Pengaruh performance appraisal, komunikasi internal organisasi dan motivasi kerja terhadap kinerja pegawai

Sektiaji, Sigit Herbowo (2021) Pengaruh performance appraisal, komunikasi internal organisasi dan motivasi kerja terhadap kinerja pegawai. Masters thesis, IPB University.

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Abstract

Bureaucratic reform encourages the quality of human resources, especially the performance of the State Civil Service (ASN) to be better and more competent. One of the ASN groups, namely Civil Servants (PNS), is expected to have a professional, accountable, transparent, and integrity performance. This has meaning in the creation of high-performing employees. This meaning can be fulfilled by identifying the factors that can influence it. Based on research that has been conducted on civil servants, it is revealed that employee performance can be influenced by three factors, including: (1) performance appraisal system, (2) internal organizational communication, and (3) work motivation. This study aims to determine the general description and influence of these three variables on the performance of employees in one of the government agencies, namely the National Archives of the Republic of Indonesia (ANRI). ANRI as one of the non-ministerial government agencies that has an important role in government administration, such as national archivists and archivist agencies. Therefore, employees with high levels of performance are needed. The purpose of this study was to analyze the effect of the performance appraisal system on employee performance in the ANRI environment, to analyze the influence of work motivation on employee performance in the ANRI environment, to analyze the influence of internal organizational communication on employee performance in the ANRI environment and to analyze the effect of total performance appraisal system, internal organizational communication, and work motivation on employee performance within ANRI. To achieve this goal, the authors examined three independent variables and two dependent variables. Performance appraisal system, work motivation, and organizational internal communication are independent variables in this study. Work motivation and employee performance are the dependent variables in this study. Work motivation is seen as an independent variable in its direct effect on performance. and seen as the dependent variable to determine the indirect effect of the variable performance appraisal system and the organization's internal communication on employee performance. This study wanted to determine the effect of total performance appraisal system, work motivation, and organizational internal communication on employee performance. The research approach used is quantitative and qualitative. The research sample was 108 respondents. The data analysis method was carried out descriptively, namely the analysis based on frequency and percentage, while the inductive analysis was carried out with SEM-PLS (Structural Equation Modeling- Partial Least Square) analysis, this was because the analysis carried out was multivariate with path analysis. The qualitative approach is carried out by structured interviews in order to find out more deeply the answers given by respondents. R-Square This study shows that the variable performance appraisal system, organizational internal communication, and work motivation are able to explain the employee performance variables significantly. In total, employee performance is affected byperformance appraisal system, work motivation, and internal organizational communication. These results prove that the research conducted is good enough. The SEM-PLS analysis results also show that work motivation has a dominant influence on employee performance. This research is expected to provide benefits to ANRI and the managerial implications that the author can provide, namely in an effort to improve performance in the ANRI environment. The managerial implication is a participatory decision-making process carried out by an organization on how to increase productivity through increasing the capacity, quality, efficiency and effectiveness of its resources. This evaluation activity is an important activity in the managerial implication process to minimize the failure rate experienced by an organization. The performance appraisal system has a very important role, including to see the performance of employees. Every employee has different behavior and thoughts, which causes differences in the resulting performance. ANRI requires a good planning, organization, direction, and supervision of the work results of each employee. An employee who has a good performance needs to be rewarded for what he gets. Conversely, employees who have poor evaluation results will receive organizational sanctions such as demotion or dismissal. Performance management within ANRI is regulated in ANRI Head Regulation No. 3 of 2018 concerning Guidelines for Assessing the Work Performance of Civil Servants in the ANRI Environment. Employee knowledge of the performance appraisal mechanism needs to be carried out by both the appraiser and the employee being assessed Socialization of the correct performance appraisal process needs to be done so as not to cause bias and subjectivity in the employee performance appraisal process. So that the results of the performance appraisal carried out can describe the actual work results of the employees. This shows that organizations need to carry out intensive interactions that involve all employees, namely not only employees of fellow work units but employees of different units.

Item Type: Thesis (Masters)
Uncontrolled Keywords: ANRI, kinerja pegawai, komunikasi internal organisasi, motivasi kerja, performance appraisal system, SEM-PLS, Structural Equation Modelling- Partial Least Square ANRI, employee performance, organizational internal communication, performance appraisal system, work motivation
Subjects: Manajemen Sumber Daya Manusia
Depositing User: SB-IPB Library
Date Deposited: 12 Mar 2022 03:37
Last Modified: 12 Mar 2022 03:37
URI: http://repository.sb.ipb.ac.id/id/eprint/3814

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