Jeffry S.J. Lengkong
Doctoral Program in Educational Management, Graduate School, Universitas Negeri Manado, Indonesia

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The Influence of Transformational Leadership Ethics, Inclusive Education and Work Commitment on Teacher Loyalty Models in Senior High Schools in Tomohon City Bernadina Waha Labuan; Jeffry S.J. Lengkong; Joulanda A.M. Rawis; Ruth Umbase
International Journal of Information Technology and Education Vol. 5 No. 3 (2026): June 2026
Publisher : JR Education

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Education was the main pillar in building quality human resources, both intellectually, morally, and socially. As a strategic investment, education plays a role in producing individuals who were able to face global challenges and contribute to the progress of society. The objectives of this study were; To determine the influence of Transformational Leadership Ethics on the Teacher Loyalty Model in Tomohon City Senior High Schools. To determine the influence of Inclusive Education on the Teacher Loyalty Model in Tomohon City Senior High Schools. To determine the influence of Work Commitment on the Teacher Loyalty Model in Tomohon City Senior High Schools. To determine the influence of Transformational Leadership Ethics, Inclusive Education and Work Commitment on the Teacher Loyalty Model in Tomohon City Senior High Schools. This study used a causality research design. Causal research design was used to prove the relationship between cause and effect of several variables. Causal research usually uses an experimental method, namely by controlling independent variables that would affect the dependent variable in a planned situation. For the Transformational Leadership Ethics variable, the dimension with the strongest influence was the idealized influence dimension on the rational dimension in the Teacher Loyalty Model, because it had a coefficient value = 0.646. For the Inclusive Education variable, the dimension with the strongest influence was the Accessibility dimension on the emotional dimension in the Teacher Loyalty Model, because it had a coefficient value = 0.861. For the Work Commitment variable, the dimension with the strongest influence was Continuance Commitment on the personality dimension in the Teacher Loyalty Model, because it has a coefficient value = 1.000. Based on the results above, it could be concluded; Transformational leadership ethics had a positive and significant influence on the teacher loyalty model. Inclusive education had a positive and significant influence on teacher loyalty. Work commitment had a positive and significant influence on the teacher loyalty model
Management of Dental Professional Education at Sam Ratulangi University Dental Hospital Pritartha S. Anindita; Harol R. Lumapow; Joulanda A.M. Rawis; Jeffry S.J. Lengkong
International Journal of Information Technology and Education Vol. 5 No. 3 (2026): June 2026
Publisher : JR Education

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Dental professional education requires a management system that can integrate academic standards, clinical service obligations, patient safety, and resource availability. This article analyzes the management effectiveness of dental professional education in a university dental and oral hospital through the interaction of four classical management functions: Planning, Organizing, Actuating, and Controlling (POAC, with six management resources: Man, Money, Material, Machine, Method, and Market (6M). A descriptive qualitative approach was used, drawing on interviews, document review, and field observation involving hospital management, program leadership, clinical supervisors, administrative personnel, and co-assistant students. The findings show that the management system performs unevenly across the POAC functions. Human-resource planning for clinical supervisors is relatively effective because minimum qualification standards and continuing-study strategies are recognized. However, planning for co-assistant intake, management structure, financing, materials, equipment, and patient supply remains weak. Organizing is strongest in student rotation and clinical-supervisor placement, but weak in financial authority and hospital management activation. Actuating is supported by clinical supervision procedures and curriculum implementation, yet is disrupted by limited dental units, delayed consumables, centralized finance, and insufficient patient cases. Controlling demonstrates strong patient-safety orientation and accountable financial documentation, but remains weak in clinical-supervisor calibration, material-equipment monitoring, and curriculum feedback. The study proposes a 6M-based POACE model by adding Evaluation as an autonomous management function. The model positions evaluation not merely as monitoring, but as an evidence-based feedback mechanism that recalibrates planning, organization, implementation, and control in order to improve clinical education quality, timely completion, and institutional accountability.