Productivity Lecturer in the Era of the Industrial Revolution 4.0: Confirmatory Factor Analysis (CFA)

Author Name(s): Ahmad Hidayat, Burhanuddin Tola, Slamet Sutanto, Saepudin, Paisal Halim, Syamsiah Badruddin
Author Email: ahmadmangga99@gmail.com

Abstract

Confirmatory Factor Analysis (CFA) is a technique for finding some indicator variables that form variables/constructs that are not directly measured based on existing theories or previous studies. The purpose of this study is to find out the indicators of the most dominant variance/construction affecting it. The results of the analysis will show variables forming indicators that can explain variables. The research method used is the technique of taking respondents through simple random sampling — the number of sample respondents used as many as 100 lecturers at the university. The IBM AMOS Program is used to analyze the Confirmatory Factor Analysis (CFA). Leadership, Organizational Culture (campus), and Work Productivity are variables in the study. The results of the Goodness of Fit test obtained all parameters showing excellent results, and the analysis can continue. The results showed that the most dominant indicators were effectiveness for productivity variables, motivational indicators for leadership variables, and professionalism indicators for organizational culture (campus) variables. There is still an indicator that has not fulfilled the requirements (loading factor worth <0.500) of each research variable, which indicates a tendency to shift value towards each variable.

Introduction

Human resources play an essential role in carrying out organizational activities even though the parts and functions of labor have replaced by industrial technology. However, in fact, until now, labor is still an essential factor in determining the course of the work process. Therefore, each organization wants every workforce to work effectively and efficiently. Work productivity is a crucial factor because work productivity has a significant role in determining the success or failure of an institution in achieving its goals [1]. Productivity can see from two dimensions, namely individual dimensions and organizational dimensions. Productivity from the personal size of our personality characteristics, such as mental attitude that always has the view that the quality of life today must be better than yesterday, and tomorrow must be better than today. The modernization of higher education in the face of the demands of the global market is a necessity and is inevitable by implementing strategic patterns to adapt to the global environment. It is as stated by Parakhina [2], that in general the contemporary management model applied by universities in Russia assessed as having a low level of efficiency. It is because of the lack of strategic flexibility in the competitiveness of Russian universities. The weak management of the university due to a conflict of interest at the structural level results in a management crisis affecting the university’s education system as a whole.

Conclusion

Increased productivity means excellent performance will be feedback for business or work motivation in the following year. In addition to the relationship between productivity and business and human resource capabilities, productivity also has a relationship with efficiency, effectiveness, and quality. The existence of interrelationships between variables to increase productivity and future research will use other variables that will further support the increase in work productivity, namely satisfaction in work. There have been several previous studies that have provided significant results. Productivity often measured in terms of economic inputs and outputs. However, feedback and production of human and social resources are also essential factors if better organizational behavior will be able to improve job satisfaction so that there is an increase in the results of human resources.

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