• Journal of Technology Innovation
• /
• v.13 no.3
• /
• pp.175-196
• /
• 2005

This Paper examines analytic studies of the evaluation system used for evaluating government-supported R&D Institutes (GSRIs), and designs a new model for analyzing the evaluation system's effectiveness. The analytic models in existing studies use the meta evaluation and balanced scorecard (BSC) models. However, theses studies focused on the structure and elements of the evaluation system for examples, the appropriateness of the elements within the evaluation system and the balance of the evaluation index. Accordingly, the effectiveness of the GSRI evaluation system, that is, the evaluation's influence on GSRI performance improvement was not analyzed. This study uses the institution theory and contingency theory perspectives as related to government organization management to develop an analytical model of GSRI evaluation system effectiveness. The new model proposes an analytical approach for improving the effectiveness of the GSRI evaluation system in an institutionalized environment.

• Journal of Digital Convergence
• /
• v.7 no.2
• /
• pp.51-62
• /
• 2009

Most studies of organizational effectiveness previously done, have measured financial performance such as productivity, efficiency or subjective performance such as a commitment, satisfaction, and turnover intention of employees. However, these measurements have limitations to evaluate a organizational effectiveness in recent knowledge information era because evaluation of organizational effectiveness in knowledge-based society needs measurements in various aspects such as financial, customer, internal business process, and learning and growth. The purpose of this study is to overcome these problems and to introduce an appropriate system for evaluation of organizational effectiveness under knowledge management paradigm. In this paper, we suggest a Balanced Scorecard(BSC) as a new measurement standard of organizational effectiveness in a knowledge information era. The balanced scorecard is designed to help firms that have historically overemphasized short-term financial performance. When measuring organizational effectiveness through Balanced Scorecard(BSC) suggested by Kaplan and Norton[31], it is to present the measurement indices that can cover the limitation of the past evaluation indices of organizational effectiveness.

• IE interfaces
• /
• v.22 no.3
• /
• pp.192-204
• /
• 2009

Based on the characteristics of 'Korean electric power industry R&D programs', this study proposes a new performance evaluation framework where electric power industry related R&D projects are scrutinized. The abovementioned R&D programs have their own goals and especially they emphasize the effectiveness as well as the efficiency of each subordinate R&D project. Hence, in this framework, a performance evaluation procedure is established and then a mathematical model is developed according to the procedure. The model calculates performance evaluation indices for a set of R&D projects integrating the effectiveness with the efficiency of each R&D project. In a case study with an empirical dataset, statistical significance is tested on the integrated performance evaluation indices of R&D projects regarding organizational types and program categories considered.

• The Journal of the Korea Contents Association
• /
• v.21 no.3
• /
• pp.783-795
• /
• 2021

This study aims to examine the relationship between performance evaluation systems and managerial effectiveness of responsible administrative agencies. Previous studies mainly emphasize the institutional changes of evaluation system and its impacts. This study articulate important factors in performance evaluation systems like interactive communications the credibility of performance indicators top manager's concern. A survey was conducted by 510 employees of local statistical office agencies and a structural equation modeling was used in order to test hypotheses. Results show that the credibility of performance indicators and top manager's concern about evaluation are positively related to performance results and procedural transparency and to managerial effectiveness. Interactive communication did not show statistically significant on managerial effectiveness. The empirical test results indicated that the interactive communication about the evaluation system of responsible administrative agencies should be considered.

• Korean Journal of Social Welfare
• /
• v.44
• /
• pp.7-35
• /
• 2001

Little empirical study has been conducted concerning board function effectiveness and organizational performance in nonprofit nongovernmental human service organizations in Korea. Using the evaluations of 107 board members and 17 executive directors in Korean Community Chest and 16 regional community chests, this study attempted to examine the level of board function effectiveness and its relationship with organizational performance in these community chests. This study used board function scale developed by Holland and Jackson (1998) to measure board function effectiveness in the following 6 dimensions: contextual dimension: educational dimension: interpersonal dimension: analytical dimension: political dimension: and strategic dimension. This study showed that using 4 points scale, mean of overall board function effectiveness evaluated by board members is 2.62 and mean of overall board function effectiveness evaluated by executive directors is 2.73. That is, it showed that means of overall board function effectiveness are located in the middle point between negative evaluation and positive evaluation. On the other hand, using parametric correlation analysis method, it was found that in these community chests the association between board function effectiveness and organizational performance measured by fund-raising growth rate in $1999{\sim}2000\;and\;1998{\sim}2000$ is very weak and statistically nonsignificant. This study also revealed that using nonparametric correlation analysis method, the association between consensus level in evaluation by board members and executive directors about board function effectiveness, and organizational performance is still very weak and statistically nonsignificant. Finally, this study discussed the direction of future research in board function effectiveness and its relationship with organizational performance and the areas of board management that requires substantial efforts for promoting effectiveness of nonprofit human service organizations in Korea.

• Knowledge Management Research
• /
• v.22 no.3
• /
• pp.1-16
• /
• 2021

For the effective responsiveness toward Management Evaluation System of Public Institutions and continuous development as a public corporation, internal performance management is essential. In this study, the effect of employees' perceptions on the effectiveness and acceptability of the internal performance evaluation system on organizational commitment was tested, and we attempted to find implications for efficient performance management. For this purpose, we obtained valid responses from 208 members of A corporation and the hypotheses were verified through multiple regression analysis. As a result of the analysis, 'performance evaluation effectiveness' and 'performance evaluation acceptability' for internal performance evaluation had positive effects on 'organizational commitment'; however, the effect of 'differential performance compensation' on 'organizational commitment' was not significant. Also, among the control variables, 'age' and 'job group' were found to have a negative (-) effect on 'organizational commitment'. To derive more generalized conclusion, other researches using bigger samples are needed.

• The Journal of Society for e-Business Studies
• /
• v.9 no.2
• /
• pp.33-50
• /
• 2004

This paper presents the evaluation model which is included in a quantitative evaluation methodology for evaluation processes of validity and effectiveness of information budget investment and improving conformance of ROI(Return On Investment). That is, the right efficiency targets of information investment for the development project to GDOC (Government electronic Document Distribution Center), and KPls(Key Performance Indexes) which enable to evaluate objectively effectiveness in the preliminary and post evaluation phases are developed, and then the results were come out by practical investigation study using quantitative evaluation methodology.

• The Journal of Korean Physical Therapy
• /
• v.14 no.1
• /
• pp.177-186
• /
• 2002

The purpose of this study was to contribute to the development of clinical instruction by students ratings of teaching effectiveness in clinical education. The instrument used in this study was teaching effectiveness of clinical nursing by Yu and modified evaluation method by Kern and Mickelson. The results were are follows 1. Among the 12 categorial components of clinical teaching effectiveness, the highest satisfaction was 'encouraging to think for themselves' and the lowest was 'attitude of teacher and evaluation' 2. To compare teaching effectiveness between sex, 'resource for student' and 'professional competence' showed statistical significance. 3. To compare teaching effectiveness among clinical practice stage, 'encouraging' 'role model', 'professional competence', 'organization of subject mater' and 'attitude of teacher and evaluation' showed statistical significance. 5. Interrater ICCs for evaluation method did not showed statistical significance and interitem ICCs showed statistical significance. This article presents goal of clinical education, development of clinical instructor's educational program and a standardized method to measure clinical performance.

• Journal of Korean Society for Quality Management
• /
• v.51 no.2
• /
• pp.185-202
• /
• 2023

Purpose: The purpose of this study is to identify key performance evaluation items and factors that are effective and practical for project management of defense standard standard improvement projects, and to develop a quantitative performance evaluation model. Methods: For the development of a performance evaluation model for defense standard improvement projects, we analyzed past major project performance and derived evaluation items and factors. To increase the objectivity and efficiency of project evaluation, we developed an evaluation index that enables relative evaluation of evaluation targets, and calculated the main importance of evaluation items using the Analytic Hierarchy Process (AHP) method based on the main opinions of expert groups. Results: The study resulted in the identification of main performance items for defense standard improvement projects, which were classified into defense standard conformity review performance and defense standard improvement performance items. We also simplified the evaluation model by integrating various evaluation items into similar evaluation factors. Additionally, we developed a quantitative evaluation index that enables relative evaluation of the targets and verified the objectivity and validity of the suggested performance evaluation model by reevaluating it using performance data from past commissioned professional institutions Conclusion: Developing a quantitative evaluation model for defense standard improvement projects is expected to provide a means of measuring the effectiveness of the project, and to be used as a tool to determine the appropriateness and effectiveness of medium and long-term project plans.

• Management & Information Systems Review
• /
• v.38 no.2
• /
• pp.139-163
• /
• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.