Performance appraisal had an important role in human resource management. Supervisor’s ratings of subordinates represented important decisions that gave strong influence in human resources actions and outcomes. Most supervisors’ feeling discomfort in appraising process came from giving performance negative feedback. Self-efficay directed at increasing supervisor’s confidence and capability in identifying particular performance levels and providing negative feedback to performers, should decrease the rating elevation caused by such discomfort.
This Study aimed to examine the relationship between among self-efficacy and supervisor’s comfort in performance appraisal process. It also included performance appraisal system, as a moderating variable, which characterized performance appraisal situation. An effective performance appraisal system helped supervisor in doing the appraisal and decreased the emotional barriers in facing appraisal atmosphere, which potentially could cause conflicts with subordinates. More self-efficacy raters have perhaps marshaled better information about ratee behaviour and performance to provide more compelling justifications for rating according to standard (performance appraisal system).
Data were colllected by using questionnaire which was distributed to the supervisors of BNI Bank exs Surakarta. In total 54 questionnaires were distributed, and 51 of them were valid for the data to be analyzed.
