• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.495-505
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• 2003

Purpose: The purpose of this study was to develop 360 feedback for nursing unit manager based on the current personnel evaluation system and to evaluate the new tool according to evaluation subjects. Total of 277 subjects of nurse unit managers and staff nurses were participated in this study. Method: The study was conducted in three phases each for development, application, and analysis of 360 feedback. SAS program was utilized for data analysis with descriptive statistics, t-test, and analysis of variance. Result: The evaluation criteria of the developed 360 feedback tool consisted of 13 subscales such as professional knowledge, apprehension & judgement, job performance, applicability, creativity, leadership, responsibility, promptness & accuracy, administrative ability & sense of mission, activeness, cooperation, communicability, and general attitude. The internal consistency of the tool was Cronbach's alpha .939. The evaluation score by! peers(M=4.30) was the highest one, followed by self-evaluation(M=4.23), evaluation by supervisor(M=4.17), and evaluation by subordinate(M=4.10). The differences in the total evaluation scores among the subjects supervisor, self, peer, and subordinate were not statistically significant, but significant differences were found in some subscales scores. Conclusion: Further research is required to test the reliability and validity of the $360^{\circ}$ feedback tool, and to test the outcome and the process of $360^{\circ}$ feedback system.

• 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.

• Journal of the Korean Institute of Landscape Architecture
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• v.38 no.4
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• pp.11-24
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• 2010

The main focus of this research is the establishment of a systemic evaluation model based on objective evaluation indices, which are drawn to assess the experiencing of nature and recreational value at the level of the district unit. First of all, as a result of a literature review, a total of 10 indices can be drawn including vegetation structure, pavement rate, and hemeroby to evaluate an assessment of natural experiences and recreational value. Also, as a result of expert survey analysis, all evaluation index items were above 4.4, which is a high importance average. Hemeroby and unique landscape factor items in particular were above 5.8, which is very high. In addition, as a result of implementing a factor analysis to classify evaluation indices according to characteristics, three factors arise: 'landscape structure and quality of natural experience', 'typical availability', and 'quality of aesthetic and visual sense.' Based on the above survey analysis results, the 'quality of aesthetic and visual sense' was the highest, at 3.510. The classification 'landscape structure and quality of natural experience' was the lowest, at 3.035. A systemic value evaluation model was established by comprehensively analyzing these results. To verify the validity of the evaluation model drawn, real sites are selected and applied. First of all, as a result of a biotope types classification of sites, biotope type groups are classified into a total of 13 including the stream biotope while its subordinate biotope types are classified into a total of 61 groups. Lastly, as a result of biotope value evaluation, which was a previously established evaluation model, there are a total of 16 types including vegetation-abundant natural rivers and small-scale woodlands near forests in grade I. There are 9 types in grade II, 8 in grade III, 8 in grade IV, 19 in the least-valuable grade V.