INFLUENCE OF LEADERSHIP, ORGANIZATIONAL CLIMATE AND JOB SATISFACTION ON TEACHER PERFORMANCE

The purpose of this study was to determine the Influence of leadership on the performance of teachers in the State-Owned High School I Tanah Jawa, Simalungun Regency. To find out the influence of organizational climate on the performance of teachers in the State-Owned High School I Tanah Jawa, Simalungun Regency. To determine the Influence of job satisfaction on teacher performance in the State-Owned High School I Tanah Jawa, Simalungun Regency. To find out the influence of leadership, organizational climate and job satisfaction on the performance of teachers in the State-Owned High School I Tanah Jawa, Simalungun Regency. The sample in this research amounted to 55 teachers. Data analysis techniques in this research used descriptive analysis and multiple linear regression analysis. The results of this research explain that the leadership variable has a positive and significant Influence on teacher performance by 33.27%. Organizational climate variables have a positive and significant Influence on teacher performance by 43.30%. Job satisfaction variable has a positive and significant Influence on teacher performance 42.34%. The variables of leadership, organizational climate and job satisfaction have a positive and significant Influence on teacher performance by 70.00%, while the remaining 30.00% is influenced by other factors not examined.


INTRODUCTION
Organizational structure defines how tasks are divided, grouped, and coordinated in organizations. Every organization has a structure that clarifies the roles that organizational members perform, so that everyone understands their responsibilities to the group. The structure of an organization tells you the character of an organization and the values it believes in. Understand the impact of leadership and leadership styles on job satisfaction and organizational success is very important when recruiting staff. The purpose of this study was to determine the Influence of leadership on the performance of teachers The concept of transformational leadership is one of the most significant leadership models put forward in relation to the advancement of the educational field (Baptiste, 2019). Organizational climate is a set of characteristics that define an organization and differentiate that particular organization with other organizations (Suandi, Ismail, & Othman, 2014). Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's job values (Balyer et al., 2017). Phenomena that occur in the field in the State-Owned High School I Tanah Jawa, Simalungun Regency there are still teacher placements that are not in accordance background of the teacher, the ability to manage and use media and learning resourse is not optimal, the teacher's responsibility for the subjects has not met expectation, the school atmosphere has not shown a conductive climate in the teaching and learning process, the ability of teachers to use technology based learning media is not good.
Research related to this research is research Organizational Climate and Job Satisfaction among Academic Staff: Experience from Selected Private Universities in Southeast Nigeria (Okoli, 2018). The focus of this research is to determine the influence of leadership, organizational climate and job satisfaction on teacher performance of teachers in the State-Owned High School I Tanah Jawa, Simalungun Regency.
Application of information technology deemed necessary to be implemented so as to use technology will provide a lot ease and profit in business development (Suhendro, 2017). In educational institutions or schools, the teacher is a true leader, guide and wise director, giving birth to leaders and prospective leaders. The task of the teacher as a professional educator educate, teach, guide, train and improve starting from basic education. Student learning goals reflect the desire to increase exposure to this style teaching and understanding conference error (Leraas et al., 2019). For this reason, there are several things that need to be considered by teachers as educators related to performance, including leadership, organizational climate and job satisfaction. The leader as a personality has a motivation that may not be the same as the motivation of his group members, both in realizing the desire to join and unite in a group and in carrying out activities that become their respective duties and responsibilities.
In the school environment, every leader is a central person who has a great influence on the teacher that is seen in the attitudes and behavior when carrying out their duties and responsibilities. In order to improve the image, work and performance of teachers towards professionalism, it is necessary to unite the directions and views of all ranks of teachers that can be used as guidelines or references in carrying out tasks both managerial and operational in all fields of tasks and school units in an integrated manner.
The change that is always faced by every one who is outside and inside can be an obstacle for the achievement of effective and efficient goals. Based on the background of the introduction above, the problem formulations in this study are: 1) How does leadership influence the performance of teachers in State-Owned High School 1, located in Tanah Jawa, Simalungun Regency? 2) How does the influence of the organizational climate the performance of teachers in State-Owned High School 1, located in Tanah Jawa, Simalungun Regency? 3) How does the influence of job satisfaction the performance of teachers in State-Owned High School 1, located in Tanah Jawa, Simalungun Regency? 4) How does the influence of leadership, organizational climate and job satisfaction in State-Owned High School 1, located in Tanah Jawa, Simalungun Dedi Suhendro, Ilham Syahputra Saragih 95 Regency?

LITERATURE REVIEW
People who are working in public and private organizations are discussing the issue of future leadership, whose focus would not be the merits of public or private sector but the scarcity of moral leadership today. Leaders create a culture where their subordinates strive for goal attainment for the success of their organizations. Leadership is an important variable for the quality of education; excellent colleges have leaders who positively influence their stakeholders resulting in high level of students' achievement.
Leadership in the educational institutions such as school is a key factor for the improvement and effectiveness of school climate and job satisfaction of its staff. Educational leaders perform multi-dimensional roles in schools and enhance job satisfaction of their colleague (Munir & Iqbal, 2018).
Leadership, as one of most widely discussed and researched issues, has been characterized by a variety of definitions, frameworks, and meaning. Such definitions and notions provide a foundation for developing effective leadership in various organizational environments (Almaki, Silong, Idris, & Abd. Wahat, 2016). Distributed leadership has been operationalized focusing on the perception of favorable conditions that lure leadership distribution, staff empowerment, and shared decision making, etc (Liu & Werblow, 2019). Leadership is another important organizational condition since leaders have great impact on the direction of, and decision making within, their organizations (Porter, Michael E., 2010). When a communication leader demonstrates great leadership in practice, it helps in the organization increase work engagement and trust in organization. In other words, excellent leader performance in public relations has a direct Influence on professionals' engagement and trust (Meng & Berger, 2019). From the description above, it can be concluded that a leader in order to get what he wants must have the ability to exert constructive influence on others to achieve predetermined goals. And from some of the above understanding, it can be seen that in leadership there are elementselements: a) Leadership influences others, b) The ability to move the behavior of subordinates, c) To achieve school or group goals.
Currently, high schools are increasing in number. The large number of schools makes schools'stakeholders need to have a strategy in doing renewal in education. Schools need to have an update in order to stay up and grow, thus, innovation is always required. Innovation can be grown through teachers working in school education organizations. That organizational climate is important in creating conditions to ensure high performance teachers and encouraging them to demonstrate innovative behavior both in class and in school (Izzati, 2017).
Assumption organizational climate that organizational climate interacts with such individual differences variables as needs or values in influencing behavior (Pritchard & Karasick, 1973). Given the apparent significance of organizational climate with respect to job satisfaction and performance, it would seem to be important to identify the determinants of organizational climate. Organizational climate facilitating such learning behaviours is crucial for enhancing the quality of all the aspects of the innovation process -encompassing the invention, development and implementation of new ideas (Andersson, Moen, & Brett, 2020). Organizational climate into fairness, innovativeness, and affiliation. Fairness refers to an employee's perception that organizational practices are just and fair. This builds trust among employees and can motivate employees to share knowledge. Innovativeness concerns employees' perceptions that the organization highly regards creativity and innovation (Al-Kurdi, El-Haddadeh, & Eldabi, 2020).
Job satisfaction is a kind of positive or cheerful emotional state that employees show in their work resulting from an evaluation of their jobs (Chu, Fu, & Liu, 2019). Increase in job satisfaction is obtained when the individual's wage change exceeds the average wage change for his reference group (Diriwaechter & Shvartsman, 2018). Job satisfaction and quality of life as indicators of well-being among teachers. In particular, the well being of teachers has been recently emphasized since it affects not only teacher Dedi Suhendro, Ilham Syahputra Saragih 96 retention but also negative outcomes . In the review of the literature on teachers well-being, emotional and physical health were suggested topics for future research. Job satisfaction was assessed via the internal job satisfaction subscale from the teacher job satisfaction questionnaire developed (Yuh & Choi, 2017). The researcher made observations at State-Owned High School 1, located in Tanah Jawa, Simalungun Regency, that the role of Human Resources in this case the attention of the leadership was very influential in supporting the achievement of various targets to be achieved. Human Resources is the main resource that determines the success or failure of something. In this effort to utilize and mobilize Human Resources, an effective activity is needed so that in the end the teacher is creative with his ideas. The second variable that affects the performance of teachers of State-Owned High School 1, located in Tanah Jawa, Simalungun Regency is the influence of the organization. A good organizational climate can include the availability of public facilities, a clean, spacious and neat workspace, adequate air circulation and lighting, and the creation of a harmonious work atmosphere that can be seen from active interactions between teachers. One of the things that can improve teacher performance is a good organizational environment or a good organizational climate. Interaction between teacher and student can lead to a positive school atmosphere and can also lead to a negative school atmosphere. A positive school atmosphere will occur when interactions in schools occur between students and teachers, where in these interactions communication occurs in the form of cooperation, please help, tolerance between smart and less clever children, between the rich and the underprivileged, norms the association of life and the discipline of the school and the school are adhered to with flexible discipline, and open communication occurs. Organizational climate conducted by researchers at the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency, has not really been realized and work skills still need to be improved, causing teacher performance is not optimal in carrying out their work. The third variable that influences the performance of teachers in State-Owned High School 1, located in Tanah Jawa, Simalungun Regency is job satisfaction. Low job satisfaction in organizations is a series of decreased task performance, increased absenteeism, and decreased organizational morale. Whereas at the individual level, work dissatisfaction is related to a great desire to leave the workplace, increased work stress, and the emergence of various psychological and physical problems.
Based on this theory, the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency must try to improve the quantity and quality of teachers. The role of the teacher as the main actor in working is very large, especially to support other sectors. With quality resources, high quality can be owned by the State High School I Tanah Jawa Simalungun Regency, so as to produce a quality output in accordance with the demands that continue to grow at this time.

RESEARCH METHODS
The location of this research is in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency. The object of this research is the teacher of the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency, where this research is a causal study, that is the research which aims to analyze the influence of three independent variables on one dependent variable. The independent variables referred to in this study are leadership as a variable (X1), organizational climate as a variable (X2), job satisfaction as a variable (X3) and teacher performance as a variable (Y) which is a dependent variable. The research framework is :  Data analysis techniques in this research uses the form of distribution to respondents to the overall concept being measured. From the distribution of the respondents' answers, then a trend will be obtained from all available answers. To get the tendency of respondents' answers to each variable. Correct and accurate grouping of answer data, then calculated and summed until it is tangible in a useful form. Based on the results of the table, the results were agreed to make table data in order to get a relationship or influence between the existing variables.
Quantitative analysis is a form of analysis that uses numbers and calculations using statistical methods, then the data must be clarified in certain categories using certain tables, to make it easier to analyze using the SPSS program, which aims to determine the effect of independent variables on the dependent variable by using multiple linear regression analysis.
The population of research subjects where the individual who will be subject to behavior or can be said to be the total object of research to be studied. There are 55 teachers in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency. Taking samples for less than 100 subjects, it is better to take all of them so that the research is a population study. Furthermore, if the number of subjects is large, it can be taken between 10-15%, or 20-25% or more. With total sampling technique, the sample in this study amounted to 55 people or the entire population. Base on teacher data, the population of this study were 55 teachers at State-Owned High School 1 Tanah Jawa, Simalungun Regency. To analyze using the SPSS program, which aims to determine the Influence of independent variables on the dependent variable using multiple linear regression analysis.

Hypothesis test
To test the research hypothesis using multiple linear regression analysis that is looking at the influence of the independent variable (independent variable) on the dependent variable (the dependent variable), by using a mathematical equation that is multiple linear regression analysis with the formula: Y = α + β 1 X 1 + β 2 X 2 + β 3 X 3 +ε

F Test (Simultaneous Testing)
This test is conducted to determine whether all independent variables together (simultaneously) can affect the dependent variable. The method used is to compare the calculated F value with F table with the following conditions: H0 : β = 0, means that there is no significant influence of the independent variables on the dependent variable simultaneously. Ha : β > 0, means that there is a significant influence of the independent variables on the dependent variable simultaneously The confidence level used is 95% or a significant level of 5% (α = 0.05) with the following criteria: a. If F count > F table and probability (significant value) < significance level of 5% (α = 0.05) then Ha is accepted and H0 is rejected, meaning that there are independent variables together have a significant Influence on the dependent variable. b. If F count < F table and probability (significance value) > significance level of 5% (α = 0.05) then H0 is accepted and Ha is rejected, meaning that no independent variable together has no significant Influence on the dependent variable.

T Test (Partial Testing)
T test was conducted to determine the Influence of each independent variable partially on the dependent variable. T test is done by comparing t count to t table with the following conditions: H0 : β = 0, meaning that there is no significant Influence of each independent variable on the dependent variable. Ha : β > 0, means that there is a significant Influence of each independent variable on the dependent variable partially. The confidence level used is 95% or a significant level of 5% (α = 0.05) with the following criteria: a. If t count > t table and probability (significant value) < significance level of 5% (α = 0.05) then Ha is accepted and H0 is rejected, meaning there is a significant Influence of each independent variable on the dependent variable. b. If t count < t table and probability (significance value) > significance level of 5% (α = 0.05) then H0 is accepted and Ha is rejected, meaning there is no significant Influence of each independent variable on the dependent variable. Where t table is determined by finding the free degrees df = N-k.

Coefficient of Determination (R2)
The coefficient of determination (R2) basically measures how much the ability of the independent variable (X1), (X2) and (X3) in explaining the variation of the dependent variable (Y). The coefficient of determination is between zero (0) to one (1). R2 value below zero means the ability of independent variables in explaining the variation of the dependent variable is very limited. A value close to one means that the independent variables provide almost all the information needed to predict the dependent variation. The fundamental drawback of using the coefficient of determination is the bias towards the number of independent variables entered into the model. Every additional one independent variable, then R2 must increase. Therefore, many researchers recommend using the value of Adjusted R2 (Adjusted R Square) when evaluating where the best regression model. Different from R2, the adjusted R2 value can go up or down if an independent variable is added to the model. For more than two independent variables you should use the Adjusted R2 value.

Results Data Quality Test 1. Validity Test Descriptive Analysis of Leadership Variables (X1)
The lowest value and the highest value, in this case the lowest value = number of respondents (number of respondents 55, then the lowest value is 55). While the highest value, the lowest value multiplied by the weight of the highest value is 55 x 5 = 275. Thus the lowest value is 40 and the highest value is 275. Alternative answers there are five choices (according to the Likert scale), then the assessment category must also be five, for that the next step is to determine the interval of the interval from the lowest value to the highest value to obtain five assessment categories. Interval distance can be done with the following calculation: Interval Distance = (275 -55) / 5 = 44. The assessment categories for each item of statement and the assessment of the variables studied are in the table below, which is the category score table. The validity test is a measure that shows the levels of validity or validity of an instrument. To test the validity of the instrument, it was done by correcting the answer score obtained from each item with the total score of all instrument items. The validity test is used to measure the validity of a questionnaire. A questionnaire is said to be valid if the questions on the questionnaire are able to reveal what should be measured. The assumption used in the validity test is that if r-count (seen in the corrected item-total correlation) is greater than r The results of the validity test shown in table 3 show that all elements of the 10 question item questionnaire from the quality of the system are declared valid, this is proven because rcount is greater than r- The results of the validity test shown in table 4 show that all elements of the 10 question item questionnaire from the quality of the system are declared valid, this is proven because rcount is greater than r-  3 show that all elements of the 10 question item questionnaire from the quality of the system are declared valid, this is proven because rcount is greater than r-  3 show that all elements of the 10 question item questionnaire from the quality of the system are declared valid, this is proven because rcount is greater than r-table (0.361). All questionnaires can be used as a data collection tool.

Classic Assumption Test a. Normality Test
Normality test is not carried out on each variable but on the residual value. Test the normality of research data is to test whether in the statistical model the research variables are normally or not normally distributed. To test whether the data distribution is normal or not, one of them using the normal drawing method Probability Plots is used to deduce whether the Nidhomul Haq, Vol 6, Issue 1, 2021 Dedi Suhendro, Ilham Syahputra Saragih 103 analysis model meets the normal assumptions, by spreading the data around the diagonal line and following the direction of the diagonal line, the data meets the normal assumptions in the analysis model, which can be seen in the image below: Figure 2. P-Plot Normality Test

b. Multicollinearity Test
If there is multicollinearity, the regression coefficient becomes uncertain, the error rate becomes very large and is usually marked by a very large coefficient of determination but in the partial test of the regression coefficient, there is no or even if there is very little significant regression coefficient. In this reasearch the value of Variance Inflantion Factor (VIF) is used as an indicator of the presence or absence of multicollinearity among the independent variables.  2,145,2,337,1,133, there is a high enough correlation between independent variables, where the VIF value of the two independent variables is less than 10 and it can be concluded that there is no multicollinearity between the two independent variables.

c. Heteroscedasticity Test
This heteroscedasticity test is used in the regression model to see the difference in variance from one residual to another observation.The best model is not heteroscedasticity. Analysis of the Scatterplot image states that there is no heteroscedasticity of multiple linear regression models if: a. Data points spread above and below or around the number 0 b. Data points do not collect only above or below c. Spread of points should not form a wavy pattern then widened and narrowed again.

Figure 3. Heteroscedasticity Graph
Regression model is considered not to occur heteroscedasticity if the points spread randomly and do not form a certain pattern that is clear and spread above or below zero on the Y axis. Figure 3 shows that the points spread randomly so there is no heteroscedasticity. The results of the Glejser test processing can be seen in the following

Discussion
This researcher will test the truth of the hypothesis either simultaneously or together, or partially or individually and to facilitate researchers in data processing, the SPSS Program version 20.0 is used.

Influence of Leadership on Teacher
Performance in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency.
To find out the influence of the Principal's Leadership on Teacher Performance in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency used t-test, while to see the magnitude of the Influence used Beta or Standardized Coefficient numbers.  The above equation explains that the regression coefficient X1 (Leadership) has a positive value of 0.049, this shows that the leadership variable has a positive influence on teacher performance in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency. This shows that if the leadership values are positive, the Teacher Performance will increase by 0.049.
Regression coefficient X2 (organizational climate) has a negative value of 0.551, this shows that the organizational climate variable has a positive influence teachers performance in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency. This shows that if the organizational climate is negative, the Teacher Performance will increase by 0.551.
Regression coefficient X3 (Job Satisfaction) also has a positive value of 0.499, this shows that the Job Satisfaction variable has a positive influence on Teacher Performance in the State-Owned High School 1, located in Tanah Jawa, Simalungun Regency. This shows that if the teacher's ability is positive, the teacher's performance will increase by 0.49.