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p-Index From 2020 - 2025
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All Journal International Journal of Management, Economic and Accounting
Debby Nur Malawati
Unknown Affiliation
Economics, Econometrics & Finance

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The Effect Of Performance Evaluation On Employee Performance At The Investment Office, Dairi Regency One-Stop Integrated Service For Manpower Debby Nur Malawati; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.397

Abstract

The purpose of this study was to determine and analyze the effect of Performance Evaluation on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This study employed a quantitative associative causal approach. The sample consisted of all civil servant employees, totaling 39 individuals, selected using purposive sampling. The results showed that Performance Evaluation had a positive and significant effect on Employee Performance. This was indicated by a t-value of 44.054, which was greater than the t-table value of 1.66412, with a significance value of 0.000, which is less than 0.05. The regression coefficient showed that for every 1-unit increase in Performance Evaluation, Employee Performance would increase by 0.957 units, assuming other variables remained constant. Additionally, the determination test results showed an Adjusted R Square value of 0.950 or 95.00%, indicating that Performance Evaluation had a very high impact on Employee Performance, while the remaining 5.00% was influenced by other factors not examined in this study. Therefore, it can be concluded that, partially, Performance Evaluation had a positive and significant effect on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This finding identifies that improvements in Performance Evaluation can contribute to enhancing Employee Performance.
The Effect Of Performance And Competency Evaluation On Employee Performance Through Service Quality At The Investment Office, Dairi Regency One-Stop Integrated Employment Service Debby Nur Malawati; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Employee performance is influenced by various factors, including Performance Evaluation provided by the organization. Effective supervision and proper Competence can increase Job Satisfaction, which further contributes to improved performance. This study aims to identify the influence of Performance Evaluation on Employee Performance by considering the role of Job Satisfaction as an intervening variable in the Investment Office, Dairi Regency One-Stop Integrated Employment Service. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Performance Evaluation had a positive and significant influence on Job Satisfaction, with T-Statistic values of 4.718 and 4.838, respectively, and a P-Value of 0.000. Job Satisfaction is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Job Satisfaction as a performance driving factor. The analysis of indirect influence shows that Performance Evaluation significantly affects Employee Performance through Job Satisfaction, with an influence coefficient of 0.384. These findings indicate that an increase in Performance Evaluation will be more effective in encouraging Employee Performance when facilitated by high Job Satisfaction. Advice is provided to institutions to improve access to technology and training, as well as evaluate existing Performance Evaluation strategies. Researchers are further encouraged to explore other intervening variables, such as organizational culture and psychological capital, in the context of performance improvement.
Co-Authors Kiki Farida Ferine