• The Journal of Asian Finance, Economics and Business
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• 제8권4호
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• pp.1047-1056
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• 2021

The study aims to analyze the performance-prove goal orientation and organizational culture on employee work performance of performance appraisal by placing employee work motivation as an interning variable. The study was conducted on a quota sample basis with 134 employees and staff in educational institutions under the auspices of Islamic educational institutions in Banyuwangi, East Java, Indonesia. Analysis through structural equation modeling (SEM) was done, and results were obtined which showed that there is an influence of institutional culture on employee motivation and that there is an effect of employee motivation on performance appraisal. However, the statistical output showed that there is no significant effect of performance-prove goal orientation on employee motivation. In testing the mediating effect, the results showed the significant influence of employee motivation in bridging the relationship between organizational culture on performance appraisal, and performance-proven goals and performance appraisal. The theoretical contributions of the findings were in its examination of performance-prove goal orientation with motivational encouragement in educational institutions to analyze the extent to which an individual's self-confidence was able to integrate patterns in distinguishing the approach used, how to use, and the response to a specific situation of directing toward organizational achievement.

• 산업융합연구
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• 제3권1호
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• pp.125-143
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• 2005

This study investigates that the relationship of performance appraisal justice and employee's job satisfaction and whether appraisal outcome perception can significantly take the moderate role on this relationship. We conduct empirical study with one dimension of distributive justice and 5 dimensions of procedural justice; appraisal system, participation of employee, feedback, knowledge of rater, and appraisal standard. The result shows that distributive and procedural justice significantly explain employees' job satisfaction. The result, also, shows that moderate role of appraisal outcome perception is significant. This means if the employee who regards appraisal outcome as high perceive appraisal justice, she/he will experience more job satisfaction than the employee who regards appraisal outcome as low.

• 한국관광식음료학회지:관광식음료경영연구
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• 제8권
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• pp.145-162
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• 1997

Performance appraisal system is to evaluate employee' work performance, work ability and work attitude. It becomes a important foundation of personnel management. This system's goal is to accomplish employee ability development. The purpose of this study is to make some contributions in order to efficient performance appraisal system of hotels by analyzing the problems of current performance appraisal system. The suggestions for efficient performance appraisal system are as follows: 1. Performance appraisal by job analysis. 2. Though evaluators' training for objective assessment. 3. The assistance system of appraisal results for employees. 4. Magnifying use of appraisal results. 5. Object management strategy by using self-rating.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.625-635
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• 2021

The performance appraisal system is defined as general satisfaction with the performance appraisal system. It is used to assess employees' attitudes towards the fairness of the appraisal system, as well as their satisfaction with their knowledge of the appraisal system. This study aims to investigate the relationship between performance appraisal satisfaction and employee performance with equity as a mediator of this relation. There is limited research that studied the mediating effect of performance appraisal on the relationship between organizational justice and work performance. The research implemented the quantitative methodology throughout distributing questionnaires using google forms for data collection. Only 181 respondents out of 221 respondents answered the questionnaires. The data had been analyzed using the AMOS tool for performing structural equation modeling (SEM) analysis to validate the mediating relationship of equity and justice on the relationship between performance appraisals satisfaction and employees' performance. The results indicated that achieving organizational fairness and equity in the workplace can be done by the implementation of performance appraisal satisfaction, which can lead to higher productivity in the workplace, whichin turn will enhance the organization's image among its competitors.

• 간호행정학회지
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• 제5권3호
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• 산경연구논집
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• 제6권3호
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• pp.9-17
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• 2015

Purpose - The study's aim is to assess performance quality delivered through a performance management system. The case study first measures the effectiveness of the present performance management system of Bhushan Steel Ltd. (BSL), and then secondarily analyzes the employee training impact. Research design, data, and methodology - A case study research approach using a survey was followed. The final sample size was 50, with a simple random sampling technique used. Primary data came from the company itself and the secondary from books, the Internet, journals, etc. Results - BSL employee appraisals are used for many developmental aspects such as competence in the present job, improvements, performance development, and training needs. The results indicate that individual performance can improve if employees perceive the system as more transparent (i.e., not so confidential). Conclusions - Overall, the BSL employees think that the company appraisal system is useful; however, to make it better the company has to improve many aspects including appraisals based on supervisor observations. The company could use a self-appraisal and a 360-appraisal approach to improve such assessments.

• 동아시아경상학회지
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• 제9권2호
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• pp.43-54
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• 2021

Purpose - This study aims to build other studies and research on the perception and association of fair hiring policy and employee job satisfaction. The reviews and further research of the performance appraisal and employee satisfaction topics provided a basis to conduct this study based on the challenges that result from equality hiring perception on the performance appraisal on the job satisfaction by employees. Research design, data, and methodology - The author collected many textual contexts from mostly peer-reviewed academic journals, which means that academic comprehensive integrity can be obtained by qualitative approach for this study with discussing and following a constructive review analysis. The content analysis aims to determine a textural dataset in the longtime frame from the newest textural information. Result - There is little doubt that this study was significant and relevant to the relationship between fair hiring policy and worker's job satisfaction, indicating that an organization that practices a fair hiring policy positively affects employee job satisfaction. After all, the employee needs are well catered for and meet appropriately. Conclusion - This study suggests that fairness extensively relies on the organization's ability to identify and eliminate any form of performance challenges regarding equity and has proved and determined the significant relationship between fair hiring policy and employees' job satisfaction

• 경영정보학연구
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• 제6권2호
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• pp.113-135
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• 2004

본 연구는 조직구성원의 지식기여도를 객관적으로 측정하기 위한 평가항목 및 각 항목의 가중치를 개발하고자 하는 연구이다. 평가항목의 개발을 위해 연역적 방법과 가중치 개발을 위해 델파이 기법이 각각 사용되었다. 평가항목의 도출을 위해 우선 '지식기여'에 대하여 정의를 내리는 것으로 출발하였다. 도출된 정의를 기초로, 지식기여의 형태는 크게 형식적 기여와 암묵적 기여로 구분되었다. 형식적 기여는 기여하는 지식의 내용에 따라 사실지와 방법지로 구분되었다. 사실지는 구체적으로 방법지 산출물과 기타 사실지로, 방법지는 방법지 매뉴얼과 체득된 방법지로 구분되었다. 암묵적 기여는 암묵성 정도에 따라 대리, 시범, 질의응답(Q&A) 세가지로 구분되었다. 7가지 지식기여 요소에 대한 평가는 양적 측면과질적 측면에서 이루어졌다. 본 연구는 조직구성원의 지식기여의 활동결과는 지식관리시스템(KMS)에 저장되는 것을 전제로 하고 있다. 지식관리시스템 상에서의 형식적 기여의 경우 양적인 평가에서는 게시건수 혹은 수행건수로, 질적인 평가에서의 평가는 조회건수나 만족도 평가, 요청 받은 건수 등으로 측정하였다. 이상과 같이 연역적 방법에 의해 평가요소 및 평가항목들을 개발하고 각 평가항목들에 대한 가중치분석을 위해 전체를 100으로 하였을 때의 각 항목의 가중치를 정하기 위해 전문가들의 의견을 조합하는 델파이기법이 사용되었다. 델파이 결과, 형식적 기여 차원과 암묵적 기여 차원에 동일한 가중치가 부여되었으며, 형식적 기여차원에서는 사실지 보다는 방법지에 가중치가 좀더 부여되었고, 암묵지 기여 차원에서는 질의응답 - 시범 - 대리의 순으로 가중치가 부여되었다. 이를 통해 '타인의 지식 획득과 활용에 도움을 주는 지식기여행위가 되기 위해서는 어떤 형태로든 지식 제공자와 지식 수여자간의 밀접한 상호작용이 높아야 하며, 제공자의 지식이 타인에게 빠르게 그리고 잘 전달될 수록 지식기여도가 높다'라는 결론이 도출되었다. 본 연구는 지식기여 활동에 대한 평가 지표를 마련하였다는 점에서 의의가 크다 하겠으나, 업종별이나 산업별로 세분화된 평가 지표 마련에는 미흡하였다. 또한 항후 지식 경영을 도입하여 시행한 연수에 비추어서 평가 항목별 가중치를 부여를 할 수 있다면 보다 정교한 평가도구의 제공이 될 수 있을 것으로 보인다.

• 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.

• 간호행정학회지
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• 제11권1호
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• pp.89-104
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• 2005

Purpose: The authors reviewed researches related to performance appraisal(32 researches), in order to identify the direction for future research and to establish a credible performance appraisal system. Method: Almost all of the theses and research published in 9 major journals of nursing in korea were reviewed. Results: Most of research(84.4%) were theses and all researches were used to non-experimental design; survey 81.3%, methodological research 15.6%, review 3.1%. The major subjects of study were appraisees and appraisers. Psychosocial data collection which only used questionnaire were 81.3% and carried out interview(12.5%) and delphi-method(3.1%). Data analysis methods were used frequency 78.1%, t-test 62.5%, mean/SD 59.4%, Pearson's correlation 50%, and Cronbach α 50%. Appraisal tool used or developed in studies was graphic rating scales in nine studies and ran parallel with forced distribution in 2. Also, MBO and BSC were developed. Total number of korean terms in performance measurement were 11, and english terms 15. The tendency of the terms was toward performance appraisal or evaluation. Conclusion: In the light of results, we expect development of corporate appraisal tool that can evaluate nurse competence and performance. Total performance management system also should be established.