<![CDATA[This study aims to describe the implementation of reward and punishment systems and teacher performance at SDIT Plus Qurthuba Makassar, as well as to analyze the partial and simultaneous effects of reward and punishment on teacher performance. This research employed a quantitative ex post facto approach with methodological and educational management perspectives. The respondents consisted of 40 participants selected using a saturated sampling technique. Data were analyzed using descriptive statistics and multiple regression analysis with the assistance of SPSS 28. The findings indicate that the implementation of reward (50%), punishment (52.5%), and teacher performance (35%) are categorized as moderate. Partially, reward has a positive and significant effect on teacher performance with a contribution of 60.7% (Y = 21.482 + 0.534X1), while punishment contributes 51% (Y = 23.917 + 0.607X2). Simultaneously, reward and punishment have a significant effect of 59.4% on teacher performance. The implications of this study emphasize that reward and punishment are effective managerial instruments in improving teacher professionalism when implemented proportionally and fairly. Schools are expected to formulate appropriate human resource management policies, while teachers are encouraged to enhance their performance and view reward as appreciation and punishment as a constructive guidance mechanism.]]>
Copyrights © 2026
