrated a relatively favorable level, with a mean score of 128.93. Among the dimensions of achievement motivation, the need for affiliation obtained the highest percentage (88.10%), followed by the need for achievement (87.30%) and the need for power (85.40%). Regarding career development, self-development showed the highest percentage (87.50%), followed by experience (86.90%) and work performance (82.90%). Regression analysis indicated a positive and statistically significant predictive association between career development and achievement motivation. The estimated regression model was Ŷ = 52.86 + 0.74X, with an estimated R² of 0.490, indicating that career development statistically accounted for approximately 49.0% of the variance in achievement motivation within the sample. These findings highlight the importance of providing sustainable opportunities for teachers’ professional growth, career development, and self-improvement to support achievement-oriented motivation.

این پژوهش، توسعه شغلی را به‌عنوان پیش‌بینی‌کننده انگیزه دستاورد در میان معلمان مدارس ابتدایی دولتی در منطقه پابلان، شهرستان سمراگ، اندونزی مورد بررسی قرار می‌دهد. این مطالعه از رویکردی کمی با طرح مقطعی استفاده کرد. جامعه آماری شامل معلمان مدارس ابتدایی دولتی منطقه پابلان بود و داده‌ها از طریق پرسشنامه‌های ساختاریافته لیکرت که توسعه شغلی و انگیزه دستاورد را اندازه‌گیری می‌کردند، از ۱۲۸ معلم جمع‌آوری شد. داده‌ها با استفاده از آمار توصیفی، آزمون فرضیات و رگرسیون خطی ساده برای تعیین رابطه پیش‌بینی‌کننده بین توسعه شغلی و انگیزه دستاورد معلمان تحلیل شدند. یافته‌ها نشان داد که انگیزه دستاورد معلمان به‌طور کلی بالا بود، با میانگین نمره ۱۴۸.۰۹، در حالی که توسعه شغلی نیز سطح نسبتاً مطلوبی را نشان داد، با میانگین نمره ۱۲۸.۹۳. در میان ابعاد انگیزه دستاورد، نیاز به تعلق‌گیری بالاترین درصد (۸۸.۱۰٪) را به خود اختصاص داد، پس از آن نیاز به دستاورد (۸۷.۳۰٪) و نیاز به قدرت (۸۵.۴۰٪) قرار داشت. در مورد توسعه شغلی، خودتوسعه بالاترین درصد (۸۷.۵۰٪) را نشان داد، پس از آن تجربه (۸۶.۹۰٪) و عملکرد شغلی (۸۲.۹۰٪). تحلیل رگرسیون نشان داد که رابطه پیش‌بینی‌کننده مثبت و معناداری از نظر آماری بین توسعه شغلی و انگیزه دستاورد وجود دارد. مدل رگرسیون تخمین‌زده‌شده به صورت Ŷ = 52.86 + 0.74X بود، با R² تخمین‌زده‌شده ۰.۴۹۰ که نشان می‌دهد توسعه شغلی به‌طور آماری حدود ۴۹.۰٪ از واریانس انگیزه دستاورد را در نمونه توضیح می‌دهد. این یافته‌ها بر اهمیت فراهم‌سازی فرصت‌های پایدار برای رشد حرفه‌ای، توسعه شغلی و خودبهبودی معلمان برای حمایت از انگیزه مبتنی بر دستاورد تأکید دارند.

Teachers’ participation in professional development is often high, yet it does not always translate into classroom innovation, a persistent transfer-of-learning gap. This study explores how principals’ assertive communication was associated with teachers’ professional competence development in two junior high schools (one public, one private) in Brebes Regency, Indonesia. An explanatory sequential mixed-methods design was used: baseline teacher competence was descriptively mapped from the Ruang GTK platform and the Education Report (Rapor Pendidikan), followed by a qualitative phase with 22 purposively selected informants (principals, vice-principals, teachers, students, and parents). Data were gathered through surveys, interviews, observations, and document analysis, and analyzed using Miles et al.’s interactive model with triangulation. Baseline data showed high training participation (score 4) but stagnant instructional innovation and classroom management (scores 2–3). Four interactional dimensions of assertive communication emerged: directive transparency, dialogic respect, non-blaming corrective feedback, and facilitative advocacy. These were associated with reduced teacher defensiveness and greater openness to interactive and digital teaching, and varied with institutional readiness. The study frames assertive leadership as a dynamic system of instructional communication rather than a fixed trait. Given its two-school, non-causal design, the findings are context-specific; they suggest that sustaining competence requires structured post-training clinical supervision and a constructive feedback culture.