Loyalty and Performance of Educational Performance with the Role of Experience and Training

Abstract

This study aims to examine the effect of work experience and training on the performance of education personnel with loyalty to the intervening variable at Universitas Prima Indonesia. This research is a survey research with a quantitative approach. The population in this study was education staff at Universitas Prima Indonesia, which amounted to 104 people. Data collection techniques using a questionnaire. The results of the research by testing the hypothesis show that work experience and training have a positive effect on loyalty, work experience, and training partially affect education personnel and loyalty has a negative effect on educational performance. For the intervening variable, work experience has no effect on education staff with loyalty as the intervening variable. but training affects the performance of education personnel with loyalty as an intervening variable. The coefficient of determination of model I uses an R Square value of 0.156 or 15.6% which indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of model II uses an R Square value of 0.122 which indicates that the performance of education personnel can be explained by the variables of work experience, training, and loyalty and the remaining 87.8% are other variables not examined in this study. 6% indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of model II uses an R Square value of 0.122 which indicates that the performance of education personnel can be explained by the variables of work experience, training, and loyalty and the remaining 87.8% are other variables not examined in this study. 6% indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of the model II uses the value of R Square The coefficient of determination of model II uses an R Square value of 0.122 which indicates that the performance of education personnel can be explained by the variables of work experience, training, and loyalty and the remaining 87.8% are other variables not examined in this study. 6% indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of the model II uses the value of R Square The coefficient of determination of model II uses an R Square value of 0.122 which indicates that the performance of education personnel can be explained by the variables of work experience, training, and loyalty and the remaining 87.8% are other variables not examined in this study. 6% indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of the model II uses the value of R Square 6% which indicates that loyalty can be explained by work experience and training variables and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of the model II uses the value of R Square 6% which indicates that loyalty can be explained by the variables of work experience and training and the remaining 84.4% are other variables not examined in this study. The coefficient of determination of the model II uses the value of R Square of 0.122 which indicates that the performance of education personnel can be explained by the variables of work experience, training, and loyalty and the remaining 87.8% are other variables not examined in this study.