Persepsi Pegawai Mengenai Keadilan Dalam Pemberian Tunjangan Kinerja Di Polres Metro Bekasi Kota
DOI:
https://doi.org/10.18196/jbti.101111Keywords:
Ilmu AdministrasiAbstract
Pemberian tunjangan kinerja di organisasi Polri bertujuan untuk memotivasi aparaturnya dalam bekerja. Tunjangan kinerja sendiri merupakan imbalan yang diberikan berdasarkan usaha, jerih payah dan kontribusi pegawai yang diberikan pada organisasi yang terangkum dalam penilaian kinerja bukan berdasarkan pangkat dan golongan saja. Selain itu tunjangan kinerja pun harus menganut prinsip keadilan dan kelayakan, oleh karena itu dalam pelaksanaanya diperlukan strategi yang tepat untuk bisa menerapkan prinsip tersebut. Dalam penelitian ini menggunakan pendekatan kuantitatif dengan metode pengambilan data menggunakan mixed methode melalui survei dan wawancara mendalam. Hasil dari penelitian ini adalah bahwa tidak ada perbedaan persepsi pegawai mengenai keadilan dalam pemberian tunjangan kinerja. Selain itu strategi yang dapat dilakukan adalah dengan mengacu pada kehadiran, kinerja, beban tugas, tanggung jawab serta resiko pekerjaan dari anggota yang dilakukan sehari-hari.
References
Armstrong, M. (2007). Employee Reward Management and Practice (2nd Editio). London and Philadelphia: Kogan Page Limited.
Chingos, P. T. (2002). Paying for performance A Guide to Compensation Management. Nursing management (Harrow, London, England : 1994) (Second Edi). New York: John Wiley & Sons, Inc.
Creswell, J. W. (2014). Research Design. (V. Knight, Ed.) (Fourth Edi). London: SAGE Publications, Inc.
Daly, J. L. (2012). Human Resource Management in the Public Sector Policies and Practices. New York.
Dessler, G. (2013). Human Resource Management (Thirteenth). New Jersey: Prentice Hall Inc.
Gomez-Mejia, L., & Werner, S. (2008). Global compensation: foundations and perspectives (First Edit). New York.
Koss, S. K. (2008). Solving the Compensation Puzzle, Putting Together a Complete Pay and Performance System. Alexandria: Society for Human Resource Management.
Martocchio, J. J. (2017). Strategic Compensation A Human Resource Management Approach. (Stephanie Wall, Ed.). Pearson Education.
Milkovich, George. Newman, Jerry. Gerhart, B. (2014). Compensation. (M. Ablassmeir, Ed.) (Eleventh E). New York: McGraw-Hill.
Mondy, R. W., & Martocchio, J. J. (2016). Human Resource Management, 6) (Fourteenth). London: Pearson Education.
Nugraha, J. T. (2017). Energizing Bureaucracy melalui Pendekatan Merit Pay untuk Meningkatkan Kinerja Sektor Publik Sebagai Kajian Pembelajaran Berbasis Riset. Journal of Public Administration and Local Governance, 1(1), 1–9.
Shi Zheng, Z. W. and S. S. (2014). Pay Satisfaction of Employees: A Case Study of a State-Owned Science Institute in China. Educational Technology, 55(2), 169–192.
Simanungkalit, J. H. U. P. (2012). SISTEM KOMPENSASI PEGAWAI NEGERI SIPIL. Universitas Indonesia.
Tjahjono, H. K. (2010). Manajemen Berkeadilan dan Pengaruhnya pada Outcome Perusahaan. UPFE UMY.Yogyakarta.
Tjahjono, H.K. (2011). The configuration among social capital, distributive and procedural justice and its consequences to individual satisfaction. International Journal of Information and Management Sciences, 22 (1): 87-103.
Tjahjono, H.K. (2014). The fairness of organization’s peerformance appraisal, social capital and the impact toward affective commitment. International Journal of Administrative Sciences and Organization, 21(3):173-179.
Tjahjono, H.K. (2019). Configuration of organisational justice and social capital: their impact on satisfaction and commitment. International Journal of Business Excellence, 17(3): 336-360.
Trevor, J. (2010). Can Pay Be Strategic? A Critical Exploration of Strategic Pay in Practice. New York: PALGRAVE MACMILLAN.
Winsor Tom. (2013). Police pay: Winsor review - GOV.UK.
www.pemerintah.net.com
Downloads
Published
Issue
Section
License
JBTI : Jurnal Bisnis : Teori dan Implementasi is licensed under Creative Commons Attribution Attribution-NonCommercial-NoDerivatives 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution Attribution-NonCommercial-NoDerivatives 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges and earlier and greater citation of published work (See The Effect of Open Access).