This project paper aimed at identifying the dimensions for teacher leadership model. The instrument used to measure the dimensions was adapted from Teacher Leadership Self-Assessment (TLSA) by Katzenmeyer and Moller (2009). This measurement tool consists of 47 items distributed into seven dimensions namely 1) self-awareness, 2) leading change, 3) communication, 4) diversity, 5) instructional proficiency and leadership, 6) continuous improvement, and 7) self-organization. This project paper involved 130 teachers of Mara Junior Science Colleges in the state of Kelantan, Malaysia. Structural Equation Modelling technique was utilized to perform the required statistical analysis of the survey data. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were carried out to substantiate the dimensions used. Based on the EFA and CFA, 4 dimensions are relevant for teacher leadership practice in Malaysian setting with 28 items identified to have high value of validity and reliability. The four dimensions are labelled as 1) self-awareness, 2) communication and change, 3) diversity and instructional proficiency, and 4) organized and continuous improvement. These dimensions could be characterized as values or roles of teacher leaders.
Work performance is of the essence in any organization. In an educational institution, teachers' work performance plays a significant role in making the goals of the institution are achieved. Underperforming teachers have been an issue in Maktab Rendah Sains MARA (MRSM) since its establishment. Based on some literature, mentoring programme has been suggested to improve work performance. MRSMs have been exposed to information on mentoring and its benefits yet the implementation is by far disappointing. Thus, this working paper focuses on mentoring programme and its relationship to the work performance of the teachers of MRSMs in the state of Kelantan. The finding of this working paper reveals that the mentoring programme (in any way it is implemented) has a relationship with the teachers' work performance. The implication of this working paper is for MRSMs to implement mentoring programme in its effectiveness so that the problem of underperforming teachers could be reduced.
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