Likert Scale

Posted by The New Economics Education

Linkert scale first developed by Rensis Linkert in 1932 in measuring attitudes. This scale uses only items that are definitely good and definitely bad. tem is definitely favored, preferred, which is good, given the negative sign (-). The total score is the sum score of the response from the respondents that the results are interpreted as the position of the respondent. This scale uses ordinal measures so as to make the rankings despite not known how many times a respondent is better or worse than other respondents.

The procedure in making linkert scale is as follows:  

The collection of items that are sufficiently numerous and relevant to the matter under investigation, in the form of preferred items that are bright enough and bright enough not favored. The items are tested to a group of respondents is fairly representative of the population who want to study. Collecting response from the respondent to then be given a score, to answer that gives an indication of favor given the highest score.
The total score of each individual is the sum of the scores of each item of  individual.
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Transformational Leadership

Posted by The New Economics Education

Yulk (1994: 11) says that the leadership is the process by which individuals influence other group members to achieve organizational goals. Meanwhile, according to Robbins (2001), leadership is a relationship between a person with another person. Leaders are able to influence others to willingly cooperate in the tasks related to achieving what is desired.
A research body in his research found several variations of models for understanding leadership. Some small details are very useful in theoretical research and find a Multifactor Model of Leadership, Bass, Yamarino, & Hater (in Corrigan, et.al 2002). In this model of transformational leadership proposed as an effective leader to help members of the group that is subordinate to change the shape of the program and develop the needs of their members. The purpose of transformational leadership is achieved through charisma, inspiration, intellectual stimulant, and individual consideration to the interests of subordinates.
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Organizational Citizenship Behavior (OCB)

Posted by The New Economics Education

Organizational Citizenship Behavior (OCB) is an individual contribution which exceeds tuntuntan role in the workplace and in the acquisition of performance-reward task. OCB involves behavior menolonh include behavior of others, to volunteer for extra assignments, adherence to rules and procedures in the workplace. This behavior indicates the existence of more value than employees.
Organ (1988) defines OCB as behavior of individuals who are free and are not directly related to the reward system and can improve the function afaktif organization. According to Organ (1990), organizational citizenship behavior consists of five key dimensions: altruism, civic virtue, conscientiousness, courtesy, and sportsmanship. Some researchers have proposed variations of this framework, but this is the dimension of the five most commonly used in business literature (Organ & Ryan, 1995).
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