Analisis Kinerja Aparatur Sipil Negara Pemerintah Kota Medan Berdasarkan Sistem Penilaian Kinerja Umpan Balik 360 Derajat

Abstract

This study raises issues, namely: The average budget performance achievement of the Medan City Government starting in 2018, 2019 and 2020 is categorized as less than optimal; Implementation of the performance appraisal of Civil Servants in the Medan City Government is still being assessed from superiors to subordinates; Performance appraisal has not fully demonstrated a fair performance appraisal; The low innovative work behavior of Civil Servants; and the low aspect of affective commitment to the Medan City Government Civil Servants. The purpose of this study is to build a model of individual performance of the State Civil Apparatus by analyzing the influence between the variables of the 360 Degree Feedback Performance Assessment System on Individual Performance mediated by Organizational Commitment and Innovative Work Behavior. The population of this study was 5,580 State Civil Apparatus at the Medan City Government. The number of samples is 374 people spread over 57 Regional Apparatus Organizations. Sampling using Proportionate Stratified Random Sampling. Based on the background of the problem, 22 hypotheses were formulated. The results of this study are: (1) 360 degree feedback performance appraisal system has a positive and insignificant effect on individual performance. (2) Organizational commitment has a positive and insignificant effect on individual performance. (3) 360 degree feedback performance appraisal system has a positive and insignificant effect on individual performance through organizational commitment. (4) The fairness of performance appraisal has a positive and insignificant effect on individual performance through organizational commitment. (5) 360 degree feedback performance appraisal system has a positive and insignificant effect on innovative work behavior through performance appraisal fairness and organizational commitment. (6) The fairness of performance appraisal has a positive and insignificant effect on individual performance through organizational commitment and innovative work behavior. (7) 360 degree feedback performance appraisal system has a positive and insignificant effect on individual performance through performance appraisal fairness, organizational commitment, and innovative work behavior. (8) 360 degree feedback performance appraisal system has an effect on innovative performance behavior, organizational commitment, and fairness of performance appraisal. (9) Organizational commitment has an effect on innovative performance behavior. (10) Fairness of performance appraisal affects individual performance and organizational commitment. (11) Innovative performance behavior affects individual performance. (12) 360 degree feedback performance appraisal system, effect on individual performance mediated by fairness of performance appraisal, effect on individual performance mediated by innovative performance behavior, effect on innovative performance behavior mediated by organizational commitment, and effect on organizational commitment mediated by fairness appraisal performance. (13) Fairness of performance appraisal has an effect on innovative performance behavior mediated by organizational commitment. (14) Organizational commitment affects individual performance mediated by innovative performance behavior. (15) 360 degree feedback performance appraisal system affects individual performance through performance appraisal fairness, organizational commitment, and innovative performance behavior.