The Relationship between needs, employee perception of performance appraisal, and employee performance :: A Study at employees of Long Distance division PT Telekomunikasi Indonesia, Tbk Bandung

WIENANTONO, Bambang Satya, Prof.Dr. Djamaludin Ancok, MA

2004 | Tesis | Magister Manajemen

Tujuan penelitian ini adalah untuk menganalisa minat-minat pegawai dan persepsi pegawai tentang penilaian prestasi. Secara operasional, studi ini akan menguji secara empiris hubungan antara minat-minat pegawai, persepsi pegawai tentang penilaian prestasi dan prestasi pegawai. Persepsi pegawai tentang penilaian prestasi diukur berdasarkan syarat sistem penilaian prestasi yang efektif. Syarat sistem penilaian prestasi yang efektif terdiri dari 20 item dalam 5 dimensi dengan menggunakan 5 skala nilai untuk menaksir relevansi, sensitivitas, reliabilitas, kemamputerimaan dan kepraktisan sistem penilaian prestasi. Minat-minat pegawai diukur berdasarkan teori minat yang terdiri dari 26 item dalam 3 dimensi dengan menggunakan 5 skala nilai untuk menaksir minat untuk pencapaian (Need for Achievement), minat untuk keanggotaan (Need for Affiliation), dan minat untuk kekuasaan (Need for Power). Kuesioner didistribusikan pada 150 responden di divisi Long Distance PT Telekomunikasi Indonesia, Tbk di Bandung. Seratus satu kuesioner dikembalikan dan diisi secara lengkap dalam waktu 3 hari. Analisa regresi linier mengungkapkan hubungan yang signifikan dan positif antara minat-minat pegawai, persepsi pegawai tentang penilaian prestasi dengan prestasi pegawai. Jadi, minat-minat pegawai dan penilaian prestasi akan mempengaruhi prestasi pegawai tergantung pada persepsi pegawai atas kriteria yang digunakan. Temuan ini mengggarisbawahi pentingnya perlakuan yang adil dalam penilaian prestasi untuk meningkatkan prestasi pegawai yang pada gilirannya akan meningkatkan prestasi perusahaan.

The objective of this research is to analize employee needs and employee perception of performance appraisal. Operationally, this study will empirically examine the relationship between needs, employee perception of performance appraisal and employee performance. Employee perception of performance appraisal was measured based on requirement of effective performance appraisal system. It consists of 20 items within five dimensions using 5 points rating scale assessing relevance, sensitivity, reliability, acceptability, and practicality of performance appraisal system. Employee need was measured based on need theory that consists of 26 items within three dimensions using 5 points rating scale assessing Need for Achievement, Need for Affiliation, and Need for Power. Questionnaires were distributed to 150 respondents in Long Distance Division of PT Telekomunikasi Indonesia in Bandung. One hundred and one of returned questionnaires were found completed within 3 days. Linear regression analysis revealed a significant and positive relationship between employee needs, employee perception of performance appraisal with employee performance. Thus, need and performance appraisal will influence employee performance depend on employee percetion toward criteria used. This finding highlighted the importance of equal treatment in performance appraisal in order to increase employee performance, in turn increase company performance.

Kata Kunci : Manajemen SUmberdaya Manusia,Penilaian Prestasi,Minat dan Persepsi Pegawai, minat, penilaian prestasi, prestasi pegawai, hubungan, need, performance appraisal, employee performance, relationship