The Role of Justice Perception in Mediating the Influence of 360-Degree Assessment Feedback on the Performance of High Prosecutor's Office Employees in Yogyakarta

Abstract

Employee performance is the main determinant of an agency's success in achieving its goals, including law enforcement agencies such as the Prosecutor's Office. The phenomenon of low attendance rates for morning roll calls and No Information (TAK) at the Yogyakarta High Prosecutor's Office indicates that employee performance is not optimal, while previous research results on the effect of 360-degree performance appraisals on employee performance still show inconsistent results (research gap). This study aims to analyze the effect of 360-degree assessment feedback on employee performance, both directly and through the mediation of perceptions of fairness. The study uses a quantitative approach with an explanatory survey design. Primary data were collected through a Google Form-based questionnaire distributed to 136 employees of the Development Division of the Yogyakarta Special Region High Prosecutor's Office, then analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM) with the help of SmartPLS software version 3. The results showed that 360-degree assessment feedback had a positive and significant effect on employee performance (t = 2.953; p = 0.003), 360-degree assessment feedback had a positive and significant effect on perceptions of fairness (t = 8.769; p = 0.000), perceptions of fairness had a positive and significant effect on employee performance (t = 3.409; p = 0.001), and perceptions of fairness were proven to significantly mediate the effect of 360-degree assessment feedback on employee performance (t = 3.328; p = 0.001). These findings confirm that the effectiveness of the performance appraisal system is not only determined by the evaluation mechanism itself, but also by how employees interpret fairness in the appraisal process.