• 간호행정학회지
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• 제9권3호
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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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• 제7권4호
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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.

• 한국조경학회지
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• 제38권4호
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• pp.11-24
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• 2010

본 연구는 지구단위 차원에서 자연체험 및 휴양 가치를 평가하기 위해 객관적인 평가지표를 도출하고, 이를 토대로 체계적인 평가모형을 설정하는데 가장 큰 목적을 두었다. 우선 문헌분석 결과, 자연체험 및 휴양가치 평가를 위한 평가지표 들로는 층위구조, 포장율, 헤메로비(hemeroby) 등 총 10개의 항목이 도출되었다. 또한, 전문가 설문분석 결과, 평가지표 항목 모두가 4.4 이상으로 높은 중요도 평균값을 나타내었다. 특히 헤메로비 및 독특한 경관요소 항목은 5.8 이상으로 매우 높게 나타났다. 더불어 평가지표들을 특성별로 유형화하기 위해 요인분석을 수행한 결과, '경관구조 및 자연체험 질', '일반적 이용성', '미 시각 질' 등 총 3개의 요인으로 구분되었다. 이상과 같은 설문분석 결과를 토대로 각 요인별 가중치를 산정한 결과, '미 시각 질' 요인이 3.510으로 가장 높은 값을 보였으며, 이에 반해 '경관구조 및 자연체험 질' 요인은 3.035으로 가장 낮은 값을 나타내었다. 이들 결과를 종합적으로 분석하여 체계적인 가치평가 모형을 설정하였다. 또한, 도출된 평가모형의 타당성을 검증해 보기 위해 실 사례지를 선정하여 적용하였다. 우선 사례지의 비오톱 유형분류 결과, 비오톱 유형군은 유수지 비오톱 등 총 13개로 분류되었으며, 이에 귀속되는 비오톱 유형은 총 61개로 구분되었다. 마지막으로 기 설정된 평가모형을 적용한 비오톱 가치평가 결과, I 등급으로는 식생이 풍부한 자연형 하천, 산림과 접해 있는 소규모 수림 등 총 16개 유형으로 나타났다. 반면 II 등급은 9개 유형, III 등급은 8개 유형, IV 등급은 8개 유형, 가치가 매우 낮은 V 등급은 19개 유형으로 분석되었다.