مدیریت آموزشی

The study examined the relationship between Educational Philosophical Orientation and the Organizational practices of Secondary Mathematics teachers. Using a descriptive-correlational quantitative design, the study involved 150 secondary mathematics teachers and investigated how educational philosophical orientations are associated with teachers’ organizational practices. Findings revealed that Pragmatism obtained the highest mean score (M = 3.852) indicating that the teacher generally valued practical, experiential and problem-solving approaches in mathematics instruction. However, regression results show that Pragmatism did not significantly predict their actual practices. Instead, Idealism emerged as a significant positive predictor of Planning and Lesson Preparation( b = 0.343, p<.001), Collaboration with Colleagues and School Personnel ( b = 0.206, p = 0.044) and Professional Responsibility ( b = 0.374, p<.001). Realism was a significant predictor of Classroom Organization and Management ( b = 0.216, p = .038), and Existentialism did not significantly predict any of the Organizational Practice Dimensions. These findings indicate that the relationship between educational philosophical orientation and teachers’ organizational practice is domain specific rather than uniform across professional activities. The higher endorsement of Pragmatism alongside its lack of significant unique predictive contribution also suggests that teachers espoused philosophical preferences do not necessarily correspond directly to their professional practices. Overall, the finding highlights the value of integrating philosophical reflection with practical and contextual consideration in teacher education and professional development, particularly in strengthening teachers’ awareness of how educational beliefs relate to their professional practice.

School organizational culture in Islamic education requires ethical foundations that can support teachers' professional responsibility without neglecting their well-being. This article develops an analytical framework for examining the internalization of amanah (trustworthiness and accountability) and ihsan (excellence and care) in relation to teachers' organizational commitment at SDIT Ar-Raihan, Pagar Alam, Indonesia. A qualitative single-case study is proposed, involving purposively selected school leaders, teachers, and educational staff, with semi-structured interviews, nonparticipant observations, document analysis, and reflexive thematic analysis. A synthesis of recent scholarship indicates that value-based culture may influence affective and normative commitment through trustworthy leadership, professional meaning, organizational justice, and collegial support; continuance commitment also depends on employment conditions. These relationships are presented as propositions requiring field verification, not as empirical findings from the school. The framework offers an ethically grounded direction for examining teacher commitment and improving Islamic school management.

The teacher shortage is a global challenge. However, some countries are less prone to teacher shortages. The aim of this study was to examine three countries with little or no teacher shortage to explore what these countries do to attract and retain educated teachers. The three countries selected for this case study were Finland (Europe), Singapore, and the Republic of Korea (Southeast Asia). The data pertaining to these countries, as three specific case studies, come from policy documents, statistics, reports, and peer-reviewed articles. The themes in each case were thematically encoded and categorised by the described case context. The themes were identified deductively and strongly linked to the data. The results indicate that the teacher shortage and supply are related to teacher status and grounded in students’ performance and results, teacher training/education, systems for incoming and graduated teacher students, and support during their first years in their profession. Teacher status is seen as a loop in which higher teacher status leads to a lower likelihood of a teacher shortage. The conclusion is that attracting and retaining teachers is a multifaceted and complex process that is the result of many interacting aspects in each specific country’s context. Keywords: Finland, multiple case study, Sing

Graduate employability Outcomes (GEO) is a crucial issue in emerging countries, where skill gaps and unemployment among university graduates are consistently rising. In this context, higher education institutions (HEIs) play a pivotal role in developing a strategic approach to fill the gap through collaboration between academia and industry. Nowadays, every higher education institution in emerging countries has an internal quality assurance cell (IQAC), and they play a critical role in ensuring continuous improvement, stakeholder engagement, and curriculum development. However, despite the growing relevance of this issue, limited empirical studies have been conducted on the mediating role of IQAC in the relationship between industry and academia for confirming graduate employability in an emerging economy, like Bangladesh. The purpose of this study is to examine the mediating role of IQAC, including university curriculum (UC), job scholars’ opportunities (JSO), on the association between university-industry collaboration (UIC), and university GEO in Bangladesh, using partial least squares structural equation modelling (PLS-SEM) under the quantitative research approach. Data were collected using a structured questionnaire from university graduates, faculty members, and administrative staff. The empirical evidence reveals that UIC significantly contributes to GEO; moreover, IQAC plays a substantial mediating role, including UC and JSO. The findings of the study offer practical contributions for higher educational institutions (HEIs), policymakers, and industry experts to continuously improve graduate employability outcomes, such as practical competencies, skills development, and job readiness.

Madrasah leadership is increasingly expected to translate educational regulations and institutional visions into accountable practices that strengthen teaching, organizational culture, and Islamic character formation. This study is designed to examine how ethical, servant, spiritual, and authentic leadership are interpreted and enacted in educational policy at MTs Darussalam Lubuklinggau. A qualitative single-case study will be conducted. Purposively selected participants are expected to include the madrasah principal, vice-principals, teachers, educational staff, committee representatives, and selected students, subject to access and ethical approval. Data will be generated through in-depth interviews, non-participant observations, and analysis of institutional documents. The analysis will combine iterative data condensation, display, and conclusion verification with theory-informed and inductive thematic coding. Source and method triangulation, participant checking, and an audit trail will be used to strengthen trustworthiness. Since fieldwork has not yet been conducted, this manuscript does not report empirical findings. Its intended contribution is an analytical framework connecting four complementary leadership perspectives with the stages of madrasah policy formulation, communication, implementation, monitoring, and evaluation.

Improving educational quality requires human resource (HR) management that supports teachers’ continuous professional development and adaptation to global demands. This study aims to describe the management of educational HR transformation toward global quality at SMP Muhammadiyah 15 Surabaya and identify its supporting and inhibiting factors. A qualitative approach was employed, with data collected through non-participant observation, interviews, and documentation. Informants were selected through purposive sampling and included the vice principal, the vice principal for curriculum, two teachers, and two students. Data were analyzed through data reduction, data display, conclusion drawing, and verification. The findings indicate that HR transformation is managed through planning, organizing, implementation, supervision, and evaluation. Development programs include internal and external training, a teacher learning community, weekly learning reflection, monthly coaching, and academic supervision. Supporting factors include a collaborative culture, regular professional guidance, and school support. Inhibiting factors comprise limited time, insufficient openness in reflection, short coaching sessions, delayed follow-up, and some teachers’ extrinsic motivation. These findings provide contextual insights into school-level HR management but do not establish program effectiveness in improving student learning outcomes or achieving global quality standards. ABSTRAK Peningkatan mutu pendidikan membutuhkan manajemen sumber daya manusia (SDM) yang mampu mengembangkan kompetensi guru secara berkelanjutan dan adaptif terhadap tuntutan global. Penelitian ini bertujuan mendeskripsikan manajemen transformasi SDM pendidikan menuju mutu global di SMP Muhammadiyah 15 Surabaya serta mengidentifikasi faktor pendukung dan penghambatnya. Penelitian menggunakan pendekatan kualitatif dengan teknik pengumpulan data berupa observasi non-partisipan, wawancara, dan dokumentasi. Informan dipilih secara purposive, meliputi wakil kepala sekolah, wakil kepala sekolah bidang kurikulum, dua guru, dan dua peserta didik. Data dianalisis melalui reduksi data, penyajian data, serta penarikan kesimpulan dan verifikasi. Hasil penelitian menunjukkan bahwa transformasi SDM dikelola melalui perencanaan, pengorganisasian, pelaksanaan, pengawasan, dan evaluasi. Program pengembangan mencakup pelatihan internal dan eksternal, komunitas belajar, learning reflection mingguan, coaching bulanan, dan supervisi akademik. Faktor pendukung meliputi budaya kolaborasi, pembinaan rutin, serta dukungan sekolah, sedangkan hambatannya mencakup keterbatasan waktu, keterbukaan refleksi, durasi coaching, keterlambatan tindak lanjut, dan motivasi ekstrinsik sebagian guru. Temuan ini bersifat kontekstual dan belum membuktikan efektivitas program terhadap hasil belajar atau pencapaian standar mutu global.

Abstract Faculty development (FD) and the preparation of future faculty are central to university teaching quality, yet in Japan they are studied separately and remain underexamined in English. Pre-faculty development (pre-FD), a term coined within Japanese higher education, exclusively denotes the pre-service teaching preparation of doctoral students and other prospective academics, broadly corresponding to the American “Preparing Future Faculty” movement. Treating the two as tracks of a single academic-development continuum, this article asks how each has been institutionalized and localized in Japan, and what constrains the translation of policy into teaching improvement. The study is a narrative, document-based conceptual review of policy documents, statutory standards, national surveys, and Japanese- and English-language scholarship, using the Scholarship of Teaching and Learning (SoTL) as an analytical lens. Three findings emerge. First, both tracks advanced through top-down policy-driven and policy-induced reform: In-service FD became a legal mandate in 2008, whereas pre-FD remains a best-effort obligation. Second, in-service FD has developed a distinctive cluster of locally grounded practices: inter-university networks, mutual FD, the collegial model, and student-engaged FD. Third, national survey data show participation rising while collegial formats and dedicated provision declined over the same period, indicating that participation rates are a poor proxy for teaching-development quality. Reading the tracks together reveals what single-track accounts obscure: shared organizational carriers and a common ceiling set by the absence of a continuing professional role in academic development. The article argues, as a proposition derived from the analysis, that sustainable development depends on connecting the two tracks into a continuous career pathway framed by SoTL.

This study examines how peer learning, mentoring, and alumni engagement jointly relate to student employability, using bibliometric and thematic analysis of 117 peer-reviewed articles indexed in Scopus (2010–2025). Publications increased markedly after 2019, reflecting growing scholarly interest in this area. Three interdependent thematic clusters emerged: peer learning as a foundation for teaching and learning practice; mentoring and experiential learning as supports for post-graduation career development; and alumni relations as a bridge between universities and workplaces. Based on these patterns, the study proposes a developmental ecosystem model of employability integrating pedagogy, relationships, and experiential learning, and suggests management education is shifting toward experiential, network-based approaches.

Digital transformation is reshaping school management and creating new demands for leadership competencies, decision-making, and resource allocation. This study examines the development of management competencies among general secondary school principals in Uzbekistan and proposes an organizational and economic mechanism to support their professional growth. Drawing on scientific literature, functional analysis, and process modelling, the research identifies key factors influencing effective school leadership in a digital environment. The proposed mechanism integrates competency assessment, targeted professional development, collaborative implementation, and systematic evaluation of managerial performance. Particular attention is given to evidence-based decision-making, efficient resource management, and staff coordination. The findings provide a conceptual foundation for strengthening school governance and improving organizational practices while highlighting the need for further empirical validation.

School accreditation in Indonesia is often reduced to completing documents before the assessment visit, so the quality it produces tends to be administrative and short-lived. SDIT Ar Refah Tanjungpinang faced the same problem before it raised its accreditation rating from C to A. This study aims to analyse the principal's strategies for building a quality culture from a Total Quality Management perspective, to explain how the values of amanah (trustworthiness) and ihsan (excellence) are internalised into that culture, and to reveal the impact of this culture on the accreditation transformation. The study employed a qualitative approach with a single case study design. Data were collected through in-depth interviews, participant observation, and document analysis involving the principal, teachers, administrative staff, foundation board members, the school committee, and the accreditation team. The data were analysed using the interactive model of data condensation, data display, and conclusion drawing, and their trustworthiness was tested through source and technique triangulation. The findings show that the principal built a quality culture through shared quality awareness, documented work cycles, improvement-oriented evaluation, team collaboration, and role modelling. Amanah and ihsan served as intrinsic motivation that shifted work orientation from compliance to worship. The study concludes that integrating TQM principles with amanah and ihsan produces a substantive accreditation transformation, because quality is embraced as a moral and spiritual responsibility of the entire school community.

This study examined sustainability-oriented school leadership, environmental management practices, and climate resilience among selected school heads in Sapa-Sapa I District, Tawi-Tawi, as a basis for developing a Sustainable School Governance Framework. Anchored in the Whole-Institution Approach to Education for Sustainable Development, Sustainable Educational Leadership, and Organizational Climate Resilience, the study employed a descriptive-correlational design using a structured five-point Likert-scale questionnaire. Descriptive statistics and Kendall's tau-b correlation were applied to 12 school-head response profiles. The illustrative results indicated High levels of sustainability-oriented leadership (M = 3.55) and environmental management practices (M = 3.43), while climate resilience was rated Moderate (M = 3.33). Limited financial resources (66.67%), insufficient training (58.33%), inadequate infrastructure (50.00%), and limited technological support (41.67%) emerged as major challenges. A significant positive relationship was observed between leadership and environmental management (τ = 0.467, p = 0.048), while relationships involving climate resilience were not statistically significant. A preliminary Sustainable School Governance Framework was proposed, emphasizing strategic leadership, environmental resource management, disaster preparedness, stakeholder engagement, and continuous improvement. The study recommends strengthening institutional monitoring, resource conservation, capacity-building initiatives, and learning continuity mechanisms, subject to validation using actual survey data. The study aligns with SDG 4 (Quality Education), SDG 12 (Responsible Consumption and Production), and SDG 13 (Climate Action). Its potential sustainability impact involves strengthening environmental responsibility, institutional resilience, collaborative governance, and climate-responsive educational management in island-based school communities.

Teacher performance is a key determinant of educational quality and the successful implementation of learning processes. Among the factors that may influence teacher performance are the adequacy of educational facilities and infrastructure, as well as the quality of the working environment. This study aims to examine the influence of facilities and infrastructure, together with the work environment, on teacher performance at SMA Negeri 1 Batukliang Utara, Central Lombok Regency. A quantitative approach with a descriptive research design was employed. The study involved all 33 active teachers using a total sampling technique. Data were collected through a structured questionnaire based on a five-point Likert scale and analyzed using multiple linear regression with IBM SPSS Statistics version 26. The findings reveal that facilities and infrastructure do not have a significant partial effect on teacher performance (β = 0.017; p = 0.933), whereas the work environment has a positive and statistically significant effect (β = 0.770; p = 0.003). Simultaneously, both independent variables significantly influence teacher performance (F = 10.840; p < 0.001), explaining 41.9% of the variance in teacher performance, while the remaining 58.1% is attributable to other factors not included in the research model. These findings indicate that a supportive and conducive work environment plays a more substantial role than educational facilities in improving teacher performance. Therefore, school management should prioritize the creation of a positive work environment while continuing to improve educational facilities to support teachers' professional responsibilities.

ABSTRACT Digital transformation in education has encouraged changes in school management, requiring school principals to demonstrate adaptive and visionary leadership and to facilitate organizational change. Transformational leadership is a relevant approach because it emphasizes the ability of leaders to build a vision, provide motivation, encourage innovation, and empower teachers in responding to change. This study aimed to analyze teachers’ perceptions of the principal’s transformational leadership in the digital era at SMAN 9 Mataram based on the dimensions of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The study employed a quantitative approach with a descriptive survey design. The study population and sample consisted of 57 teachers selected using total sampling (census sampling), in which all active teachers were included as respondents. Data were collected through questionnaires and analyzed using descriptive statistics. The results showed that teachers’ perceptions of the principal’s transformational leadership were in the positive category. The principal was perceived as demonstrating exemplary leadership, fostering motivation, supporting innovation, and paying attention to teachers’ professional development. These findings indicate that transformational leadership is reflected in various leadership practices that support an adaptive school environment in response to educational change and digital transformation. ABSTRAK Transformasi digital dalam pendidikan telah mendorong perubahan dalam pola pengelolaan sekolah sehingga kepala sekolah dituntut memiliki kepemimpinan yang adaptif, visioner, dan mampu menggerakkan perubahan organisasi. Kepemimpinan transformasional menjadi pendekatan yang relevan karena menekankan kemampuan pemimpin dalam membangun visi, memberikan motivasi, mendorong inovasi, serta memberdayakan guru dalam menghadapi perubahan. Penelitian ini bertujuan untuk menganalisis persepsi guru terhadap kepemimpinan transformasional kepala sekolah pada era digital di SMAN 9 Mataram berdasarkan dimensi idealized influence, inspirational motivation, intellectual stimulation, dan individualized consideration. Penelitian ini menggunakan pendekatan kuantitatif dengan desain survei deskriptif. Populasi sekaligus sampel penelitian berjumlah 57 guru yang dipilih menggunakan teknik sampling jenuh (sensus), sehingga seluruh guru aktif dijadikan responden. Data diperoleh melalui kuesioner dan dianalisis menggunakan statistik deskriptif. Hasil penelitian menunjukkan bahwa persepsi guru terhadap kepemimpinan transformasional kepala sekolah berada pada kategori positif. Kepala sekolah dinilai mampu memberikan keteladanan, membangun motivasi, mendukung inovasi, serta memperhatikan pengembangan kompetensi guru. Temuan ini menunjukkan bahwa kepemimpinan transformasional tercermin dalam berbagai praktik kepemimpinan yang mendukung terciptanya lingkungan sekolah yang adaptif terhadap perubahan dan transformasi digital pendidikan.

This qualitative study examines how K–12 educational leaders describe and make sense of their leadership practices related to instructional support, evaluation and improvement strategies, collaborative relationships and trust, and parent and community engagement. Drawing on open-ended survey responses from practicing school and district leaders, the study employs inductive thematic analysis to explore leadership efficacy as enacted through daily practice rather than expressed solely as an abstract belief. Guided by Bandura’s self-efficacy theory, Bronfenbrenner’s ecological systems theory, and transformational leadership theory as interpretive lenses, leaders’ narratives are situated within the relational and contextual systems shaping leadership work. Findings reveal a coherent, practice-oriented leadership narrative grounded in collaboration, trust-building, reflective practice, and responsiveness to local context. Instructional leadership and evaluation were consistently framed as growth-oriented, relational processes, while collaborative relationships and trust emerged as foundational conditions enabling leadership practice across domains. Parent and community engagement was described as a reciprocal, boundary-spanning function rooted in communication, visibility, and partnership. Collectively, the findings position leadership efficacy as a relational and contextually embedded practice and highlight implications for leadership preparation and professional learning.

This study assessed the extent of instructional supervision practices among head teachers in public primary schools in Kibondo District, Tanzania. The study was guided by the positivist research paradigm and employed a mixed-methods approach using a convergent parallel research design. A total of 294 participants were involved in the study, comprising 12 head teachers, 272 primary school teachers, 9 Ward Education Officers (WEOs), and 1 District Education Officer (DEO). Head teachers, WEOs, and the DEO were selected using purposive sampling, while primary school teachers were selected through simple random sampling. Quantitative data were collected using structured questionnaires administered to teachers, while qualitative data were obtained through interviews with head teachers, WEOs, and the DEO. Documentary review was also used to examine supervision schedules, classroom-observation records, lesson-plan monitoring records, and teachers’ feedback records. Quantitative data were analysed using the Statistical Package for the Social Sciences (SPSS) through descriptive statistics, particularly means and standard deviations, while qualitative data were analysed thematically. The findings revealed that instructional supervision practices were generally implemented at low to moderate levels. Maintaining written supervision records received the highest rating (M = 2.80, SD = 1.40), followed by organising school-based professional development (M = 2.65, SD = 1.40) and encouraging peer observation and mentoring (M = 2.61, SD = 1.44). In contrast, classroom-focused activities recorded relatively lower ratings, including reviewing teachers’ schemes of work (M = 2.26, SD = 1.51), classroom observation (M = 2.27, SD = 1.48), checking lesson plans (M = 2.29, SD = 1.47), and monitoring continuous assessment practices (M = 2.29, SD = 1.53). Qualitative and documentary evidence indicated that competing administrative responsibilities, staffing constraints, and other school-level demands constrained the consistent implementation of classroom-focused supervision. The study concludes that instructional supervision was implemented unevenly, with relatively greater emphasis on administrative documentation and professional development activities than on direct classroom-focused supervision. The study recommends strengthening head teachers’ instructional leadership competencies, reducing competing administrative workloads, addressing staffing constraints, and establishing systematic mechanisms for regular classroom observation, constructive feedback, professional development, and follow-up of instructional practices.

This study investigates the influence of planning and coordination in quality assurance practices on management of instruction in public secondary schools in North-Central Nigeria. The study examined how planning activities and coordination mechanisms enhance instructional effectiveness within the school system. A descriptive survey research design was adopted. The study covered Kwara, Kogi, Niger, Benue, Nasarawa, and Plateau States. The population comprised 1,730 principals, 30,232 teachers, and 402 quality assurance officers. Using a multi-stage sampling technique, a sample of 785 participants (274 principals, 375 teachers, and 136 quality assurance officers) was selected from 274 public senior secondary schools. Data were collected using a self-structured questionnaire titled Influence of Planning and Coordination in Quality Assurance Practice on Management of Instruction in Public Secondary Schools (IPCQAPMIPSS). Reliability was established through Cronbach’s alpha (α = 0.889), indicating strong internal consistency. Descriptive statistics (mean and standard deviation) were used to answer research questions with a decision mean of 2.50. Findings revealed that planning practices such as timely preparation of timetables and lesson plans were generally accepted, while coordination practices showed moderate implementation across schools. The study concludes that strengthening coordinated quality assurance strategies is essential for improving instructional management and educational outcomes in the region

Introduction The purpose of this study was to explore how K-12 Equity Directors seek to build capacity in others for district equity work. Methods Using a sociotransformative constructivist approach, we interviewed 20 Equity Directors in two U.S. states. Results Results indicate the Equity Directors sought to build capacity in others for equity work through engaging in conversations intentionally, collaborating in authentic activity, working towards a sense of equity consciousness, and illuminating social location. Discussion The results may assist other school district office leaders who may or may not have someone designated as an Equity Director to build capacity in others beyond the district office to engage in equity work.

This study investigated assistant principals’ self-perceptions of their role as instructional leaders and examined the corresponding perceptions of principals. Grounded in Weber's (1996) instructional leadership model and using the Principal Instructional Management Rating Scale (PIMRS), this quantitative study surveyed assistant principals and principals from a large suburban district. Findings reveal a gap: assistant principals rated themselves higher in instructional leadership than their principals. The results indicate that the assistant principal role requires a clearer definition, targeted professional development, and leadership succession planning. These findings offer implications for educational leadership training and school district practices.

This study explores examines the role of expert educators in leading cross-school professional learning networks (PLNs) that are intentionally embedded within a professional development program designed to which cultivate future-ready and inclusive school leaders in Hong Kong. Drawing on a qualitative, open-ended questionnaire-based report from 26 expert educators, including 21 expert principals (EP) and 5 senior expert principals (SEP), the research examines their roles and the challenges they face in fostering cross-school collaboration. The study identified five interrelated leadership practices employed by the EPs and SEPs, including (1) fostering intense collaboration; (2) facilitating reflection; (3) developing a shared sense of purpose; (4) supporting cross-boundary learning; and (5) embodying reciprocal learning. The study contributes to the growing literature on leadership development grounded in PLNs. The findings argue the significance of experts and their independent leadership strategies to establish cross-school PLNs, pointing out that trust and embodying reciprocal learning reinforce their sustained engagement in cross-school PLNs. This study prompts further exploration of how leadership can establish and sustain cross-school PLNs for leadership development. The findings inform policymakers and educational leaders about how to develop meaningful learning across schools. Recommendations are offered to educational policymakers and school management bodies to prioritize the strengthening of professional networks for leadership development through active participation and expert guidance in the field.