The Effect of Performance Appraisal on Work Motivation of Employees at the Department of Public Works and Spatial Planning of North Sumatra Province
Keywords:
Performance Appraisal, Work Motivation, Public Sector, Employee EngagementAbstract
This study aims to examine the effect of performance appraisal on employee work motivation at the Department of Public Works and Spatial Planning of North Sumatra Province. A quantitative approach was employed, involving a total population of 70 employees, all of whom were included as respondents using a census (total sampling) technique. Data were analyzed using descriptive statistics, validity and reliability testing, and simple linear regression analysis with SPSS version 25. The descriptive results indicated that performance appraisal (M = 4.68, SD = 0.48) and work motivation (M = 4.81, SD = 0.45) were perceived at high levels, reflecting structured evaluation practices and strong motivational outcomes among employees. Regression analysis demonstrated that performance appraisal has a significant positive effect on work motivation, with a regression coefficient of 1.217, a standardized Beta of 0.762, and a t-value of 9.842 (p < 0.05). The coefficient of determination (R² = 0.580, Adjusted R² = 0.695) indicates that 58% of the variance in work motivation is explained by performance appraisal, while the remaining 42% is influenced by other factors not examined in this study. These findings suggest that employees who perceive performance appraisal as fair, constructive, and transparent exhibit higher levels of motivation. The study highlights performance appraisal as a dominant predictor of work motivation in public sector organizations, emphasizing the importance of systematic evaluation practices to enhance employee engagement, satisfaction, and organizational effectiveness in government institutions.
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