Work productivity of teachers shall determine the advancement of education quality as their direct encounter with students to equip them with skill and competencies. This study was conducted to see the direct effect of job satisfaction and absenteeism on high school teachers’ work productivity in Bekasi region. Survey method with path analysis approach was applied. Questionnaire as the study instrument was distributed to 198 teachers who were chosen based on simple random sampling technique. The study revealed that, first, job satisfaction has a positive direct effect on teacher work productivity. The correlation coefficient value is 0.431, while the path coefficient value is 0.228. It infers that when job satisfaction is fulfilled, work productivity shall increase as well. Second, absenteeism shows a negative direct influence on work productivity. The correlation coefficient value is - 0.427 and the path coefficient value is -0.250. This further implies that productivity and progress of organization are impeded by the absence of teacher. This leads to a notion that teacher lower level of absenteeism will increase their productivity. Third, job satisfaction gives a negative direct impact on absenteeism. The correlation coefficient value is -0.341 and the path coefficient value is -0.207. The result leads to a conclusion that once teachers feel contented with their work, they will rarely perform absenteeism

Teacher organizational commitment is a determining factor for achieving quality education. It is believed that teacher personality is one of the main factors which either increase or decrease organizational commitment. This research aims to examine the effects of teacher personality on their organizational commitment. The quantitative approach was employed with the survey method. The samples were selected using the simple random technique by applying the Slovin formula. The participants of this study were 83 civil servant teachers at public senior high schools located in East Jakarta. The data of this study were collected through a survey and then analyzed using Path analysis. The results of the analysis show that tcount is higher than ttable (4.329 > 2.64). This result means that H0 is rejected while H1 is accepted. The hypothesis testing shows that personality has a positive direct effect on teacher organizational commitment. Furthermore, it is proven that there are three traits influencing teacher personality, namely emotional stability (33.98%), extroversion (33.56%), and openness to experience (32.46%). Meanwhile, the main factors influencing organizational commitment are employee engagement (33.74%), moral responsibility (33.55%), and loyalty (32.71%). Based on the result of this study, it is suggested that school principals take teacher personality into account in order to improve teacher organizational commitment at schools.

Usaha mikro, kecil dan menengah (UMKM) merupakan salah satu sektor di bidang ekonomi dalam sebuah negara, di Indonesia UMKM menjadi salah satu tulang punggung bagi beberapa masyarakat dalam meningkatkan kesejahteraan mereka, terbukti sektor UMKM dapat bertahan dalam situasi krisis ekonomi. Pulau Kelapa dan Pulau Harapan menyimpan sejuta potensi yang sayang untuk tidak dibudayakan, tetapi industri kerajinan berbahan baku limbah hasil laut tidak menjadi minat masyarakat untuk dikembangkan, sehingga sangat minim cinderamata. Padahal hasil kerajinan tangan dengan sentuhan inovasi dapat memiliki nilai ekonomis yang lebih tinggi seperti kerajinan kulit kerang, pasir putih, dll. Pengoptimalan usaha mikro kerajinan tangan unik laut melalui pemberdayaan perempuan dilakukan dengan menggunakan jejaring organisasi ibu-ibu PKK (pemberdayaan kesejahteraan keluarga). Pelatihan kerajinan tangan yang diberikanmenggunakan lem tembak dan bahan resin yang dicampur katalisator dengan perbandingan 10:1. Pelatihan kewirausahaan ini memiliki tujuan sosial, oleh sebab itu diberikan pula pelatihan motivasi kewirausahaan, ketrampilan manajerial kewirausahaan, dan manajemen pemasaran. Kegiatan ini dalam rangka mendukung upaya pengentasan kemiskinan di pulau kelapa dan pulau harapan di kepulauan seribu melalui pendekatan pemberdayaan dan gender, yakni pemberdayaan perempuan melalui ibu-ibu PKK dengan menumbuhkembangkan usaha mikro pada organisasi dan kegiatan PKK.

<span>The present research aimed at investigating the direct effect of civil servant teacher job satisfaction on their absenteeism. Quantitative approach with survey method was employed. The sample involved was 198 civil servant teachers from public senior high schools in Bekasi, West Java, Indonesia. The result signified that t_count &lt; t_table (-2.84&lt;-1.97) leading to the acceptance of H₀ and the rejection of H₁. This explicitly stated that civil servant job satisfaction has a negative direct effect on their absenteeism. For job satisfaction predictors, positive attitude places the highest position followed by comfort in work and certainty in work. While the highest predictors of absenteeism from the highest to the lowest are: punctual task completion failure, absenteeism style, and no explanation absence. The study is predicted to provide recommendation for schools to promote teacher job satisfaction and suppress their absenteeism rate. Providing comfort and creating positive working atmosphere for teachers either has significant consequence to endeavor job satisfaction promotion and absenteeism rate decrease. Besides, leaders and school management board assertiveness in the mechanism of decreasing absenteeism is unarguably decisive to create fairness in policy and procedure obedience.</span>

The research objective is to study the effect of the effect of work climate, job satisfaction and job dicipline toward teacher performance at Public Senior High School in Bekasi District. This research used quantitative approach. The sample of this research were 175 teachers selected randomly. The method used is survey method with path analysis. The research on the analysis it is conclude that: (1) work climate has direct effect on performance, (2) job satisfaction has direct effect on performance, (3) Job dicipline has direct effect on performance, (4) work climate has direct effect on job dicipline, (5) job satisfaction has direct effect on job dicipline, (6) work climate has direct effect on job satisfaction.