1.

Analisis Artikel
Artikel 1
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
1.Nurul Aisyah Pengaruh Gaya Kepimpinan, H1: Terdapat Bilangan responden Data dianalisis 1. Kajian ini Kajian terhadap Pengamalan etika
Muhamad Jafri Etika dan Motivasi Terhadap hubungan relevan seramai 132 orang di menggunakan perisian menunjukkan keberkesanan kerja dan motivasi
2.Ros Zam Zam Prestasi Kerja Di Majlis di antara gaya kalangan staf di Majlis SPSS. Analisis yang bahawa dua daripada gaya kepimpinan di tempat kerja
Sapian Perbandaran Manjung kepemimpinan dan Perbandaran Manjung dijalankan adalah tiga pembolehubah bagi dapat
(2018) prestasi kerja yang mempunyai 9 pertama, mendapatkan tidak bersandar iaitu meningkatkan meningkatkan
H2: Terdapat jabatan. profil demografi etika dan motivasi kepuasan dan prestasi kerja.
Pembolehubah tidak hubungan relevan responden berkaitan kerja mempunyai prestasi kerja
bersandar: di antara etika Instrumen yang perkara seperti jantina, hubungan positif kakitangan
i. Gaya dengan prestasi digunakan adalah umur, bangsa, tahap dengan bawahan.
Kepemimpinan kerja borang kaji selidik perkahwinan, jabatan pembolehubah
ii. Etika H3: Terdapat dalam bentuk Skala dan juga tahap bersandar iaitu
iii. Motivasi hubungan relevan Likert pendidikan. prestasi kerja.
. di antara motivasi Namun begitu, tiada
Pembolehubah bersandar: dengan prestasi Kedua, analisis hubungan signifikan
i. prestasi kerja kerja. kesahan dan antara gaya
kebolehpercayaan kepimpinan dengan
untuk mengukur prestasi kerja.
konsistensi skala 2. Majlis Perbandaran
pengukuran yang Manjung telah
digunakan dalam berjaya memenuhi
kajian ini bagi misinya dalam
memastikan instrumen meningkatkan
kajian boleh prestasi kerja
dipercayai. melalui penerapan
etika kerja dan
Ketiga, analisis motivasi kerja yang
korelasi pearson untuk berkesan
mengukur korelasi 3. Penerapan gaya
antara dua kepimpinan yang
pembolehubah. digunakan oleh
organisasi tersebut
Akhir Sekali, analisis tidak mampu untuk
regresi untuk mengkaji meningkatkan
hubungan antara prestasi kerja di
pembolehubah tidak Majlis Perbandaran
bersandar (gaya Manjung.
kepimpinan, etika dan
motivasi kerja) dengan
Artikel 2
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
1. Ahmad Pengaruh Personaliti Hipotesis;  Reka bentuk  Kajian ini Keputusan kajian;  Kajian yang Kajian ini akan
Badruddin bin ke atas Kepimpinan Adakah wujud pengaruh kuantitatif menggunakan  Faktor kejujuran- membangunkan dapat
Abdullah Beretika dan langsung faktor berdasarkan teori analisis kerendahan hati dimensi dan meningkatkan
2. Fatimah Wati Hubungannya kejujuran-kerendahan positisvm dan Permodelan mempunyai ukuran keberkesanan
Halim Terhadap Kepercayaan hati, ekstraversi dan Persamaan
menggunakan pengaruh yang kepimpinan etika sistem
3. Nurul Azza Organisasi. kehematan terhadap Struktur- Kuasa
kaedah tinjau Dua Terkecil signifikan mengikut budaya penyampaian
Abdullah kepimpinan beretika dan selidik keratan Separa (Partial terhadap dan persekitaran perkhidmatan
(2018) Pemboleh ubah kesannya terhadap rentas. Least-Structural kepimpinan tempatan awam dan
bebas: kepercayaan organisasi  Alat kajian Equation beretika  Boleh mengambil meningkatkan
i. Kepimpinan
beretika menggunakan soal modeling atau  Faktor ekstraversi kira perspektif Al kualiti
Objektif dan persoalan PLS-SEM)-model
ii. Kejujuran, selidik faktor mempunyai Ghazali, Hamka kepimpinan dan
kajian seperti berikut: statistic yang
kerendahan kejujuran- pengaruh yang dan Khaldun persekitaran kerja
kerendahan hati, digunakan untuk signifikan (Ishak 2006) serta penjawat awam.
hati, i. Adakah menerangkan
ekstraversi & terdapat ekstraversi dan terhadap model yang
hubungan antara
kehematan pengaruh kehematan pemboleh ubah. kepimpinan dikemukakan
personaliti diperolehi daripada  beretika Abbasi, Rehman
Pemboleh ubah terhadap 60 item HEXACO-  Faktor kehematan dan Bibi (2010)
bersandar adalah: kepimpinan PI-R oleh (Ashton adalah pengaruh serta Marbun
beretika & Lee 2007; paling besar (2013)
i. kepercayaan ii. Adakah Ashton & Lee dalam bersesuaian
organisasi terdapat 2009) kepimpinan dengan latar
ii. Kepimpinan pengaruh  Kepimpinan beretika tempatan.
Etika kepimpinan beretika  Kepimpinan  Kajian akan
beretika menggunakan soal beretika telah dating disaran
terhadap selidik kepimpinan mempengaruhi mengukur
kepercayaan etika (Ethical secara signifikan dimensi yang
organisasi Leadership at Work terhadap wujud dalam
Questionaire atau kepercayaan kepimpinan
ELW)(Kalshoven organisasi. beretika dan
et al.2011) kepercayaan
 Kepercayaan organisasi. –
organisasi beretika memperhalusi
menggunakan model kajian
indek kepercayaan dengan mengkaji
organisasi semua faktor
(Organizational personaliti
Trust Index atau terhadap dimensi
OTI (Shockley- kepimpinan
Artikel 3
Author/ Theoretical/ Research Methodology Analysis & Results Conclusions Implications Implications
Date Conceptual Question(s)/ For Future For practice
Framework Hypotheses research
1.Umi Hamidaton Mohd Kepimpinan Beretika H1: Terdapat  kaedah keratan rentas Jangkaan hasil Pengkaji telah Model Kesediaan
Soffian Lee dan Kesannya hubungan positif kerana ia akan kajian; mencadangkan sebuah kepimpinan etika pengurus dan
2.Azman Ismail Terhadap Iklim Etika antara membenarkan pengkaji model kepimpinan berlandaskan syiar pekerja untuk
3.Nor Azima Ahmad dalam Organisasi pengambilan untuk menggunakan  sumbangan beretika berdasarkan Islam. mematuhi etika
4.Razaleigh Muhamat @ Berdasarkan keputusan dan kajian literatur kajian ini literatur berasaskan al- tersebut akan
Kawagit (2018) Perspektif Islam dan iklim etika kepimpinan dalam dapat Quran and al-hadith dapat
Empirikal H2: Terdapat organisasi manakala mengetengahk serta kajian empirikal mempengaruhi
perhubungan kajian rintis, borang kaji an tiga ciri- yang dijalankan oleh menghasilkan
Pemboleh ubah bebas: positif antara selidik dan temu duga ciri sarjana Islam dan Barat sikap dan gelagat
Kepimpinan Beretika; komunikasi dua tidak berstruktur kepimpinan pekerja yang
i. Pengambilan hala dan iklim dijadikan sebagai etika yang diredhai Allah
Keputusan etika metodologi utama disyorkan oleh SWT.
ii. Komunikasi H3: terdapat dalam proses al-Quran dan
dua hala perhubungan pengumpulan data. hadith
iii. Penguatkuasa positif antara  Sampel ialah di  dalam aspek
an penguatkuasaan kalangan golongan kaedah
Pemboleh ubah dan iklim etika . pekerja dalam penyelidikan,
bersandar adalah: organisasi korporat di kajian
Malaysia berdasarkan
i. iklim etika data sekunder
dapat
meningkatkan
ketepatan dan
 keboleh
percayaan
terhadap
model
kepimpinan
beretika
kerana ia
dicadangkan
berdasar
amalanamalan
yang pernah
dipraktikkan
dalam
organisasi-
organisasi
yang berjaya
yang bermula
daripada
zaman Nabi
Muhammad
SAW,
kerajaan-
kerajaan
Islam,
organisasi
milik orang
Islam dan
organisasi
milik bukan
orang Islam
pada hari ini.
 dapatan kajian
ini dijangka
dapat
dijadikan
panduan oleh
majikan untuk
menambah
baik kaedah
dan amalan
kepimpinan
organisasi
Artikel 4

Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications

Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
1. Nurul Syafiqah Amalan Kepimpinan Kajian ini tidak  Kajian ini dijalankan Tahap Kepimpinan  Hasil kajian terhadap  cadangan dapat memberi
Shazana Marizan Etika Guru Besar Dan dinyatakan berdasarkankan model Etika Guru Besar amalan kepimpinan kajian lanjutan input kepada
2. Jamalul Lail Abdul Hubungannya Dengan hipotesis tetapi kepimpinan etika etika guru besar dilakukan Bahagian
Wahab (2018) Kepuasan Kerja Guru tujuan & objektif Kalshoven et.al  Secara secara keatas semua Perancangan Dasar
Sekolah Kebangsaan kajian dinyatakan. (2011) dengan tujuh keseluruhan, keseluruhannya sekolah dan Penyelidikan
(SK) Di Daerah Hulu dimensi iaitu amalan adalah pada tahap kebangsaan di (EPRD), KPM dan
Selangor 1.Mengenalpasti berorientasikan kepimpinan etika tinggi semua daerah Institut Aminuddin
tahap kepimpinan manusia, keadilan, guru besar berada  Guru bersetuju supaya dapatan Baki (IAB) dalam
Pemboleh ubah bebas; etika guru besar integriti, penjelasan pada tahap tinggi dengan dimensi kajian dapat usaha
tahap kepimpinan etika Sekolah peranan, bimbingan  ketujuh- tujuh penjelasan peranan digeneralisasik mengenalpasti isu
guru besar Kebangsaan (SK) beretika, keprihatinan dimensi amalan yang dipraktikkan an bagi yang melibatkan
di daerah Hulu terhadap kemampanan kepimpinan etika oleh guru besar keseluruhan kepimpinan etika
Pemboleh ubah Selangor. dan perkongsian guru besar secara tetapi kurang sekolah di Guru Besar dan
bersandar adalah; 2.Mengenalpasti kuasa. keseluruhan bersetuju dengan Selangor. kepuasan kerja
i. tahap tahap kepuasan  Bagi kepuasan kerja adalah tinggi dimensi perkongsian  bagi kajian guru
kepuasan kerja guru guru berdasarkan tiga  tahap amalan kuasa lanjutan adalah
kerja guru Sekolah aspek kepuasan kerja kepimpinan etika  Hasil kajian juga untuk
Kebangsaan (SK) Herzberg (1966) iaitu guru besar bagi mendapati tahap menggunakan
di daerah Hulu keadaan pekerjaan, dimensi kepuasan kerja guru teori atau
Selangor. penyeliaan dan penjelasan juga berada pada model lain
3.Mengkaji penilaian. peranan tahap tinggi bagi dalam
hubungan  Kajian ini berbentuk mempunyai min ketiga-tiga aspek mengkaji
kepimpinan etika kuantitatif deskriptif paling tinggi; kepuasan kerja amalan
guru besar dan dan inferensi dengan (min;4.09,s.d;0.54 kepimpinan
kepuasan kerja menggunakan kaedah 4) guru besar
guru Sekolah tinjauan.  lebih baik bagi
Kebangsaan (SK)  Data kajian ini Tahap Kepuasan Kerja pengkaji akan
di daerah Hulu diperolehi melalui Guru datang untuk
Selangor. instrumen soal selidik mengkaji
4.Mengenalpasti yang diubah suai  menunjukkan nilai keseluruhan
pengaruh dimensi berdasarkan Ethical skor min yang aspek
kepimpinan etika leadership at work tinggi bagi semua kepuasan kerja
Guru Besar questionnaire (ELW) aspek kepuasan daripada teori
terhadap K. Kalshoven et al. kerja. tersebut
kepuasan kerja (2011) dan Job  Skor min yang
guru Sekolah Satisfaction Survey paling tinggi
Kebangsaan (SK) (JSS) oleh Paul E. ditunjukkan oleh
di daerah Hulu Spector, 1994 dalam aspek keadaan
Selangor. Ilham (2015) pekerjaan. ;
mengikut kesesuaian (min;4.01,s.d;0.53
9)
Artikel 5
Date Conceptual Question(s)/ Methodology Analysis & Results Conclusions Implications for Implications For
Framework Hypotheses Future research practice
1. Umi Hamidaton Mohd Hubungan Di H1: Terdapat  Kaedah kajian Melalui keputusan amalan iklim etika boleh dijadikan  pihak
Soffian Lee Antara Iklim Etika hubungan yang rentas telah hipotesis yang telah organisasi iaitu etika panduan oleh pengurusan
2. Azman Ismail Organisasi Dengan positif antara iklim digunakan dalam dilakukan, terdapatnya egoistik dan iklim organisasi untuk organisasi
3. Nurul Shahida Ahmad Kepuasan Kerja egoistik dan kajian ini dua penemuan penting kebajikan mampu menambahbaik perlu sentiasa
Sanusi kepuasan kerja  pengkaji iaitu: bertindak sebagai sistem iklim etika mengkaji
Pemboleh ubah menyediakan draf 1. iklim egoistik peramal penting kepada bagi menjamin pengurusan
bebas; H2: Terdapat untuk borang soal mempunyai kepuasan kerja. Hasil kepuasan kerja dan
hubungan yang selidik berdasarkan hubungan positif daripada dapatan kajian pekerja yang lebih perlaksanaan
Iklim etika positif antara iklim literatur kajian. dan signifikan ini memberi tiga optimum. iklim etika
organisasi kebajikan dan  temuduga tidak kepada egoistik implikasi penting iaitu Pelaksanaan iklim yang wujud
kepuasan kerja berstruktur telah apabila pekerja kepada teori, pengamal etika yang kondusif dan diamalkan
i. Iklim dikendalikan apabila iklim etika iklim etika dalam dapat membantu dalam
egoistik melibatkan empat egoistik ditangani organisasi dan kaedah para pekerja organisasi bagi
ii. Iklim orang pegawai dengan baik oleh penyelidikan menguruskan memastikan
kebajikan sokongan dan pekerja (β= 0.421; matlamat dan pekerja tidak
pengurusan dan t=4.257), oleh itu objektif organisasi terlibat dalam
Pemboleh ubah peserta ini dipilh H1 disokong. yang ingin dicapai sebarang
bersandar adalah; melalui kaedah 2. penyertaan tindakan yang
persampelan mempunyai tidak beretika
Kepuasan kerja purposif kerana perkaitan yang melalui
mereka mempunyai positif dan perlaksaaan
pengalaman yang signifikan dengan kod etika atau
luas berkaitan komitmen polisi tertentu
sistem dan amalan organisasi yang menjadi
iklim etika dalam (β=0.215; tanda aras
organisasi. t=1.919) oleh itu, kepada para
 Maklumat yang H2 disokong pekerja untuk
diperolehi melalui 3. Oleh itu, secara mematuhinya.
temuduga tersebut keseluruhannya,
digunakan oleh keputusan ini  iklim egoistik
penyelidik untuk mengesahkan perlu
menambahbaik bahawa iklim ditanagani dan
kandungan dan egostik dan iklim dikawal
borang soal selidik kebajikan dengan baik
kajian ini. merupakan bagi
 Kaedah peramal penting memastikan
persampelan mudah kepada kepuasan pekerja tidak
telah digunakan kerja dalam mengutamakan
untuk mengedar kalangan pekerja. kepentingan
150 borang soal diri sendiri
selidik kepada semata-mata
Artikel 6
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
Bambang Budi Wiyono The effect of self- Tidak dijelaskan In line with the The research was There is no effect on Based on the Thus, it strengthens
evaluation on the purpose of the study, conducted for six self-evaluation of the finding of the the theory that self-
(2017) principals’ the implemented months in the principals’ research, evaluation, aside
transformational research design was a elementary schools in transformational programmes for from being
leadership, quasi-experimental Malang Regency. The leadership on team improving using as one of the
teachers’ work research which used sources of the data effectiveness of transformational sources in an
motivation, the non-equivalent were the principals teachers. Therefore, leadership of evaluation system,
teamwork comparative group and the teachers. The further study is needed principals are it is also one of the
effectiveness, and design (Johnson & samples of the study to obtain needed to increase techniques that
school Christensen, 2004, p. were 120 principals comprehensive results teachers’ work could be used
improvement which were grouped motivation and to improve
301).
into 40 principals as school personnels’
the experimental improvement. Self- performance,
subjects 1, another 40 evaluation especially
as the experimental with feedback principals’
subjects 2 and the model is the best transformational
remaining 40 as the technique to leadership.
control subjects. enhance principals’
trasformational
. In line with the leadership.
purpose of the study, Therefore,
there were three data superintendents,
analysis techniques head of educational
used. The descriptive offices or other
statistic was applied to supervisors should
describe the data have better use the
related to principals’ model to
transformational improve principals’
leadership, teachers’ transformational
work motivation, leadership. The
teamwork principals could
effectiveness and use the model to
school improvement. enhance their
Univariate analysis of transformational
variance leadership
(ANOVA) and themselves as well
Multivariate analysis
of variance
(MANOVA) were
applied to test the
difference among
the scores of
principals’
transformational
leadership of the
experimental group 1,
experimental group
2 and controlled
group, both partially
and simultaneously.
In addition, there were
three techniques of
data analysis used for
testing assumptions,
namely
Kolmogorof Smirnof,
Lavene and Box-M
test. Kolmogorof
Smornof was used to
test the normality
of the data. Next,
Lavene test was used
to test the
Artikel 7
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
Peng Liu, Ling Understanding the what extent can using quantitative 1600 questionnaires The significant effect of Another important This study may be
Li & Jianping relationship transformational research were Setting Direction on factor related to the limited due to
Wang between leadership explain methods and this circulated in 30 Task Analysis implies sampling is that in variance from the
transformational the variance in research employed primary schools in a that effective goal future the locations respondents. The
(2019) leadership and collective teacher random sampling city in southern China. setting processes in of sample schools single data source
collective teacher efficacy in methods 1411 questionnaires school management and could be expanded used in this study,
efficacy in Chinese primary were during times of change to different teachers’ survey
Chinese primary schools? returned and 1304 would contribute cities with diverse responses, could
schools questionnaires were to teachers’ clear social economic cause difficulties in
valid. understanding of the status (SES). The understanding
The theoretical The analysis results tasks they undertake in reason for this is the relationships
framework of this showed that all practice. Teachers that principals between the
study was built on dimensions of would from different SES variables
both collective teacher then take action based regions might have
transformational efficacy and its on joint goals. This different levels of
leadership mean scores had a would effectively leadership capacity
theory and particularly significant promote organizational due to their
Artikel 8
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
IinAsikin, Transformational the hypothesis is as This uses the sample from Based on the results of The principal, as a Efforts to increase
Sylviana Murni, Leadership and follows: There is a study uses a 118 teachers (data the research data and personification employee
Ma’ruf Akbar Teacher’s direct and positive quantitative method were collected by the analysis figure in the school, engagement
Employee impact of with a survey approach personal distribution) which has been must have an through
(2019) Engagement of transformational and before using the in 4 state vocational discussed with all the understanding transformational
State Vocational leadership on regression to derive a High Schools in requirements of data related to the leadership is
High employee conclusion in Depok City, West Java analysis which include purpose of possible by
Schools. engagement. testing the hypothesis, Province. the linearity test and education, has an increasing the role
the regression model is validity of idea of the future of transformational
In this research, tested for Based on the regression, the and has the ability leadership. This
transformational calculations from the conclusions derived are to actualize all of effort can be
significance and
leadership is an path as follows: its potentials into a carried out
linearity using the F
analysis, the direct transformational synergistic by various
exogenous test in the ANOVA
impact of leadership has a direct power in order to activities: trying to
variable, and table transformational leader and positive impact achieve educational give full attention
employee towards employee on employee goals, in to the
Artiklel 9
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
Hans Luytena, The theoretical 1 Do the data This In total four structural The findings indicate that The findings point the impact of
, Manuel Bazob framework that support the study uses a equation models the effect of to a central role of teacher learning
underlies the hypothesis of an quantitative method (SEM) were fitted to transformational professional can be greatly
(2019) present study posits indirect effect of with a survey approach the leadership learning enhanced through
that transformational data using the Mplus on learner centred communities in professional
transformational leadership on learner software and teaching practices is educational change. learning
leadership centred teaching combination of path indirect, mediated by Stimulating the communities
indirectly practices via and measurement professional learning development of
stimulates changes teacher learning and models. Such models communities and teacher professional
in professional learning are also learning learning
teaching practices communities? called LISREL models communities that
via professional 2 To what extent is or hybrid models. focus on practices
learning the effect of like mutual
communities and professional learning All hypothesized path consultation,
teacher communities on coefficients are information
learning. The learner centred statistically significant exchange and
dependent variable teaching practices (at collective decision
in our conceptual mediated by teacher least at the .05 level, making,
model relates to learning? but in most cases at may be the most
changes in teaching 3 What is the the .01 level and far promising approach
practices that fit a relative weight of beyond). to realize changes
more learner the effect of The significance levels in teaching
centred curriculum. professional learning of the path coefficients practices. This
communities on in Table 4 all relate to expectation is
learner centred one-tailed tests, as all further supported
teaching practices in effects between the by the finding that
comparison to core variables are the
the effect of teacher expected to relation between
learning? be positive. The transformational
4 Is there evidence coefficients are leadership and
for a reciprocal somewhat stronger professional
relationship between but the learning
professional decrease in quite communities is
learning modest. This indicates considerably
communities and that the stronger than the
teacher learning? antecedent variables relation between
5 Does the impact of can only account for transformational
antecedent variables the observed leadership and
account for correlations to a teacher learning.
relationships limited extent. The This indicates that
between the core highest coefficient there is
variables? relates to the effect of considerably more
transformational potential for school
leadership on leaders to promote
professional learning professional
communities (the learning
standardized path communities in
coefficient is .682). their schools than
The effect of for the stimulation
transformational of teacher learning.
leadership on teacher It is conceivable
learning is relatively that this finding
modest (the applies exclusively
standardized path to
coefficient equals . Mozambique
165), while the schools.
analyses reveal strong
effects of professional
learning communities
on
teacher learning and
learner centred
Artikel 10
Author/ Theoretical/ Research Methodology Analysis & Conclusions Implications Implications
Date Conceptual Question(s)/ Results for For practice
Framework Hypotheses Future research
Kouni Zacharo, Theoretical context 1. To what extent do The selected research The Regarding the first This article is A transformational
Koutsoukos of transformational teachers believe that method is a sample consisted of research questions i.e. to suggested as an leader establishes
Marios, leadership and transformational combination of 171 teachers from two what extent do teachers additional reference the appropriate
Panta Dimitra theoretical context leadership quantitative and types of educational believe that to the study of climate, within
of organizational contributes to qualitative methods, institutions, lower and transformational transformational which, everything
(2018) commitment organizational namely using upper general leadership contributes to leadership and is openly and
commitment? questionnaire and secondary schools of a their commitment to the organizational honestly discussed,
2. Are views divided interview local school's development over in order to achieve
over whether administration of goals, it is evident that time. a
transformational secondary education. this happens to a very balance between
leadership high extent the challenge and
contributes to support towards the
organizational Regarding the second implementation of
commitment research question, i.e. improvement and
according to the whether views differ innovation. This,
4. Sintesis menggunakan Sintesis Matrix Diyana
5. Penghujahan:
Secara keseluruhannya, kepimpinan transformasional amat penting dan berkesan terhadap komitmen guru di sekolah yang dapat mengubah sikap guru
terhadap kerja dan bersesuaian dilaksanakan di setiap sekolah.

6. Kerangka Konseptual

Pemboleh Ubah Bebas Pemboleh Ubah Bersandar

Kepimpinan Transformasional
Tahap Komitmen Guru
1. Membina Ransangan Intelek
2. Motivasi Berinspirasi 1. Komitmen Berterusan
3. Pengaruh Ideal 2. Komitmen Afektif
4. Pertimbangan Berasaskan 3. Komitmen Normatif
Individu
Sumber : Slocum dan Hellriegel (2007) Sumber : Mowday (1979)

7. Rujukan

Nurul Aisyah, M.J. & Ros Zam, Z.M. 2018. Pengaruh gaya kepimpinan, etika dan motivasi terhadap prestasi kerja di Majlis Perbandaran
Manjung. Proceeding of The 9th International Management And Accounting Conference 2018(1), hlm. 432-441.

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