OPERATIONAL DEFENITION

Arrangged by :

ARRANGED BY:

GROUP 2Adi Tri Paldi Sinambela (4123312001)

Aida Syahfitri (4123111004)

Aisyah (4123312002)

BILINGUAL MATHEMATICS EDUCATION 2012STATE UNIVERSITY OF MEDAN

2015

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PREFACE

Praise and gratitude writer prayed the presence of Almighty God over abundance of His

mercy and grace to the author, so We can finish the paper Mathematics Education Research

Methodology "Operational Defenition" This smoothly. This paper is written from the

preparation of secondary data obtained from the author of the guide book and related media

sources online. forgotten authors thank Mathematics Education Research Methodology

course lecturers for their guidance and direction in the writing of this paper. Also to

colleagues who have supported the students so as to completion of this paper. The author

hopes that, by reading this paper can benefit us all, in that it can add to our knowledge of the

Operational Defenition. Indeed, this paper is still far from perfect, the authors expect

criticism and suggestions from readers for the improvement towards a better direction.

Medan, March 19th 2015

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Operational Definitions

The operational definition is a definition that is given to a variable or construct by

providing meaning, or specifying activities, or provide an operations needed to measure the

construct or variable.

Operational definitions can be made in the form of operational definitions measured

(measured), or experimental operational definition. Measured operational definition gives an

overview of how the measured variable or construct. Suppose we have a construct that

ability. For example, given the definition of ability as a test of the ability of a standard, such

as standardized test archievent. or, the ability is based on the ability to test the value of the

final exam. definition of the capabilities in this way is a definition that can be measured.

 Experimental definition is to define variable with descriptions of experiments

conducted on the variable or construct. For example, the definition given to frustration.

Definitions for frustration illustrated by the behavior of a child who was put in a room that is

surrounded by a lot of poppy and other toys. The toys can not be achieved by the child,

because the toys are put in place high. The child can see the toys but can not touch him.

From captions description above, it can be concluded three patterns in providing

operational definition to a construct or variable. The third pattern is:

a. Definitions are prepared on the basis of other activities going on that should be done

or not done to obtain a construct that is defined.

b. The definition which is based on how nature and the operational way things are

defined.

c. Definitions are prepared on the basis of how it is defined it appears.

Definition of the construct according to the first pattern, ie the definition made by

other activities that occur, or activities undertaken to obtain a construct that is defined, can be

explained by the following example:

Satiety is a situation that arises in the individual after he was given enough to eat at

intervals for 4 hours.

Salt is a substance formed from a combination of potassium and chlorine.

Frustration is a matter arising from the failure of the very thing he wanted though, it

has almost been reached.

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Examples of operational definition of the second pattern, namely the definition of

which is based on the nature or terms defined how it works is as follows:

Stupid is someone who is good in low ability to solve problems, or in using language

and numbers.

Hunger is people who ate less than one minute after the eat, the food was served and

spend within 5 minutes.

Lush is a mother who gave birth to a child not less than 4 in 5 years.

Examples of operational definition of a variable or construct a third pattern, namely

the definition made above the defined as how it seems or raised are as follows:

Extraversion is the tendency of a person who prefers to be in a group than` alone.

Achievement of competence in numeracy is add, subtract, multiply, divide, take a

root, use fractions and decimals.

Students who are smart are those who have the ability to answer questions - questions

well and can stand alone in solving the problem.

The price of grain is the average price of low quality grain in the rural level Java.

After researchers provide operational definitions to variable or construct are selected

and used in the study, the researchers can provide a way to measure a that variable with the

way of looking at the dimensions (indicator) of a concept / variable. Dimension (indicator)

can be: behavioral, aspects, or properties / characteristics.

Thus, the operational definition should not have a different meaning to the conceptual

definition. Therefore, before preparing an operational definition, the researcher must make a

conceptual definition of variables in advance. Thus, the operational definition does not mean

the definition / understanding / meaning as seen in the theory in textbooks, but more

emphasis on the things that can be used as a measure / indicator of a variable, and measure /

indicator is not abstract, but easily measured.

A. Determining Indicators

The operational definition is not a theoretical definition, but the definition contains

the size of a variable. An easy way to understand the indicator is in the operational definitions

as follows:

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1. Item indicator must be something that can be easily measured, easily assessed, easily

observed, and not abstract, not cause doubt to others.

2. Indicator need to refer to the theory:

a. Should refer to the theory when compiling indicators, especially for novice

researchers. Additionally, with reference to the theory will be easier to construct

a variable indicator items that do not measure other things outside the

predetermined variables.

b. Perhaps in theory be read, no set word "indicator". for that we have to think in

reading, usually in a sentence, there are ideas that can be taken to be arranged

into indicator.

c. Read from a variety of books / journals different, then unite indicator obtained.

d. Indicator is in the operational definition must be assessed in the study of the

theory section, because the actual indicators in the operational definition of

principal idea inspired by the theory. it's just that, if the study of the theory

section there are many things that can be used as an indicator, the operational

definition is an indicator that has been selected relevant or suited to the

conditions in the study area (the unit of analysis).

e. Indicator can be used as raw material for preparing the research instrument, such

as preparing a questionnaire, a list of interview, observation or search the list of

documents.

3. Indicator can be: characteristics, aspects, or properties / characteristics of the variable.

Sometimes people equate the factor, or even the impact / consequences. See the

difference between indicators, factors, and impact. See figure 7.

Thus, it is an indicator of job satisfaction are: feeling of being treated fairly, accept

responsibility, and working conditions. Instead of salary, promotion, and work, as this

is a factor that affects a person satisfied or not. Nor creativity increases, job

involvement, and the loyality of employee because those are the impact of job

satisfaction.

4. Create an auxiliary word like table below, so that when preparing

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Job Satisfaction

"Factor"

which influence

Employee

satisfaction

"Indicators"

employees satisfied

or not

"Impact"

Of job satisfaction

employee

• Salary

• Promotion

• work

Feelings are treated -

Fair.

Accepting

responsibility

answer

Working conditions

Creativity

increased

Involvement of

work.

Loyalty

employees

Figure 7.1 Job Satisfaction Indicators

Indicator is not to be confused with or impact factor. Enter the variable to the dots.

The Helping Words Examples

Criteria for good measure the

badness................................. is

The criteria for measuring good /

bad salary in the company policy

is ..................

The criteria for measuring the level

.......................... is

Criteria for measuring high / low

employee motivation in the

company is ...................

The criteria for measuring the

effectiveness of ...................... is

The criteria for measuring the

effectiveness of leadership style

is .........................

5. The indicator variable should not be taken from another variable indicator, since it is

impossible define an indicator variable that is actually an indicator of other variables.

See the example following differences.

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Indicators of Beauty Explanation

• Clean Skin

• Hip slim

• thin lips

True, being able to easily measure

"Beauty" of one's physical

• friendly

• Like to help

• Flexible

False, because it is suitable if the indicator

being measured is the "personality" of a

person.

Note that all traits - traits easily measured previously, for example by observing the

behavior of people who work in the office, interviewing colleagues or superiors, or

provide questionnaires / questionnaire to assess themselves. Things - things that should be

mentioned is the operational definition of a clear definition of the variable, which is in the

definition has no indicators / criteria / size that could serve as guidelines for measuring or

assessing the variables.

Without indicator, then something is not defined operational definition, but just a general

definition of variables.

Conceptual Definition of Work Engagement

Job involvement The degree to the which a person a Identifies psychologically with his

or here work and the importance of work to one's self-image (Brown, 1996), which is

where an employee is said to be involved in the work if the employee is unable to

identify themselves psychologically with their job, and considers important for her

performance, in addition to the organization

Work Engagement Indicators

(The first: job involvement is occur when the possession of certain needs, values,

personal characteristics or individuals to more or less Became Involved in Reviews their

jobs) work engagement will be formed due to the desire of workers to be a particular

need, value or specific characteristics obtained from work that will make the workers

more involved or not involved in the job instead. (The second: job involvement as a

response to specific works characteristics situation. In other words on certain types of

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jobs or characteristics of the work Situations infulence the degree to an individual

roomates becomed Involved in his jobs) job involvement was raised in response to a

employment or certain situations in the workplace.

Operational Definition of Work Engagement

Work engagement is the assessment of the behavior of employees in identifying

themselves psychologically with his work, and considers important for her performance,

in addition to the organization, with this indicator in response to the value of work and

work with a score of measurement; 1 = strongly disagree, 2 = disagree, 3 = regular, 4 =

agree, 5 = strongly agree (favorable) and 5 = strongly disagree, 4 = agree, 3 = normal, 2

= agree, 1 = strongly agree (unfavorable ).

Lattices Instruments Work Engagement

No. Indicators Items

1. The value of the work 1,2

2. Response to the job 3,4

B. Research Instruments

Variable measuring instruments (hereinafter referred to as the instrument) is usually

used in a variety of research designs, except in the event study, content analysis, and

sociometry. In the event study, content analysis, and sociometry have variable size also

serves as an instrument.

The instrument can be broadly divided into test and scale. (Kerlinger, 1973). Test is a

systematic procedure of testing of individuals by providing stimuli separangkat design and

administration some sets of number or numbers of the responses to stimuli arising from

such. Test mostly used to design experiments or experiments resemble. Sample tests are

projective tests, intelligence tests, aptitude tests, and achievement test.

Variable measuring instrument if understood in terms of the variables is the process of

connecting concepts / constructs with empirical facts (reality). From the facts, taking the

measurements of variables is giving numbers or symbols on empirical events according to

defined rules. This is intended primarily to test rank order of testable hypotheses

(supported or not supported) with empirical facts.

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Example 1: Measurement of Variables and Gender

Respondents Rules of granting "P" if

Men and "W" if the woman

Symbols

1.

2.

3.

4.

Measurement of variables is more useful for abstract variables such as attitude,

motivation, performance, and information asymmetry. For variables such measurements are

not made directly to the variable, but rather indirectly through observable indicators. This

indicator is considered a "fact or reality".

Example 2: Measurement of Variables

Respondents Grading Rules

Give '5' if strongly agree (SA)

Give '4' if agreed (A)

Give '3' if not argue (NA)

Give '2' if you do not agree (DA)

Give '1' if strongly disagree (SDA)

Value

1.

2.

3.

9

4

3

2

5

4.

Data is one component of the study, meaning that no data is there will be no research.

The data in the study should be valid or true because if it is invalid, it will generate the

information and erroneous conclusions or wrong. Therefore, the necessary data retrieval

techniques correctly. Several techniques can be used to collect the data, among others, the

preparation of the instrument.

Requirements preparation of instruments:

1. Validity refers to the suitability of the measuring instrument to measure the target

to be measured.

2. Consistency reliability accuracy refers to the presence of the measuring results.

Research Instrument

No. Statements

Respondents’ Answers

SA A NA DA SDA

1. For me, the work has more meaning

than just money.

2. I will keep working even though not

needing money.

3. I really enjoy my job.

4. I will work overtime to finish the job,

although I do not get paid.

Item 1 and 3 positive statements, while points 2 and 4 negative statement.

1. Job satisfaction

No. Statements

Respondents’ Answers

SA A NA DA SDA

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1. Salary / wage I received was in

accordance with my current job.

2. Salary is not the one - the only factor

that makes people become satisfied.

3. I really - really enjoy my work.

4. Giving gifts to those who excel no use.

5. Treatment boss who often provide

guidance, direction and dialogue in

carrying out the work, makes me feel

appreciated.

6. My boss understands and understands

the difficulties that occur in the

workplace.

7. Payroll system in my company was

satisfactory and fair.

8. A condition of my work space is very

nice and comfortable.

9. No point in holding events - events that

strengthen fellow.

10. One of the reasons I keep working at

this company because of the established

good working atmosphere and family.

11. I love the work given my boss.

12. Opportunities riding position is not

important to my well-being.

2. Motivations

No. Statements

Respondents’ Answer

SA A NA DA SDA

1. I feel proud to work at the company.

2. I am proud to be able to complete the

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task difficult company.

3. I am not proud to be able to do a better

job than my colleagues.

4. I feel my work is currently in

compliance with my ideals.

5. I am not obliged to achieve

organizational goals.

6. I want to reach the peak of his career in

the field of employment.

7. I am happy because the current job as

an employee in accordance with my

education and skills.

8. I am obliged to go to work as an

employee until it reaches the top job.

9. I have no ambition to be employees

who excel.

10. I want to have a good image as an

employee who is able to perform the

duties and responsibilities.

11. The Company seeks to encourage

employees to achieve high performance.

12. The Company does not define career

paths and promotion are clear to

potential employees.

3. Organizational culture.

No. Statements

Respondents’ Answers

SA A NA DA SDA

1. Organization to produce something

that the people need.

2. Our organization encourages us to

help solve the problems of society

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and the environment in which we

work.

3. Our organization pay attention to the

surrounding environment.

4. Organization dominates all existing

activities in the workplace.

5. I sort - out of a job which needs to be

prioritized in order to be finished

entirely.

6. I always use the work in accordance

with the uniform.

7. I submit a report with what it is in

the leadership.

8. I am satisfied with the performance

appraisal system that exists today.

9. I expressed my pleasure if there is a

co-worker who gets happiness.

10. I always fill the list of attendees each

entry to and from work.

11. Organization encourages us to fill the

time with activities that bring

benefits.

12. In dealing with the public I noticed

the time.

REFERENCES

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http://tu.laporanpenelitian.com/2014/10/19.html

https://ureechan.wordpress.com/2011/07/14/variabel-penelitian-definisi-operasional-dan-

skala-data/

http://www.mushlihin.com/2013/11/penelitian/memahami-definisi-operasional-dalam-

penelitian.php

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