The Relationship Between Performance Evaluation, Procedural Fairness, Interpersonal Trust And Work Motivation In Private Universities

Abstract

A university is an educational institution which also funciions as work organlzation,
and contains a number or workers as its human resources. Therefore, are a university must
implement work divisions, by building several work units. The division is implemented by
classifyng the same tipe of work in a work unit, and thereby creating several work units. Every
work units has their own tipe of work, which differs from one another, according to ihe workload
and responsibility. This classification of work will create an organizational structure containing
work units with different strata (vertical), due to their different responsibilities and workload. It
will aLso contain several work units at the same level, because they hava same workload and
responsibility but different kind of work.
All the work units must cooperate in doing their job as part of the organizational work,
and in creating effective and eflicient effort in attaining their goal. The cooperation can take
place vertically between units in different level or horizontally between unit in the same level.
Universities have two main work units in its organization structure, the Academic Section
and the Administrative Section. The academic section in responsible in conduciing teaching-
learning process that is done by several lecturers, also known as academic workers. The
administrative section is manned by several employees whose job is to support the academic
section so their work will be done in effective and efficient manner. The principal administrative
section works are mainly finance, administration, investory, and students, service. Both sections
are important for the univesity as work and educational institution, therefore they must cooperate
with each other.
The two sections are essentially different either from the type of work or from the
responsibilities they carry. They are also different in many other aspecs such as the educational
background requirements for the employees, the working hours, the salary and allowance,
promotion requirements, and career development. As we can see that the adminisirative staff's
work are mostly routine activities which will cause boredom, doesn't need creativity and initiative,
is not challenging etc. Therefore to do such, work the staff must have high motivation so they
can do their job as effective and as efficient as possible.
Evidence from prior studies suggests that measures used by superiors to evaluate their
subordinates' performance can affect the subordinates attitudes and behavior such as work
motivation (Outley, et al, 2000)
However as farback as the 1970s, there is evidence to suggests the effect of performance
evaluation on subordinates' behavior may be indirect through some intervening variables. Both
Hopwood (1972) and Otley (2000) suggested and found that evaluative style and the type of
performance evaluations used can affect the subordinates'perception of interpersonal trust
and justness in evaluation process. Procedural fairness is important because of its likely effects
on the organizational members behavior (Milani, 1975 ; Kenis, 1979; Linquist. 1995 ; Libby,
1999 and Law, 2002). Inierpersonal trust is also important because successful performance evaluation is likely io occur onlg in an environment where trust among organizational members
can develop (Hopwood, 1992). Trust is an important feature of the performance evaluation
process because increased interpersonal trust between the subordinates and their superiors is
likely to lead to improved communication (Merlinger, 1956 and Rend, 1962). In a trusting
environment, people feel free to relate to one another and this can lead to openness among
organization members (Reina and Reina, 1999). Trust is ihe glue of effective, humane, and
efficient orqanization.