EFEK HALO DALAM BIAS PENILAIAN KINERJA SUBJEKTIF

Numerous studies reveal that the performance evaluation is done by using more than one measurement of the performance evaluation, that is objective performance evaluation and the subjective performance evaluation. However, using more than one measurement of performance evaluation is potentially bias caused by the halo effect. This study aimed to examine the effect of the objective measure on the performance evaluation and level of controllability on subjective performance evaluation and prove empirically the halo effect phenomenon which is present in the evaluation process when evaluators are faced with two or more different measurement dimensions. This study used a 2x2 factorial web based experiment involving 62 undergraduate students of Indonesian Islamic University and 77 sales supervisor and manager in the Telecommunications industry. The results of this study prove that the subjective performance evaluation manager is directly influence by objective measurement based on sales performance. Subjective evaluation of performance evaluator will be high when the objective performance information managers showed a high score and vice versa. The level of controllability affects undergraduate students in conducting subjective performance appraisal rating. This evidence suggests that the two subjects of this research using their discretion in conducting the performance appraisal rating. Halo effect shown high correlation with the use of two different dimensions of performance measurement in the performance evaluation