Improve the work performance appraisal system

Oct 13, 2025 by magicalceylontours.com 137 views

The Effect of Job Performance and Empowerment Assessment on Employee Job Satisfaction at PT. Pertamina (Persero) Marketing Operation Region I Medan

Introduction

Employee performance appraisal and employee empowerment are two crucial factors that can significantly impact job satisfaction in a company. The assessment of work performance and empowerment can either boost or hinder employee motivation, leading to increased job satisfaction or dissatisfaction. This study aims to explore the influence of these two factors on employee job satisfaction at PT. Pertamina (Persero) Marketing Operation Region I Medan. By using causal research methods, this research analyzes the relationship between variables to understand how the appraisal of work performance (X1) and empowerment (X2) affect employee job satisfaction (Y).

Background of the Study

PT. Pertamina (Persero) Marketing Operation Region I Medan is a leading oil and gas company in Indonesia. The company's success relies heavily on the performance and satisfaction of its employees. However, the company faces challenges in maintaining high job satisfaction among its employees. The company's management recognizes the importance of employee performance appraisal and empowerment in achieving high job satisfaction. However, the effectiveness of these factors in improving job satisfaction is still unclear.

Methodology

This study uses causal research methods to analyze the relationship between work performance appraisal, empowerment, and job satisfaction. The research population consists of all employees of PT. Pertamina (Persero) Marketing Operation Region I Medan. Data collection methods are carried out through interviews and questionnaires designed to explore the opinions and experiences of employees related to the assessment of achievement and empowerment in the company. The data obtained was then analyzed using SPSS 18.0 software for Windows. The analysis method used includes descriptive and quantitative analysis, as well as multiple linear regression analysis to measure the effect of work performance and empowerment appraisal on employee job satisfaction.

Results

The results of this study show that the two independent variables, namely work performance and empowerment appraisal, simultaneously have a positive and significant influence on employee job satisfaction. However, if reviewed separately, work performance appraisal is proven to have a positive and significant influence on job satisfaction, while empowerment shows negative and insignificant influence. This finding shows that although empowerment is expected to increase job satisfaction, in the context of PT. Pertamina, this does not go as expected.

From the correlation coefficient analysis (R2), it can be seen that the level of relationship between work performance appraisal and empowerment of employee job satisfaction is quite close. This confirms the importance of evaluating good achievement in increasing job satisfaction, as well as the need for in-depth evaluation related to how empowerment is applied in the company.

Discussion

The results of this study have several implications for PT. Pertamina (Persero) Marketing Operation Region I Medan. Firstly, the company needs to focus on the fair and transparent work performance appraisal system. A good assessment not only increases employee motivation, but also has a positive impact on their performance and job satisfaction. On the other hand, empowerment must be applied effectively so that employees feel involved in the decision-making process and greater responsibility.

It also shows that empowerment factors require a more strategic approach. The company needs to ensure that employees really feel empowered and have sufficient access to participate in the work process. Without a sense of belonging and responsibility, empowerment may not have a positive impact as expected.

Conclusion

In conclusion, this study highlights the importance of work performance appraisal and empowerment in improving job satisfaction among employees of PT. Pertamina (Persero) Marketing Operation Region I Medan. The results of this study suggest that the company needs to integrate a good achievement assessment with a more effective empowerment program to increase overall job satisfaction. This step is expected not only to provide benefits for employees, but also has a positive impact on the productivity and performance of the company in the future.

Recommendations

Based on the findings of this study, the following recommendations are made:

Improve the work performance appraisal system: The company needs to develop a fair and transparent work performance appraisal system that evaluates employee performance accurately and provides feedback for improvement.
Implement effective empowerment: The company needs to implement effective empowerment programs that provide employees with a sense of belonging and responsibility, and allow them to participate in decision-making processes.
Provide training and development opportunities: The company needs to provide training and development opportunities for employees to enhance their skills and knowledge, and prepare them for future challenges.
Monitor and evaluate job satisfaction: The company needs to regularly monitor and evaluate job satisfaction among employees to identify areas for improvement and make necessary changes.

Limitations of the Study

This study has several limitations that need to be acknowledged. Firstly, the study only focuses on PT. Pertamina (Persero) Marketing Operation Region I Medan, and the findings may not be generalizable to other companies. Secondly, the study uses a causal research design, which may not capture the complexity of the relationships between variables. Finally, the study relies on self-reported data from employees, which may be subject to biases and limitations.

Future Research Directions

This study provides several avenues for future research. Firstly, the study highlights the importance of work performance appraisal and empowerment in improving job satisfaction, and future research can explore the effectiveness of these factors in other companies. Secondly, the study suggests that empowerment factors require a more strategic approach, and future research can investigate the best practices for implementing effective empowerment programs. Finally, the study highlights the need for regular monitoring and evaluation of job satisfaction, and future research can explore the most effective methods for measuring and improving job satisfaction.
Frequently Asked Questions (FAQs) about the Effect of Job Performance and Empowerment Assessment on Employee Job Satisfaction at PT. Pertamina (Persero) Marketing Operation Region I Medan

Q: What is the main objective of this study? A: The main objective of this study is to explore the influence of job performance appraisal and empowerment on employee job satisfaction at PT. Pertamina (Persero) Marketing Operation Region I Medan.

Q: What research methods were used in this study? A: This study used causal research methods, including interviews and questionnaires, to collect data from employees of PT. Pertamina (Persero) Marketing Operation Region I Medan.

Q: What were the findings of this study? A: The findings of this study show that job performance appraisal and empowerment have a positive and significant influence on employee job satisfaction. However, if reviewed separately, job performance appraisal is proven to have a positive and significant influence on job satisfaction, while empowerment shows negative and insignificant influence.

Q: What are the implications of this study for PT. Pertamina (Persero) Marketing Operation Region I Medan? A: The results of this study have several implications for PT. Pertamina (Persero) Marketing Operation Region I Medan. Firstly, the company needs to focus on the fair and transparent work performance appraisal system. Secondly, the company needs to implement effective empowerment programs that provide employees with a sense of belonging and responsibility.

Q: What are the limitations of this study? A: This study has several limitations that need to be acknowledged. Firstly, the study only focuses on PT. Pertamina (Persero) Marketing Operation Region I Medan, and the findings may not be generalizable to other companies. Secondly, the study uses a causal research design, which may not capture the complexity of the relationships between variables.

Q: What are the recommendations of this study for PT. Pertamina (Persero) Marketing Operation Region I Medan? A: Based on the findings of this study, the following recommendations are made:

Improve the work performance appraisal system: The company needs to develop a fair and transparent work performance appraisal system that evaluates employee performance accurately and provides feedback for improvement.
Implement effective empowerment: The company needs to implement effective empowerment programs that provide employees with a sense of belonging and responsibility, and allow them to participate in decision-making processes.
Provide training and development opportunities: The company needs to provide training and development opportunities for employees to enhance their skills and knowledge, and prepare them for future challenges.
Monitor and evaluate job satisfaction: The company needs to regularly monitor and evaluate job satisfaction among employees to identify areas for improvement and make necessary changes.

Q: What are the future research directions based on this study? A: This study provides several avenues for future research. Firstly, the study highlights the importance of work performance appraisal and empowerment in improving job satisfaction, and future research can explore the effectiveness of these factors in other companies. Secondly, the study suggests that empowerment factors require a more strategic approach, and future research can investigate the best practices for implementing effective empowerment programs.

Q: What are the practical implications of this study for HR managers and organizational leaders? A: The findings of this study have several practical implications for HR managers and organizational leaders. Firstly, they need to develop a fair and transparent work performance appraisal system that evaluates employee performance accurately and provides feedback for improvement. Secondly, they need to implement effective empowerment programs that provide employees with a sense of belonging and responsibility, and allow them to participate in decision-making processes.

Q: What are the theoretical implications of this study for organizational behavior and human resource management? A: The findings of this study have several theoretical implications for organizational behavior and human resource management. Firstly, they highlight the importance of work performance appraisal and empowerment in improving job satisfaction. Secondly, they suggest that empowerment factors require a more strategic approach, and future research can investigate the best practices for implementing effective empowerment programs.