The research focused on undergraduate Management Study Programs at 12 private universities in Greater Tangerang. It found that lecturer morale plays a central role in translating leadership quality, professional competence, and compensation into better teaching, research, and community service performance.
The findings are important for private universities in Indonesia because they continue to face pressure to improve academic quality, research productivity, accreditation standards, and graduate competitiveness. Many institutions struggle with limited resources, while lecturers are expected to balance teaching, publishing, mentoring, and administrative responsibilities.
According to the researchers from Pasundan University, low lecturer performance is often linked to weak leadership practices, inconsistent competency development, and perceptions of unfair compensation. These issues can reduce lecturer enthusiasm and lower academic productivity.
Why Lecturer Morale Matters
Lecturer morale refers to the level of enthusiasm, commitment, creativity, attendance, and willingness to collaborate in academic work. Unlike general job satisfaction, morale is visible in everyday behavior.
In private universities, where funding and facilities are often more limited than in public universities, lecturer morale can become a crucial factor that helps institutions maintain educational quality.
The study found that lecturer morale is not simply influenced by salary. Instead, it is shaped by a combination of leadership style, lecturer competence, and compensation.
The strongest influence came from transformational leadership. Leaders who provide a clear vision, encourage innovation, offer personal support, and inspire lecturers to go beyond routine tasks were more likely to build a positive work climate.
As the authors from Pasundan University explained, study program heads and deans who communicate clearly and support lecturers personally can significantly improve enthusiasm and commitment among academic staff.
How the Research Was Conducted
The study involved 253 permanent lecturers selected from a population of 692 lecturers across 12 private universities in Greater Tangerang.
Researchers used a survey questionnaire to measure five key variables:
- Transformational leadership
- Lecturer competence
- Compensation
- Lecturer morale
- Lecturer performance
The responses were analyzed using a statistical model designed to examine how the variables influenced one another.
The results showed that transformational leadership, lecturer competence, and compensation together explained 63 percent of the variation in lecturer morale.
Among the three factors, transformational leadership had the strongest effect.
Key Findings
The study identified several major findings:
- Transformational leadership had the largest influence on lecturer morale, with a coefficient value of 0.385.
- Lecturer competence had the second strongest influence, with a coefficient value of 0.281.
- Compensation had a slightly smaller but still significant effect, with a coefficient value of 0.273.
- Lecturer morale had an exceptionally strong influence on lecturer performance, with a coefficient value of 0.884.
- Lecturer morale explained 78.1 percent of the variation in lecturer performance.
These results show that lecturers are more productive when they feel motivated, supported, and valued.
Lecturers with high morale tend to attend classes more consistently, collaborate more effectively with colleagues, use more creative teaching methods, and contribute more actively to research and community service.
Leadership Matters More Than Money Alone
One of the most important findings from the Pasundan University study is that leadership and competence matter more than financial rewards alone.
Many private universities attempt to improve lecturer performance by increasing salaries or financial incentives. However, the research suggests that compensation without supportive leadership is often not enough.
The study found that lecturers are more likely to remain committed when they work under leaders who provide intellectual stimulation, encourage innovation, and show genuine concern for their professional growth.
Irfan Rizka Akbar and his colleagues argued that private universities should not rely only on financial incentives. Instead, they should create an academic environment where lecturers feel respected, trusted, and encouraged to develop their skills.
The authors also noted that fair compensation still matters. Transparent salary systems, performance-based incentives, and non-financial recognition can help maintain lecturer motivation and reduce frustration.
Implications for Private Universities
The findings offer several practical recommendations for private universities in Indonesia.
First, universities should invest in leadership training for deans and heads of study programs. Leaders need stronger skills in communication, conflict management, team building, and academic mentoring.
Second, universities should expand professional development programs for lecturers. Training in digital pedagogy, research methods, scientific writing, and technology-based learning can improve competence and confidence.
Third, institutions should create transparent and performance-based compensation systems. Financial incentives can be combined with non-financial rewards such as public recognition, promotion opportunities, and access to training.
Fourth, universities should create work environments that support collaboration, creativity, autonomy, and appreciation for lecturer contributions.
The researchers emphasized that lecturer performance is not determined only by technical ability. Psychological factors such as morale, motivation, and leadership support are equally important.
Author Profiles
Irfan Rizka Akbar is a lecturer and researcher at Pasundan University with expertise in human resource management, organizational leadership, and higher education management.
Iman Sudirman is an academic at Pasundan University whose work focuses on organizational management, leadership, and human resource development.
Atty Tri Juniarti is a lecturer and researcher at Pasundan University specializing in higher education management, organizational behavior, and leadership studies.
Source
Article Title: “The Effect of Transformational Leadership, Lecturer Competency, and Compensation on Lecturer Work Encourage and Its Implications on Lecturer Performance (Study on the Undergraduate Management Study Program at a Private University in Greater Tangerang)”
Journal: International Journal of Sustainable Applied Sciences (IJSAS)
Publication Year: 2026
DOI: https://doi.org/10.59890/ijsas.v4i3.373
URL: https://dmimultitechpublisher.my.id/index.php/ijsas
0 Komentar