Journal Publishing Volume IX

VOLUME IX/009/10/2015
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Indonesian Sentence Construction in Local Government Regulation (LGR) in North Minahasa Regency

Miriam Lidia Mitty Pandean

Abstract
 
Language is a major medium in law straining and assurance. In composing the regulations, it has to be done by using the language as media to have the clarity and compatibility to make it easier to be understood by the society. The context, clarity should fit into the technical terms in composing language. It should have strong relationships with the activity in choosing the right word, phrase, clause or sentence in avoiding misinterpretation. Theories related to the obligated element position/core and unobligated/anchor. Subordination Relation and Subordination, and verb Predicate Function in Sentence Elements and Local Government Regulation Sequence Pattern were used. The data were taken from 1) Local Government Regulation No 5 Year of 2008; 2) Local Government Regulation No. 02, 2011 about Life Environment Management; 3). Local Government Regulation, 2011 about Local Retribution; 4) Local Government Regulation No 02, 2012; and 5) Local Government Regulation No 13, 2012.The result showed that the items of a) addition, b) selection, c) disagreement, d) correction, e) affirmation, f) limitation, g) sequence, h) equality, and i) conclusion. Subordinate conjunction connects two constituents without parallel condition which imply; a) cause, b) condition, c) aim, d) trues, e) time-frame, f) effect, and g) comparison were found in the local government regulation.
Keywords: language, law, local government regulation
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The Understanding of the Metaphor as Source of Community Wisdom

Prof. Dr. Margaretha Liwoso

Abstract
 
The use of metaphors in foreign language texts can create duality of meaning between literal and figurative as a gap of meaning and thus misunderstanding to the source language. The used of the qualitative research was combined with applied linguistics approach that concern with words, sentences and phrases in German, Indonesian and English to understand the differences of their literal and metaphorical meaning.  Metaphors contain implicit meaning which is formed by a background of community knowledge. The meaning of the different language and culture is not always easy to be analogized directly from the source language to the target language without considering the implicit meaning implied in the source language. Experts in the field are currently in progress of finding a way to solve the problem of misunderstanding because of metaphorical implications in the source language. Besides, there is a possible gap in understanding is influenced by the translation from the source language into the target language. The result of this research can be used as a reference how far metaphors can be the source of community wisdom.
Keyword: metaphor, source and target language, community wisdom.
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Sustainable Cultural Development: The Fate of Balinese Adat Village Posterior the Enactment of Law Number 6 Year 2014 Concerning Village

By
Prof. Dr. I Nyoman Nurjaya

Abstract
 
Indonesia has been well-known as a multicultural country having many ethnics, religions, religions, races, and classed within. Its official motto: “Unity in Diversity” (Bhinneka Tunggal Ika) - de facto - reflects the cultural plurality within a unitary State of the Republic of Indonesia. The region of the country that stretches from Sabang to Merauke has a rich natural resources that overflows as emeralds string in the span of the equator, as well as various cultural resources.
The cultural diversity is in one side configurations culture that indicating cultural identity of the nation, and empirically it becomes the main element that established the Unitary State of Indonesia. On the other side, the diversity of cultures also becomes a cultural capital and cultural power that driving the dynamic of its national life. However, the cultural diversity is also potential for the emerge of conflicts that can be threatening the national integrity, because the conflict among culture expressed in the form of clashes among ethnics, adherents of the religion, among races and classes is very sensitive and vulnerable to a condition directing the national disintegration. It would be very likely to happen when the conflict is not managed, understood, and resolved in polite way, peaceful, and wise manner by the government together with all components of the nation.

Keyword: cultural development, Balinese custom, enactment of law
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Expressions of Taboos in Paddy Farming by Tombasian Bawah Society Kawangkoan Subdistrict in Nort Sulawesi

Ethno-linguistics Studies
Dr. Jusuf Daniel Ondang, M.Hum

Abstract
 
This article is aimed to describe and analyze taboo in verbal and nonverbal expressions and the relation which is connected with paddy farming and the mind set of Tombasian Bawah society. The formulation of the problem starts from the identification of how taboo is being expressed verbally and nonverbal and how the relation is between taboo in connection with the system of paddy farming and the mind set of Tombasian Bawah society. The method used in this writing is a descriptive qualitative analysis with a special sampling technique according to the purpose of research (purpose sampling).
Based on the result of data analysis, some findings are obtained are obtained that a) avoid taboo b) paddy farming is a process which is done systematically beginning from clearing the land up to after harvest activities. c) in paddy farming many things should be taken note of what should be paid attention is the expression or taboo behavior in clearing the land, choosing seed, the rearing, the harvest and after harvest, process, ritual (religious element connected with paddy farming); d) the society has a belief that there is the power of God, Opo and the strength of the spirit, God. 
Keyword: Tontemboan language, culture, and taboo
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Focus System of the Talaud Language

James Eduard Lalira

Abstract

This study aims to analyze the focus forming of the Talaud Language (TL). The focus refers to the attention of a speaker toward the syntax-semantics relation, that is, between predicate and noun. In various languages, focus is expressed both grammatically and lexically. The focuses are produced in various ways. There are the focus of actor, target, and instrument. This study concentrates on the morphemic process in the predicate. Since this morphemic process exists, various types divice focuses are found. The predicate in TL is generally filled with verbs and results from forming words such as affix and repeated form. For the sake of analyzing, the researcher describes the kind of verb (in the function of the predicate in a sentence) to have the morphemic process which produces a substitution of the noun position to a certain part of a sentence. After undergoing analytical stage, there are six kinds of focuses in TL, namely focus of actor (AF), focus of target (TF), focus of instrument (IF), focus of place (PF), focus of time (TiF), and focus of complement (CF). This study shows how focus in expressed grammatically. The position of each function of the syntax, such as noun and adverb, can be changed because there is a morphemic process in the predicate.  Each focuses has their marker. The marker of focus in TL, such as affixes, combinations of affixes and repeated forms, but is the result of the parsing of the kind of verbs that are formed by affixation (affixed verb) and by two morphemic processes that are between affixation and reduplication (reduplicated verb). In its forming process, it is found that the focus marker can change sentence elements such as nouns and adverbs (both place and time) to the front of a sentence. It can be concluded that the focus forming in a language occurs not only by a grammatical relation between predicate and noun, but also because of a relation between predicate and adverbial element. In its forming, the difference with focus forming to other languages can be seen such as language for in TL besides morphological element whether affix or repeated form, syntax element such as mood and aspect could also attached in a predicate. Hence, the focus forming in TL is totally grammatical.
Keywords: focus System, substitution of sentences, Talaud Language
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Directive Speech Acts Tontemboan Language: Study Etnopragmatik

Yurike S Lewan
Graduate University of Sam Ratulangi

Abstract
 
This study originated from the idea that language is an important aspect in study society life and culture. Form of regular use of this language is realized through research speech. Acts result as follows First, Based on the discussion that has been done in this study it can be concluded that: Function not said directive language Tontemboan mode circuitry realized declarative, imperative and interrogative. Functions of speech acts directive contained in Tontemboan language as much as 8 kinds of speech acts. The directive speech acts include speech acts govern, invites, advocate, expect, prohibit, advising, remind, and asking. Directive speech in language Tontemboan contain many local moral values that form the moral teachings which may be accepted another ethnicity (a) religious values (b) the value of solidarity, (c) the ecological value, (d) the value of imaging, (e) the value of motivation, (f) the value of ethics, (g) the aesthetic value.
Keywords: directive speech, language Tontemboan, etnopragmatik, cultural values
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Linguistic Expressions Used at Coconut Farming Fields in the North Tonsea District Minahasa as Mindset Paradigman Ethno-Linguistic Study

Nelly M. Tumengkol, M. Hum

Abstract
 
Language expression consisting of words, phrases, clauses, sentences and discourses as well as the traditional form of parables, besides being considered functional and meaningful, can also reveal patterns of thought or cognitive maps in the ethnic Tonsea coconut farming communities. This study was motivated by several factors, including the observation that Tonsea language speakers are being abandoned by the notion of trust as a result of knowledge, cognitive maps in the form of Tonsea ethnic community mindsets passed on from ancestors will become lost. Language extinction is caused by a reduction in the number of speakers and several other factors that have led to the loss of knowledge, ideas, beliefs and cognition community in the form of a mindset that is very important to know and be preserved, especially in the case of coconut farming. As well as the tribes of the other in everyday life people often use natural soil and water for survival as well as the lives of Tonsea. Tonsea is very famous for coconuts and moreover coconuts are very useful for a variety of human interests. It is not only the fruit that is helpful, but all part of the coconut that are helpful to people's lives in Tonsea.
Keywords: language expression, mindset paradigm, ethno-linguistics
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Relationship Between Librarianship Knowledge, Work Climate, and Leadership Style and the Service Quality in Public Libraries

Zulfikar Zen

Abstract

The objective of this study is to examine the relationship between librarianship knowledge, work climate, and leadership style and the service quality in public libraries. The study was conducted in Jakarta with a sample of 100 randomly selected librarians. The research findings are: (1) there is a positive correlation between librarianship knowledge; (2) there is a positive correlation between work climate and service quality; (3) there is a positive correlation between leadership style and service quality; (4) there is a positive correlation between librarianship knowledge, work climate, and leadership style with service quality. Based on these findings the quality services of public librarian can be enhanced by improving librarianship knowledge, strengthening the work climate and enhancing leadership style.
Keywords: librarianship knowledge, work climate, leadership style, public library, service quality.

1. INTRODUCTION
   One of the institutions that support life-long learning is the public library. Public libraries are intended for the general public regardless of age, gender, ethnicity, race, religion and socioeconomic status (Library Act No. 43 of 2007 on the library). Similarly, the UNESCO Manifesto (1995) states that the public library is a gateway to knowledge, enables lifelong learning, can take independent decisions, and lead to cultural development of individuals and social groups. Similarly, Ragnar Audunson (1999: 95) wrote that the public library is the local learning resource center. Its role is closely related to the educational needs, especially as access to lifelong learning.
   Public libraries have a variety of roles, including (1) offering general information; (2) stimulating freedom of expression and being critical; (3) enabling people to participate in creative activities; and (4) expanding the learning center activities.
   A library's success as a provider of services is determined by the number of library users. Because users are essentially the same as customers, libraries must provide satisfactory services. Satisfaction can be achieved if the library services meet the expectations of its users. A satisfied customer will certainly have a high level of loyalty.
   Service quality is a demand that must be provided for each service provided. In order to establish and maintain service quality, the library requires resources in the form of librarians, library materials, facilities and infrastructure. Satisfied users are not only more likely to use the library on a regular basis, but might also encourage others to take advantage of the library.
   The concept of loyalty is important for public libraries. In a previous study of the Jakarta Public Library (Zen, 2007:47) it was found that 64% of library users first learn about the library when they were invited by friends.
   In addition to looking for new users, just like other service agencies, public libraries must also maintain the support of old users. Many marketing studies have shown that keeping users longer is much cheaper than finding new customers. Conversely, if there are users who left the library because of shortcomings in providing services it can be a bad influence on the image of the library.
   Various factors influence the quality of library services, among them characteristics of its librarians. Therefore, it is necessary to conduct research on librarians and their influence on providing library services.


1.1 Formulation of the Problem
   Based on the identification of problems and limitations of factors related to the quality of library services, the problems examined in this study were formulated as follows:
a) Is there a relationship between the knowledge of librarians and the service quality provided by librarians?
b) Is there a relationship between the work environment and the service quality provided by librarians?
c) Is there a relationship between leadership style and the service quality provided by librarians?
d) Is there a relationship between the knowledge of librarians, work environment and leadership style together and the service quality provided by librarians?

1.2 Theoretical Description
a) Service Quality
   In general, quality is defined as the overall characteristics and properties of a product or service that affect its ability to satisfy customers either declared or not declared. According to Goetsch and Davis, quality is a dynamic construct related to products, services, people, processes, and environments that meet or exceed expectations.
   According to Kotler and Armstrong, service is an activity or performance offered by one party to another that is essentially intangible and does not produce any ownership. The production process may or may not be related to a physical product. Service is the incarnation of existing resources in the form of outcomes that are intangible by utilizing time and place to meet the customer’s needs (Griffin, 1997: 648).
   The service process includes some circumstances that are clearly visible or not from activities interaction between the customer and the organization. Service with the purpose of this interaction leads to the satisfaction of the needs and desires of customers by fulfilling their expectations and giving value to the customer (Han & Leong, 1996: 55).
   According to Parasuraman, Berry and Zeithaml, quality of service is the gap between the customer expectations and their perception of the service they receive. Service quality is considered good if the perception is higher than the expectations, and it is considered bad when the perception is lower than the expectations. In other words, the quality of service is the size of the gap between the reality and the customer expectations of the services they receive. The quality of service affects the service satisfaction of the recipient. In contrast, Davidow and Uttah suggested a broader definition of quality of service as anything that can increase customer satisfaction.
   Clark stated that the quality of service is how inconsistent a product or service that is produced can meet the expectations and needs of customers, both internal customers and external customers. Grönroos defines quality of service as the perceived assessment that comes from an evaluation process in which customers compare the perceived expectations with the service they receive.
   The relationship between the quality of service and the satisfaction with the service is very relevant. Just provide an assessment satisfied or disgruntled person against a service depends on the customer's feelings. Kotler wrote that satisfaction is the feeling of a person assessed by comparing the performance of the product received in terms of the customer’s expectations. If the performance is below the expectations, the costumer will not be satisfied, and if the performance meets the expectations, the customer will be satisfied; lastly, if the performance goes beyond the expectations, the customer will be very satisfied. The level of satisfaction with a service is not necessarily the same across individuals even when they receive the same service.
   The factors that influence user expectations for service quality include (Zeithaml, Parasuraman, and Berry, 1990: 19):
1) Word of mouth: This is a significant factor influencing the expectations about a service. Many people use services or buy a particular product based on recommendations from close contacts. The concept of marketing on various levels basically exploits this factor;
2) Personal needs: Customer expectations are in many ways based on the characteristics and conditions or requirements themselves. Each customer’s needs are different and stratified according to their characteristics and conditions;
3) Past experience: Customers who are experienced in using a particular service will be more critical and not easily deceived by "seduction" salesmen. Friendliness and courtesy sellers to offer products or services to himself, did not reduce his critical attitude towards quality of service;
4) External communication to customers: The intensity of communication with customers will affect their feeling of satisfaction. There various ways of communication, for example through publicity, advertising in mass media, print and electronic media, meetings, forming clubs, and so forth.
   Kotler (1995: 58) listed five factors that affect the quality of services, namely (1) reliability, (2) responses (3) confidence, (4) empathy, and (5) tangibility. Although in a different order, in line with that in measuring the quality of service that can not be touched (intangibles) Maugan proposed the five following factors:
1) Direct evidence, including physical facilities, equipment and means of communication.
2) Reliability as the ability to provide fast, accurate, and satisfying service.
3) Responsiveness as the desire of the staff or employees to assist customers and provide better service.
4) Assurance, including knowledge, skill, ability, courtesy and trustworthiness of the staff.
5) Empathy, including the ease of relationships, good communication, and personal attention in understanding customer needs.
   Tjiptono (1996: 58) describes the four basic elements of the concept of excellent service that determines the quality of services, namely: (a) speed; (b) accuracy; (c) hospitality; and (d) convenience. The fourth element is an integrated whole, meaning that if one of the components is less, then the service is no longer an excellent service.
   To determine whether or not a service quality is to conduct an evaluation of the services rendered. Are services users received a lower, equal or exceed their expectations (Plunket & Atther, 1986: 28). This determines whether or not a service quality can not be determined by anyone else except by the ministry itself, the library service users.
   In the library guidelines issued IFLA/UNESCO (2002: 4), explicitly required to conduct an evaluation of library services. Evaluation should be carried out periodically (periodic) to determine the direction of the trend and the extent to which users are satisfied with the services provided library. At least the results of the evaluation can answer five questions: (a). is the purpose of the library, and a common curriculum has been reached? (b). whether the library has met the expectations of the general public? (c). Does the library have been able to meet the ever changing needs? (d). Does the library already has sufficient resources? And (e). Do libraries have streamlined costs (cost effective)?
   From the description above, the theory is the quality of service is the picture of satisfaction felt by library users in getting the services of a librarian with indicators of speed of service, accuracy of service needs, the friendliness of the librarian, and convenience in service. 


b) Knowledge Librarianship
   Rowley (1992: 4) describes the notion of knowledge as something that is known, gained from experience, and encompassing one's information, both theoretical and practical understanding, a number of what are known. In conjunction with that, information is something that is notified, submitted, discussed, knowledge, part knowledge, and news. Rowley and Farrow (2000: 6) distinguished two types of knowledge, namely: (1) explicit knowledge that is knowledge contained in somebody’s mind and can be expressed through speech and writing; and (2) tacit knowledge that is knowledge contained in somebody’s mind that is implicit, perhaps through a variety of activities and ways of doing things in an organization.
   Knowledge is defined as having a thorough understanding that is clear and justifiable about how something is done, based on the understanding knowledge or skills, thinking, learning, and experience. Knowledge implies believes or actions that may be warranted experts. Knowledge cannot be separated from thought. Knowledge is produced by thought, analyzed by thought, and understood by thinking, organizing, evaluating, maintaining and transforming by thought (Paul & Elder, 2002: 329).
   Knowledge has a powerful influence on what is remembered and what emerges from these memories. This means that input that is not very meaningful to an individual-that does not match the structure of knowledge or that is not easily joined with existing cognitive schemes-tends to be difficult to be stored and recalled (Flavell, Miller, & Miller, 1993: 248-249 ).
   There are four methods to gain knowledge. First, the method cling to the belief, that person gets knowledge because of the strongly held truth that he believes an ongoing basis. Second, the method of authority, namely the method of building trusts because of an authority. Third, a prior methods, namely free communication that can obtain the truth. Fourth, a scientific method (Kerlinger, 1973: 5-6).
   Educational goals can be grouped into two groups. The first three steps are the foundation for the next three stages. These six stages are as follows (Reichenbach, 2001: 20):
1) Gaining knowledge or information;
2) Understanding what is encountered;
3) Applying what is understood about the existing situation;
4) Analyzing understandable information;
5) Synthesizing and creatively using what is understood and has been analyzed;
6) Evaluating what is understood and already analyzed or created.
   Knowledge as the first stage of the educational process is defined as the acquisition of information, whether in the form of specific data, methods, patterns, or ideas. When first studying a material, it will be kept in mind. Then, it can be recalled, repeated, or reproduced. Knowledge is the foundation of all later educational steps; it forms the data base from which to operate. Knowledge is also important for future learning. In learning, we make a connection between the old and the new, so that new information can be easily recognized (Reichenbach, 2001: 21).
   Bloom defined knowledge as specific or universal, depending on the methods and processes, or remembering the pattern, structure or arrangement. Furthermore, knowledge can be classified into: (1) knowledge of specific things: (a) knowledge of terms, (b) knowledge of particular facts; (2) knowledge of how to do specific actions such as: (a) knowledge of habits, (b) knowledge of trends and stages, (c) knowledge of classifications and categories, (d) knowledge regarding the criteria; and (e) knowledge of methodology; (3) knowledge of universal and abstract things, which includes: (a) knowledge of principles and generalizations, (b) knowledge of theory and structure (Krathwohl, Bloom, & Masia, 1964: 186-189).
   The purpose of knowledge is to remember or recognize specific elements in a particular area. Some examples of knowledge objectives are the following: knowledge of the source of reliable information for exchange, knowledge of signs and symbols, standards in maps and charts, defining technical terms by giving the attributes, properties and relationships, knowing biographical information, or identifying letters of the alphabet (Bloom, Hastings, & Mandaus, 1971: 141-142).
   Librarianship can be interpreted as a profession closely related to the librarian and library science. Library science is the study of library and information unit, its role in society, routines, history and development. In its developments, Librarianship term is more popular in the UK and library science term popular in the United States (Prytherch, 1990: 360, 370-371).
   Librarianship is defined more broadly as the application of knowledge of books and various principles, in order to do the preservation, management, and use of books and other library collection in the library and on the library extension services (Corea, Ojuando & Farugi, 1993: 170). Gates (1968: 97) says that the librarian is a profession or a job that requires specific knowledge and skills acquired some form of education and were tested in a test well in a university or in other institutions that have authority.
   From the above description it is with the knowledge of librarianship is everything known by librarians on various matters concerning the library with indicators of the terms in the library, the facts about the library, a category in the library, the method in the library, the principles in the library and theories library.


c) Work Climate
   Work climate is what is felt when working in a group, the working climate is the social experience in the workplace. He also explained that a negative work environment will result in increased levels of absenteeism, decreased productivity, work habits that are not flexible, client dissatisfaction, failure to achieve performance targets, and unresolved conflict between employees (Rodway, 2007: 1-5).
   Koehler, Anatol, and Appelbaum (1981: 123) stated that the climate in an organization is a way of thinking in the form of a spirit or philosophy that dominates the organization and is responsible for the relations among individuals within the organization.
   According to Gibson, Ivancevich, and Donnelly (1992: 702), climate is a series of properties that are directly or indirectly assessed in the work environment by the employees, and it becomes a major force in influencing the behavior of employees. Climate is the collective picture of a general nature or part of an organization that is shaping the expectations and feelings of its members and the organization's performance (Littlejohn, 1992: 336).
   Prather stated that one of the key aspects of climate in an organization is the working climate for innovation. According to him, there are nine dimensions of work climate for innovation, namely: (1) challenge (how challenging, emotionally involved, and committed the work is); (2) freedom (how free employees are to take decisions in the workplace); (3) the time for the idea (how much time is given to the thinking process before acting); (4) support for the idea (whether there are resources given to the idea); (5) trust and openness (whether employees feel safe to talk openly about various view points); (6) humor (how to relax at work); (7) conflict (related to interpersonal conflicts); (8) debate (the degree to which people may argue); (9) taking the risk (rate of acceptance for potential failure)
   Organizational climate is the environment perceived by the worker to do the job within the organization. Organizational climate also defined as traits or characteristics that are considered in the work environment and arise mainly due to the activities of the organization, conscious or not, and are considered to affect behavior later. Climate consists of attitudes, values, norms, and feelings are common to employees in connection with their organization (Steers, 1980: 120-123).
   Climate dimension in the organization consists of: (1) the structure of the task, the level of detail the methods used to carry out the task by the organization; (2) reward-law relationship, which limits the level of additional remuneration; (3) centralization, which limits important decisions focused on top management; (4) pressure on achievement, namely the desire to carry out a good job; (5) pressure on training and development; (6) security versus risk, i.e. the level of organization gives the feeling less secure in its members; (7) openness and closure, the rate of people trying to cover up mistakes rather than communicate freely; (8) status and the spirit, the general feeling of the organization as a good place to work; (9) recognition and feedback, opinions on the level of individual knows his job; and (10) the competence and flexibility of the organization in general (Steers, 1980: 122-123).
   Organizational climate is an internal emotional rhythm of the organization based on how comfortable members feel in relation with others and with the organization. It can be a condition of a friendly, warm, or hot, can also be supportive communication, open and friendly. Climate can affect the behavior and policies and organizational behavior. In the meantime, the leadership communication can affect the climate. There are five identified an ideal climate, namely: (1) support; (2) a participatory decision making; (3) confidence, confident, and credible; 4) openness; 5) achieve high performance (Kreps, 1990: 193-194).
   Poole stated that the climate is a cultural trait. As a generalized belief system, climate plays a role in the integrity of a culture and guiding the development of the culture. Climates emerge from and are supported by the practices of the organization. Climate change will affect the productivity and performance of employees. The other experts stated that the climate is seen as a quality of subjective experience that comes from the perception of the character of a relatively enduring organization (Pace & Amp; Faules, 1998: 148).
   Discussing the work climate can refer to the organizational climate because climate is a real organization of the working climate within the organization. Massie explained the organizational climate as the total level and quality of environmental factors that affect the members of an organization, usually measured by their perception.
   In regards to examine the fourth hypothesis conducted by using regression analysis and correlation of plural (multiple regression and correlation).
   The requirements that have been met prior to a regression and correlation analysis are testing the hypothesis that the sample is normally distributed and homogeneous. The test for normality of the data tests the assumption that the distribution of sample averages is sufficiently close to normality. The technique used to test for normality is the Kolmogorov-Smirnov test. For testing for homogeneity of variance a Bartlett test was performed. Based on the above theory, the study is the work climate is the atmosphere of the working environment perceived by someone in the organization where he worked with indicators of the state of working facilities, superior subordinate relationships, peer relationships, task clarity, boost employment, and employment challenges.


d) Leadership Style
   Robbins (1996: 347) defines leadership as the ability to influence a group and direct it to achieve certain goals. Meanwhile, according to Koehler, Anatol, and Applbaum (1981: 64), leadership is a process of influencing the activities of an individual or a group in efforts towards the achievement of objectives in a given situation. Thus it can be said that leadership basically has two elements, namely: (a) the effect and (b) the achievement of objectives. Affect the process can be anywhere as long as there are objective, and that objective is a common goal. Thus, leadership can occur at any time during an activity has a purpose and human behavior directed to achieving that goal.
   Furthermore, Griffin (1999: 504-505) explains, that leadership can be done from two perspectives, namely: (1) the angle of the process, which means the use of influence does not have the power to impose sanctions for the purpose of forming a group or organization, directing their behavior to achieve goals, and help create a culture of a group or organization; and (2) the angle properties owned, which is defined as a set of traits that characterizes someone who is perceived as a leader.
   Leadership style is a pattern of behavior that is used by leaders in an effort to influence the members of the group to achieve the goal. Style used in carrying out his leadership a leader focused on two styles of leadership, namely style task-oriented and employee-oriented style. Task-oriented managerial which is direct and supervise subordinates closely to ensure that the tasks carried out satisfactorily. Employee-oriented manager seeks more motivating than supervise. They encourage members of the group to carry out the task by allowing group members to participate in decisions that affect them and to foster an intimate relationship, full of trust and appreciation to the members (Stoner & Wankel, 1992: 46-47).
   In applying the appropriate leadership to the situation at hand, a leader must pay attention to three main factors, namely: (1) The attention to subordinates, which means concern for the leadership of the skills, experience, abilities, knowledge of their duties, hierarchical levels, and psychological characteristics; (2) Attention to superiors, which reflects the degree of implementation of its influence, or similarity of attitudes and behavior in people on it; (3) Attention to duty, reflecting the degree of urgency of time owned, physical hazards, the average error is allowed, the degree of autonomy, wide field of work, and the degree of vagueness execution of tasks (Gordon, 1996: 316-317).
   Based on the study of the University of Iowa, there are three types of leadership styles, namely laiser faire leadership style, democratic and autocratic or authoritarian (Hersey and Blanchard, 1995: 178). Laiser faire leadership style or styles tend to give free rein to the groups complete freedom to make decisions and complete the work in any way they deem appropriate. A leader serves as a liaison between external sources and groups. Democratic leadership style illustrates a boss tends to involve subordinates in decision making, delegating authority, encourage participation in determining the goals and methods of work and use feedback as an opportunity to train subordinates. Democratic leadership style is often referred to as a participative leadership style. Autocratic or authoritarian style depicts a boss tend to focus on themselves, dictate work methods, make decisions unilaterally and restrict the participation of subordinates. Of the three styles of leadership the results of this study, the democratic leadership style tends to increase the quantity and quality of work.
   A leader at least required to have management skills, namely: technical skills, human and conceptual. Technical skills include skills in applying knowledge and expertise. Human skills include the ability to cooperate, to understand and motivate others, both individuals and groups. While the conceptual skills related to mental ability to analyze and diagnose complex situations, for example in decision making (Robbins, 1996: 8). Leaders who have all three of these skills will be able to give good instructions to subordinates, encourages subordinates to work harder, and have an analysis of the problem to find a solution.
   To be able to successfully run the leadership, a leader must have at least three basic competencies, namely: (1) diagnosis, (2) adapt, and (3) communicate. Competence is a diagnosis of cognitive ability to understand the current situation now and what is expected in the future; adapting competency is the ability to adjust their behavior to their environment while communicating competencies associated with a person's ability to deliver his message in order to understand others well and clearly (Robbins, 1996: 6).
   The characteristics of a successful leader is as follows: (1) the lead with a clear vision; (2) lead by example; (3) a skilled communicator; (4) able to win the trust of his followers; (5) calmly deal with difficult situations; (6) able to invite disagreement constructively; (7) perform with a professional image (8) is able to create complex problems so simple; (9) able to work and build on the success with the team; (10) enjoys helping others to succeed; (11) a successful real actors; (12) a person who avoids for political office, and do not apply favoritism(Sinamo, 2000: 146-151).
   Hersey and Blanchard (1988: 117) describes the effectiveness of a model of leadership with leaders who come from the four basic behavior of leaders, namely: (1) high task and low relationship; (2) high task and high relationship; (3) high relationship and low task; (4) a low correlation and low duty.
   To be able to successfully run the leadership, a leader must have at least three basic competencies, namely: (1) diagnosis, (2) adapt, and (3) communicate. Competence is a diagnosis of cognitive ability to understand the current situation now and what is expected in the future; adapting competency is the ability to adjust their behavior to their environment while communicating competencies associated with a person's ability to deliver his message in order to understand others well and clearly (Robbins, 1996: 6).
   Task behavior is an attempt to organize and define the role of the leader of the group members; describing the activities of each member as well as when, where and how to solve them; characterized by efforts to establish a pattern of organization, communication channels, and how completion of the work in detail and clearly. Relationship behavior is an attempt to foster leader’s personal relationships among themselves and with members of their group (followers) with wide open channels of communication, providing support for socio-emotional and behavioral easy. This behavior will create excitement and motivation for each employee and his group in completing the task, so as to achieve organizational goals as well (Hersey and Blanchard, 1988: 118).
   Effective leaders will be able to bridge the gap between individual goals and objectives of the organization. This can be achieved if the leader is able to create loyalty among his followers. Effectiveness in achieving the organization, beginning with the effectiveness of individual, group effectiveness, and further achieves organizational effectiveness (Gibson, Ivancevich& Donnelly, 2000: 14-15).
   Good management incorporates principles: (1) using its expertise in the process of interaction of interdependent, (2) communication is open, (3) together with other people to be able to achieve the standards excellent, (4) provide participation in solving the problems and processes decision-making, (5) solve the problem openly, (7) establish common goals, (8) together with the support of a team that is mutually beneficial, (9) open and constructive criticism (Gitosudarmo&Sudita, 1997: 136-137).
   Ohio University examines the behavior of the leadership in the form of initiating structure (task oriented) and consideration (oriented employees). Found that employee turnover lowest and the highest satisfaction rate under a leader who valued under consideration. Instead leader undervalued under consideration and the initiator experiencing high levels of complaints and the high turnover rate among subordinates (Stoner & Wankel, 1990: 45).
   University of Michigan found that the most productive working groups tend to have a leader that is more oriented to the employees of the production-oriented. Production-oriented managers set rigid standards of work, organizing tasks to the smallest detail. Oriented managers who encourage employees subordinate to set goals and to help ensure high performance by generating trust and respect (Stoner & Wankel, 1990: 48).
   Function played by a leader who not only serves as the designer of a subordinate's performance criteria, but also serves as: (1) Determinants of Direction; (2) Representative and Spokesman of the Organization, (3) Communicators (4) Mediator, and (5) Integrator (Siagian, 1999: 48-70). Leadership functions determinant of the direction means a leader must be able to determine the program, explore ideas, and make decisions that can be used as guidelines by subordinates. The decision is the direction that will be achieved by each individual in the organization. If the decision of the leader is not there, then the subordinate would lose orientation, which in turn can destroy the existence of such leadership.
   From the above description it is a leadership style is a distinctive pattern and specific a leader in influencing and directing the activities of his subordinates in carrying out job tasks to achieve organizational goals with indicators to make decisions, build relationships among members of the organization, delegating authority, giving instructions on subordinates, evaluating the work of subordinates, and rewards and sanctions on subordinates.


1) Framework of Thinking

(a)The relationship between knowledge of librarianship with the quality of service librarian
   Librarian who know various things concerning the library in terms of terms in the library, facts about the library, a category in the library, the method in the library, the principle in the library, and the theory of the library will make the users of the library to get service from the librarian were prompt, friendly, and comfortable.
   Thus from the above description can be expected there is a positive correlation between knowledge of librarianship with the quality of service librarian. That is, the higher the knowledge of librarianship, the better the quality of service librarian.


(b)The relationship between working environment with quality of service librarian
   Librarian who feel the atmosphere conducive working environment in terms of working facilities, superior subordinate relationship, the relationship peers, task clarity, boost employment, and the challenge of the work will make the library to get service from the librarian were prompt, friendly, and comfortable. 
   Thus it can be suspected that there is a positive relationship between work environments with quality of service librarian. That is, the more conducive working environment, the better the quality of service librarian. 

(c)    The relationship between leadership style with the quality of library services 
   The leadership of the organization in this regard is the head of the library in influencing and directing the activities of his subordinates in carrying out job duties to achieve the goals of the organization include the activities of decision-making, relationship building among members of the organization, delegating authority, giving instructions to subordinates, to evaluate the work of subordinates, and rewards and sanctions to subordinate the democratic aspirations and will make library users get the services of a librarian with a fast, friendly, and comfortable.
   Based on it can be assumed that there is a positive relationship between leadership style with the quality of service librarian. This means that the aspirational style of leadership, the better the quality of services librarian. 

(d)   The relationship between knowledge of librarianship, work climate and leadership style together with the quality of library services 
   Librarian who know various things concerning the  library terms, facts about the library, a category in the library, the method in the library, the principle in the library, and the theory of the library, but it is also the librarian who feel the atmosphere conducive working environment in terms of working facilities, a superior subordinate relationship, the relationship peers, task clarity, boost employment, and the challenges of work, as well as the head of the organization in this regard is the principal democratic in influencing and directing the activities of his subordinates in carrying out job tasks to achieve the goals of the organization include the activities of decision-making, building relationships between members of the organization, delegating authority, giving instructions to subordinates, to evaluate the work of subordinates, and rewards and sanctions on subordinates will make library users get the services of a librarian with a fast, friendly, and comfortable.
Thus it can be suspected of a positive relationship between knowledge of librarianship, work climate and leadership style together with the quality of service librarian. That is the higher knowledge of librarianship, more conducive work climate, and the more aspirational leadership style then the better the quality of service librarian. 

2)      Research Hypothesis 
(a)   There is a positive relationship between knowledge of librarianship with the quality of service librarian. 
(b)   There is a positive relationship between work climates with quality of service librarian. 
(c)    There is a positive relationship between leadership style with the quality of services librarian 
(d)   There is a positive relationship between knowledge of librarianship, work climate and leadership style together with the quality of service librarian. 

2.      RESEARCH METHODOLOGY 
   In general, this study aimed to get empirical data, facts and information are valid and true and trustworthy relationship between knowledge of librarianship, work climate and leadership style with the quality of service librarian. Specifically, the purpose of this study was to determine the relationship between knowledge of librarianship, work climate and leadership style, either individually or together with the quality of service librarian.
   This research was conducted at the Public Library of Jakarta. The stages through which the research include (1) presurvey; (2) testing instruments; (3) data collection; (4) analysis of the data; and (5) the writing of a report. 
   The method used in this research is survey method with the correlational approach, where this method is used to find the relationship between independent variables and the dependent variable. This type of research is a survey research; the research was conducted using questionnaires as research instruments to sample.
   Population in this research is the librarians in Jakarta Public Library. The total sample of 100 librarians was taken using simple random sampling (simple random sampling).
   Data was collected using an instrument in the form of a questionnaire to the variable quality of service, work climate and leadership style, while for variable librarianship knowledge.the data collected by the instruments in the form of test.
   The data obtained in this study will be analyzed both descriptive and inferential. Descriptive analysis is performed to find the average price, standard deviation, frequency distribution, mode and median, as well as the histogram.
   Inferential analysis is used to see the degree of correlation between the variables studied. The analysis will be used regression analysis and correlation. Testing the hypothesis first, second, and third was done by using simple regression analysis and correlation of Pearson Product Moment. This analysis aims to examine the relationship between the independent variables with the dependent variable. In the meantime, to examine the hypothesis of the fourth conducted by using regression analysis and correlation of plural (multiple regression and correlation).
   The requirements are prior to regression and correlation analysis as testing the hypothesis that the sample must be normally distributed and homogeneous. Testing normality of the data intended to test the assumption that the sampling distribution of sample averages close to or follow the normality of the population. The technique used to test the normality that is the Kolmogorov-Smirnov techniques. To test homogeneity of variance with Bartlett test performed. 

3.      RESEARCH RESULT 
a)      Data Description 
   As an explanation and description of the four variables in the data of this study, descriptive statistics, namely mean, median, mode, frequency distributions and histograms, were calculated for each variable.
   Quality of service had theoretical scores ranging from 28 to 140 and empirical scores ranging from 54 to 140. Descriptive statistics were as follows: mean (M) = 115.59, standard deviation (SD) = 16.98, variance = 288.30, median (Me) = 116.00, and mode (Mo) = 110.00.
   Knowledge of librarians has a theoretical scores ranging from 0 to 29 and empirical scores ranging from 8 to 28. Descriptive statistics were as follows: means (M) = 17.14, standard deviation (SD) = 5.25, variance = 27.58, median (Me) = 27.00, and mode (Mo) = 12.00. 
   Work climate had theoretical scores ranging from 28 to 140 and empirical scores ranging from 70 to 139. Descriptive statistics were as follows: mean (M) = 113.56, standard deviation (SD) = 13.89, variance = 192,92, median (Me) = 113.50, and mode (Mo) = 135. 
   Leadership style had theoretical scores ranging from 27 to 135 and empirical scores ranging from 52 to 135. Descriptive statistics were as follows: mean (M) = 112.13, standard deviation (SD) = 18.64, variance = 349, 35, median (Me) = 116.00 and mode (Mo) = 135.00.

Table 1. Recapitulation of Basic Statistic
Variable
Average
Standard of Deviation
Variance
Median
Modus
Service Quality
115,59
16,98
288,30
116,00
110,00
Librarianship Knowledge
17,14
5,25
27,58
27,00
12,00
Work Climate
113,56
13,89
192,92
113,50
135,00
Leadership Style
112,18
18,70
349,78
116,00
129,00

b) Testing Requirements Analysis
Normality test
   Amax value calculation result is 0.106, while the value Dtable for = 0.05 is 0.136 and for µ = 0.01 is 0.163. Thus the value of Amax < Dtable, so it can be said that the data were normally distributed service quality.
   Amax value calculation result is 0.085, while the value Dtable for µ = 0.05 is 0.136 and for µ = 0.01 is 0.163. Thus the value of Amax < Dtable, so it can be said that the data Knowledge of Librarianship normal distribution.
   Amax value calculation result is 0.052, while the value Dtable for µ = 0.05 is 0.136 and for µ = 0.01 is 0.163. Thus the value of Amax < Dtable, so it can be said that the data were normally distributed Work Climate.
   Amax value calculation result is 0.091, while the value Dtable for µ = 0.05 is 0.136 and for µ = 0.01 is 0.163. Thus the value of Amax < Dtable, so it can be said that the data were normally distributed leadership style.

Table 2. Recapitulation Normality Test
Variable
N
amax
Dtable
Notes
µ = 0,05
µ = 0,01
Services Quality
100
0,106
0,136
0,163
Normal
Librarianship Knowledge
100
0,085
0,136
0,163
Normal
Work Climate
100
0,052
0,136
0,163
Normal
Leadership Style
100
0,091
0,136
0,163
Normal

c) Homogeneity Test
   Results of calculation for testing homogeneity of variance service quality variables on the variable Knowledge of Librarianship obtained c2stat = 30.61. c2table value with df 20 on µ = 0.05 at = 31.41, and at µ = 0.01 at 37.57. Therefore c2stat < c2table, then H0 is accepted. This means that the variance groups of service quality variables on the variable of librarianship knowledge is homogeneous.
   Results of calculation for testing homogeneity of variance variable service quality on Work Climate variables obtained c2stat = 55.49. c2table value with df 45 on µ = 0.05 at 61.66, and on µ = 0.01 at 69.96. Therefore c2stat < c2, then H0 is accepted. This means that the variance groups of the service quality variable on the variable of Work Climateis homogeneous.
   Results of calculation for testing homogeneity of variance on Variable Service Quality Leadership Styles obtained c2stat= 39.68. c2table value with df 46 on µ = 0.05 at 62.83, and on µ = 0.01 at 71.20. Therefore c2stat < c2table, then H0 is accepted. This means that the variance groups of the service quality variable on the variable of leadership style is homogeneous.


Table 3. Recapitulation of Homogeneity Test
Variance Service Quality of group  Xi
df
c2stat
c2table
Notes
µ = 0,05
µ = 0,01
Librarianship Knowledge
20
30,61
31,41
37,57
Homogen
Work Climate
45
55,49
61,66
69,96
Homogen
Leadership Style
46
39,68
62,83
71,20
Homogen

d) Hypothesis Testing
   Testing requirements analysis showed that the score of each variable research has met the requirements for further statistical testing. Here is presented the research hypothesis testing. 
 1)      Relationship Between the Librarianship Knowledge with Services Quality 
   The first hypothesis proposed in this study stated that there is a positive relationship between Knowledge of Librarianship with service quality. Calculation of simple regression analysis based on service quality variable data on Librarianship knowledge produce regression direction b of 1.91 and a constant of 82.77. Thus the regression equation y = 82.77 + 1.91 X 1. Before being used for predictive purposes, the regression equation is to be carried out tests of significance and linearity test.

Table 4. ANOVA Tables and Linearity Regression Significance Test Ŷ= 82.77 + 1.91 X1
Variance
df
SQ
ASQ
Fstat
Ftable
µ = 0,05
µ = 0,01
Total
100
1364647,00




Regression (a)
Regression (bla)
1

1
1336105,00

10006,74
10006,74
52,91**
3,94
6,90
Residue
98
18535,42
189,14



Goodness of Fit
29
6800,95
234,52
1,38ns
1,64
2,01
Error
69
11734,49
170,06




Notes:
** =  very significance regression  (Fstat = 52,91 >Ftable = 6,90 at µ = 0,01) 
Ns  = non significance, linear regresssion  (Fstat = 1,38 table = 2,01 at µ = 0,01)    
df   = degrees of freedom
SS = Sum of Squares
ASSAverage Sum of Squares.

   Based on the results of significance testing and linearity as in the table above, it can be seen that the regression y = 82.77 + 1.91 X1 very significantly because of F = 52.91 > F table = 6.90 at µ = 0.01 and linear because of F = 1.38 < F table = 2.01 at µ = 0.01. This implies that if the Knowledge of Librarianship improved one unit, the service quality will be increased by 1.91 units at a constant 82.77.
   The strength of the relationship between variables Knowledge of Librarianship with variable service quality is indicated by the correlation coefficient (ry1) of  0.592. Based on the correlation coefficient significance test with t test was obtained price Tstat 7.27. Price Ttable on µ = 0.01 and df = 99, obtained at the µ = 2.63 and = 0.05 was obtained at = 1.98. Therefore, t = 7.27 > table = 2.63 at µ = 0.01, then the correlation coefficient is very significant.

Table 5. Currelation Coefficient Between Knowledge of Librarianship with Sevice Quality
N
ry1
Tstat
ttable
µ = 0,05
µ = 0,01
100
0,592
7,27**
1,98
2,63

Notes:
**   = Correlation Coefficientis very significant (th = 7,27 > tt  = 2,63 at µ = 0,01) 
ry1   = Currelation Coefficient BetweenKnowledge of Librarianship with Sevice Quality

   Based on the results of tests of significance such as the table above that the correlation coefficient of Knowledge about Librarianship (X1) with Quality of Service (Y) is very significant. Thus the research hypothesis which states there are a positive relationship between Knowledge of Librarianship with Service Quality verified. In other words, the higher the Knowledge of Librarianship will be better service quality. The coefficient of determination is the square of the correlation coefficient between the variables Awareness Librarianship (X1) with variable service quality (Y) and the calculation of ry12 = 0.5922 = 0.35. That is equal to 35% of variation that occurs in service quality can be determined by the variation of Knowledge on Librarianship.
   The control is done on the variable Work Climate (X2), and the partial correlation coefficient (ry1.2) of 0.484. Partial correlation coefficient significance test obtained t = 5.45, while the price ttable on µ = 0.01 with df = 97, of 2.63. Therefore, t = 5.45 > table = 2,63 on µ = 0.01, mean partial correlation coefficients are very significant.
   In this case, if the control is done on the variable leadership style (X3), then the partial correlation coefficient (ry1.3) of 0.493. Significance test calculation results obtained t = 5.58, while inµ= 0.01 with df = 97, obtained table = 2.63. Therefore, t = 5.58 > ttable, = 2.63 in µ = 0.01, mean partial correlation coefficients are very significant.
   Furthermore, if the control is done on the variable Work Climate (X2) and variable Leadership Style (X3) together, the obtained partial correlation coefficients (ry1.23) amounted to 0,470. Partial correlation significance test with t test obtained thitung price of 5.22. Price ttable on µ = 0.01 with df = 96 was obtained of 2.63. Therefore the price of t = 5.22> table = 2.63 at µ = 0.01, mean partial correlation coefficients are very significant.

Table 6. Partial Correlation Coefficients Between Librarianship Knowledge with Service Quality
N
Partial Correlation Coefficients
Tstat
ttable
µ = 0,05
µ = 0,01
100
ry1.2  = 0,484
5,45**
1,98
2,63
100
ry1.3  = 0,520
0,493**
1,98
2,63
100
ry1.23 = 0,470
5,22**
1,98
2,63


Notes:
**     = Partial Correlation Coefficients is very significance 
ry1.2    = Partial Correlation Coefficients X1 with Y, if X2 be controlled
ry1.3    = Partial Correlation Coefficients X1 with Y, if X3 be controlled
ry1.23   = Partial Correlation Coefficients X1with Y, if X2  and X3 be controlled

   Price index of the partial correlation coefficients indicate that when performed controlling for other independent variables that Work Climate variables (X2) and variable Leadership Style (X3) can still explain the positive and significant relationship between the variables Knowledge of Librarianship with service quality. 

2)      The Relationship Between the Work Climate with Services Quality 
   The result of the second hypothesis in this research, that there is a positive relationship between the Climate Working with Quality of Service. Then, the calculation of the simple regression analysis of the service quality variable data on Work Climate produces regression direction b of 0.85 and a constant of 18.58. Thus the regression equation y = 18.58 + 0,85X2. Before being used for predictive purposes, the regression equation is to be carried out tests of significance and linearity test.

Table 7. Table ANAVA Significance Test and Regression Linearities Test Ŷ= 18,58 + 0,85X2
Variances
Df
SS
ASS
Fstat
Ftable
µ = 0,05
µ = 0,01
Total
100
1364647,00




Regression (a)
Regression (bla)
1

1
1336105,00

13938,72
13938,72
93,54**
3,94
6,90
Residue
98
14603,47
149,01



Goodnes of Fit
44
5767,49
131,08
0,80ns
1,60
1,95
Error
54
8835,98
163,63




Notes:
**     =  regressionis very significant  (Fstat = 93,54 >Ftable = 6,90  at µ = 0,01) 
Ns     = non significance, Linear regresi    (Fstat = 0,80 table = 1,95  at µ = 0,01)    
df      =  Degree of freedom
SS     = Sum of Squares
ASS = Average of Sum of Squares

   Based on the results of significance testing and linearity as in the table above, it can be seen that the regression y = 18.58 + 0.85 X2 is very significant because of F = 93.54> F table = 6.90 at µ = 0.01 and linear because Fstat = 0.80 µ = 0.01. This implies that if the Work Climate enhanced the service quality of the unit will increase by 0.85 units at a constant 18.58. 
   The strength of the relationship between climate variables Work (X2) with variable service quality (Y) is indicated by a correlation coefficient of 0.699 ry2. Test the significance of the correlation coefficient with the price obtained by t test Tstat 9.68. Price ttable on µ = 0.01 with df = 98 obtained at = 2.63. Therefore, t = 11.65 > table = 2.63 at µ = 0.01, then the correlation coefficient is very significant.

Table 8.
Correlation Coefficient between Work Climate with Service Quality
N
ry2
Tstat
ttable
µ = 0,05
µ = 0,01
100
0,699
9,68**
1,98
2,63

Notes:
**    = Correlation coefficient is very significant  (tstat = 9,68 > ttable = 2,63  at µ = 0,01) 
ry2    = Correlation coefficient between Work Climate with Service Quality

   Based on the results of tests of significance such as the table above, it turns out that the correlation coefficient between the Work Climate with service quality is very significant. Thus the research hypothesis that says there is a positive relationship between the Work Climate with Service Quality verified. In other words climate more conducive Work, will be better service quality.
   The coefficient of determination is the square of the correlation coefficient between the Climate Working with Quality Services that (ry22) of 0.6992 = 0.49. This means a 49% variation that occurs in service quality is determined by climate variations Work.
   In this case, if the control is done on the variable Knowledge of Librarianship (X1), the partial correlation coefficient (ry2.1) of 0.630. The significance of test results obtained t = 7.99, while Ttable in µ = 0.01 with df = 97, obtained at = 2.63. Therefore, t = 9.18> table = 2,63 on µ = 0.01, then the partial correlation coefficients are very significant.
   If the control is done on the variable leadership style (X3), the obtained partial correlation coefficients (ry2.3) amounted to 0,404. The significance of test results obtained t = 4.35, while the price ttable on µ = 0.01 with df = 97, obtained at = 2.63. Therefore, t = 7.93> table = 2,63 on µ = 0.01, then the partial correlation coefficients are very significant.
   Furthermore, if the control is done on the variable  Librarianship knowledge  (X1) and variable Leadership Style (X3) together, the obtained partial correlation coefficients (ry2.13) of 0.373. The significance of test results obtained t = 3.94, while the table t in µ = 0.01 with df = 96, obtained Ttable = 2.63. Therefore, t = 6.71>Ttable = 2,63 on µ = 0.01, then the partial correlation coefficient very significant

Table 9.
Partial correlation coefficient betwee Work Climate and Service Quality
N
Partial correlation coefficient
Tstat
ttable
µ = 0,05
µ = 0,01
100
ry2.1 = 0,630
7,99**
1,98
2,63
100
ry2.3 = 0,404
4,35**
1,98
2,63
100
ry2.13 =0,373
3,94**
1,98
2,63

Notes:
**     = Partial correlation coefficient very significant 
ry2.1    = Partial correlation coefficient X2with Y, if  X1 be controlled
ry2.3    = Partial correlation coefficient X2 with Y, if  X3be controlled
ry2.13   = Partial correlation coefficient X2withY, if X1 and X3  be controlled

   The partial correlation coefficient shows that when controlling for other independent variables, still can illustrate the positive relationship between the Work Climate with Quality of Service. 

3)      The Relationship Between the Leadership Style with Services Quality 
   The third hypothesis in this study stated that there is a positive relationship between leadership styles with service quality. Detailed calculation of simple regression analysis of the data service quality variables on leadership style resulted in a regression toward b of 0.60 and a constant of 48.67. Thus the regression equation y = 48.67 + 0.60 X3. Before being used for predictive purposes, the regression equation is to be carried out tests of significance and linearity test.

Table 10. TableANAVA  Significance Test and Regression  Linearity Test Ŷ= 48,67 + 0,60 X3
Variance
Df
SS
ASS
Fstat
Ftable
µ = 0,05
µ = 0,01
Total
100
1364647,00




Regression (a)
Regression (bla)
1

1
1336105,00

12321,72
12321,72
74,44**
3,94
6,90
Residue
98
16220,47
165,51



Goodness of Fit
45
8605,50
191,23
1,33ns
1,61
1,97
Error
53
7614,97
143,68




Notes:
**    = Very  significant regression  (Fstat = 74,44 >Ftable = 6,90  at µ = 0,01)  
ns    = non significant, linear regression   (Fstat = 1,33 table = 1,95  at µ = 0,01)    
df    = degree of freedom
SS    = Sum of Squares
ASS = Average Sum of Squares

   Based on the results of significance testing and linearity as shown in table  above., It is known that the regression y = 48.67 + 0.60 X3 is very significant because of F = 74.44> F table = 6.90 at µ = 0.01 and linear because Fhitung = 1.33 µ = 0.01. This implies that if the leadership style of the unit improved the service quality will be increased by 0.60 units at a constant 48.67. 
   The strength of the relationship between the variables of leadership style (X3) with variable service quality (Y) is indicated by the correlation coefficient (ry3) amounted = 0.657. Test the significance of the correlation coefficient with the price obtained by t test thitung 8.63, while the table t on µ = 0.01 with df = 98 obtained seebesar = 2.63. Therefore, t = 8.63> table = 2.63 at µ = 0.01, then the correlation coefficient is very significan

Table 11.
Correlation coefficient between Leadership Style with Service Quality
N
ry3
Tstat
ttable
µ = 0,05
µ = 0,01
100
0,657
8,63**
1,98
2,63

Notes:
**   = correlation coefficient is very significan(th = 8,63 > tt =2,63  at µ = 0,01) 
ry3   = correlation coefficient between leadership style with service quality

   Based on the results of tests of significance such as the table above, it turns out that the correlation coefficient leadership style (X3) with Quality of Service (Y) is very significant. Thus the research hypothesis that there is a positive relationship between leadership styles with Service Quality verified. In other words the more aspirational leadership style will be better service quality.
   The coefficient of determination is the square of the correlation coefficient between the variables of leadership style (X3) with variable service quality (Y) and the calculation of (ry32) = (0.657) 2 = 0.43, which indicates that 43% of variation that occurs in Service Quality determined by variations in Leadership Styles.
   If the control is done on the variable Knowledge About Librarianship (X1) then the partial correlation coefficient (ry3.1) of 0.581. Furthermore, the partial correlation coefficient significance test obtained t = 7.03, while the price ttable on µ = 0.01 with df = 97, obtained at = 2.63. Therefore the price of t = 7.50> table = 2.63 at µ = 0.01, then the partial correlation coefficients are very significant.
   If the control is done on the variable Work Climate (X2) obtained partial correlation coefficients (ry3.2) amounted = 0.266. Furthermore, the correlation coefficient significance test obtained t = 2.72, while the price ttable on µ = 0.01 with df = 97, obtained at = 2.63. Therefore the price of t = 5.10> table = 2.63 at µ= 0.01, then the partial correlation coefficients are very significant.
   Furthermore, if the control is done on the variable Knowledge of Librarianship (X1) and the Work Climate variables (X2) together, the obtained partial correlation coefficients (ry3.12) of 0.233. Partial correlation significance test with t test obtained t count the price of 2.35, and ttable with 96 hp at µ = 0.01 significance level of 2.63 was obtained for. Therefore the price of t = 2.35> table = 1.99 at µ = 0.05, mean partial correlation coefficients are very significant.

Table 12. Partial Correlation Coefficients between Leadership Style with Service Quality

N
Partial Correlation Coefficients
Tstat
ttable
µ = 0,05
µ = 0,01
100
ry3.1 = 0,581
7,03**
1,98
2,63
100
ry3.2 = 0,266
2,72**
1,98
2,63
100
ry3.12 = 0,233
2,35**
1,98
2,63

Notes:
**     = Partial correlation coefficients are very significant(th> tt  on µ = 0,01) 
ry3.1    = Partial correlation coefficients X3 with Y,  if  X1be controlled
ry3.2    = Partial correlation coefficients X3 with Y, if  X2be controlled
ry3.12   = Partial correlation coefficients X3with Y, if X1 and X2 be controlled

   The partial correlation coefficient shows that when controlling for other independent variables, continued to show a positive relationship between leadership styles with service quality.
   The relationship between Knowledge of Librarianship, Work Climate and Leadership Style together with Quality of Service hypothesis to the four proposed in this study suggests that there is a positive relationship between Knowledge of Librarianship, Climate Work and Leadership Style together with Quality of Service. Multiple regression calculation resulted in a regression toward b1 of 1.15 for the variable Librarianship Knowledge (X1), b2 of 0.47 to Work on Climate variables (X2), and b3 0.21 for Leadership Style variable (X3), as well as constant a amounting to 19.16. Thus the relationship between the independent variables and the dependent variable can be described regression equation y = 19.16 + 1.15 X1 + 0,47 X2 + 0.21 X3. Before being used for predictive purposes, the regression equation is to be carried out tests of significance of regression.

Table 13. Table  ANAVA Significance Regresssion Test
Ŷ = 19,16 + 1,15 X1 + 0,47 X2 + 0,21 X3
Variances
df
SS
ASS
Fstat
Ftable
µ = 0,05
µ = 0,01
Total
100
1364647,00




Regression (a)
Regression (bla)
1

3
1336105,00

17971,13
17971,13
54,40**
2,70
3,98
Residue
96
10571,06
110,11




Notes:
**    =  Very  significant regression  (Fstat = 54,40 > Ftable = 3,98 n µ = 0,01)  
df    = degree of freedom
SS    = Sum of Squares
ASS = Average Sum of Squares

   Based on the significance of the test results as shown in Table 4:17 concluded that the regression y = 19.16 + 1.15 X1 + 0,47 X2 + 0.21 X3 is very significant because of F = 54.40 > F table = 3.98 on µ = 0, 01. 
   Multi correlation between the strength of Librarianship, Knowledge, Work Climate and Leadership Style variables together with Quality of Service produces a correlation coefficient of Ry.123 = 0.630. Plural correlation coefficient significance test using the F test for Fstat = 54.40.

Table 14 MultiCorrelation Coefficient
N
Ry.123
Fstat
Ftable
µ = 0,05
µ = 0,01
100
0,630
54,40**
2,70
3,98

Notes:
**     = Very  significant correlation Coefficience (Fh = 54,40 > Ft = 3,98  at a µ = 0,01
 Ry.123 = Multi Correlation Coefficient

   Such as the significance of the test results in the table above , it is known that plural correlation coefficient obtained in this study is very significant. These findings prove that the hypothesis that there is a positive relationship between knowledge of Librarianship, Work Climate and Leadership Style together with the service quality has been verified. The coefficient of determination is equal R2y.123 = 0.7932 = 0.63. It shows that 63% of the variation that occurs in service quality variables are determined jointly by a variety of variables Knowledge of Librarianship, Work Climate and Leadership Style.
   Seeing the determination coefficient large enough that 63% means Knowledge of Librarianship, Work Climate and Leadership Style is a dominant factor in improving service quality. Rating relations based on partial correlation coefficient between Knowledge About Librarianship (X1), Climate Safety (X2), and the leadership style (X3) with Quality of Service (Y), which determines the order of the independent variable most strongly linked with the dependent variable, can be seen in the table following.

Table 15.
Ranking of Relationship between Independent and Dependent Variable.
No.
Partial Correlation Coefficient
Ranking
1
ry1.23 = 0,470
First
2
ry2.13 = 0,373
Second
3
ry3.12 = 0,233
Third

Notes:
The table shows that the third-ranked independent variables associated with service quality are the first is Librarianship Knowledge, the second is Work Climate, and the third is Leadership Styles.

4.CONCLUSION and SUGGESTIONS
Conclusion
The findings of this study are:
First, there is a positive relationship between the knowledge of librarians and the service quality in public libraries. This means that the higher the knowledge of librarians, the better the service quality in public libraries.
Second, there is a positive relationship between the work climate and the service quality in public libraries. This means that the better the work climate, the higher the service quality in public libraries.
Third, there is a positive relationship between leadership style and the service quality in public libraries. This means that the more aspirational the leadership style, the better the service quality in public libraries.
Fourth, there is a positive relationship between the knowledge of librarians, the work climate and the leadership style together and the service quality in public libraries.  This means that the higher the knowledge of librarians, the better the work climate and the more aspirational the leadership style, the better the service quality in public libraries.Based on these findings it can be concluded that the service quality in public libraries can be improved by increasing the knowledge of librarians, improving the work climate and changing leadership styles.

Suggestions
Some suggestions to improve the service quality in public libraries are as follows:
a)Suggestions to Improve the Knowledge of Librarians
First, the librarians are advised to attend a variety of education and training, formal, non formalon informal education. Many programs from various universities, institutions and organizations can be chosen by librarians.
Second, the library management needs to encourage librarians to participate in education and training programs as well as provide scholarships for library staff.
Third, the library management needs to provide incentives for librarians who have high capabilities and skills in library science, so as to encourage others to educate themselves on library and information science.

b)Suggestions for Improving the Climate Work
First, it is advisable for the library staff to utilize already established communication forums between librarians as a vehicle to convey ideas, opinions, feedback and increased knowledge of librarianship.
Second, the management of public libraries is advised to maximize the care for facilities that possess and carry out a thorough evaluation to determine the need for work facilities, so that the library staff can work efficiently and effectively and provide excellent service to the users.
Third, the library management needs to formulate and implement clear terms for librarians with the aspirations of subordinates and consistent application so that these rules will be obeyed.

c)Suggestions for Improving Leadership Style
First, the leadership of the library needs to improve its competence by attending various educational and training programs that cover leadership and management competencies.
Second, leaders need to share information in regular meetings with librarians and listen to the aspirations of the problems encountered in the library management as well as matters related to leadership.
Third, librarians need to proactively provide input for the leadership in both the official forum and incidentally, especially regarding library management problems that would interfere with the quality of library services to users.


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