This study was conducted to determine the relationship and the effect of school leaders' authentic leadership towards teachers' job stress. A cross-sectional quantitative approach using a questionnaire has been used on 330 teachers from 143 excellent performance primary schools in the Eastern part of Peninsular Malaysia. Authentic Leadership Questionnaire instrument (ALQ) was adopted from Walumbwa et al., (2008) and Teachers' Work Stress instrument (TWS) by Collie et al. (2012) and Boyle, Borg, Falzon, & Jr. (1995) was used to obtain the data. Descriptive statistical analysis shows that the level of authentic leadership among the leaders is high and the level of teachers' job stress is. The finding also revealed that there is a moderate negative significant relationship between school leaders' authentic leadership and teachers' job stress. Furthermore, Stepwise's multiple regression analysis shows that authentic leadership also contributed a significant negative impact on teachers' job stress. This study recommends that school leaders adopt authentic leadership in their practices to improve and manage teachers' job stress which in turn will help to improve school excellence, especially across the current era of globalization.
The job stress model was developed by Boyle, Borg, Falzon, and Jr. (1995) with 20 items in five (5) dimensions named workloads, professional recognition, students' misbehaviour, time and resource constraint, as well as peer relationship.A study was carried out later by Collie, Shapka, and Perry (2012) using the same items as proposed by Boyle et al. (1995), with one (1) additional four (4) items dimension named technology. The aim of this particular study was to re-examine and re-confirm that the measurement model for job stress construct with the respective dimensions and items would hold for teachers in the primary schools setting in Kelantan, Malaysia. Thus, this study employed confirmatory factor analysis to achieve the objective. As a result, this study proposed a measurement model which described factors contributing primary school teachers' job stress with eight (8) dimensions, namely T1 (students misbehaviour), T2 (workloads), T3 (professional recognition), T4 (time and resource constraint), T5 (interpersonal relationship), T6 (training and support towards technology), T7 (curriculum facilities and exposure constraints) and T8 (technology literacy). This model evaluated its construct validity by estimating both convergent and discriminant validity, while evaluating the internal consistency of the proposed model itself, and estimates how the instrument determines the reasonable relations among the latent factors mentioned above, and how it describes the reasonable results and assigns the quality of data fit within it. The specific model can be used by researchers to evaluate the effect of different aspects of job stress in the education institutions.
The Ministry of Education Malaysia aims to develop an educational system that is capable in improving achievement and innovation. This goal requires high commitment and precision from all parties, especially teachers that play the main role in educational institutions. Thus, a positive school climate will produce high-quality human capital, while self-efficacy acts as a driving force to pursue the goals. The effectiveness of these two elements enhances the commitment of teachers in order to ensure the success of educational institutions. This study was developed to examine the relationship between school climate and teacher commitment, as well as the indirect relationship through self-efficacy as a mediator construct. Teachers were selected randomly from 18 high-achievement secondary schools in Kelantan, with a total of 360 respondents. A cross-sectional survey method was applied to collect data. The questionnaire consisted of 44 items. The IBM SPSS software was used to analyze the correlation and regression tests. The Pearson correlation analysis confirmed positive and significant relationships between the three variables, namely the weak correlation for school climate and commitment (r=.24, p<.01), as well as between school climate and self-efficacy (r=.23, p<.01). In contrast, the correlation was high between selfefficacy and commitment (r=.85, p<.01). Regression analysis for the effect of school climate on teacher commitment showed that R2=.06, p<.01 was significant. The beta value showed that the school’s climate contributed β=.24 (24%), significantly affecting commitment. Multiple regression analysis of school climate and self-efficacy on teacher commitment confirmed that R2=.72, p<.01 was significant. However, beta values showed that school climate contribution decreased to 0.05 (5%) and did not significantly affect commitment as the self-efficacy predictor was included in the regression model. The beta value showed that self-efficacy contributed 0.84 (84%), significantly influencing commitment and acting as a full mediator variable for school climate and teachers’ commitment. The finding of this study proposes significant school climate relationships to enhance teachers’ self-efficacy and commitment. This study also contributes significantly to the theory and the extension of knowledge by explaining the role of school climate in enhancing teachers’ commitment, as well as highlighting the mediator role of self-efficacy that has a significant effect on teacher commitment as well. Therefore, the school administrators should provide a better, condusive school climate to encourage higher self-efficacy among teachers, through self-confidence in group guidance, student assignments, innovative education and attitude towards homework. As a result, teachers could have more opportunity to develop their commitment to schools.
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