• 간호행정학회지
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• 제13권1호
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• pp.17-23
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• 2007

Purpose: The purpose of this study was to develop the tool that can be used for measuring and appraising the performance of Oncology Advanced Practice Nurse(APN). Method: On the basis of some articles about roles of oncology APN, the researcher made a temporary tool and verified both content validity and face validity. Also the reliability and construct validity were verified. Result: The reliability of this tool was measured by internal consistency. Cronbachs' ${\alpha}$ was .92. The method of verification of construct validity was used known group technique because of small numbers of Oncology APN. Conclusions: This performance appraisal tool of Oncology APN was verified by both the reliability and construct validity. In future, this tool will be able to be used for appraisal and verifying of nursing care of Oncology APN.

• 임상간호연구
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• 제17권1호
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• pp.70-80
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• 2011

Purpose: This study was done to develop performance appraisal guidelines based on the standardized appraisal tool developed in a previous study. Methods: A preliminary investigation was done to draw up a draft guidelines through a literature review. To verify the content validity of the guidelines, 10 nurse managers reviewed the standardized appraisal tool and draft guidelines. Through this process, the performance appraisal guidelines were revised and supplemented. In order to examine the reliability and validity of the guidelines, 13 nurse managers conducted performance appraisal for 178 nurses. Results: As a result, the items of pre-existing tool was reduced from 63 to 30 for usefulness, and guidelines for each items were developed. Conclusion: The revised performance appraisal tool and guidelines are expected to be useful in objectively evaluating nursing performance objectively.

• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.

• 한국콘텐츠학회논문지
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• 제15권3호
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• pp.290-302
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• 2015

본 연구의 목적은 대학생들을 대상으로 수정된 스트레스 평가 도구(Revised Stress Appraisal Measure, RSAM)를 우리나라 실정에 맞게 번역하고, 타당도와 신뢰도를 검증하는 것이다. IBM SPSS Statistics 21과 AMOS 21 program을 이용하여 내적 일관성 신뢰도, 구성타당도, 준거타당도 검사를 하였다. 자료 수집은 G시와 C 지역 소재의 5개 대학교에 재학 중인 296명의 대학교 4학년 학생을 임의로 표출하였다. 한국어판 RSAM은 5개 요인으로 분류되었으며, 전체 변량은 68.4%를 설명하였다. 5개의 하위요인은 확증적 요인분석에 의해 타당성이 입증되었다(p<.001, Goodness of Fit Index, Adjusted Goodness of Fit Index, Normed Fit Index, Comparative Fit Index >.08, Root Mean Square Error of Approximation=.056). 준거타당도에서, 척도의 점수는 한국어판 Perceived Stress Scale (PSS)와 유의한 상관관계가 있었다. 신뢰도 계수는 .73에서 .89까지였다. 한국어판 RSAM 은 구성타당도와 준거타당도, 그리고 내적 일관성 신뢰도에서 만족할 만한 것으로 나타났다. 따라서 본 도구는 한국 대학생들의 스트레스 평가를 측정하는데 적합한 도구가 될 수 있을 것이다.

• Asia pacific journal of information systems
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• 제11권4호
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• pp.63-79
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• 2001

In this study, we tried to find the factors that influenced appraisal and reward satisfaction in knowledge management, and to observe whether appraisal and reward satisfaction were related to employees' commitment to knowledge management. Analyzing valid 38 data in the organizational level, we found that only result validity and reward justness affected employee appraisal and reward satisfaction. Also, if was found that appraisal and reward satisfaction were related to employees' commitment to knowledge management. The implications of the findings and future research directions were discussed.

• 한국컴퓨터정보학회논문지
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• 제17권3호
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• pp.175-183
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• 2012

본 연구는 동료평가 시스템의 활용도 제고 방안을 모색하기 위한 목적으로 수행되었다. 동료평가는 신뢰성과 타당성을 확보함에도 불구하고 평가 참여자의 측정치 왜곡 등 부정확한 평가결과로 폭넓게 활용되지 못하고 있다. 최근의 성과평가 연구에서는 평가가 이루어지는 프로세스에 대한 이해를 도모하기 위해 조직차원의 상황맥락에 주목하고 있다. 본 연구는 평가행동에 영향을 미치는 상황맥락요인으로 평가 자신감 및 평가 타당성을, 개인 성격 특성으로 자기모니터링을 채택하고 평가행동에 미치는 영향을 검증하였다. 445명의 학생을 대상으로 자료를 수집하여 가설을 검증한 결과, 평가 자신감 및 평가 타당성은 정확한 평가행동을 유인함이, 또한 자기모니터링은 조절효과를 가짐이 검증되었다. 기타 시사점 및 향후 연구를 위한 제언도 포함하였다.

• 기술혁신연구
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• 제14권1호
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• pp.177-199
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• 2006

Recently, it has become important to establish a technology appraisal system because of increasing a service of technology credit guarantee. Also, there have been many efforts to evaluate a technology in the advanced countries. The technology/credit appraisal model which can measure firms' performance was suggested by Small and Medium Business Administration. In this paper, we analyze a structural validity of the model by confirmatory factor analysis and estimate the model which can distinguish whether an investment is possible or not by discriminant analysis.

• 한국간호교육학회지
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• 제17권2호
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• pp.267-276
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• 2011

Purpose: This study was done to develop a performance appraisal tool (PAT) for neonatal intensive care unit (NICU) registered nurses (RNs). Methods: The PAT was developed in three steps: 1) a standard of NICU nursing was established; 2) a draft was made; and 3) the PAT was ratified and its reliability and validity were tested. Results: The standard of practice of NICU nursing was predominantly based on role description and responsibilities for nurses. We identified 4 domains of nursing: professional practice, education, research, and leadership. The validity score for each item ranged from 3.93 to 3.27. The PAT consisted of 76 indicators, 49 reflecting components of professional practice, 5 related to responsibility for education, 3 representing research, and 19 relating to leadership. Cronbach's ${\alpha}$ averaged 0.99 for the 76 items. Conclusions: The PAT for NICU RNs that we created was found to be reliable and valid. This PAT would be very useful in evaluating nursing performance and facilitate the professional growth of nurses.

• 한국항해항만학회지
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• 제35권4호
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• pp.335-342
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• 2011

The purposes of this study were to analyze the effects of a marine leisure exhibition event(MLEE)'s appraisal attributes on visitors' satisfaction and rep-visit intention and thus provide fundamental information that facilitates developing effective marketing and operational strategies for a MLEE. In order to accomplish such purposes, this study employed a survey with a total of 300 visitors to a MLEE hosted by G Province. Questionnaires were developed on the basis of related studies and modified to reflect the study context. Then, such questionnaires were verified to be valid and reliable through content validity, factor analysis and internal consistency analysis. Valid 286 questionnaires were analyzed with correlation analysis and multiple regression analysis on significance level of .05. Following findings were derived from current study. First of all, the appraisal attributes of a MLEE had a significant effect on visitors' satisfaction and among them only the factor of event program had a unique relation with the levels of satisfaction. In addition, the appraisal attributes of the MLEE also had a significant effect on visitors' rep-visit intention behavior and among them event program, transportation and employee factors had unique relations with the performance variable in order. In conclusion, all the research hypotheses that had been set up through previous studies were confirmed in this study.

• 경영정보학연구
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• 제22권1호
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• pp.73-89
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• 2020

본 연구는 중소기업의 자금조달 방식 다양화와 금융접근성 개선의 일환으로 도입된 기술력 평가모형의 '미래 진보성'을 확인하고자 시작되었다. 기술금융기업의 경영성과(성장성, 수익성, 안정성)를 종속변수로, 기술력 평가항목을 독립변수로, 기업규모 및 산업특성과 관련된 종업원 수, 업력, 자산규모, 표준산업 분류를 통제변수로 설정하여 다변량 회귀분석을 실시하였다. 분석결과 기술력 평가항목은 기업의 수익성을 유의하게 설명하지 못하며 성장성에 대해 제한적인 설명력을 지니고 있는 반면, 안정성과 관련해서는 기술개발역량 항목이 기술금융기업의 부채비율을 유의하게 설명하는 변수임을 확인하였다. 따라서 향후 기술력 평가모형의 조정 및 투자용 기술력 평가모형 개발 시 기업의 성장성과 수익성에 대한 '미래 진보성'의 반영 강화가 필요하다는 결론을 도출하였다.