• 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.

• 기록학연구
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• 제41호
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• pp.75-111
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• 2014

연구데이터의 양적 증가와 함께 막대한 보존비용, 공유 확대 등의 이슈는 이제 조직에게 그들이 무엇을 수집할지 우선순위를 정하고 가치있는 기록만을 보존할 것을 요구할 것이다. 따라서 생산된 직접적인 목적을 넘어서는 계속적 가치를 확인하는 기록의 평가는 현 시기에 더욱 중요하다. 그러나, 연구기록 생산기관으로서 대학과 정부출연연구소와 같은 공공기관의 비중이 높다보니, 연구기록관리 전반에 대한 고민이 '공공기록'과 '행정기록'의 틀을 넘어서지 못하고 있다. 따라서 본 연구에서는 연구기록이 행정기록과는 다른 관점으로 관리되어야 한다는 주장의 배경과 생산자 측면, 연구 행위의 측면, 기록의 측면에서 과학기술분야 연구기록의 특성을 살펴보고, 이를 바탕으로 연구기록 평가의 주체, 기준, 방식에 있어서의 이슈와 고려사항을 제시하였다.

• 한국경영과학회지
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• 제13권1호
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• pp.111-111
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• 1988

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.625-635
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• 2021

The performance appraisal system is defined as general satisfaction with the performance appraisal system. It is used to assess employees' attitudes towards the fairness of the appraisal system, as well as their satisfaction with their knowledge of the appraisal system. This study aims to investigate the relationship between performance appraisal satisfaction and employee performance with equity as a mediator of this relation. There is limited research that studied the mediating effect of performance appraisal on the relationship between organizational justice and work performance. The research implemented the quantitative methodology throughout distributing questionnaires using google forms for data collection. Only 181 respondents out of 221 respondents answered the questionnaires. The data had been analyzed using the AMOS tool for performing structural equation modeling (SEM) analysis to validate the mediating relationship of equity and justice on the relationship between performance appraisals satisfaction and employees' performance. The results indicated that achieving organizational fairness and equity in the workplace can be done by the implementation of performance appraisal satisfaction, which can lead to higher productivity in the workplace, whichin turn will enhance the organization's image among its competitors.

• 경영과학
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• 제13권1호
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• pp.111-134
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• 1996

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.

• Asia pacific journal of information systems
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• 제11권4호
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• pp.63-79
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• 2001

In this study, we tried to find the factors that influenced appraisal and reward satisfaction in knowledge management, and to observe whether appraisal and reward satisfaction were related to employees' commitment to knowledge management. Analyzing valid 38 data in the organizational level, we found that only result validity and reward justness affected employee appraisal and reward satisfaction. Also, if was found that appraisal and reward satisfaction were related to employees' commitment to knowledge management. The implications of the findings and future research directions were discussed.

• 간호행정학회지
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• 제11권1호
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• pp.89-104
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• 2005

Purpose: The authors reviewed researches related to performance appraisal(32 researches), in order to identify the direction for future research and to establish a credible performance appraisal system. Method: Almost all of the theses and research published in 9 major journals of nursing in korea were reviewed. Results: Most of research(84.4%) were theses and all researches were used to non-experimental design; survey 81.3%, methodological research 15.6%, review 3.1%. The major subjects of study were appraisees and appraisers. Psychosocial data collection which only used questionnaire were 81.3% and carried out interview(12.5%) and delphi-method(3.1%). Data analysis methods were used frequency 78.1%, t-test 62.5%, mean/SD 59.4%, Pearson's correlation 50%, and Cronbach α 50%. Appraisal tool used or developed in studies was graphic rating scales in nine studies and ran parallel with forced distribution in 2. Also, MBO and BSC were developed. Total number of korean terms in performance measurement were 11, and english terms 15. The tendency of the terms was toward performance appraisal or evaluation. Conclusion: In the light of results, we expect development of corporate appraisal tool that can evaluate nurse competence and performance. Total performance management system also should be established.

• 산경연구논집
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• 제6권3호
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• pp.9-17
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• 2015

Purpose - The study's aim is to assess performance quality delivered through a performance management system. The case study first measures the effectiveness of the present performance management system of Bhushan Steel Ltd. (BSL), and then secondarily analyzes the employee training impact. Research design, data, and methodology - A case study research approach using a survey was followed. The final sample size was 50, with a simple random sampling technique used. Primary data came from the company itself and the secondary from books, the Internet, journals, etc. Results - BSL employee appraisals are used for many developmental aspects such as competence in the present job, improvements, performance development, and training needs. The results indicate that individual performance can improve if employees perceive the system as more transparent (i.e., not so confidential). Conclusions - Overall, the BSL employees think that the company appraisal system is useful; however, to make it better the company has to improve many aspects including appraisals based on supervisor observations. The company could use a self-appraisal and a 360-appraisal approach to improve such assessments.

• 패션비즈니스
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• 제15권1호
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• pp.50-62
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• 2011

The purpose of this study is to catch the difference for the appraisal standard of a product which the adult women's consumers think importantly when they purchase the clothing made of organic cotton and the appraisal standard according to the demographic characteristics. The data collection for research was done for the women in from their 20's to 50's who are living in the regions of Gyungnam, Busan, Ulsan in Korea. The copies of the used questionnaire were 622 copies. To analyze the collected data, ${\chi}^2$-test, t-test, Cronbach's ${\alpha}$ test, ANOVA, Duncan test were carried out by SPSS 14.0. As the analysis result of data, the appraisal standard for purchasing the clothing made of organic cotton was classified with the five factors. The appraisal standard which the adult women's consumers think importantly when they purchase the clothing made of organic cotton showed the significant difference according to the demographic characteristics. The ratio for post-purchase dissatisfaction showed higher than the one for satisfaction. The dissatisfaction showed the significant difference according to the demographic characteristics. The dissatisfaction for a high price, color and insufficient design showed a relatively high ratio.

• 기록학연구
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• 제71호
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• pp.5-48
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• 2022

이 연구에서는, 특히 데이터세트와 웹사이트 유형을 중심으로 하여, 전자기록의 평가와 관련한 최근의 논의와 실험적 사례연구 및 적용 사례, 향후 평가 방향 설정을 위한 과제 영역을 드러냈다. 이를 위해, 전자기록에 적용할 수 있는 평가 기준을 범주화하고, 디지털 환경에 대응하려면 총체적 보유가 필요하다는 주장과 여전히 평가가 필요하다는 주장을 살펴보았다. 이어서, 데이터세트와 웹사이트를 대상으로 진행된 국내외 평가 사례연구를 분석한 후, 미래의 평가정책 방향 모색을 위해 대상과 사용될 도구, 목적 및 역할의 측면에서 어떤 논의가 이루어져야 할 것인지 다루어 보았다.현재의 논의와 과제를 드러내기 위해 이 연구가 다루는 주요 질문은 첫째, 일반적으로 전자기록에 대해서는 어떤 평가 기준이 적용될 수 있는가, 둘째, 평가는 디지털 환경 및 빅데이터 활용 시대에 여전히 필요한 활동인가, 셋째, 전자기록의 평가를 위해 진행되고 있는 실험은 어떤 방향을 지시하고 있는가, 넷째, 미래의 평가는 어떻게 변화할 것인가 등이다. 이 질문들을 바탕으로 하여, 다양하게 논의되는 방향과 쟁점, 과제 등을 드러냈으며, 향후 우리의 공공영역에서 생산되는 다양한 유형의 전자기록을 대상으로 진행될 평가정책 방향을 정의하는 데 필요한 주요 쟁점을 드러내려 하였다.