KEADILAN DISTRIBUTIF DAN KEADILAN PROSEDURAL SEBAGAI DETERMINAN KEPUASAN PADA PENILAIAN KINERJA DAN KOMITMEN ORGANISASIONAL
FAHRUDIN JS PARDEDE (adv. Drs. GUGUP KISMONO, MBA), Drs. GUGUP KISMONO, MBA
Sebagaimana yang telah dikemukakan oleh Keeping dan Levy (2000), evaluasi keefektifan penilaian kinerja didasarkan pada dua aspek penting, yaitu peringkat yang dihasilkan oleh proses-proses penilaian itu sendiri dan reaksi-reaksi karyawan. Penelitian ini dilakukan untuk menginvestigasi konstruk-konstruk yang terkait dengan reaksi karyawan dalam penilaian kinerja, yaitu keadilan distributif, keadilan prosedural, kepuasan pada penilaian kinerja, dan komitmen organisasional. Seratus-tiga responden yang bekerja sebagai karyawan-karyawan tingkat manajerial pada 40 perusahaan pelayanan keuangan yang berkedudukan di propinsi DI Yogyakarta, melengkapi 37 item pertanyaan kuesioner. Seperti yang telah diperkirakan sebelumnya, basil mengindikasikan bahwa keadilan distributif merupakan determinan penting bagi kepuasan pada penilaian, komitmen afektif (AOC), dan komitmen normatif (NOC). Sedangkan keadilan prosedural merupakan determinan bagi kepuasan pada penilaian, komitmen kontinuan (COC), dan komitmen normatif (NOC). Hasil juga menunjukkan bahwa keadilan prosedural memiliki pengaruh yang lebih kuat terhadap kepuasan pada penilaian kinerja, komitmen kontinuan (COC), dan komitmen normatif (NOC) dibandingkan pengaruh keadilan distributif. Hasil-hasil penelitian juga dibahas guna memberikan masukan bagi para peneliti dan praktisi yang tertarik untuk meningkatkan keefektifan penilaian kinerja.
As noted by Keeping and Levy (2000), the effectiveness evaluation of the performance appraisal, lies heavily on both the rating, which is produced by the performance appraisal processes and the reactions of the employees. Current study was conducted for investigating the constructs due to the employee reactions, including distributive justice, procedural justice, satisfaction with performance appraisal and organizational commitment. One-hundred-and-three respondents, who are the managerial level employees from 40 financial services firms, located in the DI Yogyakarta province, completed 37 items self-report measures. As expected, results indicated that the perception of distributive justice is an important determinant of satisfaction with performance appraisal, affective organizational commitment (AOC), and normative organizational commitment (NOC). While procedural justice is a determinant of satisfaction with performance appraisal, continuance organizational commitment (COC), and normative organizational commitment (NOC). Furthermore, results show that the procedural justice has a stronger effect on the satisfaction with performance appraisal, continuance organizational commitment (COC), and normative organizational commitment (NOC) than distributive justice. Results are discussed as they relate to researchers and practitioners who are becoming interested in finding ways to develop effectiveness of the performance appraisal.
Kata Kunci : komitmen organisasional, penilaian kinerja, kepuasan, keadilan distributif
