Pengaruh keadilan organisasi dalam penilaian kinerja terhadap kepuasan penilaian dan kinerja karyawan di ptpn perkebunan nusantara v pekanbaru

Performance appraisal is an important aspect in company HR management for measuring employee performance based on established performance standards. Since 2012, management of PTPN V implemented a competency-based performance appraisal system (CBPM) which replaced the DP2K performance appraisal system. One indicator of the effectiveness of the performance appraisal system is the employee acceptance to the system because employees feel fairness in performance appraisal and employees feel satisfied with the performance appraisal. This study aims to analyze organizational justice in performance appraisal and its influence on satisfaction toward performance appraisals and employee performance at PTPN V Pekanbaru. This study is a causal descriptive approach with survey’s strategies. Data collection used an online questionnaire for managerial employees with 196 respondents from all job positions in PTPN V. The sampling technique used was purposive sampling. Data analysis used is descriptive and inferential statistical analysis. Descriptive analysis is carried out by analyzing mean values, analysis of range criteria, analysis of different test of mean and crosstab analysis. Inferential statistics for testing the research hypotheses used are multivariate statistics, namely the analysis of structural equation modeling (SEM) with the Partial Least Square (PLS) approach using SmartPLS version 3.2.7. The results of the study showed that organizational justice in the performance appraisal at PTPN V had run well and the employees expressed satisfaction with the performance appraisal. SEM analysis shows that organizational justice in performance appraisal has a significant effect on satisfaction toward performance appraisal with a loading factor of 0.854. Organizational justice in performance assessment has a significant direct effect on employee performance with a loading factor of 0.392. The satisfaction toward performance appraisal does not influence to employee’s performance, so it’s does not mediate the indirect effect of organizational justice on performance appraissal to the employee’s performance. This can be interpreted that organizational justice is very important in the implementation of performance appraisal because it has a contribution to increase employee satisfaction and performance