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The purpose of this paper is to explore the leadership styles of principals of State Islamic Senior High Schools (MAN), specifically how well the principals motivate, mobilize, direct, and evaluate teachers’ performance to achieve students’ academic attainment.

A qualitative study with a multi-site case study was conducted at three MAN in Tulungagung, East Java, Indonesia. Principals of MAN were interviewed, as were administrators and teachers to confirm the principals’ performances and the results of their leadership on professional management, school policies, procedures, and on the implementation of the schools’ dynamic and students’ academic attainments.

This study revealed that MAN principals are the central figures in the Islamic schools. In particular, implementation of leadership styles is specified as: motivating: intensive communications, incentives, and transparent administrative management; mobilizing: giving opportunities to study for higher degrees, workshops, internet facilities, and rewards; directing: additional teaching hours, scholarships, briefings, and cooperation with other agencies; and evaluating: class visits, personal meetings, encouraging participation, communicating with madrasah committees, collaborating with foreign universities, and conducting research to improve learning. Effective leadership styles evidently increase students’ academic attainments.

Limitations are shown in the sites that are in an area of restricted technologies in a developing country.

This study develops its setting and orientation by integrating Islamic and global values in education management. It shows the prominent role of MAN principals, as the specific cases exemplify leadership and management at secondary schools.

Identify some of the most relevant factors that trigger a private school's workforce to foster a sustainable competitive advantage by reinforcing the intrinsic job satisfaction and the levels of teacher self-efficacy, engagement and job performance.

Surveys were applied to private school teachers to assess their perception concerning the studied variables, data were tested at a confirmatory level using the partial least squares path modelling (PLS-PM).

Teachers with a high sense of self-efficacy and possessing elevated intrinsic satisfaction tend to be highly productive and results-oriented. Intrinsic job satisfaction is a key factor that influences more than extrinsic job satisfaction in the previously mentioned relationship.

Although the obtained results are constrained and apply to the Mexican context, we suggest that virtual limitation can be overcome by extending the study due to the proposed construct that can be applied in other regions or organizations.

Principals will need to develop mainly the intrinsic job satisfaction in the teaching staff, to improve the job and organizational performance. This should be accompanied, secondly, by factors that encourage extrinsic satisfaction such as fair pay or recognition.

Open up an alternative explanation, based on the evidence of this study, to the theory of social exchange, since the factor that most influences teacher’s citizenship behaviours is not extrinsic but intrinsic satisfaction. That is, it is not what the employee receives from the institution, but what the employee does or gives to the institution the source of satisfaction that will encourage greater job performance.

This study aims to determine whether different perceptions based on a learner’s characteristics of age, gender, ethnicity, and duration of stay in Australia provide an explanation of teaching performance evaluations. Perceptions determine interpersonal behaviour (including communication and motivation)and the way a learner believes that they are going to be assessed by the teacher. Thereby, this will impact on a student’s formal evaluation of teaching performance through a student survey of teaching (SST). This study considers the existence of ethnic and gender bias in postgraduate students undertaking accounting‐related courses. The study applies a combination of quantitative online and offline surveys which include SST data and additional questions identifying demographic data to demonstrate that a learner’s evaluation of teaching performance is influenced by the learner’s perceptions. Whilst there were no significant findings related to gender, we identified that students from certain ethnic backgrounds and citizenship, had different perceptions of a teacher’s performance. In addition we identified age and duration of stay in Australia as two demographic elements which were also statistically significant.

The purpose of this paper is to develop a model in which leadership styles (transformational or transactional leadership) directly and indirectly (through occupation perception) affect teacher performance (in-role performance and organizational citizenship behavior (OCB)).

The research hypothesis holds that the leadership style (transformational or transactional) has a direct and indirect effect on teacher performance (through occupation perception). These hypotheses have been tested on data collected from 630 Arab Israeli teachers.

Teachers’ in-role performance increases as they perceive their principals’ leadership style as more transformational and less transactional. In addition, the results reveal that the effect of transformational principals’ leadership style on OCB is expressed only by indirect effect (through occupational perception).

The results of the study contribute to the understanding of the way leadership style and performance interact in schools, and the importance of teachers’ occupational perception in explaining this relationship. Future research should further investigate the teachers’ occupational perceptions and its effect on their performance as little research has been conducted to date.

Building a quality teaching force depends fundamentally upon attracting suitable candidates into teaching. This translates into transparent and clear policies and procedures for recruitment and transfers. Teacher recruitment and transfer are significant aspects of teacher management in Indian states because of the size and the differences that exist in different locations, in terms of facilities including access to health care services, higher educational institutions, and also transport and mobility. The presence or absence of these facilities and services determine the perceived quality for teachers, especially as it also determines their and the family members’ (including spouse and children) ability to access education, health care, or job market. This makes the recruitment and transfer policy a critical aspect of teacher management that contributes significantly to the motivation and job satisfaction of the teacher. Karnataka was able to make progress on designing and implementing transparent and effective teacher recruitment and transfer policies and move away from a system plagued by the weaknesses exhibited by other states. This chapter undertakes a historical analysis of teacher recruitment and transfers in the state, examines the determinants that led to current policies and an examination of the on-going changes since the policy was first introduced. Using Karnataka’s example, it argues that effective and efficient teacher management systems can lead to better teacher quality.

The voice of school principals represents the principals' thoughts and experiences because of their as teachers' evaluator. It provides principals' perception on making sense the teacher evaluation. In qualitative research, voice can provide the truth and meaning of principals' experience in teachers evaluation. Their voices in the qualitative interviews are recorded and transcribed into words (Jackson and Mazzei, 2009 and Charteris and Smardon, 2018). By listening to the voices of principals in five provinces in Indonesia, this study, a qualitative research, intends to explore the principals' sensemaking in teacher evaluation.

This study adopted a qualitative approach, as it was principally concerned with capturing participants' direct experiences in their natural setting as both the teachers' evaluator and school leader (Patton, 2002). The qualitative interview and content analysis were used in this study. The qualitative interview is a type of conversation used to explore informants' experiences and interpretations; in this study, the headmaster (Mishler, 1986; Spradley, 1979 in Hatch, 2002). Researchers used the interviews to uncover the structure of meaning used by principals in making sense the policies that determine teacher evaluations and that are used to carry out evaluations within principal's local authority. The implicit structure can be discovered from direct observation, and the qualitative interviews can bring this meaning to the surface (Hatch, 2002). Therefore, by applying the qualitative interviews, it is expected that information or “unique” interpretations from the principal can be obtained (Stake, 2010). Content analysis is a research technique for making valid conclusions from oral texts into a research context. This analysis can provide new insights, improve researchers' understanding of certain phenomena, or inform other practical actions through the use of verbal data collected in the form of answers to open interview questions (Krippendorff, 2004).

There are three important findings relating to principals' sensemaking of teachers' evaluation; they are teachers' length of service, principals' perceptions of teacher evaluations and consistency in teacher performance improvement. The principals' perception greatly influences their beliefs and sensemaking of teacher evaluation. In essence, teacher evaluation has not been used to identify high-quality teachers. Principals focus more on the improvement of teachers' welfare than teacher actual performance.

Future research should explore principals' attitude toward the stakeholders when student achievement is not in line with the consistent increase in teachers' performance ratings. And, it is also necessary to investigate the policy makers response to see the consistent improvement in teacher's evaluation is not in line with student achievement. Finally, how to eliminate the culture of joint responsibility without causing frictions in the school environment.

The authors hereby declare that this submission is their own work, and to the best of their knowledge, it contains no materials previously published or written by another person, or substantial proportions of material that have been accepted for the award of any other degree or diploma any other publishers.

The purpose of this paper is to describe the specific nature of school teacher’s professional identity in the context of its stability maintenance in the Soviet and modern periods of Russian society development.

A total of 618 teachers of state comprehensive secondary schools were interviewed with a standardized questionnaire. The survey was divided into four semantic blocks: analyzing how teachers percept their own socio-economic situation; studying the structure of teacher’s social identity and determining the significance of professional identity; determining the nature of teacher’s motivation and professional values; and assessing the degree of labor precariatization.

This paper shows that a school teacher job had public prestige, social-labor and material guarantees, as well as ideological support from the state in the Soviet Russia. The excessive administrative burden, high social demands for teacher’s performance in the context of deteriorating economic situation in the country create risks for positive professional identity of teachers and, as a consequence, for societal integrity.

This study is relevant as it provides empirical measurements and substantiates macro-social effects of teacher’s professional identity. The excessive administrative load and high social demands for teacher’s performance in the context of deteriorating economic situation in the country create risks for maintaining the positive professional identity of teachers and, as a consequence, for societal integrity.

The main purpose of this study is to demonstrate and verify the influence of emotional intelligence skills on the performance of teachers in private higher educational institutions.

This quantitative study is based on the positivism research philosophy and the deductive research. Data are collected form Lebanese educational institutions; 304 teachers are surveyed using the convenience sampling technique. Hypotheses are verified through the one-way ANOVA and the multiple linear regression (step-wise) technique with a Sig. value of 0.000 < 0.05.

The study verified that teachers' demographics have a direct impact on their performance. It also proved that emotions have an impact on teachers' behaviors; emotions are important energy re-sources that help them cope with difficult situations. Teachers with a high level of emotional intelligence are in tune with their own emotions. It is demonstrated that self-awareness, self-management, self-motivation and social skill have a positive statistical influence on the teacher's performance. Lebanese Private Educational Institutions system should be endowed with emotional intelligence to provide teachers with more effective abilities which would eventually reflect on the student's cognitive abilities especially attention and memory.

This study contributes to the literature by studying the emotional intelligence in Lebanese educational institutions which was studied in different countries except Lebanon. It is verified that integrating the emotional intelligence into Lebanese educational systems would play a decisive role in optimum academic performance; institutions should establish as a benchmark the skills related to emotional intelligence.

The purpose of this paper is to identify and assess the perception of customers (students) about the services provided by Brazilian universities, through the identification of the attributes that impact on customer satisfaction and the dimensions or factors related to quality in services. This may generate a better management and seek more competitive edge in graduate courses.

The research method was developed in two phases: the first one is characterized by a qualitative and exploratory approach and the second one as a quantitative research of conclusive character. In the qualitative phase, in-depth interviews were implemented with a semi-structured approach. A survey was performed in the final phase and a multivariate statistical technique was used for the data analysis.

The results echoed in a set of 40 analyzed attributes (variables), distributed in six dimensions of quality in services, in the graduate courses (second cycle) of administration, which could serve as a basis for orienting other Brazilian universities.

The data analysis did not include crossed techniques that could have enriched the analysis process. Another limitation that can be pointed out is the fact of having only adopted a factor analysis method to identify the dimensions of service quality that influence customer satisfaction (students). In addition, data collection was cross-sectional, which does not allow any change verification of the respondents’ perception.

Taking into account the current scenario of increased competition between the Brazilian universities to attract and retain students, the knowledge of student’s preferences and the dimensions of quality service can effectively contribute in the development of strategies and actions for an effective graduate programs management (second cycle), and for their consolidation in the Brazilian market.

The development of more adequate courses, in terms of level of quality and relevancy.

The identification of the attributes that represent the quality dimensions, related to the services provided, can assist any Brazilian university to prioritize its strategies and actions and to contribute to excellence in education. In addition, it may encourage customer retention (students) and consolidate its market position. Moreover, the study can contribute as a source of empirical data for transferability and benchmark strategies in other contexts for Brazilian universities.

This paper aims to explore the contextual problems and priorities that create tensions in the implementation of activity-based learning reforms such as learning enhancement through active pedagogy in Jammu and Kashmir (J&K). By doing so, it aims to understand the relevance of activity-based learning (ABL) in diverse contexts as perceived by stakeholders.

Using qualitative data drawn from semi-structured interviews with 29 teachers, this study uses an anthropological approach to policy implementation to unleash factors creating a disjunction between policy text and policy practice.

Narratives from teachers reveal how critical awareness about context raises tensions and shapes beliefs about ABL. Their beliefs about ABL can be summed as “pedagogy for its own sake”, reflecting the perceived ineptness of ABL in bringing about considerable improvements in students learning outcomes. Reference to “outcomes” was invoked as a crucial recontextualising discourse in teacher’s pedagogic orientation which resulted primarily from the poor learning attainments of rural children in the prevalent outcome-focussed educational setup.

The study is the first of its kind conducted in J&K and amongst very few around the world elucidating tension around the implementation of pedagogic reforms in underserved areas. This is the only study providing a critical analysis of pedagogic reforms in the school education system in J&K.

The study has significant implications in terms of helping immediate functionaries such as headmasters, teacher trainers and administrators and policy planners in understanding the dilemmas faced by teachers in enacting pedagogic reforms. It also adds to the field of policy implementation in terms of understanding the tensions of policy implementation at peripheries.

The study is the first of its kind conducted in J&K and amongst very few around the world elucidating tension around the implementation of pedagogic reforms in underserved areas. This is the only study providing a critical analysis of the school education system in J&K.