P-ISSN: XXXX-XXXX

E-ISSN: 2963-3699

Homepage: https://return.publicasikumblisher.com

THE INFLUENCE OF EMOTIONAL INTELLIGENCE, SPIRITUAL

INTELLIGENCE, SPECIAL PERFORMANCE ASSESSMENT, EDUCATION,

TRAINING, AND MOTIVATION ON TEACHER PERFORMANCE

Rizqi Syaroh Amaliyah

Riyadlul Ulum Institute of Technology and Business, Tasikmalaya, Indonesia

rizqisyaroh@itb-ru.ac.id

PAPER INFO ABSTRACT

Received:

November 2022

Revised:

November 2022

Approved:

November 2022

backgrounds: The concept of human development or human capital is a

hot topic that is being widely discussed, considering that human capital is

part of human resource management with a broader scope of study which

addresses the practical side of human resource management.

Aim: Between emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on teacher

performance

(3) The simultaneous effect of emotional intelligence, spiritual intelligence,

special performance appraisal, education and training, and motivation on

teacher performance.

Method: Using a quantitative approach and multiple linear regression

analysis techniques.

Findings: Based on the results of NJI calculations, all variables in this

study are in the high category, meaning that each variable is perceived as

good by the permanent teachers of the foundation. The results showed that

the variables of emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, motivation partially had a

positive and significant effect on teacher performance. Then simultaneously

the variables of emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, motivation affect

performance .

KEYWORDS Emotional intelligence; Spiritual Intelligence; Special Performance

Assessment; Education and training; Teacher Motivation and Performance

INTRODUCTION

The concept of human development or human capital is a hot topic that is being

widely discussed, considering that human capital is part of human resource management with

a broader scope of study which addresses the practical side of human resource management

such as compensation, performance appraisal and industrial relations. So that human capital

becomes very important in an organization or institution because human capital itself can be

interpreted as the overall knowledge, ability, expertise, and intelligence inherent in each

individual.

The achievement of human capital can be done through improvements in 3 (three)

areas, namely in the economic, health and education sectors. Seeing the meaning of human

capital which is a unity of abilities possessed by a person, to obtain these abilities, of course,

can be obtained through education. Based on this explanation , the research that will be

carried out aims at achieving quality human capital through the field of education.

However education is an important part in efforts to improve the quality of human

capital and can be used as an indicator for a country whether existing human resources are

able to compete globally. The fact is that the Indonesian government has made efforts to

improve the quality of human capital, including through investment in education, which is

108 this works is licensed under CC BY-SA 4.0

109

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

based on Law no. 20 of 2003 concerning the National Education System, article 49 paragraph

1 states that if the government mandates an education budget allocation of 20% of the State

Budget (APBN).

We can view education as a system, in which the system consists of input, process and

output. According to (Kompri, 2016) the education system contains at least five elements

consisting of guiding businesses (activities), students, the basis and objectives of the

educational process and educators who are indeed the center of teaching and learning

activities.

As an important element in education, in order to achieve better human capital

quality, educators or teachers are expected to have good performance in carrying out their

obligations as educators. Therefore, through government investment in the education sector,

there are various programs intended to maintain and improve the performance of teachers,

one of which is through teacher certification, Teacher Performance Assessment (PKG) and

equal access to education which allows teachers to enter the category of eligible to teach by

receiving Minimum education Diploma Four (D IV) or Bachelor (S1).

However, it seems that the government's efforts with an investment of 20% have not

resolved various problems related to teacher performance, especially at the Condong

Tarbiyatul Islamiyah Foundation. According to pre-survey research data, several problems

were found that could affect teacher performance, including poor emotional control when

carrying out tasks where self-management in discipline and preparation of teacher

administrative completeness was not timely. Then the lack of spiritual intelligence causes a

lack of awareness that working as an educator is part of worship and even issues related to

discipline must always be reminded, on the other hand this lack of spiritual intelligence has

an impact on the emergence of unhealthy competition among some teachers.

The special performance assessment carried out by educational institution units has

not run optimally because it has not been implemented consistently, so that educators do not

have the competitiveness to improve teaching. The low interest of educators to take part in

education and training activities to improve their competence and the non-linear number

found among them, coupled with teaching two subjects at once, results in low teacher

motivation in teaching this class.

In connection with the explanation above, as well as the rare research on emotional

intelligence, spiritual intelligence and special performance appraisal, education and training

and motivation in relation to teacher performance in the school environment, especially the

pesantren-based school environment, it is necessary to conduct formal research with specific

research objectives to know and analyze (1) emotional intelligence, spiritual intelligence,

special performance appraisal, education and training, teacher motivation and performance,

(2) partial influence between emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on performance teachers, and

(3) the simultaneous influence of emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on the performance of

permanent teachers at the Condong Tarbiyatul Islamiyah Foundation, Cibeureum District,

Tasikmalaya City. Based on research results (Goleman & Hermaya, 2002) formulated that

success in life is determined by only 20% of Intelligence Quotient (IQ), while 80% is

determined by emotional intelligence (EQ / Emotional Quotient). (Goleman & Hermaya,

2002) defines emotional intelligence as the ability to motivate oneself and endure frustration,

control impulses and not exaggerate pleasures, regulate moods and keep stress from crippling

the ability to think, empathize and pray. Agustian, (2006) argues that emotional intelligence

is the skill of feeling, mastering efficiently practicing energy and emotional sensitivity as a

110

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

source of energy, information, relationships and human influence. The indicators of

emotional intelligence in this study include the star principle, the angel principle, the

leadership principle, the learning principle, the vision principle and the well organized

principle. ) (Agustian, 2006).

Spiritual intelligence is a person's expertise to solve problems of meaning and value,

namely the skill to place behavior and life in a broader and meaningful meaning (Zohar,

Danar. and Marshall, 2007). Another opinion was expressed by (Agustian, 2001a) spiritual

intelligence is the expertise to give the meaning of worship to every behavior and activity

through ways and thoughts that are clean towards a complete human being (hanif) and have a

monotheistic mindset (integralistic) and have principles "only because of Allah SWT".

Indicators for spiritual intelligence include prejudice, life principles, experiences, interests,

viewpoints, comparisons and literature (Agustian, 2006).

Performance appraisal according to (Mangkuprawira, 2003) defines performance

appraisal as a process carried out by institutions in evaluating the performance of an

employee's job. The special performance assessment organized by the Tarbiyatul Islamiyah

Condong Foundation is called the Teacher Achievement Index (IPG). This specific

performance assessment is interpreted by the Tarbiyatul Islamiyah Foundation (Tarbiyatul

Islamiyah Foundation, 2020) as an assessment of the achievements achieved by the teacher in

carrying out all the mandates given by the institution for a certain period of time. The specific

performance assessment indicators in this study took the elements that were assessed in the

special performance assessment at the Condong Tarbiyatul Islamiyah Foundation including

learning, learning, service and violations (Tarbiyatul Islamiyah Foundation, 2020).

Employee education and training is a job requirement to renew the mastery of various

competencies, skills and insights based on work activities that are actually recorded and

routine so that they can carry out and complete the work assigned (Simanungkalit, 2009).

Another opinion from (Handoko, 2016) defines education and training as organizational

activities to improve employee mastery of various skills and certain methods of carrying out

work, recorded and routine as well as to update and improve insight, skills, attitudes and

personality traits. Departing from the definition according to Hani Handoko above, the

indicators used to measure education and training variables in this study include how to do

work, insights, skills, attitudes and personality traits.

Motivation is a process that shows the strength, direction and persistence of an

individual in an effort to achieve goals (Robbins & Judge, 2015). Another opinion expressed

by (Hasibuan, 2005) motivation is more on how to mobilize the efforts and abilities of

employees so that they are willing to work together creatively to achieve and realize the goals

that have been set. Indicators for measuring motivation in this study include salary,

supervision, policy and administration, work relations, working conditions, the job,

opportunities for advancement, recognition or appreciation, success and responsibility

(Sedarmayanti, 2017).

Teacher performance is actually related to quality in carrying out tasks such as

working with students individually, preparing lesson plans, utilizing learning media,

involving students in various learning experiences and active leadership from teachers

(Mulyasa, 2013). According to (Supardi, 2014) teacher performance is the ability and the

success of teachers in carrying out learning tasks. The indicators used to measure teacher

performance in this study include the ability to develop lesson plans, the ability to carry out

learning, the ability to conduct interpersonal relationships, the ability to carry out assessments

of learning outcomes, the ability to carry out enrichment, and the ability to carry out remedial

(Supardi, 2014).

111

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

METHODS

This study used a quantitative approach and data collection tools using questionnaires

and using multiple linear regression analysis techniques with data processing using SPSS

IBM 25 software . Riyadlul Ulum Wadda'wah Integrated Middle School, Riyadlul Ulum

Wadda'wah Integrated Middle School for Girls and Riyadlul Ulum Integrated High School

for Tasikmalaya City. The population in this study were permanent foundation teachers who

were subject to special performance assessments at the Riyadlul Ulum Wadda'wah Integrated

Middle School and High School at the Tarbiyatul Islamiyah Foundation, Tasikmalaya City,

totaling 112 people and the entire population was used as the research sample.

RESULTS AND DISCUSSION

Based on the validity test and reliability test using Croanbach's alpha > 0.70, the

results obtained for all statement items from each variable were stated to be valid and reliable

so that it can be said that the questionnaire in this study can provide accurate and reliable

data.

After the data from the questionnaire results were changed using the Method of

Successive Internal (MSI), then the data was tested using the classic assumption test

consisting of the Normality Test, Heteroscedasticity Test and Multicollinearity Test. Based

on the Normality Test using the Kolmogorav-Smirnov test both tables, histograms and PP

Plots show that the research data is normal. Based on the heteroscedasticity test using the

Glejser test, both tables and scatter plots show that the regression model in this study does not

show symptoms of heteroscedasticity. Likewise, based on the results of the Multicollinearity

Test using Tolerance and VIF values, it shows that in the regression model there are no

symptoms of multicollinearity. Thus based on the results of the classical assumption test, the

equation or regression model in this study can be said to be consistent.

To find out the description of each variable in this study, the formula for Interval Level Value

(NJI) is used. Where the results of the respondents' answers are tabulated to see the total

score of the respondents' answers and as a benchmark in determining the high and low

classification of the total score of the questionnaire per variable and per statement item.

Where based on the results of NJI calculations it is known that each variable in this study is

in the high category, and not yet in the very high category.

To test the hypothesis, the t-test and F-test were carried out. Based on the results of

the calculation of the t-test using SPSS IBM 25, the output table is obtained as follows:

Table 1

T Test Calculation Results

Unstandardized Standardized t ig.

Model

Coefficients Coefficients

std.

Error

Betas

(Constant)

,286

2,749

104

,917

Emotional Intelligence (X1)

, 182

,071

,207

,562

, 012

Spiritual Intelligence (X2)

,214

.066

,242

,260

001

Special Performance Assessment,142

(X3)

.056

, 167

,529

013

Education and Training (X4) , 151

.058

,170

,620

010

Motivation (X5) ,241

.080

,239

,021

003

a. Dependent Variable: Teacher Performance (Y

112

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

On the basis of decision making for the t test where the significance value is less than

0.05 and t_count is more than t_table with a t_table value, it is clear that partially the

independent variables have a positive and significant effect on the dependent variable. Then

based on the results of Test F using SPSS IBM 25, the output table is obtained as follows:

Table 2

F Test Calculation Results

Model

Sum of Squares

MeanSquare

Sig.

Regression

11432,099

2286,

92,887

420

000b

residual

2609,200

106

24,615

Total

14041,298

111

With a significance value of <5%, it is clear that simultaneously the independent

variables influence the dependent variable. And based on the results of the calculation of the

coefficient of determination, it is found that the dependent variable is influenced by the

independent variable by 81.4%.

Emotional intelligence, spiritual intelligence, special performance appraisal, education

and training, motivation and performance of permanent teachers at the Condong Condong

Tarbiyatul Islamiyah Foundation, Cibeureum District, Tasikmalaya City

Emotional intelligence (X1) is in the high category of 7324. This means that

respondents have the assumption that their emotional intelligence is at a good level and with

the emotional intelligence they have, teachers are more enthusiastic about teaching, trying to

be disciplined at work, able to generate motivation. students and understand their purpose in

life.

Spiritual intelligence gets a total recapitulation score of 7256 and is included in the

high category. This has the meaning that the respondents assume that spiritual intelligence

makes their life principles more oriented towards worship where they feel the presence of

Allah SWT more in every step of their way, and make all activities including teaching as part

of worship. Then the literature that teachers read as material for teaching is sought for its

meaning so that the truth and greatness of Allah SWT is found.

Specific performance appraisals get a total recapitulation score of 7112 and are

included in the high category. This means that respondents perceive that this special

performance appraisal program can encourage teachers to participate more actively in

training activities outside the institution, stimulate teachers to comply more with the code of

ethics that applies in the institution, can also make teachers more disciplined.

Education and training variables get a total recapitulation score of 7114 included in

the high category. This means that the training program is perceived by the respondents as

having a good impact on the teacher's ability to relate material to the realities of life, the

teacher's ability to prepare semester programs and other learning tools in accordance with

applicable regulations.

The motivation variable gets a total recapitulation score of 7268 and is included in the

high category. Where the motivational variable is perceived by the respondents at a good

level because schools provide opportunities for teachers to continue their studies, provide

office facilities as support for work, provide regular supervision programs, and schools

provide salaries to teachers on time.

113

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

The teacher performance variable gets a total recapitulation score of 7559 and is

included in the high category. This has the meaning that the performance is perceived by the

permanent teachers of the Tarbiyatul Islamiyah Foundation to be at a good level where the

teachers have carried out their duties and responsibilities as educators such as carrying out

remedial, compiling enrichment material, giving test results to students so that they become

material for reflection for students, and using the method learning that is tailored to the

learning material.

Partial influence between emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on the performance of

permanent teachers at the Condong Tarbiyatul Islamiyah Foundation, Cibeureum District,

Tasikmalaya City

Based on the results of the study it was found that the independent variables in this

study partially had a positive and significant effect on the independent variables. The results

of this study are in line with several expert opinions including according to Agustian (2006)

academic ability, the title of higher education graduates cannot be a benchmark for how well

a person's performance is at work or how successful one can be achieved. This is supported

by the results of research which states that employee performance is influenced by the level

of emotional intelligence possessed by employees. Emotionally intelligent employees show a

tendency to commit lower violations so that institutions can use emotional intelligence to

improve employee performance (Agus, Putu and Wirawan, 2017; Fitriastuti, 2013; Maya,

2018; Sahidur Rahman, 2012; Sakti, 2020; Sony , 2016).

Spiritual intelligence enables a person to be more creative, change rules and

situations, play with boundaries and gives the ability to differentiate (Zohar, Danar and

Marshall, 2007). According to Agustian (2001) through spiritual intelligence humans can

determine what should and should not, distinguish between what is right and what is wrong

because they are able to interpret life more meaningfully, namely as a means of charity.

Someone who has a high level of spiritual intelligence will be able to interpret work not only

to make ends meet but to worship as a provision in the hereafter so that someone with good

spiritual intelligence will also show good performance. Based on the results of research

proving that the level of spiritual intelligence has a positive and significant influence on

employee performance (Angayaarkanni, 2019; Farhah, 2012; L Lasminiasih, RB Utomo,

2018; Tahir, 2018).

Performance appraisal is necessary because it has various benefits and uses including

improving work performance, compensation adjustments, placement decisions, and so on

(Gaol, 2014; Supardi, 2014). In line with the results of research that performance appraisal

has a positive and significant effect on performance (Jufri, 2018; Tangkuman, 2015). In

Hangga Rani's research, Indria (2015) suggests that employees who are given performance

appraisals tend to show better performance compared to employees who are not given

performance appraisals. Employees who are given a performance appraisal by their superiors

make the employee's performance even higher.

According to Mangkunegara (2013) there are various objectives of holding training

programs including to increase work productivity, work quality, morale and work enthusiasm

and increase stimulation so that employees are able to achieve optimally. In line with the

results of the study, it was found that education and training had a positive and significant

effect on employee performance (Agustriari, 2017; Dareho, 2017; Doane, 2019; Marsha,

Made, 2019).

According to Bangun (2012) many research results conclude that motivation will

affect increased performance and decreased work turnover and absenteeism. According to

114

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

research results in several journals, it is revealed that motivation has a positive and significant

effect on employee performance (Anasthasia, Muis, & -, 2019; Budiman, 2016; Potu, 2013;

Taufik Rahman, 2017; Sitepu, 2013).

The simultaneous influence of emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on the performance of

permanent teachers at the Condong Tarbiyatul Islamiyah Foundation, Cibeureum District,

Tasikmalaya City.

Based on the calculation results of the Simultaneous Test (F Test) it is known that

there is a simultaneous influence of emotional intelligence, spiritual intelligence, special

performance appraisal, education and training, and motivation on the performance of

permanent teachers at the Condong Tarbiyatul Islamiyah Foundation, Cibeureum District,

Tasikmalaya City. And the magnitude of the influence of emotional intelligence, spiritual

intelligence, special performance appraisal, education and training, and motivation influences

teacher performance by 81.4% and the remaining 18.6% is influenced by other variables

outside the variables of emotional intelligence, spiritual intelligence, special performance

appraisal, education and training , as well as motivation that was not examined in this study.

CONCLUSION

This research is in the high category, so efforts are still needed to increase all

variables so that they become very high. However, when viewed from the results of the

partial test, the Condong Tarbiyatul Islmiyah Foundation needs to improve the quality of the

special performance appraisal program considering that this variable has the lowest influence

value. The efforts that can be made include in the early stages it is better if the elements

assessed in the special performance assessment include the main duties of an educator

because additional tasks are not carried out by every permanent teacher of the foundation. In

order for the special performance appraisal to be carried out properly, the Tarbiyatul

Islamiyah Condong Foundation needs to conduct outreach about the objectives and benefits

of the special performance assessment program to all permanent teachers so that they can

carry out additional assignments sincerely

REFERENCES

Agus , Putu and Wirawan, Erick Sastra. (2017) . The Effect of Emotional Intelligence on

Employee Satisfaction and Performance at PT. Jasa Raharja (Persero) Bali Branch.

Journal of Economics & Business: JAGADHITA, 3(1), 12–26.

Agustian , Ary Ginanjar. (2001a). The secret to success in building emotional and spiritual

intelligence, ESQ (Emotional Spiritual Quotient): is based on the 6 pillars of Faith and

the 5 pillars of Islam. Arga. Agustian, Ary Ginanjar. (2001b). The Secret to Success

in Building ESQ Emotional and Spiritual Intelligence Quotient The ESQ Way 165.

Jakarta: Arga.

Agustriari , A. A. Sagung. (2017). The Role of Work Discipline in Mediating Training

(Education and Training) and Work Motivation on Employee Performance at the Bali

Provincial Forestry Service. Journal of Economics & Business: JAGADHITA, 4,

123–134.

Anasthasia , Novin Christy, Muis, Mahlia, & -, Wahda. (2019) . The Effect of Leadership

Style and Motivation on Employee Performance with Personality as a Moderating

Variable (Study at Pt. Margamas Indah Development Makassar). JBMI ( Journal of

Business, Management, and Informatics), 16(2), 121–134.

https://doi.org/10.26487/jbmi.v16i2.7086

115

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

Budiman , N.P. et al. (2016). The Influence of Competence, Motivation, and Work Discipline

on Employee Performance (Study at PT. Hasjrat Abadi Tendean Manado). EMBA

Journal : Research Journal of Economics, Management, Business and Accounting, 4,

321–332.

Dareho , MP . et al. (2017). The effect of education, training and loyalty on the performance

of employees of PT. Delisa Minahasa Manado. EMBA Journal : Research Journal of

Economics, Management, Business and Accounting, 5, 4475–4484.Doane. (2019).

The Influence of Education, Training and Work Environment on the Performance of

Family Planning Instructors. JUMBO (Journal of Management, Business and

Organizations), 3(1), 235–247.

Farhah, Nida Umi. (2012). The Effect of Levels of Emotional Intelligence and Levels of

Spiritual Intelligence on Competency Levels and Performance of Civil Servants (Case

Study at STAINPurwokerto). Jumal Pro Bisnis, 5, 62–69. Fitriastuti, Triana. (2013) .

The Influence of Emotional Intelligence, Organizational Commitment and

Organizational Citizenship Behavior on Employee Performance. Journal of

Management Dynamics, 4, 103–114.

Gaol , Chr Jimmy L. (2014). Human Capital (Human Resource Management Concept,

Theory and Development in the Context of Public and Business Organizations).

Jakarta: Grasindo.

Goleman, Daniel, & Hermaya, T. (2002). Emotional Intelligence: Why EI is more important

than IQ.

Handoko, T. Hani. (2016). Personnel management and human resources. Mr. Hangga Rani,

Indria, et al. (2015). The Effect of Performance Appraisal on Employee Performance

with Motivation as a Moderating Variable. Journal of Accounting, 3, 164–170.

Hasibuan, Malayu SP (2005). Human resource management revised edition. Earth Script,

Jakarta, 288. Jufri,

L Lasminiasih , RB Utomo, S. Nurdianto. (2018). Analysis of the Influence of Capital,

Marketing, Technology & Innovation, Spiritual Intelligence, and Strategic Planning

on the Performance of Furniture Small and Medium Enterprises (SMEs) in Klaten,

Central Java. BISMA: Journal of Business and Management, 11, 47–66.

Mangkunegara , Anwar Prabu. (2013). Company Human Resource Management

(Print 11). Bandung: PT.

Rosdakarya Youth. Mangkuprawira, Tb. (2003). Strategic human resource management.

Indonesian Ghalia.

Marsha , Made , et al. (2019) . Effect of compensation, education and training, occupational

safety and health programs on the performance of BPBD Tabanan employees. E-

Journal of Management, 8, 2584–2612.

Mulyasa, Endang. (2013). Competency test and teacher performance assessment. Bandung:

PT Juvenile Rosdakarya. Potu,

Taufik. (2017). The Effect of Compensation and Motivation on Employee Performance at

PDAM Tanjung, Tabalong Regency. Journal of Public Administration and Business

Administration, 1, 345–367. Robbins, Stephen P., & Judge,

Sedarmayanti. (2017). Human Resources and Work Productivity ( Three). Bandung: Mandar

Maju.

Simanungkalit , Hotma . (2009). The Influence of Technical Training and Motivation on the

Performance of Alumni of Industrial Training Center Regional I Medan. Journal of

Management and Business. University of North Sumatra Postgraduate School .

116

Return: Management Studies, Economics and Business, Vol 1(No 3), Nov 2022

The Influence Of Emotional Intelligence, Spiritual Intelligence, Special Performance Assessment,

Education, Training, And Motivation On Teacher Performance

Sitepu , Agrippa Toar. (2013). Workload and Motivation Effect on Employee Performance at

PT. State Savings Bank Tbk Manado Branch. EMBA Journal : Journal of Economics,

Management, Business and Accounting Research, 1, 1123–1133.

Sony , M. (2016). The relationship between emotional intelligence, frontline employee

adaptability, job satisfaction and job performance. Journal of Retailing and Consumer

Services, 30, 20–32. https://doi.org/10.1016/j.jretconser.2015.12.003

Supardi. (2014). Teacher Performance. Jakarta: Raja Grafindo Persada. Tahir, Zara. (2018).

Spiritual Intelligence: A Source Of Improved Employee Performance Through

Organizational Commitment. Sarhad Journal of Management Sciences (SJMS), 4, 30–

41.

Tangkuman , Kevin . et al. (2015). Performance Assessment, Reward, and Punishment on

Employee Performance at PT. Pertamina ( Persero) North Sulawesi Marketing

Branch. EMBA Journal : Research Journal of Economics, Management, Business and

Accounting, 3, 884–89

Zohar, Dana. and Marshall, Ian. (2007). SQ Spiritual Intelligence. Bandung: Mizan Pustaka