| dc.description.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. | en_US |
