Pengaruh Performance Feedback Terhadap Kinerja Individu Pada Kondisi Negative Incentives

Suryani, Fanny (2019) Pengaruh Performance Feedback Terhadap Kinerja Individu Pada Kondisi Negative Incentives. Other thesis, UNIKA SOEGIJAPRANATA SEMARANG.

	Text (COVER) 15.G1.0246 FANNY SURYANI (6)..pdf COVER.pdf Download (974kB)
	Text (BAB I) 15.G1.0246 FANNY SURYANI (6)..pdf BAB I.pdf Download (139kB)
	Text (BAB II) 15.G1.0246 FANNY SURYANI (6)..pdf BAB II.pdf Restricted to Registered users only Download (392kB)
	Text (BAB III) 15.G1.0246 FANNY SURYANI (6)..pdf BAB III.pdf Download (285kB)
	Text (BAB IV) 15.G1.0246 FANNY SURYANI (6)..pdf BAB IV.pdf Download (988kB)
	Text (BAB V) 15.G1.0246 FANNY SURYANI (6)..pdf BAB V.pdf Download (142kB)
	Text (DAFTAR PUSTAKA) 15.G1.0246 FANNY SURYANI (6)..pdf DAPUS.pdf Download (353kB)
	Text (LAMPIRAN) 15.G1.0246 FANNY SURYANI (6)..pdf LAMP.pdf Download (767kB)

Abstract

This study was conducted because of the inconsistency of the results between two prior similar studies. Both studies, Hannan et al., (2008) and Lourenço et al., (2018), were investigating the effects of performance feedback on individual performance, the difference is,in Hannan et al., (2008) research, performance feedback is divided into 3 level (none, coarse, fine) and the result is performance feedback affects individual performance. Whereas in Lourenço et al., (2018) research, individuals are divided into 3 (low performers, medium performers, high performers) and the result is performance feedback only affects the low performers, while in the medium and high performers it has a negative effect. The inconsistency of the results of this study is what causes researcher to assume that there is a discrepancy between level of performance feedback given to each individual type. Hence, the purpose og this study is to find out which performance feedback is right for each individual type. Method used in this study is experimental method and data analysis techniques are using ANOVA. The results of this study acknowledge that low performers are more effective when receiving none performance feedback, medium performers are more effective when receiving fine performance feedback, and high performers are more effective when receiving coarse performance feedback, and the last, the exsistence of feedback-seeking behavior doesn’t affect the performance of low performers. Keywords: Performance Feedback, Individual Performance, Feedback-Seeking Behavior

Item Type:	Thesis (Other)
Subjects:	600 Technology (Applied sciences) > 650 Management > 658 Management > Performance Appraisal
Divisions:	Faculty of Economics and Business > Department of Accounting
Depositing User:	Mr Lucius Oentoeng
Date Deposited:	01 Jul 2019 08:27
Last Modified:	17 Nov 2020 07:59
URI:	http://repository.unika.ac.id/id/eprint/19321

Actions (login required)

View Item