• Journal of Information Processing Systems
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• v.7 no.4
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• pp.595-612
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• 2011

Most organizations use performance appraisal system to evaluate the effectiveness and efficiency of their employees. In evaluating staff performance, performance appraisal usually involves awarding numerical values or linguistic labels to employees performance. These values and labels are used to represent each staff achievement by reasoning incorporated in the arithmetical or statistical methods. However, the staff performance appraisal may involve judgments which are based on imprecise data especially when a person (the superior) tries to interpret another person's (his/her subordinate) performance. Thus, the scores awarded by the appraiser are only approximations. From fuzzy logic perspective, the performance of the appraisee involves the measurement of his/her ability, competence and skills, which are actually fuzzy concepts that can be captured in fuzzy terms. Accordingly, fuzzy approach can be used to handle these imprecision and uncertainty information. Therefore, the performance appraisal system can be examined using Fuzzy Logic Approach, which is carried out in the study. The study utilized a Cascaded fuzzy inference system to generate the performance qualities of some University non-teaching staff that are based on specific performance appraisal criteria.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.473-483
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• 2021

This study's fundamental purpose is to examine the personality factors of business school faculty members in job satisfaction and job performance. Results show the significant impact of multicultural faculty members' job performance in a diverse environment in the Business schools of Karachi. The data is collected through the multi questionnaires from the various teaching, non-teaching staff, and students of private business schools of Karachi in Pakistan. The data has been tested through the Jamovi-by-medmod, and the regression model is to scrutinize and find the effect dependent variables to mediation. Simultaneously, results are calculated by mediation estimates and path estimates through the medmod technic and regression test from data. It provides a comprehensive insight into various factors such as personality traits, self-efficiency, Psychological diversity climate, self-esteem, and human resource management practices. These are the primary evaluated factors that affect multicultural faculty members' job satisfaction and job performance. However, results show a positive relationship between diversity climate and job performance, which mediates by job satisfaction. Similarly, personality traits show a positive relationship with job performance that mediates by job satisfaction. Correspondingly, self-esteem spectacles are a positive inter-relationship with job performance which is mediated by job satisfaction.

• Journal of Engineering Education Research
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• v.19 no.2
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• pp.102-111
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• 2016

This study was implemented for the purpose of analyzing the Job Competency level of accredited and non-accredited program's graduates. And we were seeking way to manage realistic and effective way of Accreditation of Engineering education. In order to achieve the purpose of this study, survey and FGI were done. The study was: accredited program's graduates thought more positively than non-accredited program's graduates, and graduates felt that 11 Job Competencies Level of Work Performance were lower than the needs of job performance. The conclusions of this study were summarized as follows: First, between accredited and non-accredited program's graduates, we could see significant recognition difference about the perception of the needs of job performance. This was because Design curriculum were reinforced and accredited program's graduates had attended design program at accredited program. Second, accredited program's graduates felt higher than non-accredited program's graduates about the perception of level of work performance. This was because the efforts for curriculum reorganizing and teaching methods improvement were done. Third, we could not find significant recognition difference about the perception of the needs for job performance and work level. That was because accredited and non-accredited program were not dealed seperately. The conclusions of this study are summarized as follows: First, The efforts for analyzing job competence of industry and reflecting the program curriculum are needed on the accredited program for engineering education. Second, Government should make the incentive policy about the companies which give some merits to the accreditation graduates, and monitor constantly their real working. Third, in order that the accreditation results can be trustful on staff recruiting or school choosing, accreditation should make outcome-based-evaluation which guarantees competence of graduates.

• Journal of Korean society of Dental Hygiene
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• v.18 no.4
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• pp.477-488
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• 2018

Objectives: The purpose of this study was to investigate career competency, tasks, and job satisfaction of public servants, public institutions, and researchers. Methods: The survey was conducted about career competency, job satisfaction, and satisfaction on work life. Next, they interviewed on the characteristics of each job by two or three dimensions. The following conclusions were obtained from July to August 2017. Results: Career competencies were GPA with 3.87, 818 points of TOEIC score, and ITQ certification. Public servants required the information on literacy skills for employment and job performance, while civil servants need more than one year of clinical experience in the dental hospital. The non-commissioned officer needed a written test and fitness training. The health insurance review and assessment center required more than one year of experience from general hospital or medical institutions. Researchers required a research career, language skill, and professors required research and teaching experiences with clinical experience more than three years. The main job tasks were as follows; for public servants, they were official document processing and community projects. For the civilian workers and military/noncommissioned officers, they were medical assistant and administrative works. The employees of the health insurance review and assessment service are examining the medical expenses and the medical examination, the researchers are experimenting, researching and writing articles, and the teaching staff are lecturing and conducting individual research. Conclusions: The results of job satisfaction survey showed that occupational satisfaction was the highest in civil servants, researchers, and teaching professions. Job security was the highest in health workers and health inspectors' evaluation centers, and time vacancy was the highest in civilian workers and military/noncommissioned officers. If you want to work in such an institution, you should prepare elements that match your basic literacy and job specific characteristics. And we should try to increase the satisfaction of work even after work.

• Korean Medical Education Review
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• v.10 no.1
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• pp.35-42
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• 2008

Purpose : Since PBL was first developed by Howard Barrows at McMaster, it has been adopted as one of the best teaching and learning methods in medical schools throughout the world. However, the educational superiority of PBL relative to traditional approaches is less clear. Given the somewhat extensive resources required for the operation of PBL curriculum, this gives reason for concern. The aim of this study is to review experiences of PBL in other medical schools and learn how to implement PBL in our school. Methods : This study was undertaken in two stages. In the first stage, PBL curricular examples in 7 medical schools (University of Pennsylvania, University of Melbourne, University of Maastricht, McMaster University, Flinders University, Harvard medical school. University of California at L.A.) were collected and summarized. In the second stage, a careful search for articles of journals published since 2000 regarding PBL group assessment, effectiveness of PBL and group facilitation skills was conducted. Results : PBL is generally introduced in a core curriculum in undergraduate medical education. Relating to small group assessment, the perception of students has been well developed. but the current PBL assessment tool needs to be revised, to develop thinking skills of students. The PBL graduates considered themselves as having much better interpersonal skills, better competencies in problem solving and self-directed learning than the non-PBL graduates. Tutors used various techniques to raise awareness, facilitate the group process and direct learning. Conclusions : The following three aspects can be regarded as important in this study. First, to implement PBL in our school more effectively, it might be considered, which curriculum content can be best learned with PBL. Second, to enhance students' thinking skills during PBL, a new assessment tool needs to be developed. Third, tutors' competencies are important to facilitate, group process, so it would be worthwhile including in staff development.

• Journal of Korean Library and Information Science Society
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• v.5
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• pp.119-168
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• 1978

This is a survey of the reserved book system in the pilot universities in Korea. We have surveyed only 22 university libraries among 29 pilot schools as of 1977, because of the differences in the library users, library organization, library facilities, and library materials between universities and colleges. In 1972, the Korean Ministry of Education developed a reformation plan for their higher education based on the teaching method of curriculum-oriented faculty instead of that of the faculty-oriented curriculum. The former puts emphasis on the cultivation of a student's thinking, creativity, and judgement through self-teaching to do a given assignment. The reserved book system in a college or university library is one of the most important methods necessary to accomplish the above educational aim. The survey used a questionnaire with 50 question on 28 items concerning the various aspects of the reserved book system in 22 pilot universities. the survey result discovered many problems needing correction. The following list describes the measures needed to correct the problems found in the pilot universities. 1. The management of a centralized reserved book system is much more effective and economical than the decentralized reserved book system when a university is located on the same campus. 2. In the university library, an independent reserved book department requires to gain the desired educational aims as compared with the reserved book room controlled by any other department in the library. 3. The reserved book system should not be adopted by all the departments at once but enlarged gradually, for it needs the understanding and support of faculty members and the university itself. 4. As competence is essential to the effective operation of the reserved book room, the university library should not place an unqualified person in charge of the reserved book department. 5. The librarian in charge of the reserved book department is required to do more professional works such as analysis of users, collection and analysis of syllabuses, maintenance of faculty member cooperation, establishment of measures to acquire unavailable materials, and drawing up an effective management plan. However, he is spending most of his time in clerical works, that is, non-professional works. 6. Three to five titles of each reserved book are considered reasonable and required materials should be shelved in proportion to the number of students, that is, one copy per eight or ten students if the materials are allowed to lend for two hours at a time. For the supplementary materials, the library needs to place two or three copies per subject. 7. Professors must select reserved books with care so that they can be used year after year. 8. Few universities are asking professors the number of class students and the date when the reserved material will no longer be needed on reserve. 9. The library should gather all the lists of reserved books from every professor at least three to five months before the courses open, because it takes a long time to obtain foreign materials. 10. It is desirable that the reserved book department should collect the lists and prepare the materials with promptness and consistency. 11. Instead of block buying, it is desirable to purchase reserved books at the time the library gets the reserved book list from the professors. The library should also inform faculty members whether it obtained each reserved book or not before the course open. 12. The library should make a copy of materials if a professor requires to reserve an out-of-print book or partial contents of a book, journal, and thesis. 13. An independent budger for reserved books from the budget for general materials is desired. 14. The shelf arrangement of reserved books by courses or professors under the same department is much more preferable than a classified arrangement. 15. While most of the universities adopted the open shelves system for all the reserved books, it is more effective and economical to take a compromise system, that is, closed shelves for requires materials and open shelves for supplementary materials. 18. Circulation of reserved books needs a different system between required materials and supplementary materials: two or three hours and/or overnight loan for the former and two and/or three days loan for the latter. 17. A reserved book room should be open a long time after class so that students can have sufficient time to use the room. 18. The library must take daily and monthly statistic as well as statistics on every aspect of the reserved book system in order that the library ma decide on policy and management of the reserved book room in collaboration with the university. Furthermore, regular reports on the use of the reserved book room should be made to the president and the executive council by the library to acquire their understanding and cooperation for the reserved book system. 19. Cooperation of faculty members is indispensable to the effective management of the reserved book department and it is desirable to make a committee which will fix various decisions about the system. Whenever the director of the library make his decision, he must consult with his staff in order to involve them earnestly in the operation of the system.