Effect of Emotional Intelligence, Education and Training, And Personality on Job Satisfaction and Attention Decision of the Head of State Aliyah Madrasah in South Sulawesi
-
Autores: Muhammad Ridwan
, Salim Basalamah, Baharuddin Semmaila, Andi Bunyamin
- Localización: International Journal of Professional Business Review: Int. J. Prof.Bus. Rev., ISSN 2525-3654, ISSN-e 2525-3654, Vol. 8, Nº. 5, 2023 (Ejemplar dedicado a: Continuous publication; e01897)
- Idioma: inglés
- Enlaces
-
Resumen
Purpose: The aim of this research is to analyses the impact of emotional intelligence, education and training, as well as decision-making identity for Head of State Madrasah Aliyah in South Sulawesi.
Theoretical framework: This job recognition has a positive and important impact on decision-making. Emotional intelligence due to job satisfaction does not importantly influence decision-making. Training for job satisfaction has a positive impact on decision making. Job satisfaction does not have an important impact on decision-making.
Design/methodology/approach: This research uses a survey method. This research was conducted in 32 Islamic public secondary schools located in South Sulawesi and included 32 public secondary school principals to determine the sample using a sativa sampling technique. The questionnaire results data were analyzed through the Smart pls 3.2.9 application using the Structural Equations Model (SEM).
Findings: The results of the study show that emotional intelligence has a positive and important impact on work. Training has a positive and important impact on job satisfaction. Personality has a positive and useless effect. Emotional intelligence has a positive and low impact on decision making.
Research, Practical & Social implications: The party has a positive and low impact on decision-making. Personality has a negative impact and has a negative impact on decision making.
Originality/value: From the descriptive analysis, it was found that the three variables had an average value in a very high category which indicated a very good perceived value of the variable, but this was not able to realize the real contribution of the personality variable to job satisfaction.
