




































 

EDUCATIO : Journal Of Education 
Volume 2, Number 2, November 2017 

 ISSN : 2579-8383 (Print) ISSN : 2579-8405 (Online)  

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  z 

   

The Influence Of Leadership And Performance On The Motivation Of 

Participants Education And Training 

 
Yusnidar Yusuf 

Muhammadiyah University of Prof. DR. HAMKA 

yusnidar_yusuf@yahoo.co.id 

 

Accepted: 

August 10, 2017 

Reviewed: 

September 5, 2017 

Published: 

November 20, 2017 

 

Abstract: Participants education and training at Human Resource Development Centre of 
Transport Apparatus became the object of research to take the extent of the condition of 
leadership and performance effect on there work unit participants education and training and by 
SPSS through linear regression analysis showed that:  Partially t-test results showed that the 
leadership (X1) had a strong and significant influence on employee performance (Y), for t > ttable 
was 4.829 > 1.96. Similarly, the X2 form of motivation showed tcount > ttable was 6.639> 1.96. The 
independent variable X1 (Leadership) and X2 (performance) simultaneously tested by F test 
strong and significant influence on the dependent variable Y (Performance Officer), since Fcount 
> Ftable (614.059 > 3.07). The resulted of regression equation Y = 2.254 + 0.411 X1 + 0.541 X2. 
The diversity of variable Y was influenced by the diversity of variables X1 and X2 for the 
remaining 91.7% 8.3% influenced by other factors. This was due to factors leadership and 
performance indispensable and always needed to obtain an increase motivation of participants 
education and training. 

 

Keywords:  Leadership, Performance, Motivation 

 

 

INTRODUCTION 

The work unit The Ministry of Transportation is an element of government as policy 

makers in the transport sector which in practice can not be separated on performance goals 

Ministry of Transportation conducted through three stages: (1) Identification of 27 (twenty 

seven) Key Performance Indicators (KPI) of the thirteen (13) Goals; (2) Measuring the gains of 

each KPI (in percentage) through a comparison of the realization of the target; and (3) the gains 

of each KPI is calculated based on the achievement of the performance of each group of 

activities to achieve the targets that have been set. Correspondingly, the work program has been 

poured into the Strategic Plan of the Ministry of Transportation including the Strategic Plan 

2015-2019. Ministry of Transportation Strategic Plan 2015-2019 period is the third segment of a 

five-year Long-Term Plan of Transportation (RPJP), so expect the period 2015-2019 Strategic 

Plan of the Ministry of Transportation will facilitate economic growth throughout the region, 

especially to improve competitiveness as cost reduction efforts logisti. (Strategic MoT: 2005-

2025). 

In order to support these policies, the necessary human resources are formidable. 

Human resources in this case is the State Civil Apparatus (ASN) which is an integral part in the 



  

 
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management of the Indonesian government. To that have passed Law on Civil State Apparatus 

No. 5 of 2014 in the article shall include the type of status and position of the State Civil 

Apparatus (Law No. 5 of 2014: Chapter III).1 Correspondingly, in order to support national 

development, so as to support the national defense strong and realization archipelago insight 

nationals, it is necessary to unite the archipelago including through the reliability of the national 

transportation system, namely the sectors of Transportation (land, rail, sea and air) has a role 

dimension less very vital and strategic for national development, given its nature as a driver and 

the driver of the various aspects of community activities and the smooth wheels of government. 

To that end, the government's policy in the management of the transportation plays an 

important role related to the fulfillment of the public transport services. Therefore, the 

performance demanded fulfillment of transport services providers and managers of 

transportation services, the Human Resources (HR) professional quality. 

To achieve qualified human resources in the Ministry of Transportation, the required 

human resource development are sustainable. The development is intended to do through 

education and training to improve the competence and ethical professionalism. In relation has 

been designated by Government Regulation No. 51 of the Human Resources in the Field of 

Transport which includes the Education and Training in the Field of Transport, hereinafter 

called the Training and Transport is organizing teaching and training in order to improve the 

knowledge, expertise, skills, and attitude formation behavior source human resources needed in 

the management of transportation. Human Resource Development Centre of Transport 

Apparatus organizational unit is part of Human Resources Development Agency of 

Transportation, the Ministry of Transportation. Transportation Development Centre 

Apparatuses have the task and delivery functions of Administrative Training in the Ministry of 

Transportation (PM. 189 of 2015).2 

But in terms of the process of education and training of personnel can not be separated 

from the problem of motivation is influenced and performance and there is a relationship 

influence the leadership and motivation of human resources to run the organization, as well as 

statements Hadari Nawawi (1998:42) that humans require organization and vice versa 

organizations require human, which is the driving force, without human organization will not 

work. To that end, the need to reform management leadership and motivation are able to 

contribute to improving the competence of the ASN in the Ministry of Transportation. With the 

change in leadership management and motivation will be the realization of the integration in 

improving the ability of the Ministry of Transportation Apparatus that support the tasks and 

functions of the unit organizations participating in education and training in an effective, 

efficient, transparent and accountable, professional, productive and accountable3. 

Increased motivation must also be coupled with the professionalism of leadership and 

performance. For leadership serves as directing the activities of the work undertaken by program 

staff executing tasks. Through the leadership of the weight, then the employees/staff can 

                                                 
1 Undang-Undang Nomor 5 Tahun 2014 Tentang Aparatur Sipil Negara  
2 Peraturan Menteri Perhubungan Nomor PM.189 Tahun 2015 Tentang Organisasi dan Tata Kerja Kementerian 

Perhubungan 
3 Muh Barid Nizaruddin Wajdi, “Arabic Learning Skill,” AT-Tahdzib: Jurnal Studi Islam dan Muamalah  3, no. 2 

(2016): 32–47. 



  

 
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improve performance, as well as employee/staff must have the motivation that is able to 

mobilize all the potential ability to increase the duties and responsibilities in improving 

organizational performance through competency development in education and training at the 

Center for Resource Development human Apparatus of Transportation. As the development of 

quality human resources, that will manage the agency well too. Management here is the 

management of all fields of work, including the care and planning. How to improve and develop 

human resources with education/training, either through on-the-job and off the job training4. 

Noting the above description, to know how to influence the leadership and performance 

of the motivation of education and training at the Transportation Development Centre 

Apparatuses, it is necessary to study. 

 

RESEARCH PROBLEM  

In any implementation of research generally depart from problems that require 

discussion or resolution. According to Nasution (1995)5, "the problem is the formulation of 

some of the questions thrown to be solved or a settlement that is vague, brief, including 

concepts used." Essentially, the problem is the gap between expectation and reality. The main 

problem is the research has not increased motivation of participants in education and training as 

expected. It is influenced by various factors such as education and training, leadership, 

performance, ability, experience, organizational climate, other means of support. 

Based on the identification of the above problems, the author limited to three (3) 

variables with a focus on leadership and performance of the independent variables and the 

dependent variable motivation of education and training in Human Resource Development 

Centre of Transport Apparatus at The Ministry of Transportation. 

Based on the identification of the above problems, the problem in this research were 

formulated as follows: 

1. How much influence leadership training on employee performance in education and training 

participants in the Human Resource Development Centre of Transport Apparatus? 

2. How much influence the performance of the motivation on education and training 

participants in the Human Resource Development Centre of Transport Apparatus? 

3. How much influence leadership training and performance of the motivation of education 

and training in Human Resource Development Centre of Transport Apparatus? 

This research was conducted for the purpose of preparing the Scientific Writing as 

requirements for the implementation tasks trainer key element in professional development 

environment of traninerin Human Resource Development Centre of Transport Apparatus. The 

purpose of this research were to: 

1. Knowing, understanding and analyzing the influence of leadership on the performance of 

education and training participants. 

2. Knowing, understanding and analyzing the effect of the performance of the motivation of 

                                                 
4 Muh. Barid Nizarudin Wajdi, “ المناهج التعليمية للغة العربية في تطوير المفردات لغير الناطقين بها ,” At-Tajdid: Jurnal Ilmu  

Tarbiyah; Vol 5 No 1 (2016): January 2016 (2016), 

http://ejournal.stitmuhpacitan.ac.id/index.php/tajdid/article/view/15.  
5 Nasution, Didaktik Azas-Azas Mengajar (Jakarta:  Bumi Aksara,  2000), 11.  



  

 
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education and training in education and training participants. 

3. Knowing, understanding and analyzing the influence of leadership and motivation at a time 

or simultaneously on the performance of education and training participants. 

 

LITERATURE REVIEW 

Education and training according to Nasution (2000)6 “Education is a process, technical 

and teaching and learning methods with the intention of transferring knowledge from one 

person to another according to predetermined standards.” While Pont (1991:46) "The training is 

to develop people as individuals and encouraging them to become more confident and capable 

in life and work. According perspective Ahwood and Dimmoel (1999)7 ''Education is more 

theoretical in general knowledge, social and oriented to the needs of individuals, while training is 

a process of developing the skills of employees to do the work in progress and jobs in the future. 

"the use of the term education and training in an institution or organization is usually 

incorporated into training (education and training)8. 

Along with a couple of theories about the meaning of education and training mentioned 

above, the government establishes that the education and training of abbreviated training is the 

process of organizing learning in order to improve the ability of civil servants (PP.  101 of 2000).9 

In the implementation of Education and Training is divided into two (2) types of training namely 

Training Pre- and in position. Next, understanding government is inseparable from the notion of 

an organization or institution. According to Robbins (1995)10 that the organization is the entity 

(entity) which coordinated social conscious, with a relatively identifiable boundary, which works 

on the basis of relatively continuously to achieve a common goal or group of destinations. 

According to Martani and Lubis (1987)11 that the organization as well as an A System consists of 

elements that are interconnected, which requires the input, transforming the input being 

excluded output on operation environment as well as the organization. 

Apart from that organization closely associated with leadership.and according to Hersey 

and Kenneth H. Blanchard (1977:84) that leadership can be defined as follows: "that leadership 

is the process of Influencing the activities of an individual or a group in the effort toward goal 

achievement in a given situation" or in other words that Leadership is the process of influencing 

the activities of a person or group in its efforts to achieve the objectives in a given situation. 

Motivation is tied to leadership and according Martives (1988:154), namely: "motivation 

is the instrinsic inducement that peoples and individuals to thinks, feel, and perform incertain 

ways it is internalized an exclusive yet the most important determinant of work behavior." But 

according Hasibuan (1995:158), that the motivation as giving the driving force that creates the 

                                                 
6 Ibid., 71. 
7 M. Ahwood and S. Dimmoel, Manajemen Personalia (Bandung: ITB, 1999),  32.  
8 Devit Etika Sari and Muh Barid Nizarudin Wajdi, “The Effectiveness Of The Method of GI With 

Electronic Workbench Study To Improve Activities and Results Student,” Educatio : Journal of  Education 2, no. 1 (May 

30, 2017): 136–150, accessed October 24, 2017, 

http://www.ejournal.staimnglawak.ac.id/index.php/educatio/article/view/22.  
9 Peraturan Pemerintah Nomor 101 Tahun 2000 Tentang Pendidikan dan Pelatihan Pegawai Negeri Sipil. 
10 P. Stephen Robbin, Teori Organisasi, Struktur Desain dan Aplikasi, Edisi Tiga (Jakarta: Arcan, 1995), 97.  
11 Huseini Martani and Harri Lubis, Teori Organisasi: Suatu Pendekatan Makro, (Jakarta: PAU Ilmu-Ilmu  

Sosial-UI, 1987), 33.  



  

 
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excitement of one's work to get them to work effectively and integrated with all means. 

Maslow (1980:131) classifies human needs in five types of needs which are briefly 

described as follows: physical needs, a sense of security/protected, social needs, esteem needs, 

and self-actualization needs.Motivation patterns as proposed by Mc. Chlelland are as follows: 

1. Achievement Motivation, is a desire to overcome or defeat a challenge, for progress and 

growth. 

2. Affiliation Motivation, is the impetus for relationships with others. 

3. Competence Motivation, encouragement to be able to control the situation and the tendency 

to take risks in the destruction of the obstacles that occur. 

4. Power Motivation, encouragement to be able to control the situation and the tendency to 

take risks in the destruction of the obstacles that occur.These properties are often carried out 

by people who are involved in politics. Power motivation this result is not too bad, if 

followed by the achievement, affiliation and motivation competence good. 

For next, beside motivation, performance should know such as defined in the Indonesian 

Dictionary published by the Department of Education (1996:503) said that performance means: 

(1) is achieved, (2) achievement is concerned, (3) the ability to work.  However, to know more 

needs to be an explanation of the performance. Maier, as cited by As'ad (1995:47), says that "the 

performance of a person's success in conducting a job". In line with this Lawler and Porter cited 

by As'ad (1995:47) argues that the performance is "Successful role achievement" that gain from 

his actions. 

The framework for thinking in this research, as follow:  

1. Employees as well as education and training participants should try to improve its 

performance. Therefore, the challenges faced by these organizations become more complex. 

For that leaders must streamline its leadership in order to direct the employees, so that they 

can improve motivation. Thus, leadership can affect motivation 

2. As noted above, participant education and training should increase the motivation given the 

problems facing the increasingly complex work unit. This condition can be realized if 

education and training participants have the motivation to work. Say so, because through 

motivation then they can have the power to work effectively, and even improve the results. 

Thus, it can be said that the performance effect on employee motivation. 

3. The Influence of Leadership and Performance on Motivation 

The charges against employees in accordance with the increase the complexity of the issues 

facing organizations is that they have to increase motivation. This can be realized if 

supported by leadership and employee performance. Say so, because it is through these two 

things, in addition to an employee can be directed to the working conditions are better, they 

also will have the ability and strength in carrying out their duties, and even improve the 

results. Thus, it can be said that the leadership and performance affect the increased 

employee motivation. 

 

 

 

 

X1 

X2 

          Y 



  

 
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X1 : Leadership 

X2 : Performance 

Y : Motivation 

€ (epsilon)other factors beyond X1 and X2 affecting Y, but it’s not investigated 

PYX1 : the simple correlation of X1 to Y 

PYX2 : the simple correlation of X2 to Y 

PYX1X2 : the simple multiple of correlation in coincide of X1 and X2 to Y 

 

Hypotheses 

According to Good and Scates (Natsir, 1999:182) says that the hypothesis is an estimate 

or a reference to be sent home and accepted for a while that could explain the observed facts or 

conditions are observed and used as a guide for the next research steps. So in this study 

hypotheses can formulate : 

1. Leadership Influence on Motivation 

2. The influence of  Performance on Motivation 

3. Leadership and performance together to affect the motivation 

 

RESEARCH METHOD 

Design Research collection of quantitative data consist of primary data and secondary data and 

operational data is a variable which the independent variable. The first independent variable in this research was 

the leadership that the score obtained by measurement using a questionnaire that described the performance of 

employees at the agencies. The population in this research were all part icipants in the education and training of 

the Center Human Resources Development for Communications  Apparatus. 

There are two conditions that must be met in the sampling procedure, namely: representative sample 

(represent) and the size of the sample should be sufficient. To meet these two conditions used statistical 

approach in taking good sample size, by determining the error or errors are tolerated in the sampling. In this 

research sample was determined through a formula Slovin (Rachmat, 1996:100), namely: 

                    N 

  n =   
        N (d)2 + 1 
From the above calculation, then the resulting sample in this research amounted to 120 persons from 

150 persons which consist of participant education and training Procure ment of Government Goods and 

Services. As for the procedures and data collection techniques used by means of questionnaires and 

documentation Spread like studying various regulatory and books related to the study. Furthermore, for the 

method of data analys is used descriptive and inferential statistical analysis, and analysis scheme would  

hypotheses. 

 

RESULT AND DISCUSSION 

In relation to research carried out in the education and training of participants, the 

technical data collected in this research, was to deploy a list of questions (questionnaire) to the 

samples or the respondent who had been determined as many as 120 copies. From the 

questionnaire distributed all questionnaires could be collected, so the number of copies of the 

questionnaire were analyzed as many as 120 copies. In this statement the list contains statements 



  

 
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that refer to the three research variables, namely Variable Leadership (X1), Variable Performance 

(X2) and motivation (Y). 

 

 

 

 

Data Analysis and Testing Hypotheses 

1. Leadership variable (X1) 

Leadership variables examined in this research, the results of computer calculations 

obtained: 

Statistical Leadership 

N                              Valid 
                               Missing 
Mean 
Median 
Mode 
Std. Deviation 
Variance 
Range 
Minimum 
Maximum 

120 
0 

54.8596 
53.0000 

63.00 
6.0234 

36.2810 
23.00 
45.00 
68.00 

For a description of the results of research data variable frequency Leadership (X1), could 

be presented in a frequency distribution as follows: 

 

Distribution Frequency Data Leadership 

Frequency Percent Valid Percent

Cumulative 

Percent

Valid 45.00 4 1.8 1.8 1.8

46.00 6 5.3 5.3 7.0

47.00 4 3.5 3.5 10.5

48.00 6 5.3 5.3 15.8

49.00 6 5.3 5.3 21.1

50.00 9 7.9 7.9 28.9

51.00 8 7.0 7.0 36.0

52.00 14 12.3 12.3 48.2

53.00 5 4.4 4.4 52.6

54.00 5 4.4 4.4 57.0

55.00 2 0.9 0.9 57.9

56.00 2 0.9 0.9 58.8

57.00 2 1.8 1.8 60.5

58.00 3 2.6 2.6 63.2

59.00 4 3.5 3.5 66.7

60.00 8 7.0 7.0 73.7

61.00 5 4.4 4.4 78.1

62.00 6 5.3 5.3 83.3

63.00 15 13.2 13.2 96.5

64.00 4 2.6 2.6 99.1

68.00 2 0.9 0.9 100.0

120 100.3 100.3  
 

2. Variable Performance (X2) 

Performance variables examined in this research, the results of computer calculations 

obtained: 



  

 
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Statistical Performance 

N                              Valid 
                               Missing 
Mean 
Median 
Mode 
Std. Deviation 
Variance 
Range 
Minimum 
Maximum   

120 
0 

54.8509 
53.5000 

50.00 
6.2912 

39.5793 
24.00 
43.00 
67.00 

 

Distribution Frequency Data Performance 

Frequency Percent Valid Percent

Cumulative 

Percent

Valid 45.00 4 1.8 1.8 1.8

46.00 6 5.3 5.3 7.0

47.00 4 3.5 3.5 10.5

48.00 6 5.3 5.3 15.8

49.00 6 5.3 5.3 21.1

50.00 9 7.9 7.9 28.9

51.00 8 7.0 7.0 36.0

52.00 14 12.3 12.3 48.2

53.00 5 4.4 4.4 52.6

54.00 5 4.4 4.4 57.0

55.00 2 0.9 0.9 57.9

56.00 2 0.9 0.9 58.8

57.00 2 1.8 1.8 60.5

58.00 3 2.6 2.6 63.2

59.00 4 3.5 3.5 66.7

60.00 8 7.0 7.0 73.7

61.00 5 4.4 4.4 78.1

62.00 6 5.3 5.3 83.3

63.00 15 13.2 13.2 96.5

64.00 4 2.6 2.6 99.1

68.00 2 0.9 0.9 100.0

120 100.3 100.3  
 

3. Motivation variable (Y) 

Motivation variables examined in this research, the results of computer calculations 

obtained: 

Statistical Motivation 

N                              Valid 
                               Missing 
Mean 
Median 
Mode 
Std. Deviation 
Variance 
Range 
Minimum 
Maximum 

120 
0 

54.7368 
52.5000 

50.00a 
6.0573 

36.6912 
23.00 
45.00 
68.00 

 

 



  

 
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Distribution Frequency Data Motivation 

Frequency Percent Valid Percent

Cumulative 

Percent

Valid 45.00 2 1.8 1.8 1.8

46.00 2 1.8 1.8 3.5

47.00 4 3.5 3.5 7.0

48.00 11 9.6 9.6 16.7

49.00 7 6.1 6.1 22.8

50.00 13 11.4 11.4 34.2

51.00 11 9.6 9.6 43.9

52.00 7 6.1 6.1 50.0

53.00 5 4.4 4.4 54.4

54.00 2 1.8 1.8 56.1

55.00 3 2.6 2.6 58.8

56.00 2 0.9 0.9 59.6

57.00 3 1.8 1.8 61.4

58.00 2 0.9 0.9 62.3

59.00 2 1.8 1.8 64.0

60.00 10 8.8 8.8 72.8

61.00 7 6.1 6.1 78.9

62.00 13 11.4 11.4 90.4

63.00 4 3.5 3.5 93.9

64.00 4 3.5 3.5 97.4

65.00 3 0.9 0.9 98.2

66.00 2 0.9 0.9 99.1

68.00 1 0.9 0.9 100.0

120 100.1 100.1  
 

Test Requirements Analysis 

For the purposes of testing the normality of the data, carried out in two ways: created 

histogram for the distribution of standardized residuals, and graphed Normal Probability Plot on 

every model. To obtain accurate results, calculations were performed with SPSS version 11, a 

result the researchers pointed out as follows: 

Based on chart illustrating the relationship between the value predicted by Standardized 

Delete Residual, it appeared that the distribution of data around the zero point and did not seem 

the existence of a certain pattern on the distribution of the data. Thus, the regression model 

complies with the requirements specified. 

 

Hypothesis Testing 

In this research, the hypothesis proposed to identify and analyze the effect of the three 

variables, namely: 

1. The first hypothesis to determine the effect on the performance leadership variables on 

education and training participants. 

2. The second hypothesis to determine the effect on the motivation of performance variables 

on education and training participants. 

3. The third hypothesis to determine the effect of variables of leadership and performance on 

the motivation of the participants of education and training. 



  

 
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t test For 1st Hypothesis 

H0 : b1 = 0 : there was no influence on the Performance Leadership variables on education 

and training participants. 

H1 : b1 # 0 : there is a variable effect on the Performance Leadership on education and 

training participants. 

If point of tcount>ttable, so hence H0 refused and H1 accepted. 

From the data processing research with the aid of computer calculation program SPSS 

version 11 obtained tvalue of 4.829 while the amount of ttable with degrees of freedom (df) 120 on 

the α (0,05) 1,96. Thus, the t (4.829)> ttable (1.96), so that H0 refused and H1 accepted, as shown 

in Table 4-3 below: 

Coeficients 

Model 

Unstandardized 

Coeficients 

Standar

dized 

Coefisi

ents 
t Sig. 

Correlations 

B 
Std. 

Error 
Beta 

Zero-

order 
Partial Part 

1.(Constant) 

Leadership 

Motivation 

2.524 

.411 

.541 

1.517 

.085 

.081 

 

.409 

.562 

1.664 

4.829 

6.639 

.099 

.000 

.000 

 

.940 

.949 

 

.417 

.533 

 

.132 

.181 

With proven tcount> ttable, it could be stated that leadership and significant positive effected 

on the of education and training participants. 

 

t test For 2nd Hypothesis 

The second research hypothesis proposed was: there was an influence on the 

performance of participants Motivation on education and training, or the mathematical formula 

can be described as follows: 

H0 : b1 = 0 : there was no influence on the Performance variables on motivation education 

and training participants. 

H1 : b1 # 0 : there was a variable effect on the Performance on motivation in education and 

training participants. 

If point of tcount>ttable, so hence H0 refused and H1 accepted. 

From the data processing research with the aid of computer calculation program SPSS 

version 11 obtained tvalue of 6.639 while the amount of t table with degrees of freedom (df) 120 

on the α (0,05) 1,96. Thus, the tvalue (6.639)> ttable (1.96), so that H0 refused and H1 accepted. With 

proven tcount> ttable, it could be stated that the motivation of the performance on education and 

training participants. 

 

t test For 3rd Hypothesis 

The third research hypothesis proposed was: there was significant variables and 

Performance Leadership jointly positive and significant impact on the motivation of education 



  

 
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and training, or by the following formula: 

H0 : b1 = b2 = 0 : there wasn’t influence of Leadership and Motivation together on the 

Performance of the education and training participants. 

H1 : one or both b1 # 0 : there was an influence of Leadership and Motivation together on the 

Performance of the education and training participants. 

If the value of Fcount> Ftable, then H0 was rejected and H1 accepted, as seen in Table below: 

 

Tabel : ANOVA 

Model 
Sum of 
Squares 

df 
Mean 
Square 

F Sig. 

1. Regression 
Residual 
Total 

3802.433 
343.672 

4146.105 

2 
118 
120 

1901.216 
3.096 

614.059 .000a 

From the data processing research with the aid of computer calculation programs 

obtained SPSS calculated Fvalue of 614.059 while the amount Ftable with degrees of freedom (df) 2 

and 120 in the α (0.05) of 3.07. Thus Fcount (614.059)> Ftable (3.07), so that H0 refused and H1 

accepted. 

With proven Fcount> Ftable, it could be stated that the Leadership and Performance both 

the motivation. 

 

The Coefficient of Determination (R2) 

The coefficient of determination used to determine the level of diversity variael bound Y 

(Performance) caused by the difference in the independent variable X1 (Leadership) and 

independent variables X2 (Performance). With the help of computer processing of research data 

was based on the calculation of SPSS version 11 was obtained R2 value of 0.917. This meant that 

the diversity performance of 91.7% due to the diversity of leadership and performance, while the 

remaining 8.3% is caused by other factors not examined. 

Model Summaryb 

Model R R Square Adjusted R 

Square 

Std. Error of 

the Estimate 

Durbin-

Watson 

1 .958a .917 .916 1.7596 1.942 

1. Predictors : (Constant), Performance, Leadership 

2. Dependent Variabel : Motivation 

 

Multiple Regression Equations 

Multiple regression equation is a regression model to see the effect of variable Leadership 

(X1) and Performance (X2) the motivation variable (Y). From processing computer based 

calculations SPSS version 12, was obtained: Ŷ = 2,254 + 0,411 X1 + 0,541 X2 

It meant that: 

1. Each increasing of 1 scores leadership variables affected the increase in variable performance 

score of 0.411 with the assumption that work motivation variable was constant. 

2. Each increasing of 1 score motivation variable influenced on the increasing in variable 

performance score of 0.541, assuming constant Leadership variable/fixed. 



  

 
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Discussion 

Referring to the results of analysis of the effected on the Performance Leadership and 

Motivation in education and training participants, needed to be discussed further existence of 

each variable as follows: 

 

1. The effect on the performance of  leadershipon education and training participant. 

Based on the results of the research with the helped of data processing calculation 

program SPSS version 11 obtained tvalue of 4.829 while the amount of ttable with degrees of 

freedom (df) 120 on the α (0,05) 1,96 thus the value tcount> ttable, so H0: rejected, H1: accepted. 

Although the results of hypothesis testing had proved their leadership influence on 

the performance significantly, but should continue to be taken innovative steps and 

constructively in order to improve performance through a variety of approaches. 

2. The effect on motivation performance in education and training participants. 

Based on the results of the research with the helped of data processing calculation 

program SPSS version obtained t value of 6.639, while the amount of t table with degrees of 

freedom (df) 120 on the α (0,05) 1,96 thus the value of t> t tab, so H0: rejected, H1: accepted. 

Although the resulted of hypothesis testing had proven the influence of motivation 

on performance was significant, but the need continues taken steps innovation and 

constructively in order to improve performance in education and training participants. 

3. The ffect of Leadership and Performance together to Motivation 

From the results obtained by the data processing calculated Fvalue of 614.059, while 

the amount of Ftable with degrees of freedom (df) 2 and 113 in the α (0.05) of 3.07. Thus 

Fcount> Ftable, So H0: rejected, H1: accepted. 

In other words, the better the application of good leadership was accompanied by a 

high motivation, it would also increase the performance of the education and training 

participants. In addition, the viewed of the coefficient of determination seen that, it turned 

out the degree of variation of 91.7% performance in education and training participants 

caused by Leadership and Performance was the dominant factor in increasing motivation, 

which was only 8.3% Motivation was influenced by other factors in this research were not 

analyzed. 

From the description above, it could be said that the better leadership with high 

motivation, it would improve the performance of education and training of participants, in 

addition, was expected to give a good contribution to the process of improving the 

performance of employees in education and training participants. 

 

CONCLUSION 

Leadership had a significant influence on the motivation and education and training 

participants. In other words, the better the performance of education and training participants. 

This is consistent with the calculation results SPSS that t for X1 (Leadership)> ttable. Motivation 

and significant influence on the performance of education and training participants. In other 

words, the higher the motivation the participants' training, the better their performance. It was 



  

 
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based on the results of data processing obtained tvalue for the variable X2> ttable. Leadership and 

Motivation jointly and significant influence on the performance of education and training 

participants. In other words, the better the level of Leadership with high motiva tion, the better 

anyway. This was consistent with the results of data processing in which the value of Fcount> Ftable, 

so that H0 refused and H1 accepted. The coefficient of determination (R2) of 0.917, meaning that 

91.7% of the diversity of education and training participants performance caused by the diversity 

of Leadership and Motivation, while the remaining 8.3% caused by the other factors in this 

research were not analyzed further. 

Recommendations of this research are: (1) Giving the high influence on the motivation 

of leadership education and training, the need for concrete measures to maintain the existing 

level of leadership; even should continue to be improved. This was done by running and doing a 

good leadership to protect subordinates and remains responsible for all activities undertaken by 

the officers/employees. (2) This research showed the influence motivation on education and 

training participant. Motivation can be defined as the process of observation of the conduct of 

all activities that can be responsible for the results obtained. Thus, the motivation to do should 

be seen as an activity that is very helpful in carrying out its duties and functions as the executor 

of activities or can be said as a control in implementing work mechanism applies, so as to 

improve employee performance. Therefore, it ought motivation to do really apply the principle 

of transparency. (3) Need to do further research on other suspected factors can affect the 

motivation of education and training, so that the results can be more representative again. 

 

 

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