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The objective of this study is to formulate new propositions on school management based on the findings obtained from the two schools under investigation, namely: (1) school planning in improving teacher performance at State Islamic Senior High School 1 Trenggalek and State Senior High School 1 Trenggalek; (2) the implementation of school management in improving teacher performance at State Islamic Senior High School 1 Trenggalek and State Senior High School 1 Trenggalek; and (3) school supervision in improving teacher performance at State Islamic Senior High School 1 Trenggalek and State Senior High School 1 Trenggalek. This research employed a case study approach with a qualitative research design. The researcher’s presence in the schools served as the primary instrument, supported by non-human instruments as complementary tools. Data sources consisted of primary data in the form of words and actions observed from principals, vice principals, teachers, and administrative staff, as well as secondary data in the form of school documents. Data collection techniques included in-depth interviews, participant observation, and documentation. Data analysis was conducted using the Miles, Huberman, and Saldaña model, which comprises data condensation, data display, and conclusion drawing. The data analysis techniques applied were (1) single-case analysis conducted separately in each school and (2) cross-case analysis conducted by comparing and synthesizing data across cases. The research findings indicate that: (1) school planning to improve teacher performance carried out by principals included (a) adherence to the school’s vision, mission, and objectives; (b) consideration of the results of the School Self-Evaluation (EDS) through SWOT analysis to enhance teacher performance; and (c) the formulation of school activity plans collaboratively with the school committee; (2) the implementation of school management to improve teacher performance by principals involved (a) mobilizing and motivating all members of the school community and utilizing all available school resources; (b) controlling and supervising the implementation of school activities; (c) securing support for school activities from parents/guardians, the school committee, and the community; (d) fulfilling teachers’ needs; (e) proportional distribution of tasks and clear job descriptions aligned with teachers’ competencies; (f) enhancement of teacher competencies; and (g) fostering a culture of mutual cooperation, care, and respect among school members to improve teacher performance.

This study investigates the simultaneous and individual effects of School-Based Management (SBM), principal supervision, transformational leadership, and work culture on the performance of junior high school teachers in Serang City, Indonesia. Against the backdrop of the Merdeka Curriculum and the shift to hybrid learning in the post-pandemic era, the research addresses persistent challenges such as hierarchical school cultures and technological disparities. Employing a quantitative ex post facto approach, data were collected from 316 teachers across public and private schools through structured questionnaires, classroom observations, and document analysis. Multiple linear regression analysis reveals that SBM, principal supervision, transformational leadership, and work culture each have significant and positive impacts on teacher performance, with transformational leadership and work culture exerting the most substantial influence. The results demonstrate that 74% of the variance in teacher performance can be explained by these four organizational factors, underscoring their critical role in shaping pedagogical competence, classroom management, and professional development. The study further highlights the necessity for comprehensive managerial training, the integration of technology in supervisory practices, and the cultivation of collaborative and innovative work cultures. Practical recommendations include enhancing principal leadership capacity, fostering instructional supervision, and investing in digital infrastructure to support sustainable improvements in teacher performance. The findings contribute to the body of knowledge on educational management in Indonesia and offer actionable insights for policymakers, school leaders, and educators aiming to strengthen teacher effectiveness amidst ongoing educational reforms and digital transformation.

This study aims to examine the impact of work environment (X1), work motivation (X2), and job satisfaction (X3) on teacher performance (Y) at SMP Negeri 3 in South Tangerang City. The study employs a quantitative approach with a survey method, and data were collected through the distribution of questionnaires to 40 teachers. The analysis technique used is multiple linear regression with the assistance of SPSS software version 27 to test the impact of independent variables on the dependent variable. The results indicate that the work environment significantly affects teacher performance, with a regression coefficient of 0.534, meaning that the better the work environment, the higher the teacher's performance. Meanwhile, work motivation (X2) does not have a significant effect on teacher performance, with a low coefficient of 0.184, suggesting that motivation is not the main factor influencing teacher performance at SMP Negeri 3 in South Tangerang City. In contrast, job satisfaction (X3) has a positive and significant impact on teacher performance, with a coefficient of 0.559, indicating that higher job satisfaction leads to better performance. The regression equation obtained is Y = -12.759 + 0.534 X1 + 0.184 X2 + 0.559 X3, which reflects the influence of each factor on teacher performance. Based on these results, it can be concluded that the work environment and job satisfaction are important factors in improving teacher performance, while work motivation does not have a significant impact. Therefore, the school administration should focus more on improving the work environment and enhancing teacher job satisfaction to encourage better performance. This study provides recommendations for school managers to address these two factors in efforts to improve teacher performance.

This study investigates the influence of an online attendance system and digital literacy on teacher discipline and performance in elementary schools. A quantitative explanatory research approach was employed to provide empirical evidence regarding these relationships. The research population consisted of 170 elementary school teachers in Bojong District, Pekalongan Regency, who were selected using proportional stratified random sampling to ensure representativeness. Data were collected through a structured questionnaire using a 5-point Likert scale, and analyzed with Structural Equation Modeling (SEM) through the Partial Least Squares (PLS-SEM) approach using SmartPLS 4.0 software. The measurement model evaluation demonstrated strong reliability and validity across all constructs. Cronbach’s Alpha values ranged between 0.820 and 0.872, Composite Reliability between 0.881 and 0.911, and Average Variance Extracted (AVE) between 0.649 and 0.718. Discriminant validity was confirmed based on both the Fornell-Larcker Criterion and the Heterotrait-Monotrait Ratio (HTMT). The structural model showed good predictive relevance with a Goodness-of-Fit (GoF) value of 0.366, indicating a large effect. Hypothesis testing results supported all proposed relationships. Digital literacy was found to positively influence teacher performance, while the online attendance system significantly affected both teacher discipline and teacher performance. Furthermore, teacher discipline was proven to have a positive effect on teacher performance. Mediation testing revealed that teacher discipline acted as a significant partial mediator in the relationships between digital literacy, online attendance systems, and teacher performance. The findings provide empirical validation for the Task-Technology Fit Theory and the TPACK Framework in the context of educational human resource management. This study confirms that digital transformation, through strengthening digital literacy and online systems, represents an effective strategy to improve teacher professionalism and enhance academic quality in elementary schools.  

Performance improvement can be measured through fair workload and appropriate compensation, but the problem that occurs at SMK Negeri 1 Bukateja is the opposite. There are several teachers who receive excessive workload and inappropriate compensation, resulting in a decline in teacher performance. This study aims to analyze the mediating role of compensation in the relationship between workload and teacher performance, thereby increasing motivation and job satisfaction which will have an impact on teacher performance. This study is a quantitative study with data analysis techniques using Part Least Square (PLS-SEM) using SmartPLS 3.0 software. Sampling used a purposive sampling technique, namely 91 teachers, with a data collection method using a questionnaire. The results of the analysis of the research hypothesis show that workload has a positive and significant effect on the performance of SMK Negeri 1 Bukateja teachers, compensation has a positive and significant effect on workload of SMK Negeri 1 Bukateja, workload has a positive and significant effect on the performance of SMK Negeri 1 Bukateja teachers, and compensation can mediate workload on the performance of SMK Negeri 1 Bukateja teachers. The findings of this study indicate that fair and adequate compensation can reduce excessive workload on teacher performance at SMK Negeri 1 Bukateja. The R-Square result is 60.1%, which is in the moderate category, with the remaining 39.9% explained by other variables outside the study.

Vocational High School 2 Purbalingga will continue to face challenges related to teacher performance in 2024. Based on pre-research results and the data obtained, a shortage of teaching staff has been identified, leading to excessive teaching loads and hours, job stress, and dissatisfaction among some teachers with their compensation. This study aims to determine the extent to which job stress, workload, and compensation influence teacher performance at Vocational High School 2 Purbalingga. This study used a quantitative method with a survey approach. The population in this study was all 84 teachers, all of whom were sampled using a saturated sampling technique. Data processing was performed using SPSS version 25. The results showed that job stress had no effect on teacher performance, while workload and compensation had a significant effect. Simultaneously, job stress, workload, and compensation influenced teacher performance. The coefficient of determination value of 0.451 indicates that these three variables influence teacher performance by 45.1%, while the remaining 54.9% is influenced by other factors not examined in this study. Therefore, it is recommended that the school increase the number of teaching staff to reduce excessive teacher workload

This study aims to analyze the effect of school principals' transformational leadership on the performance of ICT teachers in implementing digital learning at SMAN XYZ, specifically examining how four dimensions of transformational leadership Influence teacher motivation, creativity, and innovation in technology integration. This quantitative research employed an explanatory correlational design with 20 ICT teachers as respondents selected through purposive sampling. Data were collected using validated questionnaires adapted from the Multifactor Leadership Questionnaire (MLQ) by Bass and Avolio (1994) for transformational leadership and the TPACK framework by Koehler and Mishra (2009) for teacher performance. Simple linear regression analysis was conducted using SPSS 25 to test the research hypothesis. Results demonstrate that transformational leadership significantly and positively influences ICT teacher performance (β = 0.672, p = 0.003 < 0.05), explaining 67.2% of performance variance. The principal's transformational leadership scored highly (4.3/5), with individualized consideration contributing most significantly to teacher performance. ICT teacher performance reached a high category (4.1/5), with the most substantial achievement in technology-based lesson planning, although challenges remain in independent digital content development and innovative assessment methods. Theoretically, this research strengthens transformational leadership Theory in digital Education contexts and supports the TPACK framework's emphasis on leadership support for technology integration. Practically, findings guide principals to optimize transformational leadership through enhanced mentoring, professional development programs, and the creation of an innovation culture. The study offers an empirical foundation for educational policymakers to develop school leadership training programs focused on digital transformation, while highlighting the importance of individualized consideration in supporting teacher technology competency development.

This study investigates the influence of organizational culture and school leadership on teacher performance through work motivation as an intervening variable at SMA N 2 Pasaman Barat. The research employed a quantitative approach, with the entire population consisting of 46 teachers serving as respondents. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) method, including assessments of both the outer and inner models, as well as hypothesis testing. Data processing was conducted with the SmartPLS 3 software package to ensure accuracy and reliability in statistical analysis. The findings reveal that organizational culture has a significant positive effect on work motivation, indicating that a supportive and constructive organizational environment fosters higher levels of teacher motivation. Similarly, school leadership demonstrates a substantial impact on work motivation, emphasizing the importance of principals in inspiring and guiding teachers to remain engaged in their professional roles. Furthermore, the analysis shows that organizational culture significantly affects teacher performance, suggesting that strong cultural values and shared norms within the school enhance overall effectiveness in teaching. In contrast, the results indicate that school leadership does not have a direct significant effect on teacher performance, highlighting that leadership influence may be indirect, primarily channeled through motivational factors. Additionally, work motivation itself is found not to exert a substantial effect on teacher performance, suggesting that motivation alone may be insufficient without being supported by other organizational and contextual factors. When tested as an intervening variable, work motivation does not significantly mediate the relationship between organizational culture and teacher performance, nor between school leadership and teacher performance. Overall, the study contributes to the understanding of how organizational culture and leadership interact with teacher motivation and performance, with implications for educational management strategies aimed at enhancing teacher outcomes in secondary schools.

The purpose of this study is to investigate in depth the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between organizational commitment and work motivation on teacher performance at Saraswati Elementary School, Denpasar. This research is motivated by the crucial role of teachers as the spearhead of educational success, making understanding the factors influencing teacher performance highly relevant. The study population comprised 175 teachers, with a sample size of 85 respondents determined using the Hair formula. Data collection involved a combination of structured questionnaires, in-depth interviews, and supporting document analysis to strengthen the findings. Path analysis was used to examine direct and indirect relationships between variables. The results indicate that organizational commitment has a positive and significant effect on OCB, indicating that the higher a teacher's commitment to the school, the greater their tendency to exhibit extra-role behavior. Similar findings were also evident for work motivation, where high motivation significantly increased OCB. Furthermore, organizational commitment was shown to have a direct, positive, and significant relationship with teacher performance, and work motivation also plays a significant role in improving performance. OCB itself also has a significant influence on strengthening teacher performance.  This study specifically confirms that OCB acts as a mediator in the relationship between organizational commitment and work motivation on teacher performance. Thus, the results of this study underscore the crucial role of OCB as a bridge connecting internal factors such as commitment and motivation with optimal work results. The practical implication of this research is the need for schools to strengthen organizational commitment and motivate teachers to develop citizenship behaviors that ultimately drive sustainable performance improvement.

This study is a qualitative research employing a case study approach to explore the leadership management of a madrasah principal in improving teacher performance. The data analysis technique used consists of four main steps: data collection, data reduction, data presentation, and drawing conclusions. To ensure the validity and reliability of the findings, source triangulation was applied. The research findings reveal that the madrasah principal plays a multifunctional role encompassing that of a manager, supervisor, and motivator, all of which are central to the effective management of the institution. The principal’s leadership is characterized by a strong orientation toward the achievement of the institutional vision, optimal resource management, and the establishment of a conducive and productive learning environment. Several strategic efforts have been implemented to enhance teacher performance, including the enforcement of work discipline, organizing continuous professional development through teacher training, offering rewards and incentives for achievements, cultivating positive attitudes and mental resilience among staff, and providing financial support to facilitate teaching activities. These strategies reflect a proactive and visionary leadership model that emphasizes communication, motivation, and collaboration. The effectiveness of this leadership approach is evidenced by the significant improvement in teacher performance, contributing to the overall enhancement of educational quality within the madrasah. This study concludes that leadership which is visionary, communicative, and supportive is essential in fostering an environment that promotes teacher development and institutional progress. The results of this research provide valuable insights for education stakeholders, particularly in Islamic educational institutions, on how strategic leadership practices can drive meaningful change and improve educational outcomes. This study also highlights the importance of ongoing support, recognition, and empowerment of teachers as key elements in building a high-performing and motivated teaching workforce.

This study investigates the influence of job satisfaction on teacher performance at Omba Tana Rara Public School, a rural educational institution located in a geographically remote area with distinct contextual challenges. Despite the crucial role of teachers in shaping educational outcomes, limited research has explored how job satisfaction contributes to teacher performance in such isolated settings. Employing a quantitative approach, the research surveyed 32 teachers using a validated Likert-scale questionnaire designed to measure key dimensions of job satisfaction, including recognition, professional development, remuneration, interpersonal relationships, and work environment. Data analysis was conducted using simple linear regression to determine the statistical relationship between job satisfaction and teacher performance. The results revealed that job satisfaction has a significant and positive impact on teacher performance (β = 0.67; p < 0.01), indicating that increases in satisfaction levels are associated with higher levels of effectiveness and engagement among teachers. Among the satisfaction factors examined, recognition from leadership, opportunities for professional growth, and supportive working conditions were identified as dominant contributors to improved performance. The findings of this study contribute to filling the research gap concerning human resource issues in remote schools and offer practical insights for stakeholders in education. In particular, the study emphasizes the importance of designing context-specific strategies that prioritize teacher welfare as a means of boosting instructional quality and learning outcomes. It recommends policy interventions focused on enhancing intrinsic and extrinsic satisfaction elements through improved school management practices. By highlighting the correlation between teacher satisfaction and performance, especially in rural and under-resourced areas, this research underscores the need for holistic human resource development in education. It advocates for a welfare-centered approach in managing and supporting teachers to ensure sustainable improvements in school effectiveness.

The purpose of this study is to describe and analyze: 1) Describe the implementation of academic supervision with coaching techniques carried out by the principal for Islamic Religious Education teachers; 2) Reveal the obstacles faced by the principal in implementing academic supervision with coaching techniques for Islamic Religious Education teachers; 3) Analyze the implications of implementing academic supervision with coaching techniques in improving the teaching performance of Islamic Religious Education teachers. This study uses a qualitative descriptive approach with a type of field research. Data collection uses three techniques, namely: observation, interview, and documentation techniques. Data analysis techniques start from data collection, data presentation and the process of drawing conclusions. The data validity checking techniques used are triangulation and member check. Research Results focus: 1) Implementation of academic supervision with coaching techniques has been carried out regularly and in stages, namely: a) Designed in a structured and sustainable manner, b) The principal prepares assessment instruments, scoring guidelines, supervision schedules, and socialization to teachers, c) Academic supervision includes planning, implementation and evaluation activities, d) academic supervision with coaching techniques through pre-observation activities, observation actions and post-observation; 2) Constraints in implementing academic supervision with coaching techniques: a) Limited time for the principal to carry out academic supervision optimally, b) Lack of initial understanding of teachers regarding the concept of coaching in academic supervision, c) teacher commitment to their responsibility to carry out actions that have been agreed upon between the coach and coachee; 3) Implications of supervision with coaching techniques on teacher performance: a) coaching not only provides feedback, but also builds a deeper relationship between the principal and teachers, b) coaching helps teachers reflect on and change their teaching practices to be more effective, c) academic supervision with coaching techniques is an effective supervision to encourage professionalism in improving teacher performance.

The purpose of this study is to quantify the degree to which teacher performance at SMK Negeri 1 Sangatta Utara is impacted by education and training (diklat).  This study employs a field approach (field research) and quantitative methods.  Questionnaires were given to respondents, in-person observations were made at the school, and documentation was completed in order to gather data.  The whole teacher population of the school, or 62 teachers, participated in the survey.  With the aid of SPSS version 16, data analysis was carried out using basic linear regression. The analysis's findings indicate a regression equation of Y = 3.296 + 0.897X and a correlation coefficient R of 0.804, which is categorized as extremely strong.  This indicates that teacher performance is significantly improved by education and training.  The 80.4% coefficient of determination indicates that training accounts for the majority of the variation in teacher performance, with other factors outside the scope of this study accounting for the remaining 19.6%.  Thus, at SMK Negeri 1 Sangatta Utara, training is crucial to raising teacher performance.

This study aims to determine the influence of principal leadership and motivation on teacher performance in public junior high schools (SMP) in Keluang District, Musi Banyuasin Regency. The background of this research lies in the crucial role of school principals as leaders who guide, direct, and motivate teachers to carry out their duties and responsibilities effectively. This study employed a quantitative approach using a survey method. The population consisted of all public junior high school teachers in Keluang District, with samples selected through proportional random sampling. Data were collected using a questionnaire that had been tested for validity and reliability. The data were analyzed using multiple linear regression to determine the effect of leadership and motivation variables on teacher performance. The results revealed that principal leadership had a positive and significant effect on teacher performance, meaning that better leadership skills in managing and directing schools lead to higher teacher performance. Likewise, work motivation had a positive and significant impact on teacher performance, indicating that highly motivated teachers tend to be more disciplined, creative, and productive in their work. Simultaneously, principal leadership and teacher motivation significantly contributed to improving teacher performance in public junior high schools in Keluang District. These findings emphasize the importance of strengthening school leadership capacity and enhancing teacher motivation as key efforts to improve the overall quality of education.

This study aims to analyze the role of the head of the Madrasah's academic supervision in improving the performance of teachers at MTs Darurrahman Rimbo Bujang, Tebo Regency. The research method used is qualitative with a descriptive approach, where data is collected through in-depth interviews, observations, and document analysis. Interviews are conducted with the head of the Madrasah, teachers, and other educational staff to gain a comprehensive understanding of the academic planning and supervision processes implemented. Direct observations of teaching and learning activities, along with document analysis of the work plans, are carried out to delve into the implementation of planned programs. The findings indicate that the head of the Madrasah's academic planning is crucial for enhancing teacher performance. The head of the Madrasah develops a structured plan involving all relevant stakeholders, setting clear goals, and planning periodic training programs. The implementation of academic supervision is conducted through a collaborative approach, where the head of the Madrasah and the supervision team provide constructive feedback to teachers following direct classroom observations. The follow-up of the supervision is also a critical aspect, with a report on supervision results being prepared and regular meetings held to evaluate teachers' progress. With this follow-up, it is expected that teachers receive the necessary support for ongoing development, creating a culture of reflection and continuous improvement in the learning process.

This study aims to examine the influence of leadership style and motivation on the performance of teachers at SMAN 6 in Tasikmalaya City. This study focuses on understanding how several aspects of leadership, such as creating a conducive work environment, implementing discipline, and recognizing teacher contributions, impact their performance and motivation. Data was collected by a structured questionnaire distributed to 49 teachers, encompassing 18 indicators for leadership style, 8 indicators for work motivation, and 10 indicators for performance measured using a Likert scale. This research design is quantitative in nature, aiming to gather empirical evidence on the variables under investigation. Structured questionnaires are utilized to gather data from a sample of teachers at SMAN 6 Tasikmalaya. The research sample consisted of 49 respondents, and data analysis was conducted using SPSS. The research findings indicate that the leadership style of the school principal has a significant positive impact on teacher performance. Key aspects such as maintaining physical facilities, ensuring a clean and comfortable environment, and facilitating effective communication contribute to higher levels of teacher satisfaction and performance. Furthermore, the work motivation of teachers, driven by recognition of their efforts and consistent implementation of discipline, also significantly affects their performance. This finding indicates that both leadership style and work motivation are crucial in enhancing teachers' performance. Effective leadership that supports a positive and disciplined work environment, coupled with enough recognition and appreciation for teachers' contributions, leads to improved teacher performance. This research emphasizes the significance of strategic leadership and motivation in the educational environment, and suggests that school administrators prioritize these factors to achieve better educational outcomes.

This research aims to determine the effect of leadership style and work motivation on teacher performance at SMPN 2 Puspahiang. The method used in this research is cuntitative through a survey approach. In this study, the sample taken was the entire population of teachers at SMPN 2 PUSPAHIANG, the population of which was 42 teachers. The data used is primary data. The analytical tool used in this research is multiple regression using SPSS 26.0. The results of the research show that the Leadership Style obtained from the Teachers of SMPN 2 Puspahiang has good criteria. Work Motivation for SMPN 2 Puspahiang Teacher products has good assessment criteria, Teacher Performance for SMPN 2 Puspahiang Teachers has good assessment criteria. Together Leadership Style and work motivation have a significant influence on Teacher Performance. Partially Leadership Style has a significant influence on Teacher Performance. Partially, work motivation has a positive and significant effect on teacher performance.

Sani Noviani. This study aims to: 1) determine the effect of the application of fingerprint attendance on the improvement of teacher performance of SMAN 3 Kayuagung, 2) determine the influence of work motivation on the improvement of teacher performance of SMAN 3 Kayuagung, and 3) determine the effect of the application of fingerprint attendance and work motivation on the improvement of teacher performance of SMAN 3 Kayuagung. The research method uses quantitative. This research was conducted in October – December 2020. The research population is 42 teachers taken with a total sampling technique. The data collection instrument uses a questionnaire. The results of the validity test of the variable of the application of fingerprint attendance ranged from 0.371-0.901, the variable of work motivation between 0.324-0.852, and the variable of teacher performance between 0.352-0.867. The reliability of the fingerprint attendance application questionnaire was 0.966, the work motivation questionnaire was 0.958, and the teacher performance questionnaire was 0.963. The analysis technique uses analysis prerequisite tests, regression analysis, t-tests, F tests, and determination coefficient tests. The results of the study were that: (1) there was a positive and significant influence between the variables of fingerprint attendance application and the improvement of teacher performance. This can be seen from the calculated T value (2.346) is greater than the T table (2.023) and the p-value is 0.000. (2) there was a positive but not significant effect between work motivation and teacher performance improvement. This can be seen from the T value of the calculation (1.943) is smaller than the T table (2.023) and the p-value is 0.000. (3) There is a positive and significant influence of the application of fingerprint attendance and work motivation on improving teacher performance. This can be seen from the value of F calculated (23.297) is greater than F table (3.238) and the regression equation obtained Y = 32.906+0.346X1+0.311X2+e, that variables X1 and X2 contribute by 54.4% to the variable Y. From the results of the determination coefficient of 54.4%. Another factor of 45.6% that affects the improvement of teacher performance was not discussed by the researchers.

This study aims to analyze the impact of salary and recognition on the performance of teachers at Madrasah Aliyah Salafiyah Al-Rahmah Mojorejo, Pungging District, Mojokerto Regency. The background of this research is based on the importance of the role of teachers in the education system and the fact that teacher performance often does not meet the expected standards. This study uses a quantitative approach to test three hypotheses: (1) the impact of salary on teacher performance, (2) the impact of recognition on teacher performance, and (3) the combined impact of salary and recognition on teacher performance. Data were collected through interviews with the madrasah head and other relevant research instruments.The research findings show that: (1) The salary variable has a significant impact on teacher performance (t-statistic 2.917 > t-table 1.761; significance 0.010). (2) The recognition variable has a significant impact on teacher performance (t-statistic 3.820 > t-table 1.761; significance 0.002). (3) Together, the salary and recognition variables have a positive and significant impact on teacher performance, with a coefficient of determination of 58.2%.These findings emphasize the importance of salary and recognition factors in improving teacher performance in the madrasah environment. The results of this study can serve as a basis for policymakers to improve the quality of education through improved teacher performance.    

In building good teacher performance, it is necessary to provide additional allowances to improve teacher welfare. This will lead to teacher commitment in educating. This study aims to determine the impact of providing additional allowances and commitment on teacher performance. The research location is at MI Al-Ittihad Kalianyar Jogoroto Jombang using qualitative research that relies on observations, interviews, and documentation on the object of research so as to produce data that describes in detail. With the results of the study that the provision of additional allowances provided by the principal at MI Al-Ittihad Kalianyar Jogoroto Jombang has an impact on improving teacher performance such as teachers willing to work overtime to do the tasks given by the school. In addition, the commitment of teachers at MI Al-Ittihad Kalianyar Jogoroto Jombang is high and can be seen by the enthusiasm and activity of the teachers in carrying out various ideas in the learning process..