Organizational Performance Evaluation Research Articles

Relation between Organizational Climate and Personnel Performance Assessment in a Tourist Service Company

This research analyzes and determines the relationship between two variables in the management of human resources: organizational climate and performance evaluation. This study is relevant because it provides knowledge about the relationship of the variables mentioned, because literature does not give solid evidence about it. The study is cross-sectional and correlational. Quantitative techniques (measuring instruments) and qualitative techniques (confirmatory focus groups and interviews with experts) were used in the total workforce of the company of tourist services of PTS Peru. The OCQ [Organizational Climate Questionnaire] of Litwin & Stringer, created in 1968, which has 50 items and measures 9 dimensions of organizational climate, was used to measure the organizational climate, while a questionnaire was created in order to measure the job performance, which has 21 items and measures 6 dimensions. Also, a pattern of focus group was prepared and it was applied to a sample of workers from different areas of the company. Interviews with experts in human resources were made from the information obtained from the matrix of gathering information. The research results show a significant and positive relationship between organizational climate and evaluation of staff performance and relationship between the nine dimensions of organizational climate with the overall work performance and some of its dimensions.

Planning and Performance Evaluation of the Manufacturing Organizations

This paper deals with the planning and performance evaluation of the manufacturing and transport organizations. Nowadays, the financial analysis is the most important tool of financial management and its purpose is to carry out an assessment of financial management. The result of the solution is an effective and comprehensive early warning system that measures and takes into account the performance of the enterprise and satisfies the conditions for the rapid application in small and medium-sized enterprises. At the same time, it creates conditions for fast and thorough assessment of business performance generated with respect to the value creation of the organization. Finally, the validity of the proposed system is implemented.

A Study on Organizational Performance and Performance Evaluation Based on Principal Component Analysis and Structural Equation Model

A Study on Organizational Performance and Performance Evaluation Based on Principal Component Analysis and Structural Equation Model

A novel hybrid MCDM model for performance evaluation of research and technology organizations based on BSC approach

Balanced Scorecard (BSC) is a strategic evaluation tool using both financial and non-financial indicators to determine the business performance of organizations or companies. In this paper, a new integrated approach based on the Balanced Scorecard (BSC) and multi-criteria decision making (MCDM) methods are proposed to evaluate the performance of research centers of research and technology organization (RTO) in Iran. Decision-Making Trial and Evaluation Laboratory (DEMATEL) are employed to reflect the interdependencies among BSC perspectives. Then, Analytic Network Process (ANP) is utilized to weight the indices influencing the considered problem. In the next step, we apply four MCDM methods including Additive Ratio Assessment (ARAS), Complex Proportional Assessment (COPRAS), Multi-Objective Optimization by Ratio Analysis (MOORA), and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) for ranking of alternatives. Finally, the utility interval technique is applied to combine the ranking results of MCDM methods. Weighted utility intervals are computed by constructing a correlation matrix between the ranking methods. A real case is presented to show the efficacy of the proposed approach.

Organizational performance evaluation in intangible criteria: a model based on knowledge management and innovation management

Today innovation and knowledge management are determining factors for success and continuity of organizations. However, because they are considered intangibles, their measurement becomes a challenge. Therefore, this study aimed to develop a model to measure organizational performance with a focus on knowledge management and innovation management. To be able to do that, we used a quantitative research study, characterized as a multi-case study applied to three companies in the metal-mechanic sector in southern Brazil. The methodology uses the assumptions of well-known methods such as the Key Performance Indicators, the Swing Weighting and Simple Attribute Rating Technique. With the results, it could be seen that the proposed model can be an effective tool for assessing organizational performance and that, in its application, the surveyed organizations could already identify their main weaknesses and use the results reported to improve its management.

사회서비스 공급유형별 성과평가 비교 : 노인관련 사회서비스를 중심으로

Abstract The history of Social service is above 10 years. Owing to corresponding to the user's needs social services sector is expanding. And, to deal with them, the social delivery systems has been changed. Traditional social welfare delivery system is provided by public facilities and private facilities. On the other hand, Social Services is made up of the traditional social welfare delivery system and new delivery system which is composed of profit organizations and non-profit organizations. Considering this, Study attempted to compare the performance evaluation of supply type-profit and non-profit social service organizations. Performance evaluation method was applied to net income, except for expenditure in total revenue. Net income difference between profit organization non-profit organization was assessed by T-test. We conclude that the two population means are different at the 0.05 significance level. Looking in detail, the non-profit organizations were found to be higher than the non-profit organizations, labor costs, operating costs, facility cost and consumable costs, but part of the business expense costs, the non-profit organizations was higher than the profit organizations.

The integrated application of the AHP and the DEA methods in evaluating the performances of higher education institutions in the Republic of Serbia

The measurement and evaluation of performance are critical for the efficient and effective functioning of the economic system, because this allows for the analysis of the extent to which the defined objectives are achieved. Organizational performance is measured by different methods, both quantitative and qualitative. Many of the known methods for the evaluation and measurement of organizational performance take into account only financial indicators, while ignoring the non-financial ones. The integration of both indicators, through the combined application of multiple methods and the comparison of their results, should provide a more complete and objective picture of organizational performance. The Analytic Hierarchy Process (AHP) is a formal framework for solving complex decision-making problems, as well as a systemic procedure for the hierarchical presentation of the problem elements. The Data Envelopment Analysis (DEA) is a non- parametric approach based on linear programming, which allows for the calculation of the efficiency of decision-making units within a group of organizations. The work is an illustration of the method and framework of the combined use of the multi-criteria analysis methods for the measurement and evaluation of the performance of higher education institutions in the Republic of Serbia. The advantages of this approach are reflected in overcoming the shortcomings of a partial application of the AHP and the DEA methods by utilizing a new, hybrid, DEAHP (Data Envelopment Analytic Hierarchy Process) method. Performance evaluation through an integrated application of the AHP and the DEA methods provides more objective results and more reliable solutions to the observed problem, thus creating a valuable information base for high-quality strategic decision making in higher education institutions, both at the national level and at the level of individual institutions.

A Model for the Performance Monitoring and Evaluation of Organizations to Migrate to the Cloud based on System Approach

In recent years, the concept of cloud computation has been an issue of great importance both for researchers and practitioners. This paper aims to assess the performance of cloud computing from thebusiness perspective, when the organizations want to migrate to the cloud environment.In this paper, thecriteria related to performance evaluation are extracted by a system approach, based on contentanalysis and Shannon entropy research methods. The results show that financial, technological, operationaland strategic outcomes are important parameters for strategists to plan for migrating to the cloudenvironment.

When is a Good Citizen Valued More? Organizational Citizenship Behavior and Performance Evaluation

Organizational citizenship behaviors (OCB) have been found to affect supervisors' ratings of employee performance partially because these behaviors are distinct and, thus, capture the rater's attention. In this study, we have expanded the existing literature by recognizing the rater's readiness to detect employee OCB. Specifically, we applied the concept of bottom-up and top-down attentional capture to test our prediction that the influence of OCB on employee performance evaluation would be dependent upon the rater's motivation to detect behaviors that potentially increase group effectiveness. Results of hierarchical linear modeling analysis of data collected from 33 work groups at 5 state-owned manufacturing factories in China supported our hypotheses. Our findings suggest that the relationship between OCB and performance ratings is more complex than originally thought and that both rater's cognition and group context should be taken into consideration when investigating this relationship.

공공조직 성과분석을 위한 다차원지표 활용의 딜레마: 주관적 성과인식과 객관적 지표 비교를 중심으로

공공조직 성과분석을 위한 다차원지표 활용의 딜레마: 주관적 성과인식과 객관적 지표 비교를 중심으로

Правовые основы методологии оценки деятельности образовательных организаций в Российской Федерации

The nationwide trend of improving public authorities’ efficiency has put the education system under new performance conditions — commitment of educational institutions to improve their efficiency. The article describes methodological aspects of evaluating educational organizations, identifies components of evaluation activities’ logical structure. The main emphasis is on legal mediation of educational organizations’ appraisal. The author examines legal basis of educational organizations’ appraisal, highlights types of documents on issues relating to quality appraisal and performance evaluation of educational organizations. The author analyzes both the federal regulatory level, and regional, municipal, and local levels of the regulatory impact. The author notes key legal problems of the emerging system of educational institutions’ performance evaluation at various levels of public authority. The author considers some negative consequences of the introduction of the system of educational organizations’ performance appraisal.

A Cross‐National Study of Fairness in Asia: How Perceptions of a Lack‐of‐Group Bias and Transparency in the Performance Evaluation System Relate to Job Satisfaction

This study explored how managers’ fairness perceptions of performance evaluation systems differ across countries and relate to their job satisfaction. Lack‐of‐group bias and transparency were the constructs used to assess fairness perceptions. The data sample consisted of 903 Asian managers from the subsidiaries of a leading multinational corporation (MNC) strategically expanding its retail markets in Japan, China, Hong Kong, Malaysia, and Thailand. Results showed that the fairness perceptions of lack‐of‐group bias and transparency concerning the common performance evaluation system varied within these Asian countries. Furthermore, those fairness perceptions were significantly related to job satisfaction among Asian managers overall, as well as in each of the five geographical subgroups with the exception of Hong Kong, where the perception of a lack‐of‐group bias was only marginally related to job satisfaction. These findings offer theoretical implications regarding organizational justice, cross‐national management, and performance evaluation, as well as practical implications for leveraging organizational justice perceptions of performance evaluation systems for the effectiveness of MNCs. © 2015 Wiley Periodicals, Inc.

Controle e desempenho de franquias: um estudo sobre as atividades de avaliação de desempenho organizacional realizadas por franqueadores

This study presents a research conducted with 63 franchisors and master-franchisees, with focus on the organizational performance evaluation of is business model. Franchisors provided information on the evaluation process they held the franchisee and self-owned units in Brazil. These collected data were analyzed based on existing theoretical models in literature about evaluation and organizational performance measurement. It was possible to note that part of franchisors do not have a formulated conception of evaluation, neither a clear notion on how to conduct this evaluation process. In this context, it can be noticed that performance evaluation is not sustained in the organization strategic alignment, but in the establishment of control points by the franchisor on the franchisee. These interests are often linked to the brand and the quality of the activities (operational and services). Finally, trust between franchisor and franchisees plays a central role to franchise performance evaluation, and its non-existence was evidenced as the main barrier for the franchising performance evaluation activities.

Analytical Framework for Performance Evaluation of Research Organizations

Performance evaluation is an important measure of the total quality management, which can be used to assess the performance of an individual or an organization with respect to set goals and targets. The metrics/parameters used for evaluating the performance and the way in which these are measured by using appropriate tools and techniques play a major role in the evaluation process. Performance evaluation is even more challenging in the case of R and D organizations, where the outcome/output may not be tangible/measurable and varies from one organization to another, depending on the nature, vision, charter and character. A methodology is proposed to arrive at a framework that can help in objectively assessing or evaluating the performance of each of the laboratories of CSIR (Council of Scientific and Industrial Research) based on four knowledge portfolios which are appropriately given weightages according to the impact they have on the four goods viz-Public, Private, Social and Strategic Appropriate parameters have been identified which can help in objectively evaluating the performance of the laboratory. The proposed analytical framework will facilitate quantification of performance of an R and D organization to enable resource allocation in a rational manner.

Integrating Fuzzy C-Means and TOPSIS for performance evaluation: An application and comparative analysis

In this paper we introduce a multi-method multiple criteria approach for evaluating the performance of organizations. Performance analysis may include both strategic and operational performance, as well as financial and other less tangible factors. This paper introduces the use of Fuzzy C-Means and TOPSIS for organizational performance evaluation purposes. Using real company data and balanced scorecard accounting and performance dimensions the methodology is applied and evaluated. The predictive abilities of the technique from an organizational performance evaluation approach are evaluated using this data. One of the results from the illustrative application is that economic performance evaluation is not the best predictor of overall viability of some organizations, especially e-commerce based organizations.

Application of Fuzzy AHP Approach for Financial Performance Evaluation of Iranian Petrochemical Sector

Organizational performance evaluation is a very vital and sensitive process in any industry. One of the most crucial aspects of performance assessment is consideration of financial performance evaluation. In this kind of evaluation, we face many criteria and index to performing and also designing a comprehensive and effective model. Thus, this situation can be regarded as a fuzzy multiple criteria decision-making (MCDM) problem, so the fuzziness and uncertainty of subjective perception should be considered. In this paper performance evaluation of seven active companies in the petrochemical industries was evaluated using combined method of fuzzy and analytic hierarchy process. In this paper at the first, Iranian petrochemical industry was studied and then the required framework for a good decision making model was introduced after that financial evaluation criteria and the main financial ratios used in this article was defined the criteria are as follows: current ratio, quick ratio, debt ratio, long term debt, EBIT, total asset, inventory turnover ratio, total asset turnover ratio, fixed asset turnover ratio, receivable accounting turnover ratio, net profit margin, ROI, ROE, asset growth, shareholder's equity growth are among the financial criteria that were used, in the nest stage fuzzy set and fuzzy AHP is described and results of analysis have been presented.

Avaliação de desempenho organizacional: um estudo aplicado em hospitais filantrópicos

A avaliação de desempenho organizacional requer pesquisas que compreendam as especificidades do objeto analisado, o que vale para as organizações de saúde. Todavia, esse tipo de organização é pouco amparado por técnicas e conhecimentos da Administração, gerando-se, assim, deficiências na sua gestão e controle. Diante disso, o objetivo é desenvolver um modelo para avaliação de desempenho específico para hospitais filantrópicos e comparar a eficiência das organizações estudadas. Para tal, levantou-se um modelo teórico que foi, posteriormente, validado por especialistas. Coletando os dados referentes ao modelo com 70 hospitais na pesquisa de campo, uma análise envoltória de dados foi realizada. Concluiu-se não haver grande disponibilidade de informações gerenciais nos hospitais brasileiros e apontaram-se elementos para incrementar a eficiência para a amostra.

Results-Based Accountability: Evaluating Program Outcomes in a Social Services Organisation in New Zealand

In times of financial constraint, social services organisations reliant on external funding from government, community and philanthropic sources are under increasing pressure to demonstrate to their stakeholders the difference they are making to their clients' lives. This can present a challenge for organisations, encouraging them to move beyond traditional methods of financial accountability. From collecting data on the level and extent of their services, they need to explore new accountability tools that best demonstrate client outcomes to stakeholders. This article presents a case study of a two-year evaluation that explored the challenges for Presbyterian Support Northern, a large New Zealand social services organisation at the forefront of the sector, as they attempted to improve the quality of measurement and evaluation of organisational and service performance through the adoption of Results-Based Accountability, a client outcomes-focused approach. The evaluation aimed to investigate the impact of Results-Based Accountability on the organisation's culture and performance, using a participatory action research mixed methods approach. Data from interviews and focus groups were used to look at changes in culture. Senior management of Presbyterian Support Northern are committed to Results-Based Accountability and steady progress has been made in embedding it into the organisational culture. An ongoing challenge for the organisation is to help staff, in particular those on the front-line, to understand the dimension related to making a difference in client outcomes. Implications for evaluation practice are based on the lessons learnt by the organisation in implementing Results-Based Accountability.

Municipalities’ Contracting Out Decisions: An Empirical Study on Motives

Municipalities have various motives behind their decisions about the modes of their task execution. Empirical studies have not yet provided a fully satisfying explanation for municipalities’ contracting out decisions. Therefore, we interviewed several Dutch principal municipal managers to evaluate the causes and motives for the choices of the current structures for the delivery of their services. This study investigates the relevance of common public choice and transaction cost motives on contracting out and explores the relevance of additional institutional and pragmatic motives. We found that municipalities do not regularly evaluate the service provision of their activities and the potential benefits of outsourcing. In fact, if the activity has an adequate performance level and complaints from municipal employees, local politicians or inhabitants do not occur, a catalyst for a discussion on the contracting out of this activity is, in general, lacking. Principally in the case of structural underperformance municipalities consider a change of service provider, and then the efficiency motive is most relevant. Thereby, institutional motives – such as the stability of service provision – and pragmatic motives are also relevant. Institutional pressures in particular initiate the evaluation of organisational performance, whereas both economic motives as institutional and pragmatic motives are used to compare alternative service providers.

A Standalone RFID and NFC Based Healthcare

NFC is a standards-based, short-range wireless
 connectivity technology that enables simple and safe two-way
 interactions between electronic devices. The concept is based
 on combination of smartcard and contactless interconnection
 technologies; NFC is compatible with todays field proven RFIDtechnology.
 If this technology is used for identification of patient
 in hospital, it will be very useful. Patients have different illness.
 When doctors operate patients or exanimate patients, if the doctor
 confuses the disease of patient, a fatal medical circumstance
 may occur. If RFID and NFC technology is used for this case, we
 can easily protect patients from fatal medical mistakes. It has the
 potential to make almost all wireless technologies and also the
 applications on these technologies easy enough so that everyone,
 even the non-technical can use them.
 Technological development and modern medicine practices are
 amongst the outstanding factors triggering this shift. This trend is
 resulting in a greater demand for health care-related services and
 greater competition among health care providers. Achieving a
 high operational efficiency in the health care sector is an essential
 goal for organizational performance evaluation. Efficiency uses to
 be considered as the primary indicator of hospital performance.
 In order to bring down the cost and improve efficiency, intelligent
 systems can play a significant role in providing intelligently
 processed and personalized information about patients to doctors,
 their health care staff (i.e. nurses) and health care administrators