• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.

• 한국병원경영학회지
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• 제14권4호
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• pp.103-123
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• 2009

The purpose of this study is to investigate antecedents and consequences of perceived justice of performance appraisals, which is classified as distributive and procedural justice, in hospital organization. The results of this study are summarized as follows. First, for distributive justice of performance appraisals, the influential factors are the pertinence of performance appraisal method, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisal. For the procedural justice of performance appraisals, they are the leadership style of performance appraisers, the ratee-rater exchange relationship, the pertinence of performance appraisal method, the opportunity of self-reporting, and the feedback of performance appraisal. Second, the perceived justice weakly affects outcome variables, organizational commitment and job satisfaction. By these results, the performance appraisal system needs to be changed in order to enhance distributive justice through the improvement of suitable methods of the performance appraisal, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisals. If it is difficult to increase the level of distributive justice due to the environmental restrictions in hospitals, the way to enhance the procedural justice more than the distributive one should be considered.

• 한국자동차공학회논문집
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• 제22권3호
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• pp.19-24
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• 2014

This study, the exchange value of the car after the repair, which affects the valuation elements and repair characteristics factors were investigated. Based on this specific accident damaged condition of the car, repair range, repair methods, repair costs, market transactions, taking into account the vehicle's depreciation appraisal method is proposed.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2001년도 학술대회지
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• pp.291-294
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• 2001

This study has established an appraisal standard to select VE subject when they evaluate of design VE by using of a qualify model in an early design step and has suggested an improvement method for importance's estimation method of an appraisal standard. An importance's estimation method is to arrangement of geometric average method using an AHP method to this study, When an evaluation of a quality model, we estimate an importance by establishing of an appraisal standard of economics, construction, security, environmental influence, maintenance, etc.

• 성인간호학회지
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• 제16권4호
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• pp.556-565
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• 2004

Purpose: According to Lazarus & Folkman (1984), appraising a stressor as a threat is associated with negative psychological and physical adjustment, whereas appraising a stressor as a challenge is positive psychological and physical adjustment. This study examined how cognitive appraisal of PTCA(heart disease threat and treatment appraisal) related to the cardiac risk reduction behaviors(smoking cessation, low salt and low cholesterol diet, regular exercise and stress management) 6 weeks following discharge. Method: Data were collected from 50 subjects with successful primary PTCA. Result: Heart disease threat was negative related to treatment appraisal (r=-0.240, p=0.046). Psychological well-being was negative related to heart disease threat (r=-0.317, p=0.012) and positive related to treatment appraisal(r=0.402, p=0.002). The cardiac risk reduction behaviors score was negative related to heart disease threat(r= -0.296, p=0.018) and positive related to treatment appraisal(r=-0.291, p=0.020). Conclusion: More negative appraisal was related to lower the cardiac risk reduction behaviors score. But more positive appraisal was related to higher the cardiac risk reduction behaviors score. So, there is a need to develop the cognitive-behavioral intevention that increase the coping strategy to replace with positive appraisal.

• 지역사회간호학회지
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• 제32권3호
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• pp.396-403
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• 2021

Purpose: The purpose of this study was to investigate the mediating effect of perceived appraisal support between neuroticism and occupational stress in firefighters. Methods: The subjects of this study were 156 firefighters who worked at three fire stations in G province in Korea. The collected data were analyzed by t-test, ANOVA, and multiple regression analysis using Baron and Kenny's method for mediation. Results: There were significant relationships between neuroticism and perceived appraisal support (r=.30, p<.001), neuroticism and occupational stress (r=.42, p<.001), and perceived appraisal support and occupational stress (r=.36, p<.001). Perceived appraisal support showed partial mediating effects in the relationship between neuroticism and occupational stress. Conclusion: The impact of neuroticism in firefighters was mediated by perceived appraisal support for occupational stress. This suggests that strategies for enhancing perceived appraisal support in fire fighters should be considered when developing neuroticism management interventions for decreasing their occupational stress.

• 간호행정학회지
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• 제17권2호
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• pp.189-197
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• 2011

Purpose: This study was an analysis of the relationship between perception for appraisal of staff nurses in operating rooms and performance and organizational commitment. Method: The survey was conducted with 176 staff nurses in operating rooms in 2 hospitals in Seoul. Data were analyzed using frequency, one-way ANOVA, Pearson correlation analysis, and stepwise multiple regression. Result: 1. Perception for appraisal including accuracy and justice was significantly related to organizational commitment (r=.496, P=.000). Perception for appraisal including accuracy and justice was slightly related to performance (r=.220, P=.003). 2. In order to determine the percentage of the variance of performance and organizational commitment that could be predicted by perception for appraisal, perception for appraisal was entered in the regression equation. Accuracy accounted for 25% of the variance in the organizational commitment. To determine the percentage of the variance of performance that could be predicted by perception for appraisal and organizational commitment, the perception for appraisal and organizational commitment were entered in the regression equation. Organizational commitment accounted for 21% of the variance in the performance. Consequently accuracy predicted organizational commitment. Organizational commitment predicted performance. Conclusions: Findings indicate the need to increase accuracy of performance appraisal to promote organizational commitment and performance in perioperative nurses.

• 기록학연구
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• 제46호
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• pp.287-323
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• 2015

본 연구에서는 연구 패러다임이 데이터 중심으로 바뀐 이 시대에 공적 연구기관에서는 어떻게 연구기록을 평가해야 하는지 방향을 정하고, 중요한 기록을 판단할 수 있는 평가기준을 설계하고자 하였다. 연구범위는 국가차원이 아니라 연구기관 단위에서 적용가능한 평가기준을 설계하는 것으로 한정하여 국내외 3개 공적 연구기관의 연구기록 평가기준을 분석하였다. 이 분석결과를 토대로 연구 가치, 역사적 가치, 유일성, 경제적 비용 등 10개의 평가영역으로 구성된 장기보존 대상 연구기록 평가선별기준을 제시하였다. 본 연구는 사례의 충분성 측면과 제시한 평가기준이 핵심 평가자들인 연구자들로부터 검증받지 못했다는 점에서 한계가 있다. 그러나 기관차원에서는 물론, 국가차원에서도 아직 어떠한 연구기록 평가 방향이 서있지 않는 현 상황에서 연구기록에 대한 가치 판단 기준을 제시함으로써 이를 통해 역으로 생산 관리 보존해야 하는 연구기록의 범위와 유형을 결정하는데 중요한 좌표를 제시할 수 있을 것이다. 아울러 연구기관이 생산하는 핵심기록인 연구기록을 어떤 관점에서 그 중요성을 판단해야 하는지에 대한 고민 해결에 본 연구가 작은 도움을 줄 수 있기를 기대한다.

• Journal of Electrical Engineering and information Science
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• 제1권1호
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• pp.77-81
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• 1996

Considering the human visual masking property, a modified relationship between the activity function and the visibility threshold is developed. This leads to a novel objective appraisal method for blocking effects in a lossy subimage coding by virtue of the human visual sensitivity. The appraisal criterion is examined using a series of reconstructed images that are DCT-coded at various bit rates. Experimental results show that the presented blocking effect measure well agrees with the subjective ranking.

• 한국기록관리학회지
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• 제8권2호
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• pp.89-104
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• 2008

캐나다 거시평가제도의 궁극적인 목표는 당대의 사회상을 기록을 통해 형성시키는 것이라 할 수 있다. 즉, 기록물이 생산되는 그 시대의 사회구조 속에서 기록물이 갖게 되는 의미를 평가하는데 목적이 있다. 이렇게 사회에 가장 큰 영향을 주고받는 조직체는 '정부'라는 유기체로 파악하고, 이를 문서화하기 위해서는 정부의 기능분석을 강조한다. 따라서 거시평가 제도는 기능분석을 통해서 가장 중요한 기능을 수행하는 부서인 OPI를 식별하는 것이 핵심이다. 또한 국가와 시민과의 상호작용에 대한 거버넌스 연구를 진행한다. 이러한 연구를 바탕으로 비로소 거시평가 가설이 형성되고, 기록을 통해서 이를 검증하는 단계가 거시평가의 방법론이라고 할 수 있다. 본 논문은 현대 평가의 주류를 이루고 있는 거시평가 방법론에 주목하여, 캐나다에서 실제로 실행되고 있는 거시평가의 제도분석을 목적으로 한다. 이를 위해서 캐나다 국립기록청에서 발행한 정부기록처분프로그램 관련 문건과 논문을 분석함으로서, 실제로 평가가 이루어지는 구체적인 과정을 살펴보고자 한다. 또한 한국의 평가 제도를 분석하여 문제점을 밝히고, 캐나다의 평가제도에서 벤치마킹할 수 있는 부분을 도출하였다.