The Effect of Facilities, Assessment, Feedback, Employees
Involvement toward Employees Performance
Al Fadjar Ansory and Yogi Yunanto
Fakultas Ekonomi, Universitas Kadiri, Indonesia
Keywords: Facilities, assessment, feedback, employees' involvement, employees' performance.
Abstract: The aims of this research are to test and prove empirically: (1) the influence of facilities toward assessment.
(2) The influence of facilities toward employee involvement. (3) The involvement of facilities toward
feedback. (4) The influence of assessment toward employees involvement (5) The influence of feedback
toward employees involvement (6) The influence of employees involvement toward employees performance.
Theoritically, the result of this research is hoped to enrich and complete the references in human resources
management, so it will be useful for academician and practitioners. Population in this research are the
employees who work in PT Surya Pamenang Tbk - Kediri - East Java. The sampling taken by using stratified
proportional random technique got 150 respondents. Data analysis used in this research is SEM (Structural
Equation Modelling). The results of this research show that (1) The involvement of facilities has significant
influence toward assessment. (2) The involvement of facilities does not have significant influence toward
employees involvement (3) The involvement of facilities has significant influence toward assessment. (4) The
assessment of employees' involvement has significant influence toward employees' involvement. (5) Feedack
has significant influence toward employees' involvement. (6) The involvement of employees has significant
influence toward employees' performance.
1 INTRODUCTION
To response free trade which was started by Asean
Economy Community in 2015, and other free trade
systems, it made many companies in Indonesia must
prepare to compete with many companies from other
countries. Therefore, it is needed qualified human
resources in order to improve the performance of
employees. Human resources management which
deal with the relation between the employer and
employee, performance agreement, involvement of
facilities, assessment and feedback. All of these
factors cannot be separated with the involvement of
employeeS to increase employees' performance.
Macey et al, (2009) stated that the more maximal
result is important step in performance management
process. Cardy (2004) said that performance
management is critical aspect of effective
organization. One of variables which has increased
attention as main determination of performance is
employees' involvement.
2 THEORY BASE
2.1 Involvement Facility
The next step is involvement facility with the main
focus in identification and supplying of employees
with human resources they need to be involved. As
shown before, the involvement of human resources
which enable employees to have significance, safe,
and availability. The main activity in this step
includes work design, training and social support,
leadership (Gruman & Saks, 2011).
2.1.1 Work Design
It is inherent in performance concept that employees
must do tasks deal with their jobs. Effective
performance involves the employees to have idea and
to take further step (Buchner, 2007, Giles &
Mossholder, 1990). The effective cooperation
management also involves employees to have opinion
of their working design, the roles and tasks that they
do.
Ansory, A. and Yunanto, Y.
The Effect of Facilities, Assessment, Feedback, Employees Involvement toward Employees Performance.
In Proceedings of the Annual Conference on Social Sciences and Humanities (ANCOSH 2018) - Revitalization of Local Wisdom in Global and Competitive Era, pages 475-479
ISBN: 978-989-758-343-8
Copyright © 2018 by SCITEPRESS – Science and Technology Publications, Lda. All rights reserved
475

2.1.2 Training and Social Support
To push involvement, training should be continuous
process and it is not limited about performance
evaluation in every three months or yearly. Murphy
and DeNisi (2008) stated that most of the
management interventionis performance whis is
designed to motivate employees to perform better.
However, the performance problem is less do
motivation than ability. In this case, training can be
solution. Schaufeli and Salanova (2007) suggested
that one of keys to maintain employees involvement
enable them to develop their career.
2.1.3 Leadership
The leader is a very important element to reach the
success of performance management. Quality of the
leader and employees relation has been proven that it
relates with satisfaction of employees with their
performances, appraisal and motivation to increase
performance (Elicker, et al, 2006). The leaders also
have important roles to push employees involvement.
2.1.4 Trainning
Murphy and DeNisi (2008) stated that most of
intervention of performance management which is
designed to motivate the employees to perform better.
However, sometimes performance problem less
relates with motivation than ability. In case such as
training, it can be as solution. Schaufeli and Salanova
(2007) suggested that one of keys to maintain
employees involvement enable them to develop their
career.
2.2 Assessment of involvement
Assessment of involvement according to Larry D.
Stout in Hessel Nogi (2005: 174) stated that the
measurement or assessment of organization
performance is a process to record and measure
achievement of activities to reach mission (mission
accomplishment) through outputs which shown in
products, services or process. While Bastian (2001:
330) in Hessel Nogi (2005: 173) stated that
measurement and usage of performance assessment
will push the achievemnet of organization's goals, and
will give feedback to make better continuously.
2.3 Feedback Involvement
Feedback is the level in solving work activities which
demanded by kind of work that give consequences
toward work, and get direct and clear information
about the effectivity in performing work (Wexleyand
Yuki, 1992). Dale (1992) stressed the effective usage
of feedback to the members of organization
continuously, and orientatation to tasks can influence
the behaviour of employees deal with job through a
process of complicated motivation. The experts say
that feedback has two functions for the people who
receive. The first, it deals with instruction, and the
second it deals with motivation. Feedback gives
instruction in explaining the role clearer, or in doing
something new. On the other hand, feedback
motivates at the time get reward or promise to give
reward (Kreitner and Kinichi, 2004).
2.4 The involvement of Employees
The involvement of employees has received much
attention, especially in populer news report from
media among consulant companies. It is often said as
the key of success, competitive power of
organization. Schaufeli and Salanova (2007) stated
that involvement is important for contemporary
organization because many challenges faced. Macey,
et al. (2009) stated that organization can get
competitive superiority through the involvement of
employees. Many writers commend that involvement
is main push of individual attitude, behavior,
performance and organization performance,
productivity, retention, financial performance.
2.5 Performance of Employees
Theoritically, the involvement of employees relates
with working achievement. According to Leiter and
Bakker (2010), involvement has much implication to
performance of employees. Energy and focus which
are inherent in work. The involvement enables
employees to express their potencies in their works
totally. These energy and focus are to improve their
responsibilities in working. They have capacity and
motivation to concentrate only for the works they
handle. Demerouti and Cropanzano (2010) conclude
that involvement can improve performance as the
result from some mechanisms. The conclusion
supported by some studiess shows positive
correlation between involvement and individual
performance (Xanthopoulou, etal., 2008). The newst
meta analysis found commitment, health, moving
desire and performance (Halbesleben, 2010).
Research Method
3 RESEARCH METHOD
3.1 Research Method
This research can be categorized as explanatory
research, namely research which explain causal
relation among variable through hyphotesis test.
ANCOSH 2018 - Annual Conference on Social Sciences and Humanities
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Causal design is useful to analyze the effects between
one variable to others, or how a variable influences
other variables (Umar, 2000). The location of this
research is in P.T. Surya Pamenang Tbk- Kediri.
3.2 Variable Measurement Technique
The sample taken in this research is by using stratified
proportional random technique sampling. It was done
because the position levels of employees are
different. In determining the number of samples, it is
based on opinion of Riscoe (1975) which was quoted
by Sekaran (1992:253).
4 RESULT OF THE RESEARCH
AND DISCUSSION
The measurement of facilities, appraisal, feedback,
employees involvement and the effects performance
of employees. After each factor measured by using
first order, the next it is inserted significant indicators
to test completely which explain the influence of
performance agreement, facilities, assessment,
feedback, employees involvement and the effects
toward performance of employees. By using
Structural Equation Modelling (SEM), it resulted
Goodness of Fit Index for measurement model of
structural model, the influence of performance
agreement variable (X), fasilities (Y1), assessment
(Y2), feedback (Y3), employees involvement (Y4)
and the effects toward performance of employees
(Y5) in Table 5.21 as follows:
Figure 1: The last structural model of data processing result.
Table 1: Coefficient Line (standardisation registration) influence among variables.
Esti
m
ate S.E. C.R. P Note
Y2 <--- X
Y4 <--- Y1
Y3 <--- Y1
Y4 <--- Y2
Y4 <--- Y3
Y5 <--- Y4
0.517
0.080 4.778 *** Significant
0.091 0.089 0.610 .542 not significant
0.351 0.103 3.744 *** Significant
0.362 0.100 2.945 .003 Significant
0.222 0.050 2.426 .015 Significant
0.992 0.232 6.896 *** Significant
5 CONCLUSION
5.1 The Influence of Involvement
Facilities (X) with Involvement
Assessment (Y2)
The result of this research is in line with the research
result from Poursafar,et al,(2014) which stated that
there is correlation between involvement facilitis and
involvement assessment. The employees in doing
their jobs have matched with instruction,
coordination, and training from the leader in
designing work. The employees also feel that they get
support from society, so the action of employees in
workis been involved in evaluation of performance,
assessment process, and training as the company's
goals.
The Effect of Facilities, Assessment, Feedback, Employees Involvement toward Employees Performance
477

5.2 The Influence of Involvement
Facilities (X) Toward Employees
Involvement (Y4)
The result of this research is not in line with the
research result of Marisa Salanova, et al., 2008 which
stated that involvement facilities has significant
influence toward employees involvement. It means
that PT Surya Pamenang–Kediri gives priority to
employees involvement than their involvement
facilities. The leader coordinates more intensively to
the employees to increase productivity, and also to
give appreciation to the employees who have good
achievement. The company can rise profitability by
giving reward, so they have pride and saatisfaction of
their works. The next, leader designs work,
reschedule, makes working method which supported
and agreed by the employees.
5.3 The Influence of Involvement
Facilities toward Involvement of
Feedback
This research supports the research result done by
Atwater,et.al, (2007) that showed significant effects
between involvement of facilities and feedback given
by manager of the company. It means that P.T. Surya
Pamenang–Kediri, has reached effectivity in
working. Information got from the emloyees revealed
that leadership also ran well. The leader makes
coordination in working include giving direction in
designing or arranging job description of the
employees, so that in line with the goals of the
company.
5.4 The Influence of Involvement
Assessment toward Involvement of
Employees
The result of this research supports the opinion of
Rosemary Fisher,et al.,2014, which stated that
assessment involvement influence involvement of
employees. It means that in doing assessment toward
involvement of employees which deal with
evaluation of performance, assessment and training to
fulfill the goals of thecompany has increased
productivity and profitability, so the employees feel
satisfied and proud of working in this company.
5.5 The Influence Involvement of
Feedback toward Involvement of
Employees
The company -P.T. Surya Pamenang- in involvement
of feedback which include effectivity, information
delivering, and feedback of performance has
supported productivity and profitability of the
company, so the employees feel satisfied and proud
to work in this company. The result of this research
supports Atwater, et.al,(2007) and Aguinis et.al,
(2012) which stated that involvement of feedback has
positive influence significantly toward involvement
of employees.
5.6 The Influence of Employees
Involvement toward Performance of
Employees
The result of this research supports the opinion of
Swarnalatha and Prasanna (2012) which stated that
involvement of employees has positive and
significant influence toward toward the performance
of employees.
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