95 THE EFFECT OF SELF-CONCEPT, MOTIVATION AND DISCIPLINE ON THE PERFORMANCE OF THE PRIMARY SCHOOL PRINCIPALS AT JAKARSA REGENCY OF SOUTH JAKARTA Heru Sriyono Unindra jakarta Herusriyono30@gmail.com Abstract This research was about the effects of self-concept, motivation and discipline on the performance of the primary school principals at Jagakarsa regency of South Jakarta. The objectives of this research were: determining whether self-concept has a direct effect on discipline, determining whether motivation has a direct affect on discipline, determining whether discipline has a direct effect on performance, determining whether the self-concept has direct effect on performance, determining whether the motivation has a direct effect on performance, determining whether the self-concept has an indirect effect on performance but through discipline, and determining whether the motivation have an indirect effect on performance through discipline. The research was conducted by survey method with path-analysis. The sample size was 63 principals of the school. The result are as follows : (1) that the self- concept directly affect the discipline of the principals; (2) the motivation directly affect their discipline, and (3) the discipline directly affect their performance, therefore, improvement of performance of to the principal should be improved by enhancing the rules and working standard. Keyword : self-concept, motivation, discipline, school-principal’s performance The Government has increased the quality of education through changes in the education system, improving the quality of human resources through training and upgrading of teachers, improvement of infrastructure, and improvement of school management and procurement of equipment, textbooks and creates a good working discipline. To make the education and the teaching has better quality at school, required a better and professional performance of a school principals, because the reciprocation of education at the school depends on the competence of principals in leading the teachers. The expected professional skills of an elementary school principal who acts as a teacher too according Soedijarto (1993: 88) are: (1) mastering the materials; (2) managing the teaching and learning program; (3) managing the classroom; (4) using the media or other learning sources; (5) mastering the foundations of education; (6) managing the teaching and learning interactions; (7) assessing the achievements for the benefit of teaching; (8) knowing the functions and programs, guidance and counseling services; (9) 96 identifying and maintaining the administration of the school; and (10) understanding and interpreting the results of research for the purpose of teaching. The opinion can be interpreted that every professional and well perform school principal, must have the ability, as required above, and has a self-concept in action. Therefore, every school principal is required to be competent in carrying out his duties as manager of the school, and the performance of the principal of a good school is certainly very influenced by the self-concept and motivation. This is consistent with the objectives to be achieved, and the motivation that is in the principal must come from within himself called intrinsic motivation, and sourced from outside himself called an extrinsic motivation. In implementing leadership, a principal has a direct or indirect influence on the duties of teachers. School principals who are able to work regularly and have good self- concept will be able to realize a good working discipline, firm, fair, attentive, and will encourage subordinates to work well and finally will produce optimal results. Good performance for the principals could be interpreted as encouragement to work better. The will and working performance are influenced by motivation, higher interest, and needs, so as to make principals more enthusiasm in work and able to accept the challenge. The fact that there are still many principals aimed merely got the position, yet worked as a leader. And school leadership has not been fully accepted by his subordinates, and also there are many teachers who need to be couched. This study is limited to the performance of the principal. The set of variables that affect the performance of the principal variables are variables that discipline as an endogenous variable, while the variable self-concept and motivation as exogenous. So the purpose of this study was to determine the effect of self-concept, motivation, and discipline on the performance of school principals. Hopefully, this study can be useful to provide empirical data and information which can be used practically and theoretically. In this section will also be translated also theories referenced in this study as follows. The definition of performance is expressed by Stephen P. Robbins translated by Benyamin Molan (2003: 59) states that performance is the ability of employees or the ability of workers. Meanwhile, according to Anwar Prabu M (2003: 9) said that performance is the quality of work that can be achieved through experience, education, training, and development work. From the above opinion is known that a job requires the ability and suitability of the work of a worker. Most likely the performance will be 97 adequate when the work was rewarded with the appropriate person, and a visible optimal performance through his work is supported by the competence or the quality of its capabilities. K.H. Toto Tasmara (2006: 54) states that competence is the ability of the seeds to be nurtured and watered through a variety of teaching and training, her work in earnest, face challenges. Competence is built not in one day, but it is a chain of curiosity is very deep. Based on the definitions given above, can be seen that the performance is viewed from different angles, that is willingness to carry out work tasks and skills in the form of action. Seen from the perspective illustrates that many factors affect a person's performance, some of them are: (1) a person's spirit and motivation, (2) a person's competencies and skills (Maslow, 2003: 244; Edwin Locke, 2003: 227). A competent leader is not innate, as claimed by K.H. Toto Tasmara (2006: 56) that the competent leader did not come about easily, but it is a long journey of his life career. Competence leader shows his professionalism. The opinions above shows that a competent person is a person always learn to maintain the quality of its capabilities. To complement the competencies and skills of a person, the need for critical elements that are closely related to a person's competencies and skills, namely: a. credibility; b. confident; c. consisten; d. creative (Kouzes and Posner, 2003: 28; Dick Grote, 1992: 3; Stephen R. Covey, 2005: 353; Stephen P. Robbins (2005: 353) states that creativity is the ability to produce new ideas and useful. Based on the theories above, the writer has a conception that the performance of the principal is in accordance with the performance capabilities of the principal for carrying out their role as principal, which can be measured through encouragement, motivation, and activities. In relation to employment, self-concept affects the performance. According to the theory proposed path Robert House (2005: 353) explains that the behavior of the leader of the directive (the concept itself) give specific guidance on its performance. In the form of images can be seen as follows: Figure 1. The effect of self-concept on performance Leader’s behavior (self-concept) *Directive Performance 98 Further Terence Mitchell (2005: 248) expressed the opinion that the motivation affects employee behavior that achievement. In the form of images can be seen as follows: Figure 2. The effect of working motivation on performance Anis Matta (2009: 20) states that the self-conceptis a personal consciousness is intact, strong, clear and deep vision and mission in life, the choice of a way of life along the principles and values that shape it, map the potential and competence themselves, the role of the region actualization and contributions, as well as charity fund plans featured the work of creating a feeling of self-concept focused in our individual consciousness structure. According to Susana (2006: 19) states that 'if a man has a positive self-concept, it will form a high awards also to themselves, or to say that he has a high self esteem. The opinion can be interpreted that the self-concept includes self-esteem, confidence, ability and personality of a person and identity. The concept of a person can progress and may change as circumstances and environmental influences. Susana et al (2006: 32) expressed the opinion that the self- concept is the views and attitudes of individuals toward themselves. View of themselves related to the physical dimension, the individual characteristics and self-motivation. The view includes not only the individual strengths, but also the weakness of even the failure itself. This statement means that self-concept is the core of an individual's personality, which contains the physical aspect, character and self-motivated individual. Another opinion from Steven A. Beebe and Susan J. Beebe (1999.37) states that “self concept plays in interpersonal communication with others, filtered by needs, values, belief, and attitudes”. Which means, self-concept plays a role in interpersonal communication with others based on the needs, values, beliefs and attitudes, so as to see oneself, one needs to communicate with others as a reflection of yourself. While Puspasari (20007: 1) states that the concept itself is a result of how the process of knowing yourself is called self description. Starting from an assessment of the appearance of a pretty face, or body shape. Then developed to the introduction of non-physical self as the extent of my intelligence, it was as good if my behavior. Working motivation Performance (Prominent) Achievement 99 Based on the description of the concept of self-constructs the analysis above, it can be concluded that self-concept is the ability in a person as a whole both in terms of personality, ability to work, willingness to work, sincerity work, adherence to the rules and purpose of his life. When applied to the concept of self-principal at a school, it would seem pertinent in charge to demonstrate its ability and sincerity in completing its tasks properly and responsibly. Carl Heyell (2006: 165) states that Motivation refers to the degree or readiness of on organism to pursue some designated goal and implied the determination of the nature and locus of the forces inducing the degree of readiness. Which means that motivation refers to the level or personal readiness to achieve the planned objectives, and implement the situation with seriousness to achieve the level of personal preparedness in achieving its objectives. According Marihot Manulang AMH (2006: 166) Motivation is something that caused the stimulation or morale, simply can be defined as a morale booster. Mc Clelland (2005: 255-257) suggests that motivation needs are divided into three levels, namely the need for achievement, need for affiliation and need for power. From the opinions above can be interpreted that motivation is possible very instrumental in improving the performance of the principal in a school. Because motivation is the basis of a person to do something to meet needs that will produce something. If a person is motivated to work, then he will exert every energy to reach the desired goal. George Shinn (2003: 284) argues that people who are motivated must have the personal nature of the initiative is urging the push of a sluggish position toward the movement, change, act. While Stephen R. Covey (1997: 77) has another opinion that the highest level of human motivation is the feeling of the personal contribution and look at people as our most valuable asset. Hackman (1994: 557) also found employees with tasks that demand more responsibility motivated and satisfied with their position. Based on the theories that have been presented above, it can be concluded that a person's motivation to work is a drive to get a higher fulfillment. Someone prefer jobs in which they have a personal responsibility and good discipline. According to Spencer and Spencer (2002: 127) described as follows: Self-concept Motivation Discipline Performance 100 Figure 3. The influence of working motivation on Discipline Discipline from the Latin word “disciplina”, which means education modesty and spirituality, as well as character development. Discipline also means to teach and educate. In the work discipline, sense of discipline is the development of a proper attitude towards work tasks. Discipline in schools cater to all individuals in the school, including the principal. And principals act as a school disciplinarian. James AF Stoner (1982: 51) expressed that the discipline is usually filed through a series of as many steps that need to deaden or resolve the issue: warning, reprimand, suspension, removal discipliner, demotion or dismissal as poling effort. Meanwhile, according to Keith Davis (1985-366) that Discipline is management action to enforce standards organization. Which is defined as the implementation of management to influence the organization's guidelines. Furthermore, Mangkunegara (2005 "129) states that self-discipline is a person's attempt to control their reaction to the situation that they do not enjoy, and someone attempt to overcome resentment. Another opinion about discipline, ie, according Newstrom and Davis (2005: 129) stated that discipline is an action management that enforce or force the organization standards. Based on some of the theories that have been presented above, it can be concluded that a person's discipline is obedience to the rules of organization or institution that is expressed through obedience, implementation and concrete action someone with rules, procedures and work orders. Associated with the discipline of the principal, which is the task of the school, which began with a time of discipline, discipline in the success of the task, is responsible for completing the task and compliance with guiding principles and perform well. According to Spencer and Spencer (127) is described as follows. Figure 4. Effect on Performance Discipline METHOD Self-concept Motivation Discipline Performance 101 The purposes of this study were designed as follows: 1) to determine whether self-concept has a direct effect on discipline, 2) to determine whether the motivation has a direct affect on discipline, 3) to determine whether discipline has a direct effect on performance, 4) to determine whether the self-concept has direct effect on performance, 5) to determine whether the motivation has a direct effect on performance, 6) to determine whether the self-concept has an indirect effect on performance but through discipline, and 7) to determine whether the motivation have an indirect effect on performance but through discipline. The method used in this research was a survey method, with path analysis (path analysis) approach. Survey research is seen as a branch of scientific research in the social sciences. These procedures have been developed mainly by psychologists, sociologists, economists, scientists, politicians and statisticians. Survey research was conducted in a population study, but the study is data from a sample taken from the population, and thus discovered the real phenomena or events that are relative and distribution as well as the relationship between variables. As mentioned above, this study used a survey method with path analysis technique. The model can be seen as follows: Figure 5. Theoretical Model Research RESEARCH RESULTS As an explanation and description of the data on the four variables of this study, the description in the form of mean, median, mode, frequency distribution and histogram of each variable will be presented. Self-concept (X1) Motivation (X2) discipline (X3) Performance (X4) 102 The data of the principal performance has a minimum 87 and maximum score 170, so the scores range was 83 (see Table 1). The data calculation results obtained the average value of 126.794, the median (Me) = 125, the mode (Mo) = 111, standard deviation (SD) = 19.203, and variance = 368.747. Furthermore The data of the principal performance presented in the form of a frequency distribution as presented in Table 1. Table 1. Frequency Distribution of Principal’s Performance No Class interval Absolut frequency Relative frequency (%) Cumulative process (%) 1 87 – 98 3 4,762 4,762 2 99 – 110 6 9,524 14,286 3 111 – 122 12 19,048 33,333 4 123 – 134 23 36,508 69,841 5 135 – 146 10 15,873 85,714 6 147 – 158 6 9,524 95,238 7 159 – 170 3 4,762 100 Total 63 100,0 The frequency distribution above is based on the grouping data into seventh grade intervals. In addition, the above data shows that the score of performance with the highest number of respondents ranged from 123-134 (4th grade interval). It reflects the majority of respondents provide an assessment of performance based on statements made by grains of questionnaires given. However, if it turns out to be explored further other variables that affect performance, it is visible and can be verified by calculation path analysis against other exogenous variables, namely the concept of self-esteem, motivation, and discipline. Thus, in a performance that should pay attention to other influences. To make it clearer, the result is put in to diagram as can be seen as follows. 103 Picture 1. Diagram of Frequency Distribution of Principal’s Performance The data of self-concept has a minimum score of 52 and a maximum score of 135 so that the range of scores is 83 (see Table 2). The data calculation results obtained the average value of 94.683, the median (Me) = 95, the mode (Mo) = 77, standard deviation (SD) = 17.011, and variance = 289.382. Furthermore, the self-concept data were presented in the form of frequency distribution as shown in Table 2. Table 2. Frequency Distribution Self Concept No Class interval Absolut frequency Relative frequency (%) Cumulative process (%) 1 52 – 63 2 3,175 3,175 2 64 – 75 5 7,937 11,111 3 76 – 87 9 14,286 25,397 4 88 – 99 23 36,508 61,905 5 100 – 111 14 22,222 84,127 6 112 – 123 7 11,111 95,238 7 124 – 135 3 4,762 100 Total 63 100,0 The frequency distribution of the above is based on grouping data into seventh grade intervals. In addition, the above data shows that the score of performance with the highest number of respondents ranged between 88-99 (4th grade interval). Based on the concept of self-distribution variable data presented in Table 2 above, indicating that the self-concept is needed to improve performance. To make it clearer, the result is put in to diagram as can be seen as follows. 104 Picture 2. Diagram of Frequency Distribution Self Concept Data Motivation has a minimum score of 76 and a maximum score of 159 so that the range of scores by 83 (see table 4.2). Results obtained data calculation average value of 116.444, the median (Me) = 113, the mode (Mo) = 113, standard deviation (SD) = 17.676, and variance = 312.444. Furthermore, the self-concept data were presented in the form of frequency distribution as presented in Table 3. Table 3. Frequency Distribution of Motivation No Class interval Absolut frequency Relative frequency (%) Cumulative process (%) 1 76 – 87 4 6,349 6,349 2 88 – 99 6 9,524 15,873 3 100 – 111 9 14,286 30,159 4 112 – 123 24 38,095 68,254 5 124 – 135 10 15,873 84,127 6 136 – 147 7 11,111 95,238 7 148 – 159 3 4,762 100 Total 63 100,0 The frequency distribution of the above is based on grouping data into seventh grade intervals. In addition, the above data shows that the score of motivation with the highest number of respondents ranged from 112-123 (4th grade interval). Based on the distribution of motivation variable data presented in Table 3 above, indicating that the motivation is needed to improve performance. To make it clearer, the result is put in to diagram as can be seen as follows. 105 Picture 3. Diagram of Frequency Distribution Motivation The data of discipline has a minimum score of 86 and a maximum score of 169, so the range scores is 83 (see Table 4). The data calculation results obtained the average value of 124.286, the median (Me) = 124, the mode (Mo) = 110, standard deviation (SD) = 18.389, and variance = 338.143. Furthermore, the data of discipline is presented in the form of a frequency distribution as shown in Table 4. Table 4. Frequency Distribution of Discipline No Class interval Absolut frequency Relative frequency (%) Cumulative process (%) 1 86 – 97 2 3,175 3,175 2 98 – 109 8 12,698 15,873 3 110 – 121 11 17,460 33,333 4 122 – 133 23 36,508 69,841 5 134 – 145 12 19,048 88,889 6 146 – 157 4 6,349 95,238 7 158 – 169 3 4,762 100 Total 63 100,0 The frequency distribution of the above table is based on grouping data into seventh grade intervals. In addition, the above data shows that the value of discipline score with the highest number of respondents ranged from 122-133 (4th grade interval). Based on the data distribution of discipline variables presented in Table 4 above, indicating that the discipline is needed to improve the performance. In Table 5 below can 106 be seen recapitulation of the basic statistics of of all variables. To make it clearer, the result is put in to diagram as can be seen as follows. Picture 4. Diagram of Frequency Distribution Dicipline In the following table will be shown the summary of the research data description among of all the research variables such as; performance, self-concept, motivation and discipline on their range of score, average, median, modus, standard deviation and variant. Table 5. Summary of Data Description Variable Score Range Average Median Modus Standar deviation Variants performance 83 126,794 125 111 19,203 368,747 Self -concept 83 94,683 95 77 17,011 289,382 Motivation 83 116,444 113 113 17,676 312,444 Discipline 83 124,286 124 110 18,389 338,143 To make it easier to be understood, the following figure gives a more direct differences among of all the research variables such as; performance, self-concept, motivation and discipline on their range of score, average, median, modus, standard deviation and variant. 107 Picture 5. Diagram of Summary of Data Description To conduct the path analysis of data from the research variables, must meet the following requirements: (1) the normality of the data; (2) homogeneity of variance groups score Y grouped by similarity of data of X variable; (3) linearity and significance of regression and correlation. Here are described the test results of the three requirements of the analysis. The normality test was conducted to test whether the data were normally distributed or not. The test criteria are normal distribution of data if H0 is accepted and is not normal if H0 is rejected. Kolmogorov-Smirnov test was used to test the normality requirements of the data. The testing criteria as follows: H0, if Amax Ftable = 7.072 at 01,0 ) Ns = non-significant, linear-shaped regression (Ftest = 0.818 Ftable at = 0.01 which indicates that the regression equation is very significant. While the price of Fcount suitable obtained at 0.818 and price Ftable with 45 dk numerator was 45 and dk denominator was 16 01,0 was 2,985 so Fcount ttable on 01,0 so the correlation coefficient between the Self-Concept and Principal Performance is very significant. The determination coefficient was 0.914. It means that an amount of 91.40 variance, the Principal Performance was determined by Self-Concept. 111 The calculation of simple regression analysis based on variables of the data of performance on motivation generate the directions of b regression about 1.046 and the a constanta was 4,994. Thus the regression equation was XY 046,1994,44  . . DISCUSSION From the calculation and testing of the path coefficients result, whether on both the initial structural model and the modified structural model, it can be explained that the results of the research hypothesis testing as follows: The hypothesis tested were: H0: P31 = 0 H1: P31> 0 The calculation result obtained by the path coefficient (P31) = 0.334 with tcount = 3,634 and ttable on by 2,658, thus t is greater than t table so that the path coefficient is very significant. This means that the Self-concept have a direct impact positively on Discipline. The hypothesis tested were: H0: p32 = 0 H1: p32> 0 The calculation result obtained by the path coefficient (p32) = 0.659 with tcount = 3,634 and ttable on 01,0 , was 2.658, thus tcount is greater than ttable, so the path coefficient is very significant. This means that the motivation has a positive direct effect on Discipline. The hypothesis tested were: H0: P43 = 0 H1: P43> 0 The calculation result obtained by the path coefficient (P43) = 0.642 with tcount = 3,634 and ttable on 01,0 , was 2.658, thus tcount is greater than ttable, so the path coefficient is very significant. This means that the disciplines has a positive direct effect on school principal performance. The hypothesis tested were: Ho: P41 = 0 H1: P41> 0 112 The calculation result obtained by the path coefficient (P41) = 0.160 with tcount = 1.120 and ttable on 01,0 , was 2.658, thus tcount on α = 0,05 was 1.999, so tcount is smaller than ttable, so the path coefficient is not significant. This means that the self- concept has an effect on school principal performance. The hypothesis tested were: Ho: p42 = 0 Ho: p42> 0 The calculation result obtained by the path coefficient (p42) = 0.175 with tcount = 0.992 and ttable on 01,0 , was 2.658, thus ttable on α = 0,05 was 1.999, so tcount is smaller than ttable, so the path coefficient is not significant. This means that the motivation has an effect on the school principal performance.. CONCLUSION Based on the results of research and data processing as described in the chapters above. So this study can be summarized as follows; 1) The self-concept direct effect on discipline, 2) Motivation direct effect on discipline, 3) Discipline direct effect on performance, 4) The concept itself affect the performance through discipline, 5) Motivation influence performance through discipline. As described above, this study analyzed four (4) variables. First to third variable is the exogenous variables indicate that self-concept variables have an influence on performance through discipline. 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