Negative affectivy, dokumentasi, dan visibility sebagai prediktor tendensi menginflasi penilaian kinerja bawahan

Wuring, Stephanus (Adv. Dr. Bambang Riyanto LS., MBA), Dr. Bambang Riyanto LS., MBA

2013 | Tesis | S2 Economics

Tujuan penelitian ini adalah menguji pengaruh negative affectivity supervisor terhadap tendensi menginflasi penilaian kinerja bawahan. Penelitian ini juga menguji moderating effict dari dokumentasi dan visibility terhadap hubungan antara negative affectivity dan tendensi menginflasi penilaian kinerja bawahan.

Sampel penelitian adalah para manajer (supervisor) pada tiga badan usaha milik negara (BUMN) yang berlokasi di Makassar. Dari 300 kuesioner yang disebar, sebanyak 130 kuesioner yang kembali (response rate 43 %), dan kuesioner yang layak digunakan s,ebanyak 108. Sebanyak 22 kuesioner tidak bisa digunakan karena pengisian yang tidak lengkap. Data dikumpulkan dengan menggunakan 6 item pertanyaan untuk tendensi menginflasi penilaian kinerja, 3 item untuk dokumentasi, 4 item untuk visibility,dan untuk negative affectivity sebanyak 11 item PANAS-NA scale.

Dihipotesiskan bahwa negative affectivity mempunyai pengaruh yang signifikan terhadap tendensi menginflasi penilaian kinerja. Dihipotesiskan juga bahwa dokumentasi dan visibility secara signifikan memoderasi hubungan antara negative affictivity dan tendensi menginflasi penilaian kinerja.

Hasil analisis regresi menunjukkan bahwa negative affictivity tidak memiliki pengaruh yang signifikan terhadap tendensi menginflasi penilaian kinerja bawahan. Dokumentasi dan visibility juga tidak memiliki pengaruh yang signifikan terhadap hubungan antara negative affectivity dan tendensi menginflasi penilaian kinerja. Tidak satu pun hipotesis yang didukung dalam penelitian ini memerlukan penelitian lebih lanjut pada setting yang berbeda.

This study examined the effect of manager or supervisor negative affectivity on the tendency to inflate performance appraisal ratings of subordinates, and to investigate whether documentation and visibility could significantly moderate the relationship between negative affectivity and tendency to inflate performance appraisal ratings.

The data obtained from managers (supervisors) of the three State-Owned Corporations (BUMN) in Makassar. Of the 300 questionnaires were distributed, 130 questionnaires (43 %) were returned to the researcher. Twenty two of these were excluded from the data analyses because of missing values, leaving a sample of 108. Respondents completed the following self-report measures. Tendency to deliberately inflate performance ratings was assessed with a-6 item measure. Documentation of ratee work behavior and visibility of ratings were assessed with a-3 and 4 items measures respectively. Finaly, negative affectivity was assessed by the II-item PANAS-NA scale.

It was hypothesized that supervisors' tendency to deliberately inflate performance ratings of subordinates would be affected significantly by supervisor negative affectivity. 1t was also hypothesized that documentation and visibility would significantly moderated the relationship between supervisor negative affectivity and tendency to deliberately inflate performance ratings of subordinates.

Regression analyses results indicated that supervisor negative affectivity had no significant effect on tendency to deliberately inflate performance ratings of subordinates. Moreover, the results also not supported the predicted moderating effects of documentation and visibility. The results warrant future research

Kata Kunci : Penilaian kinerja, tendensi menginflasi penilaian kinerja, negative affectivity, dokumentasi, dan visibility