Penelitian ini dibuat untuk melihat hubungan antara Penilaian Kinerja dengan Kepuasan Kerja karyawan serta melihat pengaruh Persepsi Keadilan Penilaian Kinerja sebagai variabel moderasi terhadap hubungan antara Penilaian Kinerja dengan Kepuasan Kerja karyawan. Penelitian kuantitatif dilakukan terhadap pegawai tetap PT. Bank BNI Syariah yang ada di wilayah Jawa Tengah dan DI Yogyakarta. Dari simple random sampling yang digunakan, diperoleh sebanyak 174 responden dengan status karyawan tetap yang tersebar di 6 (enam) cabang PT. BNI Syariah di wilayah Jawa Tengah dan DI Yogyakarta. Hasil analisa yang dilakukan menyatakan bahwa Penilaian Kinerja berpengaruh positif dan signifikan terhadap Kepuasan Kerja karyawan, serta variabel Persepsi Keadilan Penilaian Kinerja memoderasi hubungan antara Penilaian Kinerja dengan Kepuasan Kerja.

Aquino, K., Griffeth, R. W., Allen, D. G., & Hom, P. W. (1997). . Integrating justice construct into the turnover process: a test of a referent cognition mode. Academy of Management Journal, 40, 12081227.

Belsito, C. A., & Reutzel, C. R. (2020). Employee Performance Appraisal Formalization and Change in Some Employee Intentions To Quit. Small Business Institute Journal Small Business Institute, 16(1), 123.

Birecikli, B., Alpkan, L., Ertrk, A., & Aksoy, S. (2016). Employees need for independence, organizational commitment, and turnover intentions: The moderating role of justice perceptions about performance appraisals. International Journal of Organizational Leadership, 5(3), 270284. https://doi.org/10.33844/ijol.2016.60461

Brownell, J. (1994). The Performance Appraisal Interview: A Multi-Purpose Communication Assignment. Business Communication Quarterly, 57(2), 1121. https://doi.org/10.1177/108056999405700202

D.Ramdhan. (2011). SISTEM INFORMASI PENILAIN KINERJA PEGAWAI UNTUK PENGEMBANGAN SUMBER DAYA MANUSIA.

Elangovan, N., & Rajendran, S. (2020). Impact of functional interdependency on employee satisfaction with performance appraisal in the real estate industry. Problems and Perspectives in Management, 18(4), 213227. https://doi.org/10.21511/ppm.18(4).2020.19

Fields, D., Fang, M., & Chiu, C. (2000). Distributive and procedural justice as predictor of employee outcomes in Hong Kong. Journal of Organi- Zational Behavior, 21, 547567.

Hartman, S. J., Yrle, A. C., & Galle, J. W. P. (1999). Procedural and dis- tributive justice: examining equity in university setting. Journal of Business Ethics, 20: 337-351., 20, 337351.

Ismail, H. N., & Rishani, M. (2018). The Relationships Among Performance Appraisal Satisfaction, Career Development and Creative Behavior. The Journal of Developing Areas, 52(3), 109124. https://doi.org/10.1353/jda.2018.0040

Klindi?, M., & Galeti?, L. (2020). Combining individual and collective employee incentives to enhance organizational performance. Drustvena Istrazivanja, 29(1), 7190. https://doi.org/10.5559/di.29.1.04

Konovsky, M. (2000). Understanding procedural justice and its impact on business organizations. Journal of Management, 26(3), 489511.

Lam, S. S. K, Schabroeck, J., & Aryee, S. (2002). Realtionship between or- ganizational justice and employee work outcomes: a cross-na- tional study. Journal of Organizational Behavior, 23, 118.

Levy, P. E., & Williams, J. R. (1998). The role of perceived system know- ledge in predicting appraisal reactions, job satisfaction and organi- zational commitment. Journal of Organizational Behavior, 19, 5365.

Ljungholm, D. P. (2017). Performance appraisal satisfaction in organizations. Review of Contemporary Philosophy, 16, 136142. https://doi.org/10.22381/RCP1620176

Maruf, P. D. H. M. A. (2014). Manajemen dan Evaluasi Kinerja Karyawan. In Perpustakaan Nasional RI.

Makhubela, M., Botha, P. A., & Swanepoel, S. (2016). Employees perceptions of the effectiveness and fairness of performance management in a South African public sector institution. SA Journal of Human Resource Management, 15, 112. https://doi.org/10.4102/sajhrm.v14i1.728

McFarlin, D. B., & Sweneey, P. D. (1992). Distribtive and procedural justice as predictor of satisfaction with personal and organizational out- comes. Academy of Management Journal, 35 (3): 626-637., 3(35), 626637.

Mossholder, K. W., Bennett, N., & Martin, C. L. (1998). Multilevel analysis of procedural justice contect. Journal of Organizational Behavior, 19, 131141.

Russ, F. A., & McNelly, K. M. (1995). Link among satisfaction, commitment and tornover intents: the moderating effect of experience, gender, and performance. Journal of Business Research, 34, 5765.

Sriwardiningsih, E., Ningsih, C., Aryanto, R., & Notonegoro, B. (2018). Power of analytical hierarchy process for performance appraisal in promotion selection. Pertanika Journal of Social Sciences and Humanities, 26(T), 125138.

Thibaut, J., & Walker, L. (1978). A Theory of Procedure. California Law Review, 66(3), 541. https://doi.org/10.2307/3480099

Wnuk, M. (2017). Organizational conditioning of job satisfaction. A model of job satisfaction. Contemporary Economics, 11(1), 3144. https://doi.org/10.5709/ce.1897-9254.227

Zainudin, M. I., Othman, A. K., Hassan, F., Ahmad Fadzil, A. S., & Ramdzan, A.-A. E. (2020). Islamic Working Environment, Organizational Commitment and Employees Job Satisfaction and Performance in Service Industry in Malaysia: A Conceptual Paper. Advances in Business Research International Journal, 4(1), 67. https://doi.org/10.24191/abrij.v4i1.10082